上级发展性反馈对下属知识共享的影响机制：一个有调节的中介模型

文章从上级与下属互动的视角出发，构建并验证了一个有调节的中介模型，探讨上级发展性反馈对下属知识共享影响的过程机制及边界条件，重点检验组织自尊的中介效应以及人与组织匹配的调节效应。通过对两阶段分时序所收集到的417份样本数据的统计分析，结果表明：上级发展性反馈对下属组织自尊水平具有显著正向影响；下属组织自尊不仅对其知识共享具有显著正向影响，而且部分中介上级发展性反馈对其知识共享的促进作用；人与组织匹配调节上级发展性反馈与下属组织自尊的关系，人与组织匹配程度越高，上级发展性反馈对下属组织自尊的积极影响越明显；人与组织匹配还调节组织自尊在上级发展性反馈与下属知识共享关系间的中介效应，人与组织匹配程度越高，该中介效应越显著。

Research on the Influence Mechanism of Supervisor Developmental Feedback on Subordinates’ Knowledge Sharing: A Moderated Mediation Model

From the perspective of the interaction between supervisors and subordinates, we constructed a moderated mediation model to investigate the influence of supervisor developmental feedback on subordinates' knowledge sharing, and examined the mediating effect of organizational self-esteem and the moderating effect of person-organization fit. Via the statistical analysis of 417 pairing data collected in two times, the results show that: supervisor developmental feedback had a significantly positive influence on subordinates' organization-based self-esteem. The organization based self-esteem of subordinates also had a positive effect on their knowledge sharing, and partially mediated the influence of supervisor developmental feedback on their knowledge sharing. Person organization fitness not only moderated the relationship between supervisor developmental feedback and organization-based self-esteem, but also moderated the mediating effect of organization-based self-esteem.