A Study On The Mechanism Between Knowledge Leadership And Knowledge Behavior Of Employees

In the era of knowledge-driven economy, innovation capability of a country is an important factor to achieve social and economic development and evaluate national comprehensive strength, while the innovation of knowledge is the basic motive power to enhancing the level of national innovation ability. However, not only because knowledge is embedded in the document and knowledge base of the organization, but also in the programs, processes, practice and norms, it is inside of a human through the social interaction, therefore knowledge cannot be managed directly. It is only can be facilitated by promoting personal knowledge of the positive behavior via the corresponding people-centered management. Colleges and universities are the vital components of knowledge innovation system, as an organically integrated carrier of higher education and scientific research, colleges and universities play very important leadership and promoting roles in the entire national innovation system. Thus, how to facilitate positive knowledge behavior of the scientific research personnel in colleges and universities in order to produce knowledge effectively is a present issue worthy to study.This research built a theoretical model of "knowledge leadership-psychological ownership-knowledge behavior of employees" by introducing a variable "psychological ownership", which opened the "black box" of the mechanism between knowledge leadership and knowledge behavior of employees. By choosing 275 scientific research personnel in colleges and universities as the research sample, using method of mathematical statistics such as AMOS 17.0 and SPSS 21.0 and a combination of reliability analysis, validity analysis, correlation analysis and multi-variable linear return analysis, this article discussed the mechanism between knowledge leadership and knowledge behavior of employees empirically, and the following research conclusion is formed:(1) Knowledge leadership has a significant positive influence on psychological ownership. To be specific, self-conception is significantly positive impacted by playing a role model and creating atmospheres; Supporting learning, stimulating learning, playing a role model and encouraging creativity have a significant positive influence on attitude; creating atmospheres has significant positive impact on responsibility. (2) Psychological ownership has a significant positive influence on knowledge behavior of employees; knowledge sharing is significantly positive impacted by self-conception and responsibility. Attitude has significant positive impact on knowledge creation. (3) Psychological ownership plays the partial intermediary role in the process of positive effect between knowledge leadership and knowledge behavior of employees.