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本研究基于河南地区326份样本探讨了辱虐领导对知识共享的影响机制,研究发现:辱虐领导对知识共享具有负向影响;辱虐领导对情绪耗竭具有正向影响,情绪耗竭对知识共享具有负向影响,辱虐领导通过情绪耗竭的中介作用影响知识共享;雇佣身份对辱虐领导和知识共享之间关系具有调节作用,对于典型雇佣身份的员工,辱虐领导对知识共享的负向影响较弱,而对于非典型雇佣身份的员工,辱虐领导对知识共享的负向影响较强。最后,研究讨论了结论的理论价值和实践意义。
This study explored the influence mechanism of abusive leadership on knowledge sharing based on 326 samples in Henan Province. The study found that abusive leadership has a negative impact on knowledge sharing, abusive leadership has a positive effect on emotional exhaustion, and emotional exhaustion has a negative impact on knowledge sharing Negative influence, abusive leadership affect the knowledge sharing through emotional intermediation; employment status has a regulatory effect on the relationship between abusive leadership and knowledge sharing. For the employees with typical employment status, abusive leadership has a negative impact on knowledge sharing The impact is weaker, while abusive leadership has a negative impact on knowledge sharing for employees who have atypical employment status. Finally, the study discussed the theoretical value and practical significance of the conclusion.