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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Do Work Engagement and Transformational Leadership Facilitate Knowledge Sharing? A Perspective of Conservation of Resources Theory
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Do Work Engagement and Transformational Leadership Facilitate Knowledge Sharing? A Perspective of Conservation of Resources Theory

机译：工作投入和变革型领导是否有助于知识共享？资源保护理论的视角

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摘要

Based on the perspective of conservation of resources (COR) theory, this study adopts a multilevel approach to examine the influences of employees’ personal resources (i.e., work engagement and intrinsic motivation) and external resources (i.e., transformational leadership) on knowledge sharing. This study conducts a survey to explore the interrelationships among transformational leadership, work engagement, intrinsic motivation, and knowledge sharing. The sample includes 33 healthcare work groups consisting of 214 group members. The results show that an individual’s personal and external resources are positive and benefit the promotion of knowledge sharing. As for personal resources, work engagement has a positive impact on knowledge sharing by increasing intrinsic motivation. Regarding external resources, transformational leadership acts as a facilitator for knowledge sharing. Specifically, the conditional indirect effects of work engagement on knowledge sharing through intrinsic motivation are more positive under high levels of transformational leadership, rather than low levels of transformational leadership. Based on the COR theory, this is the first study to argue that knowledge sharing could be considered as an active activity and that individuals could be eager to perform knowledge sharing when they possess significant personal and external resources. The results of this study provide new insights into knowledge sharing.
机译：基于资源节约（COR）理论的观点，本研究采用多层次方法来研究员工的个人资源（即工作投入和内在动力）和外部资源（即变革型领导）对知识共享的影响。这项研究进行了一项调查，以探讨变革型领导，工作投入，内在动力和知识共享之间的相互关系。样本包括33个医疗保健工作组，包括214个小组成员。结果表明，个人的个人和外部资源是积极的，并有助于促进知识共享。对于个人资源，工作投入会通过增加内在动力来对知识共享产生积极影响。关于外部资源，变革型领导充当知识共享的促进者。具体而言，在高水平的变革型领导而非低水平的变革型领导下，工作参与通过内在动机对知识共享的条件间接影响更为积极。基于COR理论，这是第一个认为知识共享可以被视为一项积极活动的研究，并且当个人拥有大量的个人和外部资源时，他们可能会渴望进行知识共享。这项研究的结果为知识共享提供了新的见解。

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