The Impact Of Employee Identity Diversification On Employee Knowledge Hiding Behavior

The globalization model brought about by rapid economic development is both an opportunity and a challenge.The organizational change caused by technological innovation is fiercer than that of the historical period.Under such an external environment,the internal and external pressures of the organization have increased dramatically.In order to cope with such challenges,more organizations are organized.The choice is handled as a diverse employee.In China,with the deepening of the marketization process,the employment patterns of employees in state-owned enterprises and private enterprises are gradually changing.But how does the diversified employee status affect the company? What is the impact mechanism on the future development and self-identification of employees? How can enterprises effectively manage the diversified employee status? Many problems need to be solved and correspondingly Theoretical guidance.This paper mainly studies the impact of employee identity diversification on employee knowledge hiding behavior,and uses team performance as an explanatory variable.A total of five chapters.The first chapter expounds the background,significance,goals,technical routes and innovations of this research.The second chapter reviews and evaluates the related literatures and theories involved in this paper,including the diversity of employees,knowledge hiding,and tasks.Dependency and team performance.The third chapter theoretically combs the four research variables of employee identity diversification,knowledge hiding,task dependence and team performance,and proposes corresponding hypotheses,followed by specific scale selection and scale design.The fourth chapter examines the impact of employee identity diversification on knowledge hiding behavior.In order to transcend the dominant position of traditional social exchange theory,this study examines the mediating effects based on knowledge hiding and the regulatory role of task dependence.The fifth chapter summarizes the content of the full text and puts forward the future research prospects.First of all,statistical regression shows that employee identity diversification has a positive impact on knowledge hiding.The greater the difference in identity diversification,the more employees are willing to choose knowledge hiding behavior.Between identity diversification and resource separation,through knowledge testing,knowledge hiding plays an intermediary role,and knowledge hiding plays a full intermediary role,that is,employee identity diversification affects team performance through knowledge hiding as a mediator variable.That is to say,the greater the difference in identity diversification,the greater the psychological imbalance of employees,which leads to employees hoping to choose to leave to improve their future life.Therefore,the deeper the identity diversification,the more employees will choose team performance behavior..In addition,between the employee identity diversification and employee knowledge hiding behavior,the task dependence between employees will effectively adjust their specific behavior.The deepening of task dependence will directly affect the relationship between employees,and to some extent,alleviate the psychological imbalance of employees,making employees more inclined to not hide their knowledge.That is,between the diversification of employee identity and the hidden behavior of knowledge,the aggravation of task dependence will lead to the weakening of its relationship.Conversely,the mitigation of task dependence will motivate employees to choose knowledge hiding behavior.