本研究基于工作需求与资源理论、资源保护理论,探究员工感知到的主管支持和家庭支持对于其工作场所知识共享行为的影响,并探讨工作投入在上述关系中的中介作用以及团队融合在支持感知和工作投入之间的调节效应。通过在连锁零售行业227名一线员工及其主管中配对收集的问卷数据分析,结果表明：主管支持感知和家庭支持感知正向影响工作投入；工作投入正向影响知识共享行为；团队融合正向调节主管支持感知和工作投入的关系；团队融合负向调节家庭支持感知和工作投入的关系。文章最后讨论了研究的理论和实践意义。

Based on job demands-resources model and conservation of resources theory, this study explores the effect of employees’ perceived supervisory support and family support on knowledge sharing behaviors in the workplace, and discusses the mediating effect of job engagement on the above relationship and the moderating role of team integration on the relationship between perceived support and job engagement. Through the analysis of survey data collected from 227 front-line employees and their supervisors in the chain retailing industry, the results show that: perceived supervisory support and perceived family support have a positive impact on job engagement; Job engagement positively affects knowledge sharing behaviors; Team integration positively moderates the relationship between perceived supervisory support and job engagement; Team integration negatively moderates the relationship between perceived family support and job engagement. Finally, the theoretical and practical implications of the research are discussed.

F279. 23；F273. 1

国家自然科学基金项目“多层次视角下供应链管理中跨组织团队效能的影响因素及作用机制研究”(71672113)