CAJ | 학술논문

在分析知识转移者、知识接受者、组织三者关系的基础上，提出一种基于知识接受者评价模式的知识共享激励机制，该机制的核心是组织将知识共享产出的分配权转移给知识接受者，通过知识接受者对知识转移效果的评价实现间接监督知识共享过程的目的。模型分析的结果说明，组织是知识共享活动的最大受益者，但只有通过多种激励手段相结合的方式，让更多的员工产生知识需求，才能更有效地实现知识共享。
재분석지식전이자、지식접수자、조직삼자관계적기출상，제출일충기우지식접수자평개모식적지식공향격려궤제，해궤제적핵심시조직장지식공향산출적분배권전이급지식접수자，통과지식접수자대지식전이효과적평개실현간접감독지식공향과정적목적。모형분석적결과설명，조직시지식공향활동적최대수익자，단지유통과다충격려수단상결합적방식，양경다적원공산생지식수구，재능경유효지실현지식공향。
Based on the analysis of the relationship among knowledge transfer, recipient and the organization, the paper proposed an incentive mechanism of knowledge sharing on the evaluation of knowledge recipient. The heart of the mechanism is that the distribution right concerning the output of knowledge sharing is transferred from or-ganization to knowledge recipient. Through recipient's evaluation about the effort level of knowledge transfer, the process of knowledge sharing in supervision indirectly has been realized. The model result and analysis illustrates that organization is the biggest beneficiary of knowledge sharing, but to accomplish this aim, a variety of incen-tives need to be complement , and more staff requiring for knowledge should be present.