Earticle

Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

본 연구는 국내 기업체의 종업원들이 자신의 동료들과 지식을 공유하고자 하는 의도를 갖는데 영향을 주는 요인들을 탐구하였다. 지식공유에 영향을 미치는 변수들은 다양하게 존재하지만, 본 연구에서는 다른 조직 구성원들과의 관계적 요인(관계강도), 조직 환경적 요인(조직학습문화와 육성적 피드백), 조직에 대한 태도적 요인(조직몰입과 이직의도)이 지식공유의도에 미치는 영향을 중심으로 연구하였다. 이를 위해 국내 31개 기업, 452명의 근로자들로부터 얻은 표본데이터로 위계적 다중회귀분석을 실시하였고, 그 분석 결과를 바탕으로 다음과 같은 결론을 얻을 수 있었다. 첫째, 조직문화 및 상사로 부터의 피드백에 대한 인식 (즉, 조직 환경적인 요인)이 지식공유 의도에 유의한 영향을 미친다는 점을 확인하였다. 둘째, 조직에 대한 태도적 요인, 즉 조직몰입이나 이직의도와 같은 변수들 역시 지식공유의도에 영향을 미치는 것으로 나타났다. 셋째, 관계적 차원의 변수, 즉 같은 조직 구성원들과의 강한 관계가 지식공유에 영향을 준다는 가설은 지지되지 못했다. 덧붙여 조직근속연수나 연령 등이 지식공유의도와 유의한 관계를 보이지 않은 결과는 조직에 오래 있었다고 해서 반드시 후배들에게 자신의 지식을 공유하고자 하는 의도나 행동이 저절로 생겨나는 것은 아니라는 점을 말해준다.

This study explores the factors that affect Korean workers' intention to share knowledge. While there is a variety of factors affecting intention to share knowledge, this study focuses on the effects of relational, environmental, and attitudinal aspects of individuals. Effects of relationship strengths with colleagues, supportive learning culture, developmental feedback, organizational commitment, turnover intention on knowledge sharing intention were examined. Data for analysis were collected from 452 employees in 31 companies in Korea. Results of a hierarchical multiple regression analysis present the following conclusions. First, environmental factors represented by perception of organizational learning culture and developmental feedback significantly affect knowledge sharing intention. Second, the attitudinal dimension toward the organization represented by organizational commitment and turnover intention also produce significant effect on knowledge sharing intention. Third, the hypothesis that predicts a positive relationship between strong connection with colleagues and knowledge sharing intention is not supported by the analysis. In addition, the lack of significant effect of age or tenure in an organization on knowledge sharing intention denies a common belief that the longer an employee stay in an organization the more willing to share his or her knowledge with juniors in the organization.