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Social networking services (SNS) have become a significant platform for Internet users to obtain knowledge and information. Users can share messages mutually via this platform. This kind of sharing enables users to exchange and gain useful information. However, in recent years, the crisis of stickiness has appeared in SNS, calling attention to the social network industry. Relevant professionals explain that the interest of users in sharing knowledge on SNS websites and applications may gradually decrease, eventually leading to users giving it because the platforms utilize simple and uninteresting methods to attract active participation from users. However, factors affecting the knowledge sharing on SNS websites and applications should be identified clearly through studies. Sina Weibo is one of the largest SNS platforms in the world, and studies on the factors affecting knowledge sharing of users could be valuable in addressing this issue. This paper establishes the theoretical analysis model of knowledge sharing in SNS sites and applications, analyzes the factors affecting knowledge sharing on these sites, and proposes the corresponding strategies to address the issues. Using questionnaire surveys on Sina Weibo users, this article will discuss the factors affecting knowledge sharing, and analyze these factors on SNS as well as improve the stickiness of users to achieve the aim of SNS platforms enabling the expansion of the range of users. The study will discuss theoretical foundations and the hypotheses that arise. The method of study will also be discussed. The study concludes with theoretical implications, practical implications, limitations, and future research opportunities. The results of this study could aid researchers in understanding the underlying reasons for social network activities as well as for SNS developers in improving SNS services.

SNS (social networking services) is a significant platform for Internet users to get knowledge and information , and users can share messages mutually via this platform. This kind of sharing can make user exchanges and gain useful information to benefit themselves. However, in recent years, the crisis of stickness has appeared in SNS, which raised the attention of the social network industry. Relevant professionals explain that most users may gradually reduce the interest of sharing knowledge on SNS websites and applications and then give it up because the platforms utilize simple and uninterested methods to attract the users to participate actively on them. But factors influencing the knowledge sharing on SNS websites and applications should be identified clearly through researches. Sina Weibo is one of the largest SNS platforms in the world, and the researches on the factors influencing the knowledge sharing of users could be valuable for the issue. This paper establishes the theoretical analysis model of knowledge sharing in SNS sites and applications, analyzes the influencing factors of knowledge sharing on them, and puts forward the corresponding strategies thereof. With the questionnaire surveys of Sina Weibo users, this article will discuss the influencing factors of knowledge sharing, and analyze the influencing factors on social network site as well as improving the stickness of users, so as to achieve the aim that SNS platforms capable of expanding the mount of users. It will firstly discuss the theoretical foundations, from which the hypotheses are put for. After that, the method of the study is discussed. Finally, it would be concluded with the theoretical implications, practical implications, limitations, and future researc h opportunities. The results of this study could be helpful for researchers in understanding the underlying reasons for social network activities as well as for SNS developers in improving SNS services.

The implementation of Knowledge Management Systems does not guarantee knowledge sharing within organizations because knowledge sharing cannot be mandated. Although previous investigations have attempted to identify the motivational factors that facilitate knowledge sharing, the results of these studies cannot be easily applied across organizations due to the highly context‐specific nature of knowledge sharing. Societal culture, as well as organizational culture, affects knowledge sharing behavior. This is why successful knowledge sharing initiatives in the United States, for example, may prove ineffective in another country with a very different culture like China. Therefore, it is clearly important to understand the effects of different societal cultures on individuals’ knowledge sharing behaviors. The principal objective of this study is to deepen our understanding about the impact of national culture on an individual's knowledge sharing intention. In order to achieve this goal, field data was collected from 197 employees from a variety of companies and organizations in two countries-Sweden and China. In a collectivistic culture such as China, anticipated reciprocal relationships have been shown to directly affect individuals’ attitudes toward knowledge sharing, and the organizational climate has also been shown to affect subjective norms to a significant degree. Subjective norms can influence intentions to share knowledge indirectly through attitudes. In the highly individualistic culture of Sweden, one’s sense of self‐worth and anticipated reciprocal relationships have been shown to profoundly affect individuals’ attitudes towards knowledge sharing. In both countries, anticipated extrinsic rewards have been shown to exert no detectable effects on respondents' knowledge sharing attitudes, and subjective norms and organizational climate have been de-termined not to affect knowledge sharing intentions directly. Rather, in both cases, knowledge sharing intentions have been shown to be directly affected by attitude.

Knowledge sharing is seen as one of the essential processes for knowledge management. A growing number of professionals have started social media (SM) platforms and use this tool to share their ideas. It is important to explore ways to encourage individuals to contribute personal knowledge and to assist SM members to share their expertise. This paper offers a new perspective(a multiple gaps model) on the mechanisms related to the sharing knowledge, which in turn facilitates SM platforms knowledge sharing behaviors and yields important implications for understanding knowledge sharing behavior in SM platforms. The aim of this research is to determining and examining the factors that may encourage and enhance the knowledge sharing behavior using SM platforms. To achieve the objective of this research, we have conducted questionnaire survey with the users, where 265 questionnaire were distributed of in the various university in Korea. The results from the survey indicated that, 10 out of the 11 proposed hypotheses are supported. These hypotheses are the crucial factors that influence the knowledge sharing behaviors of users.

이 연구는 지방공무원들이 어떤 심리적인 과정을 거쳐 지식공유행위를 하게 되는가?에 관심을 갖고, 지식공유행위의 영향요인들을 바탕으로 인과모형을 개발하여 검증해 본 것이다. 연구모형은 Ajzen & Fishbein의 계획행태이론을 바탕으로 개발하였다. 이 연구모형을 검증하기 위해 지방공무원들을 대상으로 표본추출하여 설문조사를 실시하였는데, 총 540부를 배포하여 회수된 응답지 중 451부를 분석에 활용하였다. 이 연구에서는 분석결과를 토대로 다음과 같은 이론적 정책적 함의를 도출해 보았다. 첫째, 지식공유행위와 관련된 보상체계는 신중하게 검토되어야 한다. 둘째, 사회적 분위기를 적극적으로 조성하여야 하며, 자기효능감을 제고시키기 위한 환류시스템이 요구된다. 셋째, 조직분위기를 조성하기 위한 공정한 절차가 구축되어야 한다.

본 연구에서는 변혁적 리더십에 초점을 맞추어 그 중요성을 강조함과 동시에 변혁적 리더십과 혁신 성 과 간의 관계에서 지식공유와 혁신행동의 다중매개역할을 검증하였다. 이를 검증하기 위해 중국의 국유기업 조직 구성원을 대상으로 설문조사를 실시하여 SPSS 26.0 통계프로그램을 통해 실증분석을 하였으며 검증결과는 다음 과 같다. 첫째, 변혁적 리더십은 지식공유, 혁신행동, 혁신성과에 유의한 영향을 미치는 것으로 나타났다. 둘째, 지식공유는 혁신행동과 혁신성과에 유의한 영향을 미치는 것으로 나타났다. 셋째, 혁신행동은 혁신성과에 유의한 영향을 미치는 것으로 나타났다. 넷째, 지식공유와 혁샌행동은 변혁적 리더십과 혁신성과 간의 관계에서 직렬다 중매개 역할을 한다는 것이 검증되었다. 마지막으로 리더의 입장에서는 공기업 리더가 자신의 리더십 스타일을 조정할 수 있는 아이디어를 제공한다. 본 연구의 결과를 바탕으로 실질적인 시사점과 한계점, 향후 연구 방향을 제시하였다.

In this study, we emphasized the importance of transformational leadership and verified the Dual Mediating Role of knowledge sharing and innovation behavior in the relationship between transformational leadership and innovation performance. To verify this, a survey was conducted on members of the organization of state-owned enterprises in China, and empirical analysis was conducted through the SPSS 26.0 statistical program, and the verification results are as follows. Second, knowledge sharing was found to have a significant effect on innovation behavior and innovation performance. Third, it was found that innovation behavior had a significant effect on innovation performance. Fourth, it was verified that knowledge sharing and innovation behavior play the Dual Mediating Role in the relationship between transformational leadership and innovation performance. Finally, from the perspective of leaders, it provides ideas for state-owned enterprise leaders to adjust their leadership styles.based on the results of this study, practical implications, limitations, and future research directions were presented.

조직구성원의 혁신행동은 기업의 성장과 지속가능성을 촉진할 수 있는 중요한 요소이다. 오늘날 경제 시장 환경이 불안정함에 따라 조직구성원들의 혁신행동의 중요성이 날로 강조되고 있는 실정이며 이러한 혁신행동이 기업의 경쟁력을 확 보하는데 중요한 역할을 한다. 이를 바탕으로 본 연구는 혁신행동의 향상 방안에 초점을 맞추었다. 구체적으로 참여적 리더십 과 구성원의 혁신행동 간의 인과관계를 규명하고 영향력을 검증하였다. 더 나아가 참여적 리더십이 혁신행동에 영향을 미치 는 과정에서 지식공유와 창의성의 직렬다중 매개효과도 검증하였다. 이를 검증하기 위해 중국 중소기업에 종사하는 구성원 237명을 대상으로 설문조사를 실시하였다. 실증분석 결과에서 참여적 리더십은 지식공유, 창의성, 혁신행동에 긍정적인 영향 을 미치는 것으로 나타났다. 또한 참여적 리더십과 혁신행동 간의 관계에서 지식공유와 창의성의 유의한 직렬다중매개효과가 검증되었다. 전반적으로 본 연구는 중국 중소기업 조직에서 혁신행동을 이끌어 낼 수 있는 참여적 리더십의 긍정적인 역할을 검증하였으며 직렬다중매개효과를 통해 혁신행동에 대한 연구 영역을 확장하는데 기여하였다.

Organizational members’ innovative behavior is a key element that promotes organizational growth and sustainability. With today’s unstable environment of economic and market , the importance of employees’ innovative behavior is being emphasized. The reason is that employees’ innovative behaviors play an important role in securing a organizational competitiveness. Based on this, this study focused on ways to improve employees’ innovation behavior. Specifically, the causal relationship between participatory leadership and employees’ innovative behavior was identified and the influence of innovative behavior was also verified. Furthermore, in the process of participatory leadership influencing employees’ innovative behavior, the serial multiple mediating effect of knowledge sharing and creativity was verified. In order to demonstrate the hyphotheses, this study focused on 237 employees who work in Chinese SMEs. The results of the empirical analysis showed that participatory leadership had a positive effect on knowledge sharing, creativity, and innovative behavior. In addition, the serial multiple mediating effects of knowledge sharing and creativity on the relationship between participatory leadership and innovative behavior was significant. Overall, this study verified the positive role of participatory leadership that enhances employees’ innovative behavior in Chinese SMEs and contributed to expanding the research field related to employees’ innovative behavior through serial multiple mediating model.

본 연구에서는 온라인 커뮤니티의 환경적 특성을 고려하여 구성원들의 지식공유행동에 영향을 미칠 수 있는 요인을 밝히고, 이를 통해 더욱더 온라인 커뮤니티를 활성화 하는 방안을 모색하고자 한다. 구체적인 연구목적을 제시하면 다음과 같다. 첫째, 온라인 커뮤니티 지식공유행동의 선행요인으로서 개인적 특성(능력과시, 자기 효능감, 이타심)과 커뮤니티 특성(신뢰, 보상, 친밀감)을 제시하여 지식공유행동과의 상호 영향관계를 살펴보고자 한다. 둘째, 온라인 커뮤니티 회원들의 지식공유행동과 온라인 커뮤니티 애호도와의 관계를 규명하고자 한다. 연구결과, 지식공유행동의 여섯 가지 선행요인 중 신뢰와 보상만이 지식공유행동에 긍정적인 영향을 미치지 않았다. 그 외, 능력과시, 자기효능감, 이타심, 친밀감 요인들은 모두 지식공유행동과 긍정적인 영향관계가 있는 것으로 나타났다. 또한 온라인 커뮤니티에서의 지식공유행동은 온라인 커뮤니티 애호도에도 긍정적인 영향을 미치고 있었다.

This study aims to identify the factors that could affect knowledge sharing of members of an on-line community considering its environmental traits, and furthermore aims to search ways to revitalize online communities, which could be led to company performances. The specific research purpose is as follows; First, we like to observe the linkage between personal traits (show off of one's ability, self-efficacy, altruism) and community traits (trust, reward, friendliness) and those traits are considered to trigger knowledge sharing of online community. Secondly, we like to define how knowledge-sharing of online community is related to online community loyalty. The study results show that out of six triggering factors, only trust and reward have no positive effects and the other factors such as show off of one's ability, self-efficacy, altruism, and friendliness) have positive effects on knowledge-sharing. Also it appears that knowledge sharing of online community members has positive effects on online community loyalty.

본 연구는 임상간호사를 대상으로 지식공유행위, 회복탄력성이 임상의사결정능력에 미치는 영향을 분석한 조사연 구이다. 연구를 위한 자료수집은 3개의 종합병원 임상간호사 179명을 대상으로 2024년 10월 9일부터 11월 30일까지 자가 보고식 설문지를 가지고 수집하였다. 자료의 분석은 SPSS 22.0 패키지를 사용하여 기술통계, t-test, ANOVA, Pearson’s correlation coefficients, Multiple regression으로 분석하였다. 연구 결과, 지식공유행위(r=.392, p<.001)와 회복탄력성 (r=.416, p<.001)은 임상의사결정능력과 유의한 양의 상관관계가 있었다. 임상간호사의 지식공유행위, 회복탄력성은 임상의 사결정능력에 영향을 미치는 요인으로 확인되었으며, 지식공유행위와 회복탄력성은 임상의사결정능력을 21.6%(F=25.584, p<.001)로 설명하였다. 따라서 임상 의사결정능력 향상을 위해 지식공유를 촉진하는 조직문화 조성과 회복탄력성 강화를 위 한 지원 및 교육 프로그램이 필요하다.

This study investigated the effects of knowledge sharing behavior and resilience on clinical decision-making ability among clinical nurses. Data were collected using self-reported questionnaires from 179 nurses working at three general hospitals between October 9 and November 30, 2024. Statistical analyses, including descriptive statistics, t-tests, ANOVA, Pearson’s correlation coefficients, and multiple regression, were performed using the SPSS 22.0 software package. The results revealed that knowledge sharing behavior (r = .392, p < .001) and resilience(r = .416, p < .001) showed significant positive correlations with clinical decision- making ability. Knowledge sharing behavior, and resilience were identified as influential factors on nurses’ clinical decision-making capacity, with knowledge sharing and resilience accounting for 21.6%(F = 25.584, p < .001) of the variance. These findings highlight the importance of fostering an organizational culture that promotes knowledge sharing and implementing interventions to enhance nurses’ resilience to strengthen clinical decision-making.

급격히 변화하는 경영환경에서 직원들은 커다란 고용불안정성을 경험하고 있다. 특히 최근에 등장한 인공 지능 혁명은 조직 내 고용불안정 성을 더욱 고조시키고 있다. 이에 본 연구는 고용불안정성이 직원들의 지식공유 행동에 미치는 영향과 그 작동기제, 그리고 중요 조절 변인의 효과 등에 대해 탐색하였다. 구체적으로, 본 연구에서는 직원들의 심리적 안전감이 고용불안정성과 지식공유 행동 사이의 행동을 매개할 것이 라는 가설을 설정하였다. 또한 고용불안정성이 심리적 안전감에 미치는 영향력은 코칭 리더십에 의해 조절(완화)될 것이라고 예측하였다. 이를 경험적으로 검증하기 위하여, 자료 수집 과정에는 다양한 산업 분야 및 기업들에 재직 중인 392명의 직원들에게 설문조사를 실시했고, 구조방 정식 모형 분석을 활용하여 실증 자료를 분석했다. 분석 결과, 본 연구에서 설정한 모든 가설들은 지지되었다. 고용불안정성은 직원의 심리적 안전감에 부정적인 영향을 미쳤고, 낮아진 심리적 안전감은 이들의 지식공유 행동을 낮추었다. 또한 심리적 안전감이 고용 불안정과 지식공유 행동 사이의 관계를 매개한다는 것 역시 밝혀졌다. 이에 더하여, 코칭 리더십은 고용불안정성이 심리적 안전감에 미치는 부정적인 영향력을 완 화하는 중요한 조절 변인 역할을 했다. 이는 고용이 불안정한 상황에서, 직원들의 지식공유 행동이 낮아지는 것을 막기 위해서는 조직 내 코칭 리더십을 배양할 필요가 있음을 의미한다. 본 연구는 고용불안정성, 코칭 리더십, 심리적 안전감, 지식공유 행동 사이의 상호작용을 규명함으로 써 기존 연구 문헌에 기여한다. 논문의 한계점 및 향후 연구 방향 역시 제시하였다.

In a rapidly changing business environment, employees are experiencing great job insecurity. In particular, the recent artificial intelligence revolution has increased job insecurity in organizations. Therefore, this study explored the impact of job insecurity on employees' knowledge sharing behavior, its mechanisms, and the effects of important moderating variables. Specifically, we hypothesize that employees' psychological security will mediate the relationship between job insecurity and knowledge sharing behavior. We also predicted that the impact of job insecurity on psychological security would be moderated(mitigated) by coaching leadership. To empirically test our hypotheses, we surveyed employees in a variety of industries and organizations and analyzed the empirical data using structural equation modeling. The results of the analysis showed that all the hypotheses of the study were supported. Job insecurity had a negative impact on employees' sense of psychological security, and lowered psychological security lowered their knowledge sharing behavior. We also found that psychological security mediated the relationship between job insecurity and knowledge sharing behavior. Furthermore, coaching leadership served as a significant moderating variable that mitigated the negative impact of job insecurity on psychological safety. This suggests that coaching leadership should be cultivated in organizations to prevent employees' knowledge sharing behaviors from declining in the face of job insecurity. This study contributes to the existing literature by identifying the interaction between employment insecurity, coaching leadership, psychological safety, and knowledge sharing behavior. Limitations and directions for future research are also presented.

본 연구는 LMX 차별화가 절차공정성과 상호작용공정성을 거쳐서 지식공유행동에 영향을 미칠 것이며, 이러한 간접경로를 형평성 민감도가 조절하여 민감할수록(즉, 독점형) LMX 차별화와 공정성 간 관계가 강화될 것으로 예상하였다. 가설 검정을 위해 상사 및 동료와 함께 근무하는 전일제 직장인을 대상으로 일회의 설문조사를 시행하였고, 총 300명의 응답을 통계분석에 사용하였다. 연구 결과, LMX 차별화는 지식공유행동과 유의한 부적 관계가 있었다. 또한 LMX 차별화와 공정성 간 부적 관계는 독점형일수록 강화되는 상승적 조절효과가 나타났다. 나아가 형평성 민감도의 조절효과는 LMX 차별화가 상호작용공정성을 통해 지식공유행동에 영향을 미치는 간접경로를 강화하는 조절된 매개효과로 이어졌다. 반면, LMX 차별화가 절차공정성을 통해 지식공유행동에 영향을 미치는 간접경로에서는 조절된 매개효과가 관찰되지 않았으나, 절차공정성과 상호작용공정성이 동시에 투입된 병렬 매개모형이 아닌 각각 투입한 모형에서는 절차공정성을 통해 지식공유행동에 영향을 미치는 간접경로에서도 형평성 민감도의 조절된 매개효과가 관찰되었다. 이러한 결과에 근거하여 연구의 학문적 및 실무적 함의를 제시하였다.

This study tested a moderated mediation model whether employees with higher equity sensitivity (i.e., the entitled) would strengthen the indirect paths from leader-member exchange differentiation (LMXD) to knowledge sharing (KSB) via procedural and interactional justice compared to lower equity sensitivity (i.e., the benevolent). To test our hypotheses, a survey was conducted on 300 South Korean employees working with colleagues under the same direct supervisor. The results implicated that LMXD was negatively related to KSB. Moreover, the relationships of LMXD with procedural and interactional justice were stronger for entitled employees than benevolent employees. Furthermore, equity sensitivity strengthened the indirect path from LMXD to KSB via interactional justice in the parallel mediation model where both procedural and interactional justice were simultaneously input, whereas equity sensitivity did not change the indirect path from LMXD to KSB via procedural justice. However, when procedural and interactional justice were input separately, equity sensitivity also strengthened the indirect path from LMXD to KSB via procedural justice. Based on these research findings, implications of this study were discussed along with suggestions for future research.

본 연구는 중장년 근로자가 긴 재직기간 동안 축적한 조직-특화된 지식의 중요성과 최근의 세대갈등에 대한 문제제기를 바탕으로, 중장년 근로자의 세대조화 인식의 긍정적인 효과를 밝히고자 하였다. 지식산업에 대한 시사점을 도출하고자 하는 연구목적에 입각하여 지식공유행동에 대한 영향에 초점을 두었으며, 중장년 근로자가 직면하는 기술적 맥락과 개인차가 지식공유행동을 촉진하는 영향도 밝히고자 하였다. 구체적으로, 중장년 근로자가 경험하는 ICT스트레스와 목표지향성의 조절효과를 검증하였다. 연구모형을 검증하기 위해 국내 다양한 조직에 근무하는 40대 이상 중장년 근로자 284명을 대상으로 자료를 수집했으며, 위계적 다중회귀분석을 활용해 수집한 자료를 분석하였다. 연구 결과, 중장년 근로자의 세대조화 인식은 지식공유행동에 정적인 영향을 미치는 것으로 나타났다. ICT스트레스의 조절효과도 유의미하였다. 숙달목표 지향성의 조절효과 역시 유의한 것으로 나타났으나, 본 연구에서 가정한 것과 다른 패턴을 보였다. 본 연구는 세대 간 조화와 직무행동 간의 관계를 밝힘으로써 조직이 세대갈등 문제를 탐색하고 해결방안을 도출할 필요가 있음을 제시한다. 또한 연구 결과를 토대로 본 연구의 이론적 의의와 실무적 시사점을 논하고, 제한점과 향후 연구 과제를 제시하였다.

The purpose of this study was to investigate the positive effect of middle-aged workers’ perception of generational harmony, based on the importance of organization-specialized knowledge accumulated during long tenure and recently raising generational conflict issue. In order to derive implications for the knowledge industry, the focus was on the impact on knowledge-sharing behavior, and the technical context middle-aged workers faces and individual differences faced were also tested to reveal interactional effects on knowledge-sharing behavior. Specifically, the moderating effect of ICT stress and goal orientation experienced by middle-aged workers was examined. To test the research model, data were collected from 284 middle-aged workers in their 40s or older working in various domestic organizations, and the collected data were analyzed using hierarchical multiple regression analysis. As a result of the study, it was found that the perception of generational harmony among middle-aged workers had a positive effect on knowledge sharing behavior. The moderating effect of ICT stress was also significant. The moderating effect of the mastery goal orientation was also found to be significant, but the pattern was different from that hypothesized in this study. This study suggests that the organization needs to explore the generational conflict problem and come up with a solution by clarifying the relationship between generational harmony and job behavior. Also, based on the research results, the theoretical significance and practical implications of this study are discussed, and limitations and future research tasks are presented.

최근 조직들은 조직원에게 엄격한 정보보안 수준을 요구하고 있다. 엄격한 정보보안 정책 및 기술은 정보보안 관련 스트레스를 유발할 수 있다. 연구 목적은 지식공유행동 및 개인조직 적합성을 감소시키는 정보보안 기술 및 업무 스트레스의 부정적 영향을 제시하는 것이다. 연구 대상은 정보보안 정책을 보유한 조직에서 근무하는 조직원이며, 연구 가설은 309개의 표본을 활용하여 구조방정식모델링으로 검증한다. 연구 결과, 개인조직적합성이 지식공유행동에 긍정 적 영향을 주었으나, 업무스트레스가 부정적 영향을 주었다. 또한, 기술스트레스가 개인조직 적합성에 부정적 영향을 미쳤다. 추가적으로, 업무모호성이 개인조직 적합성과 지식공유행동사이에 조절효과를 가졌다. 연구 시사점은 조직원의 정보보안 기술 및 업무 스트레스의 부정적 영향을 확인하였으며, 내부자의 부정적 행동 최소화를 위한 방향을 제시한다.

Recently, organizations are demanding strict information security behavior from their employees. Strict information security policies and techniques can cause information security related stress. The purpose of this study is to present the negative effects of information security related techno stress and role stress that reduce knowledge sharing behavior and person-organization fit. The survey was conducted to people working in organizations with information security policies and system, and the research hypothesis was verified by structural equation modeling using 309 samples. As a result of the study, person-organization fit had a positive effect on knowledge sharing behavior, but role stress had a negative effect. And, techno-stress negatively affected the person-organization fit. Additionally, role ambiguity had a moderating effect between person-organization fit and knowledge sharing behavior. The implications of the study were to confirm the negative effects of information security related techno stress and role stress, and to suggest directions for minimizing negative behavior of insiders.

본 연구는 성과압력이 구성원의 창의성을 촉진하는 조건과 과정에 대해 고찰한다. 성과압력은 조직의 업무 환경에서 필연적으로 발생하기 때문에 그 연구의 중요성이 증가하는 데 비해, 결과는 다소 혼재되어 있다. 성과 압력을 도전적 과제로 받아들일 경우 창의성에 긍정적인 영향을 미칠 수 있지만, 반대로 위협으로 받아들일 경 우 창의성에 부정적인 영향을 미칠 가능성도 존재한다. 본 연구는 성과압력의 양면적 속성에 주목하여, 성과압 력이 언제 그리고 어떻게 창의성을 향상시킬 수 있는지에 대한 논의를 통해 조직의 업무 환경 및 학계에 기여하 고자 한다. 이를 위해 직무 요구-자원 모델을 기반으로, 창의성에 대한 성과압력의 순기능의 조건으로 동료와의 스몰토크와 상사와의 스몰토크의 역할에 주목하였고, 스몰토크와 같은 비공식적 커뮤니케이션을 통해 형성된 관 계는 성과압력 상황에서 지식공유행동을 수반한다는 이론적 논의에 따라서 지식공유행동의 매개역할을 고려하 였다. 또한 성과압력과 창의성 간의 관계에 대한 통합적인 설명을 위해 상사와의 스몰토크 및 동료와의 스몰토 크를 조절변수로, 지식공유행동을 매개변수로 활용한 매개된 조절모형(mediated moderation model)을 설정하고 검증하였다. 다양한 산업에 종사하는 사무직 근로자 238명에게 얻은 자료를 분석한 결과를 정리하면 다음과 같 다. 성과압력은 창의성을 유의하게 증가시키는 것으로 나타났으며, 이러한 긍정적인 선형관계는 상사와의 스몰 토크가 동반될 때 강화되는 것으로 검증되었다. 반면, 동료와의 스몰토크는 성과압력과 창의성 간의 관계에 유 의한 영향을 미치지 못하는 것으로 나타났다. 또한 매개된 조절모형 분석 결과, 상사와의 스몰토크가 증가할수 록 성과압력은 지식공유행동을 통해 창의성에 긍정적으로 연결되고 있었다. 이러한 연구결과를 바탕으로 본 연 구의 시사점 및 한계점을 서술하였고, 향후 연구방향을 제시하였다.

This study examines the conditions and processes under which performance pressure fosters creativity among organizational members. While performance pressure inevitably arises in organizational work environments and its research significance continues to grow, the findings remain somewhat mixed. When performance pressure is perceived as a challenging task, it can positively influence creativity. Conversely, if it is perceived as a threat, it may negatively impact creativity. This study focuses on the dual nature of performance pressure and aims to contribute to organizational work environments and academic discourse by exploring when and how performance pressure can enhance creativity. This study, based on the Job Demands-Resources (JD-R) model, focused on the role of small talk with supervisors and small talk with colleagues as boundary conditions that enable the positive impact of performance pressure on creativity. In line with theoretical discussions suggesting that relationships formed through informal communication, such as small talk, promote knowledge-sharing behavior under performance pressure, the mediating role of knowledge-sharing behavior was also considered. Additionally, to provide an integrated explanation of the relationship between performance pressure and creativity, a mediated moderation model was established and tested, using small talk with supervisors and small talk with colleagues as moderators, and knowledge-sharing behavior as the mediator. The results of the analysis based on data obtained from 238 office workers across various industries are as follows. Performance pressure was found to significantly increase creativity, and this positive relationship was strengthened by small talk with supervisors. On the other hand, the effect of small talk with colleagues on the relationship between performance pressure and creativity was not significant. Additionally, the results of the mediated moderation model analysis showed that as small talk with supervisors increased, performance pressure positively influenced creativity through knowledge-sharing behavior. Based on these research findings, the implications and limitations of this study were discussed, and suggestions for future research were provided.

본 연구는 대학 스포츠선수가 지각하는 조직공정성, 지식공유, 혁신행동, 선수포기의도 간의 구조적 영향관계를 규명하는데 그 목적이 있다. 본 연구의 목적을 성취하기 위해 대학 스포츠선수를 대상으로 표본을 추출하였다. 구글에서 제공되는 설문지 플랫폼을 활용하여 설문지를 제작하고 URL을 통해 직접 모바일로 전송하여 설문조사를 실행하였다. 총 회수된 유효 표본은 261부이며 최종 자료 분석에 사용하였다. SPSS Statistics 25.0과 AMOS 25.0을 통해 상관관계 분석, 신뢰도 분석, 확인적 요인분석, 구조방정식 모형분석을 순차적으로 실행하였으며 그 결과는 다음과 같다. 첫째, 대학 스포츠선수의 조직공정성은 지식공유에 긍정적인 영향관계가 있는 것으로 나타났다. 둘째, 대학 스포츠선수의 조직공정 성은 혁신행동에 긍정적인 영향관계가 있는 것으로 나타났다. 셋째, 대학 스포츠선수의 조직공정성은 선수포기의도에 미치는 영향이 없는 것으로 나타났다. 넷째, 대학 스포츠선수의 지식공유는 혁신행동에 긍정적인 영향관계가 있는 것으로 나타났다. 다섯째, 대학 스포츠선수의 지식공유는 선수포기의도에 미치는 영향이 없는 것으로 나타났다. 여섯째, 대학 스포츠선수의 혁신행동은 선수포기의도에 미치는 영향이 없는 것으로 나타났다.

The purpose of this study was to identify the structural relationship among organizational justice, knowledge sharing, innovative behavior, and athlete dropout intention toward college sports athlete. In order to accomplish the purpose, the questionnaire was developed with use of questionnaire platform provided by Google. The online questionnaires were distributed to the college sports athletes through mobile URL. 261 usable questionnaires were returned. Data were analyzed with correlation analysis, reliability analysis, confirmatory factor analysis, and structural equation modeling using SPSS Statistics 25.0 program and AMOS 25.0 program. There were the results of this study. First, organizational justice had a positive influence on knowledge sharing. Second, organizational justice had a positive influence on innovative behavior. Third, organizational justice did not have an influence on athlete dropout intention. Fourth, knowledge sharing positively contributed to innovative behavior. Fifth, knowledge sharing did not have an influence on athlete dropout intention. Last, innovative behavior did not have an influence on athlete dropout intention.

The purpose of this study is to investigate and analyze the structural relationship of between organizational culture of 5-star hotel and knowledge sharing, absorptive capacity and service innovative behavior. Using IBM SPSS 20.0 and AMOS 24.0 program for analysis, the results from this empirical study with 475 samples of hotel employees in South Korea show that H1:organizational culture on knowledge sharing is adopt, H2:organizational culture on absorptive capacity is adopt, H3:organizational culture on service innovative behavior on adopt, H4:knowledge sharing on absorptive capacity is adopt, H5 knowledge sharing on service innovative behavior is adopt, H6:absorptive capacity on service innovative behavior is adopt, and H7:knowledge sharing and absorptive capacity have partially mediating effect of the relationship between organizational culture and service innovative behavior. Research and practical implications include the following. The relationship between OC and SIB has academical significance according to the partially sequential mediating effect of KS and AC. Employees should be able to make effective use of trust, autonomy, transparency in decision making, and mutual advice within departments.

The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital’s knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

4차 산업혁명, 코로나19 로 인한 전례없는 국가재난상황은 그 어느 때보다 기업의 혁신 이 절실히 필요함을 우리에게 시사하고 있다. 이에 본 연구에서는 조직구성원의 지식공유 가 직무자율성을 매개로 혁신행동에 미치는 영향을 분석하기 위하여 관련 선행연구를 검 토 및 분석한 결과를 중심으로 연구모형을 설정하였다. 본 연구목적을 달성하기 위하여 2019년 5월 20일부터 5월 27일(8일 간)까지 근로자 300명을 대상으로 온라인 설문을 배포 후 불성실한 응답을 제외한 258명을 대상으로 분석을 실시하였다. 분석방법은 SPSS(23.0) 과 Amos( 21.0) 프로그램을 활용하였으며, 분석결과는 다음과 같다. 첫째, 구성원 간 지식공 유는 직무자율성에 유의한 영향을 미치는 것으로 나타났다. 이는 조직구성원의 지식 상호 작용이 활발할수록 직무자율성이 증가한다는 것을 나타낸다. 둘째, 조직구성원의 지식공 유는 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 즉, 구성원 간 지식공유가 높을 수록 혁신행동이 높아짐을 의미한다. 셋째, 직무자율성 역시 혁신행동에 유의한 영향을 미 치는 것으로 나타났다. 이는 구성원에게 직무에 대한 자율성이 주어질수록 혁신행동이 증 가한다는 것을 의미한다. 마지막으로, 지식공유와 혁신행동의 관계에서 직무자율성은 부 분매개효과를 갖는 것으로 나타났다. 이는 지식공유와 혁신행동의 관계에서 조직구성원 의 높은 직무자율성을 통하여 혁신행동 발현이 증가한다는 것을 의미한다. 따라서 조직차 원에서 구성원의 혁신행동을 높일 수 있도록 지식공유의 활동성을 높이고 구성원의 직무 자율성을 제고시킨다면 조직의 혁신문화 구축에 기여할 수 있을 것이다. 상기 연구결과를 바탕으로 연구의 시사점과 향후 연구방향을 제시하였다.

The unprecedented national disaster situation caused by the Fourth Industrial Revolution, Covid 19, suggests to us that corporate innovation is more urgent than ever. The purpose of this study was to analyze whether the knowledge sharing of organizational members affects innovation behavior through job autonomy. To this end, a questionnaire was conducted for workers working at Company H, and the analysis method used SPSS 23.0 and Amos 21.0 programs. As a result of the study, first, it was found that knowledge sharing had a positive effect on job autonomy. This indicates that job autonomy increases as the knowledge interaction of the organization members increases. Second, it was found that knowledge sharing had a positive effect on innovation behavior in the manufacturing industry. In other words, the higher knowledge sharing in the manufacturing industry, the higher the innovation behavior of members. Third, job autonomy was also found to have a significant effect on innovation behavior. This means that the more employees are given autonomy in their jobs, the greater their innovation behavior. Fourth, in the relationship between knowledge sharing and innovation behavior, job autonomy was found to have a partial mediating effect. This means that in the relationship between knowledge sharing and innovation behavior, the expression of innovation behavior increases through high job autonomy of organization members. Therefore, if knowledge sharing and job autonomy are improved to increase the innovation behavior of members at the organizational level, it can contribute to the establishment of an organization's innovation culture.

In the hotel industry, knowledge sharing between employees allows them to provide a differentiated service, which enables the company to gain a competitive advantage in the fast-changing business environment. The businesses of the hotels are highly dependent on tacit knowledge, which includes individuals' work experience and know-how. Therefore, in order to maximize organizational performance, the role of knowledge sharing is significant in improving innovation and organizational citizenship behavior of hotel employees. Based on previous studies, the following research empirically verifies how hotel employees' knowledge sharing affects organizational citizenship behavior. Also, the research studies how multidimensional trust affects the relationship between knowledge sharing and organizational citizenship behavior. The results of the study are as follows. First, the hotel employees' knowledge sharing has a positive effect on organizational citizenship behavior. Second, in the relationship between knowledge sharing and organizational citizenship behavior, the trust in peers and the trust in management, which are the sub-factors of multidimensional trust, have positive moderating effects. Since the sample of the following research is limited to the hotel employees in Seoul, the results of the study may not be representative of all the hotel employees. Therefore, in order for the results to be representative, the future studies are recommended to be completed with a wider group of a sample.