The purpose of this paper is to look at the relationships among factors which result in improved knowledge sharing, through the empirical validation of a theoretical model consisting of three dimensions: expected benefit in relation to knowledge sharing, trust at workplace, and employee knowledge‐sharing behavior.
This study targets three technological companies with a total of employees exceeding 1,500 (n=563), utilizing a survey questionnaire as the data collection instrument to test the relationship among the three dimensions. The structural equation modeling approach is used to test the proposed model.
The results show that trust at workplace has a mediating effect on organizational knowledge‐sharing behavior. It is also discovered that there is significant correlation between expected personal benefit through sharing knowledge and the development of trust at workplace.
This study contributes empirical data to the predominantly theoretical literature by offering a deeper understanding of the mediating effect of trust on employee's expected benefit for the purpose of knowledge exchange behavior within teams and among teams.
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