Wan Jin, Qin Mingyue, Zhou Wenjun, Zhou Haiming, Li Pingping
School of Economics and Management, East China Jiaotong University, Nanchang, China.
Jiangxi Institute of Talent and Industry Integration Development, East China Jiaotong University, Nanchang, China.
Front Psychol. 2023 Feb 21;14:994020. doi: 10.3389/fpsyg.2023.994020. eCollection 2023.
How to promote employees' knowledge-sharing behaviors has become a focus of managers and researchers. Based on the theory of relative deprivation, this study explored the mechanism of organizational procedural justice on employees' intra-team knowledge sharing, as well as the mediating role of relative deprivation and the moderating role of group identification. A path analysis was conducted on 416 valid questionnaire data, and the results revealed that: (1) Procedural justice has a positive effect on intra-team knowledge sharing; (2) Both group relative deprivation and individual relative deprivation play a mediating role between procedural justice and intra-team knowledge sharing, but they have opposite effects. Procedural justice reduces both group relative deprivation and individual relative deprivation, but individual relative deprivation decreases employees' intra-team knowledge sharing, while group relative deprivation increases it. (3) Group identification has an enhancing moderating effect on the relationship between group relative deprivation and intra-team knowledge sharing, while the moderating effect on the relationship between individual relative deprivation and intra-team knowledge sharing is not significant. Therefore, enterprises should make procedures such as performance appraisal and salary allocation justify and transparent to reduce individual relative deprivation, but should moderately trigger group relative deprivation flexibly according to the situation, while enhancing employee group identification through cultural construction.
如何促进员工的知识共享行为已成为管理者和研究者关注的焦点。基于相对剥夺理论，本研究探讨了组织程序公正对员工团队内知识共享的作用机制，以及相对剥夺的中介作用和群体认同的调节作用。对416份有效问卷数据进行了路径分析，结果表明：（1）程序公正对团队内知识共享有正向影响；（2）群体相对剥夺和个体相对剥夺在程序公正与团队内知识共享之间均起中介作用，但作用方向相反。程序公正降低了群体相对剥夺和个体相对剥夺，但个体相对剥夺降低了员工的团队内知识共享，而群体相对剥夺则提高了团队内知识共享。（3）群体认同对群体相对剥夺与团队内知识共享之间的关系具有增强调节作用，而对个体相对剥夺与团队内知识共享之间关系的调节作用不显著。因此，企业应使绩效考核、薪酬分配等程序公平透明，以降低个体相对剥夺，但应根据实际情况灵活适度地引发群体相对剥夺，同时通过文化建设增强员工群体认同。
