본문 바로가기
KERD
논문KCI 등재

A Research on the Influence of Perceived Organizational Support on Employees’ Job Engagement, Knowledge Sharing, and Innovation Behavior: A Case Study of Advanced Manufacturing Industry in the Yangtze River Delta Region after China’s Economic Opening Policy

송재훈|백장
한국경영사학회 (The Korean Academy Of Business Historians)|2021.05|경영사연구 (The Review of Business History)|제36권 제2호|pp. 25-55|DOI 10.22629/kabh.2021.36.2.002

0

조회

0

다운로드

0

인용

0

참고문헌

키워드

perceived organizational supportinnovation behaviorknowledge sharingjob engagement
주제분류사회과학일반

초록

This paper studies the influence of perceived organizational support on employees’ job engagement, knowledge sharing, and innovation behavior in private enterprises after China implements the economic opening policy. Improving employees’ job engagement, knowledge sharing, and innovation behavior through organizational support has become a significant challenge faced by advanced manufacturing enterprises which is also a hot issue in human resource management. Previous studies have proved that perceived organizational support is an essential situational variable that affects employees’ job engagement, knowledge sharing, and innovation behavior, but the research on its influencing mechanism is not enough. Therefore, based on the questionnaire survey data of 306 employees of advanced manufacturing enterprises in the Yangtze River Delta of China, this study uses SPSS26.0 to test the hypothesis. The results show that, first, the three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on job engagement. Second, the three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on knowledge sharing. Third, the three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on innovation behavior. Fourth, job engagement has significant positive (+) effects on knowledge sharing. Fifth, job engagement has a significantly positive (+) impact on innovation behavior. Sixth, knowledge sharing has a significantly positive (+) impact on innovation behavior. Therefore, managers of enterprises should pay attention to the role of perceived organizational support in employees’ work and life, give employees sufficient job support, value identity, and care for their interests, so that employees can feel the attention and respect of the enterprise and have a sense of belonging and loyalty to the organization so that employees can devote themselves to work from the heart, and encourage information exchange and knowledge sharing among employees. Trigger its innovation power; Enterprise managers can also formulate related policies such as rewards, resource support, training, etc., so that employees can feel the concern of the enterprise and better motivate employees to improve the competitiveness of the enterprise and make the enterprise develop continuously healthily and rapidly.

Abstract

This paper studies the influence of perceived organizational support on employees’ job engagement, knowledge sharing, and innovation behavior in private enterprises after China implements the economic opening policy. Improving employees’ job engagement, knowledge sharing, and innovation behavior through organizational support has become a significant challenge faced by advanced manufacturing enterprises which is also a hot issue in human resource management. Previous studies have proved that perceived organizational support is an essential situational variable that affects employees’ job engagement, knowledge sharing, and innovation behavior, but the research on its influencing mechanism is not enough. Therefore, based on the questionnaire survey data of 306 employees of advanced manufacturing enterprises in the Yangtze River Delta of China, this study uses SPSS26.0 to test the hypothesis. The results show that, first, the three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on job engagement. Second, the three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on knowledge sharing. Third, the three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on innovation behavior. Fourth, job engagement has significant positive (+) effects on knowledge sharing. Fifth, job engagement has a significantly positive (+) impact on innovation behavior. Sixth, knowledge sharing has a significantly positive (+) impact on innovation behavior. Therefore, managers of enterprises should pay attention to the role of perceived organizational support in employees’ work and life, give employees sufficient job support, value identity, and care for their interests, so that employees can feel the attention and respect of the enterprise and have a sense of belonging and loyalty to the organization so that employees can devote themselves to work from the heart, and encourage information exchange and knowledge sharing among employees. Trigger its innovation power; Enterprise managers can also formulate related policies such as rewards, resource support, training, etc., so that employees can feel the concern of the enterprise and better motivate employees to improve the competitiveness of the enterprise and make the enterprise develop continuously healthily and rapidly.

참고문헌 (58)

  1. 노흔, "The Relationship between Tacit knowledge Acquisition and Innovation Performance in Chinese Local High-tech Enterprises", 전문경영인연구, 21(4), pp.345~362 (2018), 한국전문경영인학회
  2. 왕만만, "조직지원인식이 일 몰입에 미치는 영향 : 긍정심리자본의 매개효과를 중심으로", 산업경제연구, 32(5), pp.1733~1762 (2019), 한국산업경제학회[DOI]
  3. 우택규, "지식공유와 일몰입이 혁신행동에 미치는 영향: 조직지원인식의 조절효과를 중심으로", 박사, pp.2020
  4. 위지여, "An Empirical Study on the Influence of Ethical Leadership to Improve the Employee Creativity of Chinese Enterprise", 전문경영인연구, 22(2), pp.91~112 (2019), 한국전문경영인학회
  5. 조현정, "조직지원인식, 업무몰입, 지식공유의도, 이직의도 간의 구조적 관계: 중소제조기업 근로자를 중심으로", 기업교육과인재연구, 21(2), pp.165~194 (2019), 한국기업교육학회[DOI]
  6. 진상, "High-tech Enterprise Organization Learning and Employee Innovation Performance in China : The Parallel Mediating Role of Humble Leadership and Knowledge Sharing", 대한경영학회지, 31(1), pp.1~21 (2019), 대한경영학회[DOI]
  7. 최유환, "중소기업 영업직근로자들의 직무향상프로그램과업무환경이 개인성과에 미치는 영향관계에서의학습전이의 매개역할", 중소기업연구, 35(4), pp.165~191 (2013), 한국중소기업학회
  8. 황진수, "일중독의 삶의 만족에 대한 영향력과 사회적 지원의 조절효과 검증", 산업경제연구, 31(5), pp.1577~1597 (2018), 한국산업경제학회[DOI]
  9. A. James Boness, "Evidence of Non-Homogeneity of Capital Costs Within "Risk-Classes"", The Journal of Finance, 32(3), pp.775~787 (1977), JSTOR[DOI]
  10. Burt, R. S., "Structural Holes and Good Ideas", American Journal of Sociology, 110(2), pp.349~399 (2004)
  11. Byrne, Z. S., "Perceived organizational support and performance relationships across levels of organizational cynicism", Journal of Managerial Psychology, 23(1), pp.54~72 (2008)[DOI]
  12. Cao Keyan, "A cross-level study on organizational innovation climate, knowledge sharing and employee innovative behavior", Scientific Research Management, 36(12), pp.83~91 (2015)
  13. Chen Jie, "A qualitative study on the relationship among team motivation, perceived organizational support and knowledge sharing in hospitals", China Health Management, (3), pp.181~185 (2014)
  14. Chen Zhen Jiao, "Exploring the Underlying Processes Between Conflict and Knowledge Sharing: A Work-Engagement Perspective", Journal of Applied Social Psychology, 41(5), pp.1005~1033 (2011)
  15. Du Hongru, "erceived Organizational Support and Employees’ Work Attitude: An Empirical Study on the Mediating Role of Organizational Trust", Nantah Business Review, (04), pp.97~116 (2006)
  16. Emerson, R. M., "Social exchange theory", Annual Review of Sociology, (2), pp.335~362 (1976)
  17. Berrin Erdogan, "Support from the top: Supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships.", Journal of Applied Psychology, 92(2), pp.321~330 (2007), American Psychological Association (APA)[DOI]
  18. Gao Lujing, "An Empirical Study on the Relationship between Perceived Organizational Support and Employees’ Innovative Behavior", Master, pp.2011
  19. Gu Yuandong, "Research on the influence mechanism of organizational innovation support on employees’ innovative behavior", Journal of Management, 11(4), pp.548~609 (2014)
  20. Hakanen, J. R., "Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovati veness", Journal of Vocational Behavior, 73(1), pp.78~91 (2008)
  21. Morten T. Hansen, "The Search-Transfer Problem: The Role of Weak Ties in Sharing Knowledge across Organization Subunits", Administrative Science Quarterly, 44(1), pp.82~111 (1999), JSTOR[DOI]
  22. He Canfei, "Evolution of China’s industrial geography pattern since the reform and opening up in 1978", Acta Geography Sinica, 74(10), pp.1962~1979 (2019)[DOI]
  23. He Huitao, "Discussion on Human Resource Management Practice, Organizational Support and Knowledge Sharing from the Perspective of Employee-Organization Relationship", Foreign Economics and Management, 30(12), pp.52~58 (2008)
  24. Hooff, B. V. D., "Knowledge Sharing in Context: The Influence of Organizational Commitment, Communication Climate and CMC Use on Knowledge Sharing", Journa1 of Knowledge Management, 8(6), pp.117~130 (2004)
  25. Hu Fangju, "Research on the Relationship between Perceived Organizational Support, Innovation Control and Employee Innovative Behavior", Master, pp.2016
  26. Hu S, "The Evolution of Industrial Agglomerations and Specialization in the Yangtze River Deltafrom 1990~2018: An Analysis Based on Firm-Level Big Data", Sustainability, 11(5811), pp.1~21 (2019)
  27. Huang Gui, "Why can’t enterprises that emphasize "dedication" get what they want? --Reflections on the Relationship between Organization and Employee Exchange in State-owned Enterprises", Management World (Monthly), 11, pp.105~113 (2010)
  28. Jiang Yanjin, "Cultivation of employee service innovative behavior", China Human Resources Development, (227), pp.54~56 (2009)
  29. Kou, T. J., "Advances in Computer Science and Education", pp.183~187 (2012)
  30. Liang Qingguo, "The Impact of Knowledge Workers’ Perceived Organizational Support on Their Job Engagement", Master, pp.2017
  31. Lin Zifen, "Research on the Influence of Internal Social Capital on Employee Innovative Behavior-Based on the Mediation Effect of Knowledge Sharing", East China Economic Management, 27(12), pp.55~56 (2013)[DOI]
  32. Ling Wenquan, "The sense of perceived organizational support of enterprise employees", Journal of Psychology, 38(2), pp.281~287 (2006)
  33. Liu Hua, "A Study on the Influence of Perceived Organizational Support on Organizational Trust, work Engagement and Job Satisfaction", Economic Forum, (06), pp.193~196 (2011)[DOI]
  34. Liu Shuyu, "A Study on the Influence of Perceived Organizational Support on Employees’ work Engagement-Based on the Mediating Role of Organizational Trust", Master, pp.2018
  35. Liu Yun, "The Interactive Effect of Organizational Innovation Climate and Incentive Preference on Employee Innovation Behavior", Managing the World, (10), pp.88~114 (2009)
  36. Liu Zhibiao, "Demonstration Value and Dynamic Mechanism of Regional Integration Development in Yangtze River Delta", Reform, (12), pp.65~71 (2018)
  37. Lu Jihua, "A Study on the Relationship between Perceived Organizational Support, Organizational Commitment and Engagement of Knowledge Workers", Science and Technology Management, 34(01), pp.147~153 (2013)
  38. Na Z., "The city network and the regional evolution in Yangtze river delta, China", Doctor, pp.2014
  39. Youyan Nie, "The importance of autonomy support and the mediating role of work motivation for well-being: Testing self-determination theory in a Chinese work organisation", International Journal of Psychology, 50(4), pp.245~255 (2015), Wiley[DOI]
  40. Sceff, T. J., "Socialization of emotions: pride and shame as causal agents", Research Agendas in the Sociology of Emotions, (5), pp.281~304 (1990)
  41. Schaufeli, W. B., "The measurement of engagement and burnout：A confirmative analytic approach", Journal of Happiness Studies, (0), pp.71~92 (2002)
  42. S. G. Scott, "DETERMINANTS OF INNOVATIVE BEHAVIOR: A PATH MODEL OF INDIVIDUAL INNOVATION IN THE WORKPLACE.", Academy of Management Journal, 37(3), pp.580~607 (1994), Academy of Management[DOI]
  43. Song Yafei, "Research on the Relationship among Organizational Commitment, Knowledge Sharing and Individual Innovative Behavior", Research on Financial Issues, 12, pp.137~143 (2014)[DOI]
  44. Wang Junsong, "Spatial pattern evolution and influencing factors of manufacturing industry in Yangtze River Delta", Geographical Research, 33(12), pp.2312~2324 (2014)[DOI]
  45. Wang Shanshan, "The Influence of Perceived Organizational Support on Employees’ Innovative Behavior: The Mediating Role of Innovative Self-efficacy and Positive Emotion", Master, pp.2015
  46. Wang Xinhua, "Differences in the Influence of Knowledge Network Embeddedness and Knowledge Agglomeration on Organizational Innovation: From the Perspective of Knowledge Sharing Intention", Technology and Economy, (09), pp.46~55 (2018)[DOI]
  47. Wang Yong, "An Empirical Study on the Influence of Job Resources and Work Engagement on Knowledge Sharing", Research on Science and Technology Management, 12, pp.150~153 (2012)[DOI]
  48. Wasko, M. M. L, "Why should I share?Examing social capital and knowledge contribution in electronic networks of practice", MIS Quarterly, 29(1), pp.35~57 (2005)
  49. Wei Qiao, "Research on the Influence Mechanism of Perceived Organizational Support on Employee Creativity-Based on the Mediating Effect of Work Engagement", Master, pp.2014
  50. Geoffrey C. Williams, "Managerial support for basic psychological needs, somatic symptom burden and work-related correlates: A self-determination theory perspective", Work & Stress, 28(4), pp.404~419 (2014), Informa UK Limited[DOI]
  51. Jiawei Wu, "Economic Transition and Changing Location of Manufacturing Industry in China: A Study of the Yangtze River Delta", Sustainability, 10(8), pp.2624~2651 (2018), MDPI AG[DOI]
  52. Wu, F., "Transition of the Yangtze River Delta" (2015), Springer
  53. Yang Tingting, "Social exchange relationship and work engagement within organizations: the mediating effect of psychological capital", Ergonomics, 19(1), pp.51~54 (2013)[DOI]
  54. Anthony Gar-On Yeh, "From cities to super mega city regions in China in a new wave of urbanisation and economic transition: Issues and challenges", Urban Studies, 57(3), pp.636~654 (2020), SAGE Publications[DOI]
  55. Zhang Fenghua, "A Study on the Influence of Perceived Organizational Support on Knowledge Workers’ Innovative Behavior Based on Psychological Capital", Master, Shandong University of Finance and Economics, pp.2013
  56. Zhang Ruijuan, "The relationship between committed human resource management practice, employee work engagement and innovative behavior", Journal of Chongqing University, (4), pp.73~79 (2014)[DOI]
  57. Zhang Xu, "The influence of organizational support on emotional commitment and employee innovative behavior", East China Economic Management, 29(09), pp.125~171 (2014)[DOI]
  58. Zhang, X. M., "Motivation and creative process engagement", Academy of Management Journal, 53(1), pp.107~128 (2010)

관련 논문AI추천

Linking perceived organizational and supervisor support on innovative work behavior: Mediating roles of work engagement and knowledge sharing김우철, 김지영, 박지원한국인력개발학회 · HRD연구2018 · 제20권 제4호The Influence of Voice Endorsement on Outcomes for the Workers in China: Focused on the Mediating Effect of Perceived Organizational Support권혁기, 최항항대한산업경영학회 · 산업융합연구2023 · 제21권 제1호The Impact of Organizational Commitment on Job Performance: Focusing on the Mediating Role of Knowledge Sharing김동주, 이일녕, Wu, Liping지식경영연구원 · 기업과혁신연구2025 · 제48권 제2호지식공유와 일몰입이 혁신행동에 미치는 영향 - 조직지원인식의 조절효과를 중심으로 -권기환, 김문중, 우택규한국인적자원관리학회 · 인적자원관리연구2019 · 제26권 제4호The Relationship between Participative Leadership and Subordinates’ Innovative Behavior: The Serial Multiple Mediating Effects of Knowledge Sharing and Creativity왕러, JINXIU대한산업경영학회 · 산업융합연구2023 · 제21권 제4호The Effects of Perceived Organizational Support (POS) on Organizational Performance in Social Enterprise마옥군, 지용승한국전문경영인학회 · 전문경영인연구2021 · 제24권 제3호

이 간행물의 다른 논문 (3건)

장수기업 남화토건의 성장과정과 기업가정신 고찰최용득, 심덕섭pp. 5-23이건희 회장의 기업가정신과 삼성의 글로벌 경쟁력: 동적역량을 기반으로이은미, 박영렬pp. 57-90구한말과 강점기의 한반도 철도망 구축에 대한 연구 ‒한국철도의 생성과 일제의 철도수탈을 중심으로-신장철pp. 91-112
원문 보기