Earticle

The ability to manage knowledge within an organization is a critical capability that determines survival in a dynamic business environment. However, in an organization composed of diverse generations, age-based stereotypes can bring various forms of conflicts, which may hinder effective knowledge sharing among employees. Drawing on social capital theory, this study examines the effects of age stereotypes (young and old) on knowledge sharing intention through social capital factors, including reciprocity, commitment, trust, and teamwork. Among them, reciprocity, commitment, and trust are categorized as relational dimension of social capital, while teamwork represents cognitive dimension of social capital. The data were collected through a survey conducted with 141 Korean employees. The results indicate that positive age stereotypes are positively related to commitment and trust, which in turn are positively associated with knowledge sharing intention. In contrast, the perceptions of reciprocity and teamwork do not show a significant relationship with knowledge sharing intention. These findings suggest that social capital factors that are significantly associated with both types (young and old) of positive age stereotypes are positively linked to knowledge sharing intention.

This study aims at empirically analyzing the relation between employees’ personality and their knowledge sharing intentions, on which enough light has not yet been shed in spite of its importance. By integrating the big five model of personality with social capital theory and social cognitive theory, this study develops six hypotheses concerning the relation and empirically tests them by using 724 samples collected from employees in practice. The empirical analysis results from this study reveal that employees’ extroversion and agreeableness are positively associated with their social relations and that their openness to experience and conscientiousness are positively associated with their knowledge self-efficacy, which are positively related to their knowledge sharing intentions. Based on the new findings, theoretical and practical implications are provided for knowledge management researchers and managers in practice.

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.

목적: 본 연구는 미용서비스업에서 인적자원관리, 지식공유가 이직의도에 미치는 영향 관계를 알아보고자 한다. 방법: 미용서비스 업 종사자를 대상으로 자료를 수집하였고, Statistical Package for the Social Sciences (SPSS) 22.0을 이용하여 분석하였다. 분석방 법은 빈도분석, 요인분석, 신뢰도 분석, 다중회귀분석이 사용되었다. 결과: 인적자원관리 요인인 교육관리, 직무관리, 보상관리, 채 용관리가 이직의도 요인인 동일분야 이직의도와 타분야 이직의도에 유의미하게 영향을 미치는 것으로 나타났고, 지식공유 요인인 지식저장, 구조적 공유, 관계적 공유, 개인적 공유도 동일분야 이직의도와 타분야 이직의도에 유의미하게 영향을 미치는 것으로 나 타났다. 결론: 본 연구결과가 미용서비스업의 발전을 위한 기초자료로 활용되기를 바라며, 미용서비스업의 이직률을 줄이는 방안 으로 인적자원관리와 지식공유의 중요성을 인식하고 체계적인 전략방안을 수립하여야 할 것으로 사료된다

Purpose: This study intended to investigate the effects of human resource management and knowledge sharing on turnover intention in the beauty service industry. Methods: Data were collected from workers in the beauty service industry and analyzed using Statistical Package for the Social Sciences (SPSS) 22.0. The collected data were processed through frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. Results: The results showed that human resource management factors, such as education management, work management, compensation management, and employment management had significant effects on turnover intention for the same field or different fields. Also, knowledge sharing factors, such as knowledge storing, structuring sharing, relational sharing, and personal sharing significantly influenced the turnover intention for the same field or different fields. Conclusion: It is hoped that the results of this study will provide basic data for the development of the beauty service industry, showing that it is necessary to recognize the importance of human resource management and knowledge sharing as a way to reduce turnover in the beauty service industry and map out systematic strategic measures.

目的: 在美容服务业中，人力资源管理与知识共享对离职倾向的影响。方法: 在美容服务业从业人员中，收集资料，并采 用Statistical Package for the Social Sciences (SPSS) 22.0进行统计分析。采用频度分析，因子分析，可靠性分析，多元回 归分析等分析方法来进行数据处理。结果: 教育管理、工作管理、薪酬管理、就业管理等人力资源管理因素对同一领域 或不同领域的离职倾向有显著影响。知识储存、组织共享、关系共享和个人分享等知识共享因素对同一领域或不同领域 的离职倾向有显著影响。结论: 本研究结果将为美容服务业的发展提供了基础数据。为了降低美容服务业的离职率，必 须认识到人力资源管理和知识共享的重要性，并制定系统的战略计划。

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.

소셜 Q&A 커뮤니티가 활성화하면서 사람들이 지식을 습득하는 주요 경로 중 하나가 되었다. 소셜 Q&A 커뮤니티는 공개 지식 플랫폼이며 핵심 경쟁력은 Q&A 콘텐츠의 품질이다. 소셜 Q&A 커 뮤니티 플랫폼에서 지식 공유의 효율성을 높이고 고품질 콘텐츠의 생산을 촉진하는 방법을 연구할 시 점이다. 본 논문에서는 기존 선행연구를 바탕으로 연구모형을 제시하고 온라인 이용자를 대상으로 설 문조사를 실시하였다. 250개의 설문지를 최종 분석자료로 사용하였고 수집된 자료는 SPSS 23.0 통 계패키지로 분석하였다. 분석 결과, 자기표현, 근접성이 지식제공과 긍정적인 영향 관계가 있는 것으 로 나타났다. 또한, 지식공유 의도, 배태성이 지시공유 활동에 모두 유의한 영향을 미치는 것으로 나 타났다. 본 논문은 온라인 커뮤니티의 관리자는 어떻게 많은 구성원들을 모집할 수 있는가, 구성원들 이 정보공유 활동에 적극적으로 참여하고 정보공유를 하는 것을 어떻게 촉진하는가, 구성원들 질문의 응답률이 어떻게 증가시키는가에 관한 지식을 제공하였다.

As the social Q&A community has become increasingly active, it has become one of the main pathways for people to acquire knowledge. The social Q&A community is a public knowledge platform and its core competitiveness is the quality of Q&A content. It is time to study how to improve the efficiency of knowledge sharing on the social Q&A community platform and promote the production of high-quality content. In this paper, a research model was presented based on existing prior research, and a survey was conducted for online users. 250 questionnaire were used as final analysis data and the collected data were analyzed by SPSS 23.0 statistical package. Based on the analyzed results, it was found that self-expression and proximity had a positive influence on knowledge provision. It was found that knowledge sharing intention and embeddedness had a significant effect on instruction sharing activities. This paper can give finding on how the online community manager can recruit many members, how to promote members to actively participate in information sharing activities and share information, and how to increase the response rate of members' questions.

Knowledge sharing occurs through voluntary interactions between human actors. In this paper, from the perspective of social interaction, the effect of transactive memory capability and social capital (bridging social capital and bonding social capital) on knowledge sharing intention was analyzed, and tenure was demonstrated as a moderating factor that can strengthen their relationship. Therefore, the results of this study are summarized as follows. First, it was verified that the transactive memory capability had a significant positive effect on the knowledge sharing intention. Second, it was found that the bridging social capital and bonding social capital held by individuals had a significant positive effect on knowledge sharing intention. Social capital is understood to form an individual's voluntary motivation for knowledge sharing. Third, it was verified that the moderating effect of tenure suggested in this study was not significant. Based on the results of this study, implications and future research directions were presented.

이 연구는 비교과 프로그램을 경험한 대학생의 학습전략, 내재적 동기, 고등사고능력이 지식공유의도에 미치는 영향을 분석하였다. 이를 위해 COVID-19 이후에 운영된 프로그램에 참여한 학생 155명을 대상으로 설문 조사를 실시하였다. 설문 조사는 온라인으로 진행되었으며, 최종적으로 수집된 설문 응답을 토대로 분석하였다. 연 구 결과는 다음과 같다. 첫째, 학습전략, 내재적 동기는 고등사고능력에 영향을 미치는 것으로 나타났다. 둘째, 학 습전략, 내재적 동기는 지식공유의도에 영향을 미치는 것으로 나타났다. 셋째, 학습전략이 지식공유의도에 영향을 미치는 데 있어 고등사고능력이 매개효과가 있는지 검증한 결과, 부분 매개효과를 나타냈다. 이 연구는 비교과 프 로그램의 참여를 통한 성과가 단순히 만족도 측면을 넘어 실제 대학생들의 인지적 영역과 정의적 영역에 긍정적 인 효과를 가져온다는 것을 밝혔다는 데 의의가 있다. 연구 결과를 바탕으로 대학에서 비교과 프로그램을 운영할 때 나타날 수 있는 성과 측면에서의 시사점을 제안하였다.

This study analyzed the effects of learning strategy, intrinsic motivation, and higher thinking ability on the knowledge sharing intention of college students who experienced a non-subject program. To this end, a survey was conducted on 155 students who participated in programs operated after COVID-19. The survey was conducted online, and the finally collected survey responses were analyzed. The results of the study are as follows. First, it was found that learning strategy and intrinsic motivation affect higher thinking ability. Second, it was found that learning strategy and intrinsic motivation affect knowledge sharing intention. Third, as a result of verifying whether higher thinking ability has a mediating effect in the influence of learning strategy to share knowledge, a partial mediating effect was shown. This study is significant in that it revealed that the performance through participation in the extracurricular program had a positive effect on the cognitive and affective domains of actual college students beyond the simple satisfaction aspect.

본 연구의 목적은 기록물관리 전문요원의 조직관리적 요인, 관계적 요인, 개인적 요인이 지식공유의도와 어떠한 영향 관계를 갖는지 검증하는 것이다. 이를 위해 총 126건의 설문 데이터를 수집하여 분석하였고, 연구 결과는 다음과 같다. 첫째, 조직관리적 요인 중 관리자의 관심과 지원은 암묵지 공유의도에 정(+)적으로 유의한 영향을 미쳤으나, 평가보상제도는 암묵지 공유의도에 부(-)적으로 유의한 영향을 미치는 것으로 나타났다. 둘째, 개인적 요인 중 직무 스트레스는 암묵지 및 형식지 공유의도에 정(+)의 영향을 미치는 것으로 나타났다. 분석 결과 관리자의 노력으로 지식공유 활동에 자유롭게 참여할 수 있는 조직 문화를 조성하는 것이 선행되어야 하며, 전 직원 대상의 기록관리 교육을 통해 직무 스트레스의 원인 중 하나인 인식 개선과 박탈감을 계속해서 개선해나갈 필요가 있다는 결론을 도출하였다. 한편 본 연구에서는 기록학 분야에서 아직 연구된 바 없는 기록물관리 전문요원의 지식공유를 주제로 하여 실증적으로 검증하였다. 이를 통해 기록물관리 전문요원이 처한 업무적 문제에 대한 해소 방안으로서 현재의 인력 배치 구조를 활용하여 지식공유를 활성화할 수 있는 정책적 함의를 제공한다는 점에서 연구 의의가 있다.

The purpose of this study is to empirically verify the factors(organization managerial factors, relational factors and personal factors) that affect the knowledge sharing intention of records management specialists. A total of 126 responses were used for the final analysis and the findings of this study are as follows: First, managers' interests and supports had a significant positive effect on tacit knowledge sharing intention, but evaluation and compensation system had a negative effect on tacit knowledge sharing intention. Second, job stress was found to have a significant positive effect on the intention of knowledge sharing(tacit, explicit). It is required to form an organizational culture where records management specialists can freely participate in knowledge sharing activities with the interest and support of managers. In addition, the process of continuously improving the causes of one of the causes of job stress, such as awareness improvement and deprivation, should be carried out through records management training for all employees. This study is meaningful in that it provides policy implications for promoting knowledge sharing as a solution to the managerial problems faced by records management specialists by utilizing the current staffing structure.

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.

최근 정보기술의 발달과 함께 정보시스템을 활용한 지식공유가 활발하게 이루어지고 있다. 이와 함께 민 간에서뿐 아니라 군에서도 지식정보공유 중요성이 부각되고 있으며 다양한 형태의 시스템을 구축하여 활용하도록 장려하고 있다. 특히 국방부에서는 ‘이지 샘’이라는 지식관리시스템을 구축하여 조직구성원의 지식공유와 활용에 기여하고자 하고 있다. 하지만 ‘이지샘’이 지식을 공유하고 활용함으로써 업무에 도 움이 되는 정보시스템으로 인식되고 있음에도 불구 하고, ‘이지샘’ 사용의 활성화 정도는 제한적이며 국 방 지식관리시스템의 사용 활성화를 위한 체계적인 연구는 부족한 실정이다. 따라서 ‘이지샘’에 지식을 제공하려는 조직구성원의 의도에 영향을 주는 요인 을 연구할 필요성을 느꼈다. 이에 따라 본 연구는 행 위의 동기·기회·능력이론을 바탕으로 국방 지식관리 시스템에 지식을 제공하려는 의도에 영향을 주는 요 인으로 ‘돕는 즐거움’, ‘보상기대일치’와 ‘자발성’(동 기요인), ‘시스템 접근성’(기회요인), ‘자기전문가인 식’과 ‘해당분야 근무기간’(능력요인)을 적용하여 연 구모형과 가설을 제시하였다. 설문분석 결과, ‘돕는 즐거움’과 ‘보상기대일치’(동기요인), ‘시스템 접근성’ (기회요인), ‘자기전문가인식’(능력요인)은 '이지샘'에 지식제공의도에 긍정적인 영향을 주는 것으로 밝혀 졌다. 하지만 ‘해당분야 근무기간’과 ‘자발성’은 지식 제공의도에 유의미한 영향이 없는 것으로 나타났다. 이론적으로 본 연구는 국방 지식관리시스템 상에서 사용자의 지식제공의도에 영향을 주는 요인들을 도 출하였으며, 실무적으로는 국방 지식관리시스템 사용 을 활성화하기 위해 관리자와 국방시스템 설계자가 관심을 가져야 할 요인들을 제시하였다는 의의가 있다.

최근 인터넷의 발전과 개인화된 지식에 대한 수요에 의해 소셜 Q&A 커뮤니티가 급격히 성장 하였다. 이를 통해 사용자의 지식 교류의 욕구를 어느 정도 충족시키며 지식공유를 위한 새로운 수단 이 되었다. 그러나 온라인 지식 커뮤니티의 지식의 질이 낮아지고 낮은 평판 이라는 일련의 문제에 직 면했다. 본 논문에서는 중국 즈후(知乎)라는 소셜 Q&A 커뮤니티 사용자를 대상으로, 인지된 과부하, 프라이버시 염려, 원하지 않는 연결부담과 심리적 부조화가 불만족과 피로감을 통해 지식공유 활동의 전환의도와 이용중단에 미치는 영향을 연구했다. 500부의 설문 결과를 SPSS 23 버전으로 분석한 결 과, 간결한 맞춤형 서비스 제공의 중요성을 확인할 수 있었다.

With the progress of Internet technology and the demand for personalized knowledge, social Q&A communities have developed rapidly. This provides a new way for knowledge sharing and satisfies users' demand for knowledge sharing. At the same time, it also faces a series of problems such as low quality of knowledge and poor reputation. In this paper, the effects of perceived overload, privacy concerns, unwanted connection burden, and psychological dissonance on switching intention and discontinuance through dissatisfaction and fatigue were studied on Chinese Zhihu social Q&A community. The response results of 500 responses obtained by distributing the completed questionnaire were analyzed with SPSS 23 version. As a result of the analysis, the importance of providing concise and customized services was discovered.

본 연구는 경찰공무원의 업무 특성상 변화하는 환경과 새로운 사건·상황에 대처하여 적절히 행 동하고 다양한 문제를 해결하는 적응수행 능력에 주목하고, 선행연구를 바탕으로 조직지원인식을 통해 직원몰입을 높이고 지식공유의도를 강화해 적응수행에 긍정적인 영향을 미치는지에 대한 구 조적 관계를 실증분석을 통해 살펴봄으로써 경찰 공무원의 지식공유의도와 적응수행을 향상할 수 있는 실무적·학문적 기초 정보를 제공하는데 주요 목적을 두었다. 주요 연구결과를 요약하면, 조직지원인식은 직원몰입에 정(+)적인 영향을 미쳤으며, 직원몰입 은 지식공유의도와 적응수행에 각각 정(+)적인 영향을 주는 것으로 확인되었다. 또한, 지식공유 의도는 적응수행에 정(+)적인 영향을 주는 것으로 나타났다. 마지막으로 조직지원인식과 지식공 유의도의 관계에서 직원몰입의 매개효과는 통계적으로 유의하였으며, 조직지원인식과 적응수행 의 관계에서 직원몰입과 지식공유의도의 이중매개효과 또한 유의하게 나타났다. 결론적으로 경찰공무원의 조직지원인식이 높아질 때 경찰공무원이 스스로 업무 수행에 몰입할 수 있으며, 이를 통해 지식공유의도가 높아져 조직 내 지식공유가 활발해지고 그 결과 경찰공무 원 개개인의 적응수행의 향상을 기대할 수 있다.

This study investigates the adaptive performance of police officers, focusing on their ability to respond appropriately and solve various problems in dynamic environments. The primary goal is to provide practical and academic insights to enhance knowledge sharing and adaptive performance among police officers by examining the structural relationship between perceived organizational support, employee engagement, and knowledge sharing intention through empirical analysis. The main findings reveal that perceived organizational support positively influences employee engagement, which in turn positively impacts knowledge sharing intention and adaptive performance. Furthermore, knowledge sharing intention significantly enhances adaptive performance. The study also demonstrates the significant mediating role of employee engagement in the relationship between perceived organizational support and knowledge sharing intention. Additionally, the dual mediating effect of employee engagement on the relationship via knowledge sharing intention between perceived organizational support and adaptive performance is confirmed. In conclusion, increased perception of organizational support among police officers leads to greater job engagement, which fosters knowledge sharing within the organization and subsequently enhances individual adaptive performance.

This study is aimed at (1) exploring the antecedents of marketing knowledge sharing intention which is a prerequisite for marketing knowledge sharing behavior, (2) analyzing whether the intention to engage in marketing knowledge sharing is put into action, and (3) examining the factors which influence the possibility that marketing knowledge sharing intention leads to actual behavior. For the research objectives, a research model is built on the basis of the theory of planned behavior. Moreover, it suggests the support from its headquarter as the moderating factors in the relationship between intention and actual behavior of marketing knowledge sharing as the headquarter should play a role of minimizing the gap between the intention and the actual behavior in order to promote intra-organizational marketing knowledge sharing. The primary data for the empirical analysis to test the hypotheses were collected through the survey of foreign subsidiaries of Korean MNEs publicly listed in the Korean Stock Exchange in December 2010. The results of path analysis indicate that marketing knowledge sharing intention should be formed in advance and this intention is strengthened as important stakeholders expect or allow for the subsidiaries to engage in marketing knowledge sharing. In addition, when their practices of marketing knowledge sharing are positively evaluated and rewarded by their headquarters in Korea, there is a greater likelihood that intention of marketing knowledge sharing leads to actual practices.

This study employs the technology acceptance model as a theoretical framework and aims to improve the knowledge sharing intention of users of online Korean learning platforms. This study uses literature research to construct a model of the influencing factors among learning resources quality, information exchange, interpersonal interaction, trust, perceived usefulness, perceived ease of use, and learning satisfaction on online Korean learning platforms. This study conducts a questionnaire survey of 526 users of online Korean learning platforms. Furthermore, this study analyzes the relationship between the factors and their effects by the structural equation modeling method. Interaction and information exchange significantly positively affect trust, perceived usefulness, and learning satisfaction. Perceived usefulness also has a significant effect on learning satisfaction. Trust, in addition to significantly influencing perceived usefulness, also strongly influences maximally affects knowledge sharing intention.

This study aims to improve the knowledge-sharing intention of social Q&A community users from the user experience perspective. Through the literature research method, this study constructs a research model of factors influencing knowledge-sharing intention of social Q&A community users, using Schmitt’s strategic experiential modules theory and technology acceptance model. This study conducted a questionnaire survey on 428 users of the social Q&A community and empirically tested the research model using the structural equation model. Through data analysis, this study verified that emotional experience, deliberation experience, relevance experience, perceived usefulness, and perceived ease of use significantly positively affected the knowledge-sharing intention of social Q&A community users. Finally, this study proposes suggestions to strengthen users’ knowledge-sharing intention in the context of the current situation of social Q&A communities. Academic and managerial implications are discussed.

본 연구의 목적은 외식업체 조리부서 종사원의 지식공유활동에 영향을 미치는 외부영향력을 사회적 자본의 인지적 자본, 구조적 자본, 관계적 자본으로 나누어 이 변수들이 지식공유활동과 향후 지식공유활동의사 및 직무만족에 어떠한 영향을 미치는지에 대한 이론적 연구체계를 제시하는데 있다. 이러한 이론적 배경을 바탕으로 연구모형을 도출하고 실증분석을 통해 가설을 검증하였다. 실증연구 분석을 위해 호텔이나 외식업체 조리파트에서 1년 이상 근무한 조리종사원 303명의 표본을 이용하였고 이들을 바탕으로 SPSS와 AMOS프로그램을 사용하여 연구모형의 신뢰성, 적합성 등을 검토하여 총 5개의 가설을 검증하였다. 연구모델의 적합도 지수는 χ2 847.213(df=284) CMIN/df 2.983 GFI .901 RMR .067 CFI .918 RMSEA .065로 나타나 분석에 문제가 없는 것으로 판단되었다. 연구결과 구조적 자본은 지식공유활동에 긍정적인 영향을 주었으나(가설 2채택), 인지적 자본에서는 전략인지, 관계적자본에서는 호혜성만이 지식공유활동에 긍정적인 영향을 주는 것으로 나타났다(가설 1과 3은 부분채택). 또한 이들의 지식공유활동은 향후 지식공유의도와 직무만족에도 긍정적인 영향을 주는 것으로 나타났다(가설 4,5 채택). 본연구 결과를 통해 국내 호텔 및 외식업계는 지식경영활동을 보다 효율적으로 하는데 도움을 주었을 것으로 기대되며 이들의 지식경영활동을 다시 한 번 점검하고 재정비하여 조리 종사원들에게 실질적으로 도움이 되는 지식경영전략을 수립하는 데에도 본 연구가 기여했다고 판단된다.

The purpose of this study is to investigate the external factors of Social capitals(Cognitive capital, Structural capital, Relational capital) that influence on knowledge-sharing activities, knowledge sharing intentions and job satisfaction of food employees(cook) in foodservice industry. Based on a total of 303 samples who work in hotel or foodservice company for at least more than one year, this study reviewed reliability and fitness of the proposed research model and verified a total of 5 hypotheses through SPSS and AMOS program. The proposed model provided an adequate fit to the data, χ2 847.213(df=284) CMIN/df 2.983 GFI .901 RMR .067 CFI .918 RMSEA .065. The results showed that structural capital have positive effects on knowledge-sharing activities(Hypothesis 2 was fully supported). However, for the strategy recognition and trust, they did not present any significant effects on knowledge sharing activities(Hypothesis 1 and 3 were partially supported). The study also found that knowledge-sharing activities have positive influences on knowledge sharing intention and job satisfaction. Many hotels and foodservice companies are push ahead with various knowledge management activities for efficient staff management and the company's competitiveness improvement. This study tried to propose which of those many knowledge management activities would bring the most efficient benefits to the food employees at the hospitality industry. Other implications, limitations and future research directions are also discussed.

Despite the organizational benefits of knowledge sharing among employees, many workers are reluctant to share their knowledge with their colleagues. Most organizations have taken a lot of actions to facilitate knowledge sharing among employees, including developing reward systems, enhancing social networks and interpersonal relationships and crafting organizational cultures that support knowledge sharing. To date, however, earlier studies have demonstrated that knowledge doesn’t flow easily when an organization makes a concerted effort to facilitate knowledge sharing. The issue whether or not employees are motivated to share their knowledge with others is definitely the main concern in knowledge sharing. The purpose of this study is to explore the conditions under which employees are inclined to share knowledge with other members. Specifically, we examine the effect of knowledge self-efficacy on knowledge sharing intention. In addition, we attempt to investigate medicating effects of personal outcome expectation and performance-related outcome expectation on the relationship between knowledge self-efficacy and knowledge sharing intention. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 210 employees in 23 firms in Korea. The major findings of the empirical research are as follows: 1) knowledge self-efficacy was positively related with knowledge sharing intention. 2) personal outcome expectation has turned out to have a mediation effect on the relationship between knowledge self-efficacy and knowledge sharing intention. 3) performancerelated outcome expectation also mediates the relationship between knowledge self-efficacy and knowledge sharing intention That is, this result indicates that knowledge self-efficacy has indirect effect on knowledge sharing intention through personal outcome expectation and performance-related outcome expectation. Based on these findings, implications of the research findings and recommendation for future research are discussed