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针对高科技企业的实证研究表明,管理者情绪领导行为能够对员工知识分享产生显著影响。其中,鼓励安慰导向的情绪领导行为能够促进员工知识分享,员工心理资本起到部分中介作用;威严冷峻导向的情绪领导行为能够抑制员工知识分享,员工心理资本起到完全中介作用。因此,管理者需要表现出更多的积极情绪导向行为,充实员工心理资本,优化心理情境,从而促进知识交流和共享。
Empirical research on high-tech enterprises shows that manager’s emotional leadership can have a significant impact on employee knowledge sharing. Encouragement-oriented emotional leadership can promote employee knowledge sharing and staff psychological capital play a part of the intermediary role; majestic cold-oriented emotional leadership behavior can inhibit employee knowledge sharing, staff psychological capital play a complete intermediary role. Therefore, managers need to show more positive emotion-oriented behavior, enrich staff psychological capital, optimize psychological situation, and promote knowledge exchange and sharing.