基于计划行为理论的知识隐藏行为拓展模型构建

基于计划行为理论(TPB)框架，结合动机理论、社会交换理论、心理占有理论等构建知识隐藏行为形成机制拓展模型。研究发现：(1)知识隐藏态度受到心理距离、结果期望的影响，知识隐藏主观规范受到组织网络结构中网络惯例的影响，知识隐藏感知行为控制受到知识权力、知识心理所有权的影响；(2)知识隐藏意愿受到知识隐藏行为态度、知识隐藏主观规范、知识隐藏感知行为控制以及过去行为的影响，知识隐藏意愿与知识隐藏感知行为控制可预测知识隐藏行为的发生；(3)创新氛围、双元领导和大五人格在知识隐藏意愿与知识隐藏行为之间起调节作用。上述拓展模型的构建有助于提升TPB的解释度并扩大适用范围，深入了解员工知识隐藏行为背后的行为逻辑，对于减少知识隐藏行为、促进知识流动、制定管理制度具有重要理论意义和实践价值。

Construction of Extended Model of Knowledge Hiding Behavior Based on TPB

In the era of knowledge economy, organizational managers try to encourage employees to share knowledge behavior through various strategies so as to improve organizational competitiveness and economic benefits. But under the division of labor management mode, knowledge sharing between employees is not easy to happen. Existing scholars have found that many employees are not willing to share their knowledge, and tend to hoard or hide knowledge, and further research results show that employees take knowledge hidden behavior by obstructing knowledge circulation and have a negative impact on individuals and organizations. Therefore it is worth of further analysis of knowledge hidden behavior.#br#By combing through the existing research, the study concludes the following deficiencies. First, the existing research is relatively scattered, and there is the need to construct a comprehensive and systematic theoretical framework to clarify the formation path of knowledge hidden behavior and the internal link between the influencing factors. Given the complexity of the occurrence of individual behavior, the study of knowledge hidden behavior based on a theory and variables obviously does not conform to the law of individual behavior, and thus it is insufficient to explain the occurrence mechanism of individual knowledge hidden behavior. Next, knowledge hiding willingness is key to understanding the complex knowledge hiding behavior process. Existing research equates knowledge hiding willingness to knowledge hiding behavior, and makes no distinction between knowledge hidden will and knowledge hiding behavior; it fails to explicitly state whether the antecedent variables has an effect on knowledge hidden willingness or knowledge hiding behavior. Third it is uncertain if the transformation between willingness to hide knowledge and knowledge hidden behavior is affected by other variables. In view of the above problems, this study with TPB as the basic theoretical framework is from the perspective of social psychology, and concludes the economic, social and psychological factors based on motivation theory, social exchange theory, psychological possession theory, etc. to build knowledge hidden behavior expansion model, and then forms a more systematic knowledge hidden behavior interpretation system.#br#This study constructs an expansion model of knowledge hidden behavior based on the literature research method, and puts forward the following findings. First, knowledge hidden attitude is affected by psychological distance and outcome expectations, Knowledge hiding subjective norms are influenced by network conventions in the structure of an organizational network, Knowledge hidden perceptual behavior control is affected by knowledge power and knowledge psychological ownership. Second, knowledge hidden willingness is influenced by knowledge hidden behavior attitude, knowledge hidden subjective norms, knowledge hidden perceived behavior control and past behaviors. Knowledge hidden willingness and knowledge hidden perceptual behavior control predict the occurrence of knowledge hidden behavior; while innovation atmosphere, dual leadership and big fifth personality play a moderating role between knowledge hidden will and knowledge hidden behavior.#br#The extended model reveals the formation path of employees'knowledge-hiding behavior and the internal relations among the influencing factors. In a specific organizational environment, under the influence of a series of exogenous variables, including result expectation, psychological distance, network convention, knowledge power and knowledge psychological ownership, the more positive the knowledge owner’s attitude to knowledge hiding behavior is, the greater influence of the network knot and the more benefits obtained from the knowledge hiding behavior in the past, the stronger the willingness to take knowledge hiding behavior, and the greater chance of knowledge hiding behavior. In the process of employees'knowledge-hiding intention changing into knowledge-hiding behavior, the intensity of the transformation between the two is influenced by group, organizational context and individual characteristics, and organizational context involves innovation climate, encirclement and dual leadership.#br#The construction of the above expansion model helps to improve the interpretation of TPB and expand the scope of application, and it provides an in-depth understanding of the behavior logic behind employees' knowledge hidden behavior, and is of great theoretical significance and practical value for reducing knowledge hidden behavior, promoting knowledge flow, and formulating management system.#br#