A number of studies have demonstrated the significance of knowledge sharing behavior in organizations. However, limited research has examined knowledge sharing from a within- unit (i.e., internal) versus across unit (i.e., external) perspective, moreover the factors that facilitate internal and external knowledge sharing. The following study investigates human relations climate, internal process climate and perceived organizational support as potential facilitators for internal and external knowledge sharing within the Norwegian police organization. The study was a part of a long-time collaborative research project between the research department at Work and Organizational Psychology at the University of Oslo, and the research department at the Norwegian Police University College. The data material was collected through self-report surveys, prior to the current thesis. The survey was distributed to 1730 police employees in three different districts (i.e., Øst), 1007 participants returned the questionnaire. After the removal of blanks and missing values, the sample consisted of 847 participants. The present study tests 12 hypotheses regarding the relationship between these variables through structural equation modelling. Overall, the results indicate that there is a difference between internal and external knowledge sharing, and that the different climate types support and facilitates the different forms of sharing. The findings furthermore, suggest perceived organizational support as a potential mediator between climate and knowledge sharing. In order to facilitate knowledge sharing, the police organization should focus on the whole and complexity of organizational climate, as opposed to focus on one climate dimension, as knowledge sharing is dependent upon several climate types. Implications and a number of suggestions for future research are discussed.