| 辱虐管理对员工知识共享的影响：组织认同和人与组织匹配的作用 |
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| 引用本文： | 肖小虹,刘文兴,汪兴东,丁志慧.辱虐管理对员工知识共享的影响：组织认同和人与组织匹配的作用[J].科研管理,2018,39(2):117-124. |
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| 作者姓名： | 肖小虹 刘文兴 汪兴东 丁志慧 |
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| 作者单位： | 1贵州财经大学工商管理学院，贵州 贵阳550025；
2中南财经政法大学工商管理学院，湖北 武汉430073；
3江西农业大学经济管理学院，江西 南昌330045；
4中南财经政法大学公共管理学院，湖北 武汉430073 |
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| 基金项目： | 国家自然科学基金青年项目“自恋型领导对工作场所越轨行为的影响机制研究”（71502175，2016.01-2018.12）；国家自然科学基金地区项目“农村居民低碳能源消费行为形成机制及引导政策研究——以鄱阳湖生态经济区为例”（71363028，2014.01-2017.12）。 |
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| 摘 要： | 尽管不少学者研究员工知识共享的影响因素，但是这些研究都是关注积极因素对员工知识共享的影响，很少关注消极因素对员工知识共享的影响。因此，本文探讨辱虐管理对员工知识共享的影响，重点检验组织认同的中介效应和人与组织匹配的调节效应。采用结构化问卷，在2个时点进行2次问卷调查，共收集到348份问卷。研究结果表明：辱虐管理显著降低员工知识共享；组织认同完全中介辱虐管理对员工知识共享的影响；人与组织匹配调节辱虐管理对员工知识共享的影响。
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| 关 键 词： | 辱虐管理 知识共享 人与组织匹配 组织认同 |
| 收稿时间： | 2016-04-18 |
| 修稿时间： | 2017-04-11 |
Influence of abusive supervision on employee’s knowledge sharing |
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| Xiao Xiaohong,Liu Wenxing,Wang Xingdong,Ding Zhihui.Influence of abusive supervision on employee’s knowledge sharing[J].Science Research Management,2018,39(2):117-124. |
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| Authors: | Xiao Xiaohong Liu Wenxing Wang Xingdong Ding Zhihui |
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| Institution: | 1. School of Business Administration，Guizhou University of Finance and Economics，Guiyang 550025, Guizhou, China; ;
2. School of Business Administration, Zhongnan University of Economics and Law, Wuhan 430073, Hubei, China; ;
3. School of Economics and Management, Jiangxi Agricultural University, Nanchang 330045, Jiangxi, China; ;
4. School of Public Administration, Zhongnan University of Economics and Law, Wuhan 430073, Hubei, China |
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| Abstract: | Although many scholars have explored the influencing factors of knowledge sharing, these studies focusing on positive influencing factors of knowledge sharing, few studies pay little attention to negative influencing factors of knowledge sharing. Thus, this study explores the impact of abusive supervision on knowledge sharing, especially examining the mediating role of organizational identification and the moderating of person-organization fit. This study has collected 348 questionnaires in two wave way. The results show that abusive supervision has significantly negative impact on knowledge sharing; organizational identification mediates the relationship between abusive supervision and knowledge; person-organizational fit moderates the effect of abusive supervision on knowledge sharing. |
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| Keywords: | abusive supervision knowledge sharing person-organization fit organizational identification |
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