Linking perceived organizational and supervisor support on innovative work behavior: Mediating roles of work engagement and knowledge sharing

The purpose of this study was to investigate the mediating effects of work engagement and knowledge sharing on the relationships between perceived organizational support, perceived supervisor support, and innovative work behaviors. A total of 400 complete responses from Korean employees were used for the purpose of data analysis with structural equation modeling. The results of the study demonstrated that most direct relationships are positively significant. That is, employees’ work engagement is positively influenced by perceived organizational and supervisor support, and enhanced work engagement also has positive effects on their knowledge sharing and innovative work behaviors, along with the positive effect of knowledge sharing on innovative work behaviors. Furthermore, the results of this study revealed positive relationships for all of the mediating effects of work engagement and knowledge sharing except one (i.e., perceived organizational support → knowledge sharing → innovative work behaviors). Specifically, work engagement has significant mediating effects in the relationship between perceived organizational support and knowledge sharing and innovative work behaviors and also in the relationship between perceived supervisor support and knowledge sharing and innovative work behaviors. Based on these findings, implications are discussed.