Purpose

This study aims to investigate the influence of supervisor knowledge sharing on the task performance and the overall evaluation of employees in the context of supervisor-subordinate relationships, a prevalent yet underexplored mode of knowledge transfer.

Design/methodology/approach

Drawing on the social exchange perspective, we propose a framework integrating supervisors’ self-sacrificial leadership and employees’ supervisor-directed organizational citizenship behavior (OCB-S) as critical drivers of efficient knowledge transfer. By bridging micro- and macro-level organizational behavior, this study addresses a key research gap and provides a holistic understanding of factors that enhance knowledge transfer within organizations. To empirically test the hypotheses proposed in our study, we employed the PROCESS macro Model 7 to validate the moderated mediation model and conducted bootstrapping analyses to confirm the statistical significance of the predicted relationships.

Findings

This study offers insights into the micro-processes underlying interpersonal knowledge transfers within supervisor-subordinate relationships. It highlights the significance of self-sacrificial leadership and OCB-S in facilitating effective knowledge sharing, ultimately influencing the task performance and the overall evaluation of employees.

Originality/value

This study contributes to the existing literature on knowledge management by exploring the understudied area of knowledge sharing within supervisor-subordinate relationships. It provides a framework that integrates leadership and OCB as key factors influencing knowledge transfer efficiency. The findings offer practical implications for organizations seeking to optimize knowledge management practices, leadership development and performance appraisal processes.

中文翻译：

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揭开上下级知识共享的动态：对韩国警察的研究

 目的

本研究旨在探讨在上属关系（一种普遍但未被充分开发的知识转移模式）的背景下，主管知识共享对任务绩效和员工整体评价的影响。

设计/方法/方法

借鉴社会交换的观点，我们提出了一个框架，将主管的自我牺牲领导和员工的主管指导的组织公民行为 （OCB-S） 整合为有效知识转移的关键驱动力。通过弥合微观和宏观层面的组织行为，本研究解决了一个关键的研究差距，并提供了对增强组织内部知识转移的因素的整体理解。为了实证检验我们研究中提出的假设，我们采用了 PROCESS 宏模型 7 来验证调节中介模型，并进行了自举分析以确认预测关系的统计显着性。

 发现

本研究提供了对上下关系中人际知识转移背后的微观过程的见解。它强调了自我牺牲的领导和 OCB-S 在促进有效知识共享方面的重要性，最终影响任务绩效和员工的整体评估。

 原创性/价值

本研究通过探索主管-下属关系中知识共享的未充分研究领域，为现有的知识管理文献做出了贡献。它提供了一个框架，将领导力和 OCB 作为影响知识传递效率的关键因素。这些发现为寻求优化知识管理实践、领导力发展和绩效评估流程的组织提供了实际意义。