差序氛围感知如何影响员工知识破坏行为：一个被调节的双中介模型

中国组织情境中的差序氛围会对员工知识行为形成潜移默化的影响。基于社会信息加工理论和归因理论，采用Boostrap、结构方程模型等方法对两个时点的699份问卷进行实证分析，探讨在中国文化情境下员工差序氛围感知与知识破坏之间的相关性以及存在的被调节的双重中介作用。研究结果表明，差序氛围感知与知识破坏负相关；内部人身份认知、职场妒忌分别在差序氛围感知与知识破坏之间发挥中介作用，并且恶意归因会增强差序氛围感知对内部人身份认知的负面影响与职场妒忌的正面影响，同时，增强差序氛围感知通过内部人身份认知、职场妒忌的中介作用进而对知识破坏的影响。上述发现有利于了解氛围感知影响员工知识破坏行为的内在机理，启示管理者采取针对性行为与措施，促进组织内部知识资源流动。

How the Perceived Climate of Differential Team Association Affects Employees' Knowledge Sabotage: A Moderated Dual Path Model

As a typical representative of Chinese organizational culture, the climate of differential team association tends to make employees feel the differential treatment and thus they usually take the anti-knowledge work behavior to express their dissatisfaction. Although scholars have made some important discoveries, there is still a lack of in-depth exploration of knowledge behavior at the individual level in the antecedents of knowledge destruction. Therefore, under the guidance of the national initiative of "Mass Entrepreneurship and Innovation", it is particularly important for enterprises' knowledge management practice to clarify the internal influence mechanism and action boundary of perceived climate of differential team association on employees' knowledge destruction behavior in the Chinese context. Existing studies show that the climate of differential team association in an organization has a significant impact on the cognitive bias of employees. When the atmosphere of cognitive bias in an organization is strong, the knowledge sharing behavior within the organization will be greatly reduced, and even knowledge destruction behavior will occur. However, few studies have explored the important influence of the perception climate of differential team association on information processing and knowledge exchange. Therefore from the perspective of social information processing theory, this paper conducts an in-depth study on this aspect, and it is necessary to examine the two mediating pathways of employee internal identity recognition and workplace envy, and consider whether malicious attributions will intensify the influence of perceived climate of differential team association on knowledge destruction behavior. The research is of great significance to the development of the combination of social information processing theory and attribution theory, and can provide some enlightenment for the management practice of restricting leadership with differential team association and reducing employee knowledge destruction.#br#In this paper, 12 science and technology innovation enterprises in Shanghai, Zhejiang and Fujian are selected as the initial samples to measure and analyze the employees' sense of perceived climate ofdifferential team association and reverse knowledge behavior. Source data are collected in two time periods and verified through multiple channels to avoid homologous variance interference as much as possible. The first phase ran from April to July 2020. In the first stage, a total of 821 questionnaires were distributed to collect basic information of respondents. Firstly, the employees' self-assessment of the perceived climate of differential team association, malicious attribution, insider identity recognition and workplace envy were investigated. 765 valid questionnaires were collected from employees, with the effective questionnaire recovery rate of 93.179%. In the second stage, knowledge destruction was measured by email after an interval of two months. In this study, a total of 765 valid questionnaires were determined in the first stage and questionnaire data were collected by mail and other forms. After excluding blank, incomplete and other invalid questionnaires, a total of 699 valid questionnaires were received with the effective questionnaire recovery rate of 85.140%. This study tests thehypotheses by defining variables and constructing an integrated theoretical analysis framework, and re-examines the theoretical model by constructing alternative models and nested models to analyze whether the theoretical model can better reflect the relationship between variables.#br#Although some scholars have been endeavoring to explore the antecedents of knowledge destruction behavior from individual characteristics and other factors, the research progress is still unsatisfactory. Firstly, this study enriches the research on the antecedents of knowledge destruction at the leadership level. Secondly, the study further explores the internal mechanism of perceived climate of differential team association. Existing studies lack an integrated theoretical framework for organizational climate of differential team association, and the current research is characterized as being "single and scattered". Finally, from the perspective of malicious attribution theory, this study further clarifies the boundary conditions of the influence of the perceived climate of differential team association on knowledge destruction.#br#