本研究主要動機，是想瞭解在台灣產業當中，如何經由賦予員工工作自主影響員工知識分享行為，並且進一步探討，組織心理所有權是否會影響工作自主與知識分享行為間之中介效果。
因此，本研究的目的是要了解員工認知的工作自主對員工的知識分享行為的影響，研究對象是台灣企業從業員工為主要抽樣對象。本研究共發出1,875份問卷，回覆75家公司，回收有效問卷1,520份，員工填答之工作自主、組織心理所有權與知識分享行為問卷，有效樣本回收率為81％。本研究是透過因素分析、相關分析及迴歸分析來探討各變數間的關係。經由實證分析，本研究之結果如下：
一、員工工作自主感知的程度增加，有助於員工知識分享行為。
二、員工工作自主的程度增加，員工感知的組織心理所有權的程度增加。
三、當員工感知的組織心理所有權程度增加，員工知識分享行為的程度亦會增加。
四、員工感知的組織心理所有權在工作自主與知識分享行為之間，具有部分中介的效果。

This research is designed to understand how job autonomy influences employees’ knowledge sharing behavior.Moreover, this study tries to examine if organization psychological ownership mediate the positive relationship between Job Autonomy and knowledge sharing behavior.
Therefore, the purpose of this research is to understand if employee’s cognition of job autonomy influences employee’s knowledge sharing behavior, the research objects are employees Taiwan companies are taken as sampling main body. In this research had sent 1875 questionnaires to 75 companies.There are 1520 target-employee version questionnaires. The percentage of valid respondents is 81%.
After the works of recording and transforming survey data, we proceed statistical analysis, including factor, correlation and regression analysis. Research findings can be summarized as follows,
First, the degree of employees’ perceived job autonomy increases, it contributes the employee’s knowledge sharing behavior.
Second, the degree of employees’ perceived job autonomy increases, the degree of employee’s organization psychological ownership also can increase.
Third, when the degree of employees’ perceived organization psychological ownership increases, the degree of employee’s knowledge sharing behavior also can increase.
Fourth, employees’ perceived organization psychological ownership could partially mediate the positive relationship between job autonomy and knowledge sharing behavior.

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