조직구성원의 심리적 임파워먼트 지각이 지식공유에 미치는 영향과 조직지원인식의 조절효과

This study investigates the effects of employee’s psychological empowerment on knowledge sharing activities in organization. Based on the representative study of Spreitzer (1995), psychological empowerment was mea- sured by the construct of impact, competence, self-determination, and meaning. Drawing on the rationale based on empowerment and knowledge management literatures, this study proposes a model of how psychological empowerment relates to knowledge sharing activities in organization, as well as how perceived organizational support might affect the relationship. As the result of empirical analysis by carrying out a survey on 387 employees, it shows that the higher the psy- chological empowerment, the more the positive effects on knowledge sharing behavior. In specific, three sub- dimensions of psychological empowerment, i.e., impact, competence and self-determination, have shown the statistically significant positive relationship with knowledge sharing behavior, whereas the other sub-dimension, i.e., meaning does not. The moderating effect of perceived organizational support also has shown the partial support as like the relationship between psychological empowerment and knowledge sharing, in which three sub-dimensions of psychological empowerment, i.e., impact, competence and self-determination have shown statistically significant relationship. Based on empirical results, the implications and the future research issues are summarized for strategic human resource management in organizations.