Research On The Relationship Among Organizational Support, Value Cognition And Employee Knowledge Sharing

As the coming of knowledge economic, knowledge, as an important resource, has become an indispensable element for co-operations who want to get competition strengths in the business society. To improve the use of knowledge, knowledge sharing has been put on a significant position, which influences a company’s knowledge management level and the performance of a company. However, within enterprise generally exists immense obstacles in internal sharing among experts, which makes the knowledge within the enterprise cannot be transferred well and unable to get an optimal utility. Organizational support is an important predictor of employee attitudes and behavior potential, its impact on employee knowledge sharing behavior should not be ignored.The thesis sets perceived organizational support as an independent variable, knowledge sharing behavior as a dependent variable and perceptions of value of knowledge sharing as mediator. The perceived organizational support is divided into two types:perceived organizational support related to job(POS-J) and perceived organizational support related to relationship(POS-R). The knowledge sharing behavior is divided into two dimensions:knowledge acquisition and knowledge contribution. The perception of value of knowledge sharing is divided into two dimensions:organizational value perception and self-value perception. The empirical research is based on 244 valid samples from employees working in knowledge-based enterprises in Jiangsu,Shanghai and Beijing etc. which is collected by questionnaire survey. By using statistical analysis software SPSS 16.0 and AMOS 18.0 to analyze the collected data, the research arrives at these conclusions:Firstly, POS-J has positive effect on knowledge sharing behavior, both on knowledge acquisition and knowledge contribution behavior, so as to POS-R. Secondly, organizational value perception has positive effect on knowledge sharing behavior, both on knowledge acquisition and knowledge contribution behavior, self-value perception has positive effect on knowledge acquisition behavior, but relation between self-value perception and knowledge contribution behavior has not been proved. Thirdly, it’s reasonable for taking both organizational value perception and self-value perception as intermediary variables proved by total effect test of multiple mediation model. Organizational value perception mediates the relation between POS and knowledge sharing behavior, and self-value perception only mediates the relation between POS-J and knowledge acquisition behavior.According to the results of this study, the paper raises suggestions on business management. On one hand, manufacturers should encourage knowledge sharing behavior by providing adequate support for work, establishing and improving the knowledge sharing and training system and taking the feasible incentive measures. Experts specialized with knowledge management should be equipped and efforts should be made to build trust and reciprocity environment for knowledge sharing and employees should be actively guided to sharing knowledge as much as possible.