Research On The Impact Of Organizational Climate On Employee Knowledge Sharing

With the development of economical globalization, knowledge economy and information economy, knowledge-based theory of firm views knowledge as the critical resource that enables enterprises to gain sustainable competitive advantage. Therefore, knowledge, as the necessary intangible assets, should be elaborately managed by enterprise. Knowledge sharing is the core components of knowledge management. Therefore, it is one of the key issues both in theoretical research and practical exploration of modern enterprise knowledge management to investigate how to promote knowledge to flow freely among employees in enterprises for effective and sufficient knowledge sharing. Organizational climate is the critical driving factors of employee knowledge sharing. Therefore, it has significant theoretical and practical significance to explore the relationship between organizational climate and employee knowledge sharing and investigate the mechanism of the impact of organizational climate on employee knowledge sharing.To address the above problems, with the emphasis on the mechanism that organizational climate impacts employee knowledge sharing, the theoretical model of the relationships among organizational climate, psychological safety, intrinsic motivation and knowledge sharing is constructed and the hypotheses are proposed based on knowledge-based theory and the concept analyses of organizational climate, psychological safety, intrinsic motivation and employee knowledge sharing. 207 valid survey data is collected and the hypotheses are empirically tested by using multiple linear regressions. Furthermore, the significance of the mediating effects of psychological safety and intrinsic motivation are estimated using bootstrap resampling techniques. The main work, research conclusions and innovation points of this research are as follows:(1) The theoretical model of the relationships among organizational climate, psychological safety, intrinsic motivation and knowledge sharing is constructed on the basis of knowledge-based theory and the concept analyses of organizational climate, psychological safety, intrinsic motivation and employee knowledge sharing.(2) The relationship between organizational climate and knowledge sharing is explored and the impact of organizational climate on employee knowledge sharing is empirically tested. The empirical results show that affiliation climate, innovation climate and fairness climate have the significant positive impacts on knowledge sharing. However, the effects of different dimensions of organizational climate on employee knowledge sharing differ.In particular, the effect coefficient of affiliation climate on employee knowledge sharing is more significant than effect coefficients of innovation climate and fairness climate.(3) The impacts of organizational climate on psychological safety and intrinsic motivation are analyzed and the relationships among organizational climate, psychological safety and intrinsic motivation are empirically verified. The empirical results reveal that affiliation climate, innovation climate and fairness climate have the significant positive impacts on psychological safety and intrinsic motivation. However, there are differences in the effect intensity of different dimensions of organizational climate on employee knowledge sharing. Particularly, affiliation climate has the most significant positive impact on intrinsic motivation, and fairness climate has the maximum positive impact on psychological safety.(4) The impacts of psychological safety and intrinsic motivation on employee knowledge sharing are investigated and the relationships among psychological safety, intrinsic motivation and employee knowledge sharing are empirically verified. The empirical results illustrate that both the psychological safety and intrinsic motivation have the significant positive impacts on employee knowledge sharing.(5) From the perspectives of psychological safety and intrinsic motivation, the mediating effects of psychological safety and intrinsic motivation on the relationship between organizational climate and employee knowledge sharing are explored and the effect mechanism of organizational climate on employee knowledge sharing via the mediating effect of psychological safety and intrinsic motivation is empirically verified. The empirical results show that there are the partially mediating effects of psychological safety and intrinsic motivation on the relationship between affiliation climate and employee knowledge sharing and the relationship between fairness climate and employee knowledge sharing while there is a fully mediating effect of intrinsic motivation on the relationship between innovation climate and employee knowledge sharing. On this basis, the significance of the mediating effects of psychological safety and intrinsic motivation are investigated by using bootstrap resampling techniques. The results show that psychological safety and intrinsic motivation significantly mediate the relationship between affiliation climate and employee knowledge sharing, the relationship between fairness climate and employee knowledge sharing and the relationship between innovation climate and employee knowledge sharing.