The Research On The Influence Mechanisms Of Employment Relationship On Knowledge Sharing And Helping Behavior

With the globalization of economy and technology to speed up the pace of innovation, all kinds of organizations are facing more and more pressure from external competition. This forces organizaions to adopt flexible employment relationships. Since China started economic reform and began opening to the outside world, organizational employment relationship has fundamentally changed. However, which employment relationship is more helpful for the development of employees and organizations? How can we adopt differentiated employment relationship according to different employees and organizations? Solving these problems not only has the significant pratical significance, but also can promote the development of the theory filed of employment relationship.The present research examined the relationship between employment relationship and two kinds of extra-role behaviors including knowledge sharing and helping behavior. It includes six chapters. Chapter 1 stated research background, meanings, goals, technical route and mian innovative points. Chapter 2 reviewed related literatures, including employment relationship, helping behavior, knowledge sharing behavior, social exchange theory and organization-based self esteem. Chapter 3 tested the effect of employment relationship on knowledge sharing behaviors in the context of performance appraisal and the mediating roles of perceived social exchange and economic exchange. Chapter 4 examined the effect of employment relationship on helping behaviors. To go beyond the leading role of social exchange, the present research examined the mediating role of organization-based self esteem and moderating role of traditionality. Chapter 5 stated how to achieve the mutual investment employment relationship through human resource management tactics. Chapter 6 gave the inclusions and future research directions.Main conclusions are following:Firstly, the present research found that employment relationship could directly influence employee extra-role behaviors. In general, when organizations implement developmental employment relationship, employees will conduct more extra-role behaviors. The first empirical research indicated that the two kinds of employment relationships had direct relationship with knowledge sharing behaviors. Specifically, developmental employment relationship positively influenced knowledge sharing behaviors and contractual employment relationship negatively influenced knowledge sharing behaviors. The second empirical research indicated that employees will conduct more helping behaviors when organizations implement developmental employment relationship.Secondly, perceived social exchange and organization-based self esteem mediated the relationship between employment relationship and employee extra-role behaviors. The present research found that developmental employment relationship could promote employee perceived social exchange. In this case, employees have responsibility for organizations and reciprocate their organizations via knowledge sharing behaviors. On the contrary, contractal employment relationship will lead to employee perceived economic exchange which will hinder knowledge sharing behaviors. Then our research found organization-based self esteem fully mediated the relationship between developmental employment relationship and helping behaviors. The result responded to Hom(2009)'s appeal and expanded the traditional role of social exchange.Thirdly, the present research found that traditionality negatively moderated the relationship between developmental employment relationship (mutual-investment and over-investment) and organization-based self esteem. Thus, the negative moderating role of traditionality was verified. Then, we calculated the simple slope of regression equation accoeding to Aiken and West's suggestion. The results indicated that the negative relationship between traditonality and organization-based self esteem was stronger when mutual-investment and over-investment employment relationship was implemented (comparing to the other employment relationships). That is to say, the relationship between developmental employment relationship and organization-based self esteem will be weaker when employees have high traditionality. Contrarily, their relationship will stronger for those with low traditionality. This result further tested the negative moderating role of traditionality.