组织心理所有权如何影响知识隐藏行为——公民疲劳与变革型领导的作用

员工知识分享行为已经引起学术界足够重视，但对工作场所中知识隐藏行为尚缺乏深入了解。基于社会交换理论、资源保存理论，利用306名智力型企业知识员工一手数据，构建了一个带有调节的双重中介模型，检验了组织心理所有权对知识隐藏的影响机制，包括组织公民行为和公民疲劳的中介作用及变革型领导的调节效应。结果表明：组织心理所有权负向预测知识隐藏行为；组织公民行为与公民疲劳在组织心理所有权与知识隐藏之间起显著中介作用；变革型领导正向调节组织心理所有权对组织公民行为的影响，并调节组织公民行为在组织心理所有权与知识隐藏之间的中介作用，该中介作用在变革型领导水平高时更强，在变革型领导水平低时相对较弱。研究结论不仅可以丰富知识隐藏、公民疲劳等理论，还可以为企业知识管理实践提供有效参考。

How does Organizational Psychological Ownership Influence Employees’ Knowledge Hiding Behavior?

Employees' knowledge sharing behavior has attracted enough attention in the academic circle,but there is still a lack of in-depth understanding of employees' knowledge hiding behavior in the workplace. Trough collecting data with 306 employees of intellectual organizations,this paper constructs a moderated dual mediating model to test the effects of organizational psychological ownership on knowledge hiding,including the mediating effect of organizational citizenship behavior and citizenship fatigue,and the moderating role of transformational leadership based on the social exchange theory and resources conservation theory. The empirical results show that organizational psychological ownership negatively predicts knowledge hiding; organizational citizenship behavior and citizenship fatigue positively mediate the correlation between organizational psychological ownership and knowledge hiding. In addition,transformational leadership has a moderated role between organizational psychological ownership and organizational citizenship behavior,and moderates the mediating effect of organizational citizenship behavior on the relationship between organizational psychological ownership and knowledge hiding,the mediating effect is relatively stronger with high transformational leadership and relatively weaker with low transformational leadership. The research conclusion not only enriches the theoretical research on knowledge hiding and citizenship fatigue,but also provides a reference for the effective knowledge management of enterprises.