知识治理是知识管理活动的制度保障,是在制度层面上对知识行为的引导、激励和约束,进而维护知识活动各方的利益平衡、促进知识活动效益的最优化。知识共享行为是一种组织制度安排的结果,同时也是一种行为过程,受到知识治理的影响。知识治理对于知识共享行为的影响研究,很多的学者都从不同的侧面进行分析,涉及变量和因素有限,结论不稳定。另外,知识治理对于知识共享影响的内在机理有待进一步深入地探究。最后,从研究方法上,知识治理是组织层面的变量,个体知识共享是个体层面的变量,现有文献较少运用跨层次分析方法来整合组织和个体两个层面,剖析知识治理机制对个人层次知识共享的影响,因而研究结论有待验证。因此,基于现有文献研究的不足,本文探索性地引入中介变量组织支持感来分析知识治理对于知识共享行为的影响关系。依据已有的文献成果,本文提出以下8个假设：（1）正式知识治理对非正式知识治理具有正向的影响作用;（2）正式知识治理对于个体知识共享行为具有显著的正向影响;（3）非正式知识治理对于个体知识共享行为具有显著的正向影响;（4）正式知识治理对于组织支持感有显著的正向影响;（5）非正式知识治理对于组织支持感有显著的正向影响;（6）组织支持感对个体知识分享行为有显著的正向影响;（7）组织支持感中介了正式知识治理与个体知识共享行为之间的关系;（8）组织支持感中介了非正式知识治理与个体知识共享行为之间的关系。为了验证以上假设的有效性,本研究以中国华北地区140家企业621名员工为被试对象,其中男性占53.62%,本科以上员工占89.05%,工龄在5年以上的员工占76.97%,基层和一线工人占87.76%。对于模型中所涉及的变量,本文借鉴已有研究的中成熟量表进行测量。正式知识治理和非正式知识治理的测量参考了Cao等（2012）对于正式知识治理和非正式知识治理的测量量表,组织支持感使用Eisenberger编制的问卷,知识共享行为采用Yi开发了一套有效可靠的知识共享行为量表。所有变量在本文样本中内部一致性信度α系数都达到标准。在确保问卷的可信性和有效性基础上,本文利用跨层次分析对研究假设进行验证。得到了如下结论：（1）在知识管理领域中,员工组织支持感是链接组织知识治理与个体知识共享行为的中介桥梁。组织层面的知识管理活动一方面通过正式的知识治理对于员工的知识共享行为产生一定程度的影响,但是更重要是要通过对于员工组织支持感的影响来间接的作用员工知识共享行为。（2）组织知识活动对于员工个体知识共享行为的影响是多层次相互作用的结果,过程复杂。组织层面的正式知识治理通过三条途径作用员工个体知识共享行为：直接作用、通过非正式知识治理影响组织支持感的间接作用以及通过组织支持感的间接作用。非正式知识治理是间接的通过组织支持感的单途径来影响个体知识共享行为。与同类研究相比,本文进一步打开了知识治理对知识共享行为影响的＂黑箱＂,丰富了知识管理的相关理论。此外,本文结论对企业知识管理实践活动具有很强的指导意义,具体表现在两个方面：一是企业要有效创建完善的知识治理机制,二是要重视对员工组织支持感的提升。本文虽然做出了一定的贡献,但仍然存在一些不足：第一,样本收集的数据受到地域和行业的限制;第二,对于知识治理的划分需要进一步研究;第三,中介变量、作用路径和机理还需要进一步探索。以上三点问题将是今后研究和改进的方向。
知識治理是知識管理活動的製度保障,是在製度層麵上對知識行為的引導、激勵和約束,進而維護知識活動各方的利益平衡、促進知識活動效益的最優化。知識共享行為是一種組織製度安排的結果,同時也是一種行為過程,受到知識治理的影響。知識治理對于知識共享行為的影響研究,很多的學者都從不同的側麵進行分析,涉及變量和因素有限,結論不穩定。另外,知識治理對于知識共享影響的內在機理有待進一步深入地探究。最後,從研究方法上,知識治理是組織層麵的變量,箇體知識共享是箇體層麵的變量,現有文獻較少運用跨層次分析方法來整閤組織和箇體兩箇層麵,剖析知識治理機製對箇人層次知識共享的影響,因而研究結論有待驗證。因此,基于現有文獻研究的不足,本文探索性地引入中介變量組織支持感來分析知識治理對于知識共享行為的影響關繫。依據已有的文獻成果,本文提齣以下8箇假設：（1）正式知識治理對非正式知識治理具有正嚮的影響作用;（2）正式知識治理對于箇體知識共享行為具有顯著的正嚮影響;（3）非正式知識治理對于箇體知識共享行為具有顯著的正嚮影響;（4）正式知識治理對于組織支持感有顯著的正嚮影響;（5）非正式知識治理對于組織支持感有顯著的正嚮影響;（6）組織支持感對箇體知識分享行為有顯著的正嚮影響;（7）組織支持感中介瞭正式知識治理與箇體知識共享行為之間的關繫;（8）組織支持感中介瞭非正式知識治理與箇體知識共享行為之間的關繫。為瞭驗證以上假設的有效性,本研究以中國華北地區140傢企業621名員工為被試對象,其中男性佔53.62%,本科以上員工佔89.05%,工齡在5年以上的員工佔76.97%,基層和一線工人佔87.76%。對于模型中所涉及的變量,本文藉鑒已有研究的中成熟量錶進行測量。正式知識治理和非正式知識治理的測量參攷瞭Cao等（2012）對于正式知識治理和非正式知識治理的測量量錶,組織支持感使用Eisenberger編製的問捲,知識共享行為採用Yi開髮瞭一套有效可靠的知識共享行為量錶。所有變量在本文樣本中內部一緻性信度α繫數都達到標準。在確保問捲的可信性和有效性基礎上,本文利用跨層次分析對研究假設進行驗證。得到瞭如下結論：（1）在知識管理領域中,員工組織支持感是鏈接組織知識治理與箇體知識共享行為的中介橋樑。組織層麵的知識管理活動一方麵通過正式的知識治理對于員工的知識共享行為產生一定程度的影響,但是更重要是要通過對于員工組織支持感的影響來間接的作用員工知識共享行為。（2）組織知識活動對于員工箇體知識共享行為的影響是多層次相互作用的結果,過程複雜。組織層麵的正式知識治理通過三條途徑作用員工箇體知識共享行為：直接作用、通過非正式知識治理影響組織支持感的間接作用以及通過組織支持感的間接作用。非正式知識治理是間接的通過組織支持感的單途徑來影響箇體知識共享行為。與同類研究相比,本文進一步打開瞭知識治理對知識共享行為影響的＂黑箱＂,豐富瞭知識管理的相關理論。此外,本文結論對企業知識管理實踐活動具有很彊的指導意義,具體錶現在兩箇方麵：一是企業要有效創建完善的知識治理機製,二是要重視對員工組織支持感的提升。本文雖然做齣瞭一定的貢獻,但仍然存在一些不足：第一,樣本收集的數據受到地域和行業的限製;第二,對于知識治理的劃分需要進一步研究;第三,中介變量、作用路徑和機理還需要進一步探索。以上三點問題將是今後研究和改進的方嚮。
지식치리시지식관리활동적제도보장,시재제도층면상대지식행위적인도、격려화약속,진이유호지식활동각방적이익평형、촉진지식활동효익적최우화。지식공향행위시일충조직제도안배적결과,동시야시일충행위과정,수도지식치리적영향。지식치리대우지식공향행위적영향연구,흔다적학자도종불동적측면진행분석,섭급변량화인소유한,결론불은정。령외,지식치리대우지식공향영향적내재궤리유대진일보심입지탐구。최후,종연구방법상,지식치리시조직층면적변량,개체지식공향시개체층면적변량,현유문헌교소운용과층차분석방법래정합조직화개체량개층면,부석지식치리궤제대개인층차지식공향적영향,인이연구결론유대험증。인차,기우현유문헌연구적불족,본문탐색성지인입중개변량조직지지감래분석지식치리대우지식공향행위적영향관계。의거이유적문헌성과,본문제출이하8개가설：（1）정식지식치리대비정식지식치리구유정향적영향작용;（2）정식지식치리대우개체지식공향행위구유현저적정향영향;（3）비정식지식치리대우개체지식공향행위구유현저적정향영향;（4）정식지식치리대우조직지지감유현저적정향영향;（5）비정식지식치리대우조직지지감유현저적정향영향;（6）조직지지감대개체지식분향행위유현저적정향영향;（7）조직지지감중개료정식지식치리여개체지식공향행위지간적관계;（8）조직지지감중개료비정식지식치리여개체지식공향행위지간적관계。위료험증이상가설적유효성,본연구이중국화북지구140가기업621명원공위피시대상,기중남성점53.62%,본과이상원공점89.05%,공령재5년이상적원공점76.97%,기층화일선공인점87.76%。대우모형중소섭급적변량,본문차감이유연구적중성숙량표진행측량。정식지식치리화비정식지식치리적측량삼고료Cao등（2012）대우정식지식치리화비정식지식치리적측량량표,조직지지감사용Eisenberger편제적문권,지식공향행위채용Yi개발료일투유효가고적지식공향행위량표。소유변량재본문양본중내부일치성신도α계수도체도표준。재학보문권적가신성화유효성기출상,본문이용과층차분석대연구가설진행험증。득도료여하결론：（1）재지식관리영역중,원공조직지지감시련접조직지식치리여개체지식공향행위적중개교량。조직층면적지식관리활동일방면통과정식적지식치리대우원공적지식공향행위산생일정정도적영향,단시경중요시요통과대우원공조직지지감적영향래간접적작용원공지식공향행위。（2）조직지식활동대우원공개체지식공향행위적영향시다층차상호작용적결과,과정복잡。조직층면적정식지식치리통과삼조도경작용원공개체지식공향행위：직접작용、통과비정식지식치리영향조직지지감적간접작용이급통과조직지지감적간접작용。비정식지식치리시간접적통과조직지지감적단도경래영향개체지식공향행위。여동류연구상비,본문진일보타개료지식치리대지식공향행위영향적＂흑상＂,봉부료지식관리적상관이론。차외,본문결론대기업지식관리실천활동구유흔강적지도의의,구체표현재량개방면：일시기업요유효창건완선적지식치리궤제,이시요중시대원공조직지지감적제승。본문수연주출료일정적공헌,단잉연존재일사불족：제일,양본수집적수거수도지역화행업적한제;제이,대우지식치리적화분수요진일보연구;제삼,중개변량、작용로경화궤리환수요진일보탐색。이상삼점문제장시금후연구화개진적방향。
The Knowledge governance is the system guarantee of the knowledge management activities. Knowledge governance guides, incentives and constraints knowledge behaviors at a system level. It balances the interests of the parties of knowledge activities, and promotes the benefit optimization of knowledge activities. The knowledge sharing behaviors under the influence of knowledge management are a kind of behavior process and also the result of an organization system arrangement. Many scholars study the influence of knowledge management on knowledge sharing behavior from different sides. But the conclusion is instable due to influential factors, relation variables and constraining conditions. In addition, the inner affect mechanism of the knowledge management on knowledge sharing need further deeply explored. Finally, from organizational level, knowledge governance is the organizational level variables. Individual knowledge sharing is the individual level variables. Existing literature that analyze the affect mechanism of knowledge governance on knowledge sharing less use hierarchical analysis method that integrate organization and individual two aspects. So the research conclusions need to test and verify. Therefore, based on the shortage of the existing literature research, this paper analyzes the relationship of knowledge management on knowledge share behavior through introducing Perceived organizational support as intermediary variable. According to the literature review on knowledge governance, Perceived organizational support and individual knowledge sharing behavior, this study proposed four hypotheses as below： （ 1 ） Formal knowledge governance is positively related to informal knowledge governance ; （2） Formal knowledge governance is positively related to individual knowledge sharing behavior;（ 3 ） Informal knowledge governance is positively related to individual knowledge sharing behavior; （4） Formal knowledge governance is positively related to perceived organizational support;（5 ） Informal knowledge governance is positively related to perceived organizational support ; （6） Perceived organizational support is positively related to individual knowledge sharing behavior; （7） Perceived organizational support mediate the relationship between formal knowledge governance and individual knowledge sharing behavior; （8） Perceived organizational support mediate the relationship between Informal knowledge governance and individual knowledge sharing behavior. In order to verify the effectiveness of these hypotheses, Data were obtained from 621 employees in 140 knowledge groups of North China. Of the sample, 53.62% were male, 89.05% were bachelor degree or above, 76.97% have 5 years or more length of service, 87.76% were junior staff. As for the measurement of different variables, this study depended on a series of mature scales. Specifically, Formal knowledge management and informal knowledge management were measured using the measurement of the governance of formal and informal knowledge governance knowledge scale developed by Cao （2012） ; perceived organizational support using the questionnaire compiled by Eisenberger; the knowledge sharing behavior using a set of effective and reliable knowledge sharing behavior scale developed by Yi. The Coefficient alpha values of all the scales indicated that they were appropriate to aggregate the data. Based on the credibility and validity of the questionnaire, this study conducted the descriptive statlsties and correlations for all variables as well as hierarchical linear model between organization and individual member to test all hypotheses above. Our result indicated that, as expected, （ 1 ） in the field of knowledge management, perceived organizations support was the bridge between organizational knowledge governance and individual knowledge sharing behavior. Knowledge management activities of Organizational level influence knowledge sharing behavior of employees through the formal knowledge governance on one hand, but more important is to indirectly influence to employee knowledge sharing behavior through perceived organizational support. （ 2 ） The influence of the organizational knowledge governance on individual knowledge sharing behavior was the result of multi - level interactions and complex process. Formal knowledge governance of Organizational level affect individual knowledge sharing behavior through three ways as follow ： direct effect, indirect effects through informal knowledge governance and indirect effects through perceived organizational support. Informal knowledge governance influences the individual knowledge sharing behavior in single way indirect through perceived organizational support. Our study thus contributes to a better understanding of the ＇ black box＇ phenomenon that links organizational knowledge govemance to individual knowledge sharing behavior and enriches knowledge of the knowledge management theory. The results from this study have practical implications for enterprise knowledge management. First, enterprises need to effectively create perfect knowledge governance mechauism. Second, the leader should pay more attention to employee＇ s perceived organiza- tional support. Although this study makes a number of contributions to the extant literature, there are limitations that must be highlighted. The first limitation is the samples data collected is limited in region and industry. The Second limitation is the division of knowledge governance needs further research. Another limitation is that the intermediary variable, effect path and mecha- nism need further exploration. The above three questions will be the direction of future research and improvement.
