{"title":"培养工作参与度:反向指导和知识共享的效果","authors":"Marage Done Rasika Harshani, Ananda Karuna Liyana Jayawardana, Atapattu Wijekoon Menike Mayuri Atapattu","doi":"10.1111/1744-7941.12426","DOIUrl":null,"url":null,"abstract":"<div>\n \n <p>Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands-Resources (JD-R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self-efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self-efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD-R and SET perspectives.</p>\n </div>","PeriodicalId":51582,"journal":{"name":"Asia Pacific Journal of Human Resources","volume":null,"pages":null},"PeriodicalIF":3.9000,"publicationDate":"2024-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Fostering Work Engagement: The Effects of Reverse Mentoring and Knowledge Sharing\",\"authors\":\"Marage Done Rasika Harshani, Ananda Karuna Liyana Jayawardana, Atapattu Wijekoon Menike Mayuri Atapattu\",\"doi\":\"10.1111/1744-7941.12426\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div>\\n \\n <p>Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands-Resources (JD-R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self-efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self-efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD-R and SET perspectives.</p>\\n </div>\",\"PeriodicalId\":51582,\"journal\":{\"name\":\"Asia Pacific Journal of Human Resources\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.9000,\"publicationDate\":\"2024-10-15\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Asia Pacific Journal of Human Resources\",\"FirstCategoryId\":\"91\",\"ListUrlMain\":\"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12426\",\"RegionNum\":3,\"RegionCategory\":\"管理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"INDUSTRIAL RELATIONS & LABOR\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Asia Pacific Journal of Human Resources","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1744-7941.12426","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 0
摘要
工作投入对于组织的成功至关重要,然而许多组织却在工作投入率低的问题上挣扎。先前的研究暗示了反向指导与工作投入之间的潜在联系,这促使我们对这种关系进行更深入的调查。本研究借鉴工作需求-资源(JD-R)框架和社会交换理论(SET),以知识共享为中介因素,以自我效能感和感知到的组织支持为调节因素,探讨了反向指导对工作投入的影响。通过对斯里兰卡 10 家跨国公司的 340 名中层管理人员进行调查,本研究揭示了反向指导与工作投入之间的显著影响,其中知识共享起到了关键的中介作用。此外,该研究还证明了自我效能感和感知到的组织支持对工作投入和知识共享的调节作用,从而为现有文献中的 JD-R 和 SET 观点提供了新的见解。
Fostering Work Engagement: The Effects of Reverse Mentoring and Knowledge Sharing
Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands-Resources (JD-R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self-efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self-efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD-R and SET perspectives.
期刊介绍:
The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.