论文部分内容阅读
旨在探讨威权领导和授权领导对员工隐性知识共享的作用机理,重点分析领导-成员交换的中介作用以及员工传统性的调节作用。选择企业员工及其直接主管作为研究对象,采用结构方程模型、层级回归等方法分析286套配对数据。研究结果表明:威权领导对隐性知识共享有显著的负向影响,而授权领导则对隐性知识共享有显著的正向影响;领导-成员交换在威权领导和授权领导与隐性知识共享之间起着完全中介作用;员工传统性显著地调节威权领导和授权领导与隐性知识共享之间的关系,员工传统性越高,威权领导和授权领导与隐性知识共享之间的关联性越小。
The purpose of this paper is to explore the mechanism of authoritarian leadership and empowerment leadership in tacit knowledge sharing among employees, with an emphasis on the role of leadership-member mediation as intermediary and staff’s traditional regulatory role. Select enterprise employees and their direct supervisors as the research object, using the structural equation model, hierarchical regression analysis of 286 sets of paired data. The results show that authoritarian leadership has a significant negative impact on tacit knowledge sharing, while authorized leadership has a significant positive impact on tacit knowledge sharing. The leadership-member exchange has a significant positive impact on the sharing of tacit knowledge leadership Between the authoritative leadership and authoritative leadership and tacit knowledge sharing, the more traditional staff, authoritarian leadership and empowerment leadership and tacit knowledge sharing between the more relevant small.