Diversity-focused HRM practices and team knowledge sharing behavior: the mediating roles of involvement climate and shared leadership
研究了聚焦多样性的人力资源管理实践如何通过参与氛围和共享领导的中介作用，促进团队知识共享行为，对管理者和研究者有参考价值。
Diversity-focused Human Resource Management (DHRM) practices and team knowledge-sharing behavior (KSB) are crucial for enhancing performance and fostering inclusive workplaces. They develop positive employee perceptions and help shape an organization’s culture. Therefore, this study applies a relational perspective to investigate the relationship between DHRM practices and team KSB through employee involvement climate and shared leadership as serial mediators. It uses a multi-level and multi-wave dataset of 248 employees and their team leaders (n = 55) nested within 21 organizations. The authors followed a 2-2-1-1 research framework in which organizational DHRM practices (a level 2 variable) influenced team KSB (a level 1 outcome variable). This relationship was mediated by employee involvement climate within the organization (a level 2 variable) and shared leadership within teams (a level 1 variable). The findings support our hypotheses that DHRM practices enhance teams’ KSB via serial mediation of involvement climate and shared leadership. This study enriches our understanding of team-level knowledge sharing by empirically testing a multi-level model and emphasizes that prioritizing DHRM practices foster positive aspects of teamwork. Organizations should value the unique characteristics of diverse workforce and encourage employee involvement in decision-making. This involvement nurtures shared leadership abilities, which in turn enhance knowledge-sharing tendencies within teams.