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论文编号：	15303
作者编号：	2120233727
上传时间：	2025/6/4 18:01:39
中文题目：	员工AI意识对知识隐藏行为的影响研究——组织AI准备度的调节作用
英文题目：	The Influence of AI Awareness on Employees'''' Knowledge Hiding Behavior：the Moderating Role of Organizational AI Readiness
指导老师：	袁庆宏
中文关键字：	AI意识；和谐激情；强迫激情；知识隐藏行为；组织AI准备度
英文关键字：	AI Awareness; Harmonious Passion; Obsessive Passion; Knowledge Hiding Behavior; Organizational AI Readiness
中文摘要：	随着AI技术快速发展及应用场景的广泛实现，人机共生逐渐成为组织的新形态和劳动者工作的新情境，与AI有交互需求的知识型员工开始面临着AI技术对其工作内容、工作程序的冲击，同时知识型员工对AI影响其当前工作福祉和未来职业发展的意识也日渐觉醒。而区别于此前其他的技术工具，AI通过自主知识整合与策略生成表现的主体性正在突破其工具属性，使人机关系从“主体-客体”的技术支配模式转换为“主体-类主体”的认知博弈维度，这种变化会打破传统管理中人际交互行为的研究范畴，展现出人机融合背景下交互行为的新规律和差异化。尤其在当今的知识经济时代，知识已构成知识型企业提升持续竞争力以应对不确定经济环境的核心要素，而员工可能的出于担忧AI替代风险或个人知识世界暴露而不愿向AI分享、刻意隐藏自身知识的行为，既阻碍企业数智共享知识库构建与组织知识资本转化，又无法有效激发员工认知升级并解锁创造潜能，最终导致企业新的知识管理困境。那么员工AI意识是否以及通过何种方式对个体指向AI的知识隐藏行为产生影响？是否存在某种积极路径得以扭转知识隐藏困境？ 近年来学者们开始关注员工AI意识的双刃剑效应，但仅有少数学者基于同一理论模型对其积极面和消极面同时进行了探讨，尤其是以指向AI的知识隐藏行为为结果变量的影响机制尚未明确。因此，为了厘清AI意识产生双刃剑效应的深层次原因，本文基于工作要求-资源理论，探讨AI意识对员工知识隐藏行为的双刃剑影响路径，明晰员工二元工作激情的双重中介作用，以及组织AI准备度双重方向的调节作用。通过对389份纵向配对样本数据进行统计分析，结果表明：1）员工AI挑战意识对其和谐激情有正向影响，而员工AI阻碍意识对其强迫激情有正向影响；2）员工和谐激情对其知识隐藏行为有负向影响，而强迫激情对知识隐藏行为有正向影响；3）员工AI挑战意识和阻碍意识分别通过和谐激情和强迫激情影响知识隐藏行为；4）组织AI准备度调节AI阻碍意识与强迫激情之间的关系，组织AI准备度较高时，AI阻碍意识对员工强迫激情的促进作用越不明显；而组织AI准备度在员工AI挑战意识和和谐激情之间的调节作用并不明显。最后讨论了该研究的理论意义和实践价值。
英文摘要：	With the rapid advancement of AI technologies and their widespread application, human-AI symbiosis has gradually emerged as a new organizational paradigm and a transformed work context for labor. Knowledge workers requiring AI interaction now face substantial disruptions to their work content and processes, while developing an awakening awareness of AI's impacts on both current work well-being and future career development. Distinct from conventional technological tools, AI demonstrates agential breakthroughs through autonomous knowledge integration and strategy generation, transcending its instrumental nature. This shift transforms human-AI relationships from a "subject-object" technological domination model to a "subject-subject" cognitive gaming dimension. Such reconceptualization inevitably expands beyond traditional management research on interpersonal interactions, revealing novel behavioral patterns and differentiated dynamics in human-AI collaborative contexts. Particularly in the knowledge economy era, where knowledge constitutes the core element for knowledge-intensive enterprises to enhance sustainable competitiveness amid uncertain economic environments, employees' knowledge-hiding behaviors— manifested through feigned ignorance, evasive tactics, or other defensive measures driven by AI substitution anxieties or personal knowledge protection concerns— create dual impediments. These behaviors not only obstruct organizational knowledge repository construction and intellectual capital transformation but also fail to stimulate cognitive upgrading or unlock creative potential, ultimately resulting in organizational knowledge management dilemmas. Does employees’ AI awareness influence their engagement in AI-directed knowledge hiding behaviors, and through what mechanisms? Furthermore, does a constructive pathway exist to mitigate the knowledge-hiding dilemma? Recent scholarly attention has focused on the dual-edged effects of employees’ AI awareness, yet few studies have concurrently examined its positive and negative dimensions within a unified theoretical framework. Particularly, the mechanisms influencing AI-directed knowledge hiding behaviors remain under-explored. To clarify the underlying causes of this duality, this study employs the Job Demands-Resources theory to investigate the dual-path effects of AI awareness on employees’ knowledge hiding behaviors, elucidating the mediating roles of dual work passion (harmonious & obsessive) and the bidirectional moderating effects of organizational AI readiness. Analyzing longitudinal paired data from 389 samples, the results reveal that: 1) Employees’ challenge-appraisal toward AI positively influences harmonious passion, whereas hindrance-appraisal toward AI enhances obsessive passion. 2) Harmonious passion negatively predicts knowledge hiding behaviors, while obsessive passion exhibits a positive predictive effect. 3) Respectively, challenge-hindrance appraisals toward AI indirectly affect knowledge hiding behaviors via harmonious and obsessive passion. 4) Organizational AI readiness moderates the relationship between hindrance-appraisal toward AI and obsessive passion, with higher readiness attenuating this positive association. However, its moderating effect on challenge-appraisal toward AI and harmonious passion is non-significant. The theoretical contributions and practical implications for organizational AI governance and knowledge management optimization are systematically discussed.
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