社会与工程心理学研究室知识库

信息技术革命的浪潮预示着，无论是知识的记忆和存储，抑或是知识的创造和重组，人工智能都可轻易实现，因此，对于组织成长和创新来说，知识的内部流动比知识本身更重要。关于如何提升组织内部知识流动性的研究，国内外学者主要集中在知识隐藏等相关领域开展实证研究。其中，围绕知识隐藏的研究是从知识的本体、主体、客体、载体、环境、动机等领域展开。我国正处于百年未有 之大变局，立足于量子思维的不确定性概念，面临不断变化发展的工作压力源交织下，聚焦职场工作压力源对知识隐藏的影响探索尤为重要。

目的：员工的知识隐藏行为是多重因素协同联动作用的结果，从整体视角研究组织层面的工作压力源因素对知识隐藏行为的协同联动影响。研究关注工作场合中的工作压力源，其不同的变化和组合对知识隐藏行为的影响作用，探明不合规任务在工作压力源多重组态中处于影响知识隐藏行为的核心位置。延伸不合规任务压力源在知识隐藏行为中的心理机制研究，并验证工作愤怒和工作疏离 的双元中介机制以及量子型领导对不合规任务与双元中介的弱化机制效果，以期为企业知识隐藏治理工作提供重要的方法和依据。

方法：两个研究均采用调查问卷的方法开展研究。研究一采用调查问卷法，运用模糊集定性比较分析法(fsQCA)，探讨不合规压力源的必要性和工作压力源中各个前因变量之间的复杂因果关系。研究二采用调查问卷法，运用分层研究和 结构方程模型，研究不合规任务与知识隐藏之间的相关关系以及中介机制、边界 机制。

结果：研究一结果表明(1)在工作压力源组态下，诱发知识型员工知识隐藏行为路径共 3 条，构型包括三类：职业愿景与工作过载辅助驱动型、领导压力与工作过载辅助驱动型、领导压力与职业愿景辅助驱动型。(2)不合规任务和人际 关系作为工作压力源的组成因素，所有路径均作为核心条件出现。研究二结果表明(1)不合规任务经由工作愤怒和工作疏离能够对知识隐藏行为产生正向预测作用。(2)当工作愤怒和工作疏离同时作为中介变量进行分析时，工作愤怒的中介作用比工作疏离感的中介作用更强。(3)量子型领导负向调节不合规任务与工作疏离感与工作愤怒之间的关系，且发挥有调节的中介作用。

结论：(1)任何单一因素都不是构成驱动知识隐藏的必要充分条件。在所有条件变量中不合规任务压力源和人际关系压力源在引发知识隐藏行为中发挥着 较为关键的作用。(2)不合规任务压力源可以预测知识型员工的知识隐藏行为，工作愤怒与工作疏离能够同时增强不合规任务对知识隐藏行为带来的正向预测作用，且不合规任务下，情绪系统受损较为明显，存在强情感弱理性情况。(3) 量子型领导能够缓冲不合规任务对双元中介的负向作用。

从实践出发，文章提出三条有助于降低知识隐藏行为的建议：(1)合理控制压力源减少知识隐藏行为发生。(2)加强对新型领导管理能力的培养。(3)畅通职业体系建设和职业生涯管理。

The wave of information technology revolution foretells that no matter the memory and storage of knowledge, or the creation and reorganization of knowledge, artificial intelligence can be easily achieved, and the internal flow of knowledge is more important than knowledge itself for organizational growth and innovation. Around the research on how to enhance the internal knowledge mobility of organizations, domestic and foreign scholars mainly focus on knowledge hiding and other areas to carry out relevant empirical research. Among them, most of the studies on knowledge hiding are expanded from the fields of knowledge ontology, subject, object, carrier, environment and motivation. As China is in a situation of great change that it has not been seen in a hundred years, it is particularly important to focus on the exploration of how the ever-changing and developing work stressors act on knowledge hiding based on the uncertainty theory of quantum thinking.

Purpose: From a holistic perspective, knowledge hiding behavior of employees is the result of the synergistic effect of multiple factors, and it is particularly important to study the synergistic effect of work stressors on knowledge hiding behavior at the organizational level. The study focuses on the influence of different variations and combinations of work stressors in the workplace on knowledge hiding behavior, and it explores the core position of illegitimate taskss in the multiple groupings of work stressors that influence knowledge hiding behavior. The study extends to explore the psychological mechanisms of illegitimate stressors in knowledge hiding behavior, and verifies the dual mediation mechanism of work anger and work alienation, as well as the effect of quantum leadership on the weakening mechanism of illegitimacy and dual mediation, with a view to providing an important methodology and basis for the governance of knowledge hiding in enterprises.

Methodology: Both studies were conducted using questionnaires.The first study used fuzzy set qualitative comparative analysis (fsQCA) to explore the necessity of illegitimate stressors and the complex causal relationships among antecedent variables in work stressors. With the aim of investigating the correlations and mediating and boundary mechanisms, the second research used hierarchical research and structural equation modeling between illegitimate taskss and knowledge hiding.

Results: The results of Study 1 indicated that (1) under the work stressor grouping, there were three paths that induced knowledge hiding behavioral paths in knowledge-based employees, and the constructs consisted of three types: career vision and work overload-assisted driving type, leadership pressure and work overload-assisted driving type, and leadership pressure and career vision-assisted driving type. (2) illegitimate taskss and interpersonal relationships emerged as core conditions for all paths as constituents of job stressors. The results of Study 2 suggest that (1) illegitimate taskss via work anger and work alienation can positively predict knowledge hiding behavior. (2) When work anger and work alienation were analyzed simultaneously as mediating variables, the mediating role of work anger was stronger than that of work alienation. (3) Quantitative leadership negatively moderates the relationship between illegitimate taskss and feelings of work anger and work alienation , it plays a moderating mediating role.

Conclusions: (1) No single factor constitutes a necessary condition to drive knowledge hiding. Among all the conditional variables illegitimate tasks stressors and interpersonal relationship stressors play a more critical role in triggering knowledge hiding behavior. (2) illegitimate tasks stressors can predict knowledge hiding behavior of knowledge employees, work anger and work alienation can enhance the positive impact of illegitimate tasks on knowledge hiding behavior, and under illegitimate tasks, the emotional system is more obviously damaged, and there is a strong emotion and weak rationality situation. (3) Quantitative leadership can buffer the negative effect of the illegitimate tasks on bimodal mediation.

Starting from practice, the article puts forward three suggestions to help reduce knowledge hiding behavior: (1) Reasonable control of stressors to reduce the occurrence of knowledge hiding behavior. (2) Strengthen the cultivation of new leadership management ability. (3) Smooth career system construction and career management.