组织支持感对员工知识共享行为的影响：自我效能的中介效应

黄新萍; 杨池; 肖石英; 李梅芳

组织支持感对员工知识共享行为的影响：自我效能的中介效应

引用本文：黄新萍,杨池,肖石英,李梅芳.组织支持感对员工知识共享行为的影响：自我效能的中介效应[J].财经理论与实践,2015,(4):114-120

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作者	单位
黄新萍,杨池,肖石英,李梅芳	（湖南大学经济与贸易学院,湖南长沙410079）

中文摘要:员工知识共享行为能够促进知识在组织边界内产生溢出效应，从强化内部动机的视角引入自我效能分析组织支持感与员工知识共享行为之间的关系，并构建概念模型进行实证研究具有重要的理论价值。实证结果表明：组织支持感的三个维度中工作支持、价值认同对员工的知识获取行为和知识贡献行为都具有显著的正向影响，关心利益只对员工的知识获取行为具有显著正向影响；自我效能在工作支持、价值认同与知识贡献之间和在价值认同与知识获取之间起到完全中介作用，在工作支持与知识获取之间起到部分中介作用。

中文关键词:组织支持感知识共享自我效能知识管理

A Study on the Effect of Perceived Organizational Support to Employee's Knowledge Sharing: Self-efficacy as a Mediator

Abstract:Employees' knowledge sharing behavior can promote knowledge spillover effects within the organizational boundary. From the angle of strengthening the internal motivation, this paper introduces self-efficacy as a mediator to study the effects of perceived organizational support on knowledge sharing. Empirical study results show that work support, value recognition have significant positive influence on knowledge acquisition and knowledge contribution of employees, concerns about the interests only has a significant positive influence on employees' knowledge acquisition; self-efficacy acts as a complete mediator between work support, value recognition and knowledge contribution and between value recognition and knowledge acquisition, and it acts as a partial mediator between work support and knowledge acquisition.

keywords:Perceived organizational support Knowledge sharing Self-efficacy Knowledge management

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