How does Supervisor Incivility Impair Employees ’ Knowledge Sharing : Evidence from Chinese Firms 1
How does Supervisor Incivility Impair Employees ’ Knowledge Sharing : Evidence from Chinese Firms 1
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发表时间：
2017
影响因子：
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通讯作者：
Chang-e Liu;Shumin Hu;Jie-Tsuen Huang;Wei Xie;Feng Tian
中科院分区：
文献类型：
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作者：
Chang-e Liu;Shumin Hu;Jie-Tsuen Huang;Wei Xie;Feng Tian
迄今为止的研究在很大程度上还不清楚主管不礼貌与员工知识共享之间的关系。本文从社会交换理论的视角，通过组织认同这一中介因素，考察了主管的不礼貌行为对员工知识共享的影响。同时，探讨了促进焦点和预防焦点的调节作用。通过对湖南省295名员工的有效问卷调查发现，经历过上司不礼貌行为的员工更容易产生组织认同感低的倾向，从而表现出不愿与团队成员分享知识的倾向。此外，本研究发现，在集体主义文化中，促进焦点与预防焦点会调节主管不礼貌行为与员工知识分享之间的关系。理论和实践的影响进行了讨论。
The research to date has largely been unclear about the relationship between supervisor incivility and employees’ knowledge sharing. From the perspective of social exchange theory, we examine how a supervisor’s incivility impact on employees’ knowledge sharing through mediation factor of organizational identification. Meanwhile, the moderation role of promotion focus and prevention focus were investigated. Through 295 valid questionnaires collected from Hunan Province China, we find that those employees who experiencing incivility from their supervisors are more likely to have low organizational identification and as a consequence show reluctance to share knowledge with team members. Moreover, we find that promotion focus and prevention focus moderate the relationship between supervisor incivility and employee knowledge sharing in collectivist cultures. Implications for theory and practice are also discussed.