A Study On The Mechanism Between Perceived Supervisor Support And Employees’ Mnowledge Sharing

With the advent of the era of knowledge economy,knowledge management has become nowadays one of the most important management themes,and management practice is engaged in full swing. knowledge sharing is a critical aspect in organizational knowledge management. members of the organization only put out their knowledge to share,and make personal knowledge into organizational knowledge,the organizational knowledge management will make practical value and significance.While knowledge sharing is important for personal development and organizational development,but not every employee is willing to contribute their own knowledge,knowledge sharing is influenced by the owner’s personal motives,knowledge’s characteristic (implicit and Explicit) and organizational level factors (organizational climate, organizational culture, organizational justice, leadership styles and behaviors, communication), making its management practices in particular heavy resistance.The supervisor as a direct leader of employees in the workplace, and their words and deeds will have a significant impact on employee behavior, and therefore this paper is studying with formal staff of four state-owned banks in Chengdu, focusing on the deep study on impact mechanism of perceived supervisor support on knowledge sharing.From the perspective of the relationship in china culture and Western individualism cultural perspective the author constructs two different intermediary role path to analysis the relationship between perceived supervisor support and knowledge sharing. Taking into account ties with Chinese cultural more closely, the author decided to select percieved insider status as an Mediating variable, and select the knowledge self-efficacy as a mediating variable fitting Western culture relatively.And then I decide to utilize Liu Shishun, Ling Wenquan (2009)’Dual Mediation Model inspection mechanism to analysis the model’significance and values through empirical analysis. The main conclusions of this study include:1) Percieved Supervisor support has a significant positive predictor to knowledge sharing behavior of employees,and the Percieved Supervisor support’s Three dimensionsalso have the same influence.2) Percieved Supervisor support has a significant positive predictor to percieved insider status, and the Percieved Supervisor support’s Three dimensions also have the same influence.3) percieved insider status has a significant positive predictor to knowledge sharing behavior of employees,and has the same influence to the knowledge sharing’s two dimensions(implicit and explicit knowledge sharing).4) percieved insider status and knowledge self-efficacy’s mediating effect between Percieved Supervisor support and knowledge sharing behavior is significant.The innovation of this paper:1) the study of Mediated mechanism between Perceived supervisor support and knowledge sharing has been almost no research, especially from the perspective of Chinese and Western different cultures starting to build double-mediation model to explore the mechanism of its Mediated effect, so far yet no one is involved.2) However, before many scholars have studied multiple mediation effects, but most of them are not analyzed in accordance with the multi-agency inspection methods Scientifically.This paper after consulting a large number of relevant Literatures, I decided to select Liu Shishun, Ling Wenquan (2009)’s multi-mediation test methods summarized in his paper to test the double effect of this paper,and make research more scientific and reasonable. Therefore, the study has some methodological innovation in this article.3) the previous studies about Perceived supervisor support were selected Eisenberger’s one-dimensional scale,but this paper is to select a three-dimensional organizational support scale under the Chinese cultural background, making measurement more consistent with the actual situation.so it exists some innovation in terms of the scale selected.