工作追求、知识共享与非营利组织员工组织声誉感知OA

Organizational credibility is the lifeline of nonprofit organizations,yet limited attention has been paid to how internal employees perceive organizational repu-tation.Drawing on self-determination theory,this study introduces psychological safety as a moderator to examine how work pursuit motivation influences employees'percep-tion of organizational reputation through knowledge-sharing behaviors,and to reveal the underlying mechanisms.Using survey data from 793 employees across more than ten philanthropic foundations nationwide,the findings show that intrinsic work pursuit mo-tivation enhances employees'perception of organizational reputation by promoting au-thentic knowledge sharing,whereas extrinsic work pursuit motivation negatively affects reputation perception by triggering knowledge hiding or superficial sharing.Knowledge sharing functions as a mediating mechanism in both motivational paths.Moreover,psy-chological safety significantly moderates the relationship between different types of work pursuit motivation and knowledge sharing.This study validates the differentiated path-ways through which work pursuit motivations shape nonprofit employees'reputation perception,identifies knowledge sharing as a critical intermediary in the motivation-cognition conversion process,and highlights the moderating role of psychological safe-ty.The findings provide theoretical grounding for nonprofit organizations to strengthen internal reputation management by fostering a climate of trust and safety.