A Study Of The Effect Of Perceived Organizational Support On Knowledge Sharing Of Enterprises

Knowledge is the most valued resources in enterprise. And knowledge sharing hasbecome a hot topic in the academic field. How to let individual share their knowledgeis one of the most difficult problems. Perceived organizational support reflects theorganization care about their staff. Perceived organizational support impactsemployees’ attitudes and behavior. And Perceived organizational support is a goodpredictive variable to organizational citizenship behavior. Knowledge sharing is anextra behavior which has been researched for a long time. But there is little researchbetween perceived organizational support and knowledge sharing.Firstly, this paper makes a review of the relevant theories and literatures ofperceived organizational support and knowledge sharing. Then we analyse themechanism of how perceived organizational support impacts on knowledge sharing.We also analyse the role of self-efficacy intermediary. Based on above this, weconstruct a theoretical model and put forward the research hypothesises. Finally, aquestionnaire is composed and revised by preliminary test. Based on theoreticalanalysis, we study the relationship between perceived organizational support andknowledge sharing through questionnaire and statistic analysis. This article surveys363employees. The hypothesises are respectively tested and verified by means ofstatistical analysis such as reliability and validity analysis, variance analysis,correlation analysis and regression analysis. According to the statistical analysis,demographic variable has an impact on perceived organizational support, self-efficacyand knowledge sharing. Both working support and value recognition have significantpositive influence on knowledge donating. Both working support and value recognitionhave significant positive influence on knowledge collecting. Both working support andvalue recognition have significant positive influence on self-efficacy. Self-efficacy hassignificant positive influence on knowledge donating and knowledge collecting.Self-efficacy acts as a part mediator between perceived organizational support andknowledge sharing. Self-efficacy acts as an entire mediator between working supportand knowledge donating. And self-efficacy also completely mediates valuerecognization and knowledge donating. Self-efficacy acts as a part mediator betweenworking support and knowledge collecting. What is more, self-efficacy acts as anentire mediator between value recognization and knowledge collecting. But neitherself-efficacy mediates value recognization and knowledge donating, nor mediatesvalue recognization and knowledge collecting. According to the research conclusion, we put forward the followingrecommendations for the enterprise managers. we should focus on the role of superiorwho can improve employees’ perceived organizational support. Improving the staffself-efficiacy through human resource management practicesand related training.Improving employees’ loyalty and sense of belonging through authorization and staffparticipation.