Sense of competence, independence, efficacy and sense of trust were determined as dependent variables to empowerment.
A strong relationship exists between KM and human resources empowerment.
There is a significant relationship between creativity and human resources empowerment.
There is a significant relationship between problem solving and empowerment of human resources.
There is a meaningful relationship between benchmarking and empowerment.
There is a significant relationship between human resource empowerment and participation.
There is a significant relationship between transfer of experience and empowerment.
The relationship between human resources empowerment (dependent variable) with KM (independent variable) was tested through Pearson correlation coefficient (SPSS version 19) .
Additionally, to measure the rate of empowerment and KM in related organization at present time, "t-student" Test used.
Next, two standardized questionnaires for measuring human resources empowerment and KM after validation distributed.
It is developed based on Thomas and Volt House model of empowerment to measure psychological empowerment.
To test normality of KM and human resources empowerment variables, Kolmogorov-Smirnov Test used.
Diagram 1: relationship between independent variables of KM and dependent variables of human resources empowerment
H1: no significant relation exists between human resources empowerment and organization knowledge management.
H0: organization knowledge management positively relates to human resources empowerment.