나와 우리를 위한 지식이전 이론:지식을 이전(Knowledge Transfer)하는 조직구성원의심리적 상태에 관한 근거이론적 접근

knowledge was divided into only transferring and non-transferring of knowledge, however, according to the results of this study, various types of transfer, such as partial and complete transfer as well as fast and slow transfer, were discovered. As for practical contributions, the result of this research described what factors produce knowledge transfer intention and how it is connected to the actual behavior of transfer as well as the problematic factors in the process. Therefore, firms could find the meaning of knowledge transfer for organization members and specific solutions to the problems that different organizations face through this study. Another practical contribution of this study is that the study showed various strategies taken in response to the occurrence of intention and how the intention is connected to the actual behavior. Thus this study proves to be capable of evaluating the intention and behavior of knowledge transfer between members in an organization. Moreover, through the development of a knowledge transfer evaluation tool, the degree of an organization’s knowledge transfer can be measured. However, as the social science researches, this study has some limitations, First, this study was based on the grounded theory approach. It aimed at the in-depth understanding of the knowledge transfer phenomenon rather than the generalization of the results in knowledge management. However, in order to increase the possibility of the theory’s generalization, a quantitative research must be done. Secondly, in this study, the ethiccal issues were not discussed. Because the research focused on the cast for participants to transfer their knowledge to memebers of the same organization. So the researcher didn't consider ethical problems. However, some participants transferred confidential of their departments to colleagues of other departments. So, the future researches need to consider the ethical issues.