随着知识时代的到来，如何促进团队知识共享是学术界与理论界亟需解决的重要议题。当前从社会交换理论视角的研究缺乏对个体自我意识的关注，因此从自我概念理论视角出发，并依据相关的一致性理论，以组织自尊为中介变量，研究领导—成员交换与知识共享的关系，并探讨自我效能感在其中的调节作用。通过对来自广东省的两家制造企业的202名员工进行两阶段跟踪问卷调查，对该研究的理论模型进行检验。结果显示：领导-成员交换通过组织自尊的中介作用显著影响知识共享，且自我效能感负向调节领导-成员交换与组织自尊的关系和组织自尊的中介效应。

With the advent of the knowledge age, how to promote team knowledge sharing is an important issue that needs to be solved in the academic and theoretical circles. At present, the research from the perspective of social exchange theory lacks attention to individual self-consciousness. Therefore, from the perspective of self-concept theory, and based on the relevant consistency theory, the relationship between leadership-member exchange and knowledge sharing is studied by using organizational self-esteem as a mediator and self-efficacy as a moderator. The theoretical model of the study was tested by conducting a two-stage follow-up questionnaire survey of 202 employees from two manufacturing companies in Guangdong Province. The empirical results showed that leadership-member exchange significantly influenced knowledge sharing through the mediating effect of organization-based self-esteem, and the self-efficacy negatively moderated the relationship between leadership-member exchange and organizational self-esteem, while it also moderated the mediating effect of organization-based self-esteem.

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国家自然科学基金面上项目“道义场域：中华传统文化嵌入型企业的制度形塑、生态群落演化及作用机制”（批准号71572060）；中央高校基本科研业务费重大项目培育和新兴交叉学科资助计划“中华传统文化嵌入型企业的社会责任实践：道义场域视角的理论建构与实证解析”（批准号16wkjc18）