本文關(guān)鍵詞： 職場(chǎng)欺凌 知識(shí)分享意愿 組織認(rèn)同 神經(jīng)質(zhì)　出處：《中國(guó)軟科學(xué)》2017年02期 　論文類(lèi)型：期刊論文

【摘要】：本文利用357份調(diào)查問(wèn)卷數(shù)據(jù),采用層級(jí)回歸和"拔靴法",通過(guò)構(gòu)建一個(gè)有調(diào)節(jié)的中介模型分析了職場(chǎng)欺凌對(duì)研發(fā)人員知識(shí)分享意愿的影響機(jī)制。分析結(jié)果顯示:職場(chǎng)欺凌對(duì)研發(fā)人員的知識(shí)分享意愿有顯著的負(fù)向影響,組織認(rèn)同在其中起中介作用;神經(jīng)質(zhì)在調(diào)節(jié)職場(chǎng)欺凌與組織認(rèn)同之間關(guān)系的同時(shí)也調(diào)節(jié)了組織認(rèn)同在職場(chǎng)欺凌與知識(shí)分享意愿關(guān)系中的中介作用;只有當(dāng)研發(fā)人員具有較高的神經(jīng)質(zhì)水平時(shí),組織認(rèn)同在職場(chǎng)欺凌與知識(shí)分享意愿關(guān)系中的中介作用才會(huì)顯著。這些研究結(jié)果在理清職場(chǎng)欺凌影響機(jī)制,豐富職場(chǎng)"冷"暴力理論的同時(shí),對(duì)企業(yè)管理實(shí)踐也具有一定的指導(dǎo)意義。
[Abstract]:This paper uses 357 questionnaire data, By using hierarchical regression and boot pulling method, this paper analyzes the influence mechanism of workplace bullying on the knowledge sharing willingness of R & D personnel by constructing a moderated intermediary model. The results show that workplace bullying affects R & D personnel's knowledge score. Wishful thinking has a significant negative effect, Organizational identity plays an intermediary role, neuroticism not only regulates the relationship between workplace bullying and organizational identity, but also regulates the intermediary role of organizational identity in the relationship between workplace bullying and knowledge sharing willingness. Only when R & D personnel have a high level of neuroticism can organizational recognition play a significant role in the relationship between workplace bullying and the willingness to share knowledge. Enrich workplace "cold" violence theory, at the same time, business management practice also has certain guiding significance.
【作者單位】： 山東工商學(xué)院工商管理學(xué)院;
【基金】：教育部人文社會(huì)科學(xué)規(guī)劃基金項(xiàng)目“職場(chǎng)‘冷’暴力對(duì)企業(yè)中層管理者組織認(rèn)同的影響機(jī)制:有調(diào)節(jié)的中介效用模型”(編號(hào):15YJA630012) 國(guó)家自然科學(xué)基金項(xiàng)目“協(xié)同創(chuàng)新團(tuán)隊(duì)隱性知識(shí)共享有效性的隨機(jī)動(dòng)態(tài)博弈分析”(71501113)
【分類(lèi)號(hào)】：F272.92

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