| Peter Drucker,a modern management scholar,said that "knowledge occupies a dominant position in economic resources,even the only competitive advantage resources".In the process of knowledge management in modern enterprises,we should seriously consider how to maximize the efficiency of knowledge resources circulation among employees and enterprises,and actively explore effective ways to tap and utilize the potential value of knowledge.Modern apprenticeship helps apprentices to understand corporate culture,master working skills and help them achieve self-realization and career development through knowledge sharing between enterprise mentors and apprentices.The relationship between teachers and apprentices is responsible,binding and interactive.LMX(Leader-Member Exchange)can more accurately express the working relationship between teachers and apprentices at the organizational level.Based on the modern apprenticeship system and psychological contract theory,this paper takes apprenticeship’s organizational identity as the antecedent variable,LMX as the mediator variable,mentor’s knowledge sharing as the result variable,and personal relationship as the moderator variable.Through empirical analysis,this paper further explores and verifies the hypothesis of this research model,and explores the mechanism and changes between them.The factors help managers to find out the influence of organizational identity,LMX and mentor-apprentice relationship on knowledge sharing,and put forward corresponding countermeasures to improve the practicability of the research.It is hoped that the theoretical and empirical research models can provide some reference paths for enterprise knowledge management.The results show that in the context of modern apprenticeship:(1)Apprentice’s organizational identity has a positive impact on the knowledge-sharing behavior of enterprise mentors,among which the cognitive and emotional dimensions have a significant impact,while the evaluation dimension has no significant impact.(2)LMX plays a mediating role between apprentice’s organizational identity and enterprise mentor’s knowledge sharing behavior.(3)The personal relationship between mentors and apprentices plays a moderating role between LMX and knowledge sharing of enterprise mentors.Finally,the conclusions of the study are explained and discussed,and the limitations and future improvement directions of the research are discussed in detail,in order to provide ideas and reference for the follow-up study. |
