中文摘要：

[目的/意义]旨在探究影响高校科研团队个体成员隐性知识隐藏意愿的因素及其内在作用机理。[方法/过程]从正向促进和负向抑制的双维视角出发,在整合社会交换和心理所有权等理论的基础上提出研究假设构建研究模型。以中部地区10余所高校100多个科研团队成员为样本,采用调查问卷获取298份有效数据,并利用Smart PLS 2.0对模型进行检验。[结果/结论]结果显示,感知情感收益抑制隐性知识隐藏意愿,感知知识权力成本和感知地位权力成本促进隐性知识隐藏意愿;组织奖励和集体主义均正向影响感知情感收益和感知知识收益;感知知识个人所有权正向影响感知知识和感知地位权力成本,而感知知识组织所有权负向影响感知知识和感知地位权力成本。

英文摘要：

[ Purpose/significance] This paper aims to explore factors influencing individuals＇ hiding intention of tacit knowl- edge and its internal mechanism in university research team. [ Method/process ] From the dual perspectives of positively promoting factors and negatively inhibiting factors, the paper proposes research hypotheses and theoretical model by integrating social ex- change theory and psychological ownership theory. Participants from more than 100 university research teams in central China are se- lected as research samples, and 298 valid questionnaires are obtained. SmartPLS 2.0 is applied to test hypotheses and the model. [ Result/conclusion] Results show that perceived emotional benefit inhibits tacit knowledge hiding intention, while perceived cost of knowledge power and perceived cost of status power promote it. Organizational reward and collectivism both positively influence per- ceived emotional benefit and perceived knowledge benefit. Perceived self-ownership of knowledge has a positive impact on perceived cost of knowledge power and perceived cost of status power, while perceived organizational ownership of knowledge negatively affects perceived cost of knowledge power and perceived cost of status power.