职场排斥对高新技术企业员工知识隐藏行为的影响机制研究

An examination of the relationship between workplace ostracism and knowledge hiding among employees in high-tech firms

摘要

本文基于3时点、多来源的配对调查设计,对382名高新技术企业员工及其直接主管进行问卷调查,探讨职场排斥对员工知识隐藏行为的影响及其内在心理机制.研究结果显示:(1)职场排斥显著正向预测员工知识隐藏行为;(2)情绪耗竭和组织报复动机分别在职场排斥与知识隐藏之间发挥部分中介作用;(3)情绪耗竭与组织报复动机在职场排斥与知识隐藏之间形成链式中介路径.具体而言,职场排斥会加剧员工的情绪耗竭,进而激发其组织报复动机,最终导致知识隐藏行为增加.本研究揭示了职场排斥影响知识隐藏的情绪与动机传导机制,为高新技术企业干预职场冷暴力、促进知识共享提供了管理启示.

Abstract

Based on a three-wave, multi-source paired survey design, this study surveyed 382 employees of high-tech firms and their direct supervisors to examine the effect of workplace ostracism on employees’ knowledge hiding and its underlying psychological mechanisms. The results show that: (1) workplace ostracism significantly and positively predicts employees’ knowledge hiding; (2) emotional exhaustion and organizational revenge motivation separately mediate the relationship between workplace ostracism and knowledge hiding; and (3) emotional exhaustion and organizational revenge motivation form a chain mediating path between workplace ostracism and knowledge hiding. Specifically, workplace ostracism exacerbates employees’ emotional exhaustion, which in turn stimulates organizational revenge motivation and ultimately increases knowledge hiding. This study reveals the emotional and motivational mechanisms through which workplace ostracism affects knowledge hiding and provides managerial implications for reducing workplace cold violence and promoting knowledge sharing in high-tech firms.

关键词

职场排斥 / 知识隐藏 / 情绪耗竭 / 组织报复动机 / 链式中介

Key words

workplace ostracism / knowledge hiding / emotional exhaustion / organizational revenge motivation / chain mediation

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基金资助

国家社会科学基金青年项目(23CTY011)