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Article
Publication date: 1 March 2021

Mai Nguyen, Ashish Malik and Piyush Sharma

This study aims to combine the theory of planned behave or (TPB) and the motivational framework to extend the research on online knowledge sharing (OKS) in an organization…

Abstract

Purpose

This study aims to combine the theory of planned behave or (TPB) and the motivational framework to extend the research on online knowledge sharing (OKS) in an organization by exploring the factors that drive the knowledge sharing intentions (KSI) of posters and lurkers.

Design/methodology/approach

A field survey with 501 employees in Vietnamese telecommunication companies is used to collect the data and a structural equation modeling approach with AMOS 25.0 is used to test all the hypotheses.

Findings

Attitudes toward OKS and subjective norms influence online KSI for both posters and lurkers. Self-enjoyment has a stronger effect on the attitudes toward OKS for posters than lurkers. Self-efficacy, reciprocity and rewards only affect posters and not lurkers.

Research limitations/implications

This study uses self-efficacy and self-enjoyment to represent intrinsic motivation and reciprocity and rewards for extrinsic motivation. Future research may use additional motivational factors to provide additional insights.

Practical implications

Managers should pay greater attention to subjective norms and attitudes toward knowledge sharing to motivate all the employees to share knowledge with each other to improve organizational performance.

Originality/value

This is the first study to combine TPB with the motivational framework to explore the factors that drive online knowledge sharing in an organization.

Details

Journal of Knowledge Management, vol. 25 no. 7
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 7 August 2017

Vijay Pereira, Ashish Malik and Fabian Jintae Froese

This paper aims to explore the importance of the role of national business systems (NBS) in shaping human resource management (HRM) and organisational behaviour (OB…

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Abstract

Purpose

This paper aims to explore the importance of the role of national business systems (NBS) in shaping human resource management (HRM) and organisational behaviour (OB) practices in the context of Asian countries. To this end, this paper presents a comparative overview of different NBS in selected Asian countries and how these variously impact HRM and OB at two levels and contexts, i.e. within and cross-national.

Design/methodology/approach

The paper presents a topical review of the literature to unravel the complexity and challenges associated with studying this rich and complex area.

Findings

The findings suggest there is significant complexity in studying the impact of NBS on HRM and OB at a holistic and multi-level unit of analysis. The multiplicity of factors and levels of analysis, even at a level of within country analysis, highlights the sophisticated, in-depth and detailed nature of scholarship needed to unbundle and get a fuller understanding of this topic.

Research limitations/implications

Although recent research presents a within and cross-national analysis of NBS and its impact on HRM and OB practices from diverse Asian countries such as India, Japan, Indonesia and Malaysia, recent research offers only a focused analysis of few targeted HRM and OB practices, rather than a collective or a bundle of HRM practices.

Practical implications

The contributions point to several practical implications for HR managers as well as managers from other fields, covering several national and cross-national comparisons.

Originality/value

This paper offers a substantial contribution in the understanding of how various HRM and OB practices are embedded in a nation’s business system and through a variety of historical and cultural influences.

Details

Journal of Asia Business Studies, vol. 11 no. 3
Type: Research Article
ISSN: 1558-7894

Keywords

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Article
Publication date: 3 August 2020

Yuk Ling Angie Lee, Ashish Malik, Philip J. Rosenberger III and Piyush Sharma

This paper aims to investigate the differences in the mediating roles of trust and knowledge sharing (formal vs informal) in the process by which training and incentives…

Abstract

Purpose

This paper aims to investigate the differences in the mediating roles of trust and knowledge sharing (formal vs informal) in the process by which training and incentives influence organizational performance (sales increase and labor productivity).

Design/methodology/approach

The data from an online survey of Senior Managers from 119 firms in Hong Kong’s clothing industry (HKCI) was analyzed using SmartPLS software.

Findings

Trust has a stronger mediating impact in the effects of incentives (vs training) on both formal and informal knowledge sharing. Informal (vs formal) knowledge sharing has a stronger mediating impact in the effects of trust on sales increase and labor productivity.

Research limitations/implications

Future research may consider different dimensions such as knowledge donating and collecting behaviors, as well as motives, such as self-enjoyment, reciprocity or social interaction ties to study knowledge sharing behavior.

Practical implications

This study shows that incentives are more likely than training to help build a trusting environment in an organization and that informal knowledge sharing has a stronger influence on organizational performance than formal knowledge sharing.

Originality/value

The study’s distinctive contribution is the under-researched context of HKCI for investigating the mediating effects of trust and formal and informal knowledge sharing between ability and motivational practices on performance.

Details

Journal of Knowledge Management, vol. 24 no. 8
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 20 October 2021

Tuyet-Mai Nguyen and Ashish Malik

This paper aims to examine the technology acceptance model’s applicability in understanding employees’ acceptance of online platforms for knowledge sharing in…

Abstract

Purpose

This paper aims to examine the technology acceptance model’s applicability in understanding employees’ acceptance of online platforms for knowledge sharing in organisations. Specifically, this research explores gender differences in using online platforms for sharing knowledge at the workplace in an emerging market context and the role of individuals’ motivation in online platform usage in organisations.

Design/methodology/approach

A web-based survey was conducted in Vietnam with 290 responses from employees in the banking and insurance industries.

Findings

Both intrinsic and extrinsic motivations influenced the perceived ease of use, perceived usefulness and online platform usage for knowledge sharing. The results also confirm a significant influence of perceived ease of use directly on knowledge sharing behaviour using online platforms and indirectly via perceived usefulness. Regarding gender differences, perceived ease of use was more salient in women, while men considered perceived usefulness to a greater extent.

Research limitations/implications

This study provides a complete picture of gender, motivation and technology used for knowledge sharing in organisational settings.

Originality/value

This research has provided additional insight into the importance of gender and motivation in technology acceptance. By doing this, this study helps organisations capture the potential of valuable human resources for their competitiveness.

Details

Journal of Knowledge Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 13 June 2019

Tuyet-Mai Nguyen, Tuan Phong Nham, Fabian Jintae Froese and Ashish Malik

The purpose of this study is to investigate the effects of intrinsic and extrinsic motivation on knowledge sharing and the moderating effects of individual demographics…

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Abstract

Purpose

The purpose of this study is to investigate the effects of intrinsic and extrinsic motivation on knowledge sharing and the moderating effects of individual demographics, organizational context and cultural context in that relationship.

Design/methodology/approach

This study conducted a meta-analysis of 44 studies involving 14,023 participants to examine the direct and moderating effects of motivation on knowledge sharing.

Findings

Results revealed that both extrinsic and intrinsic motivational factors were associated with higher levels of knowledge sharing, while the effect was stronger for intrinsic motivation. Moreover, results revealed that substantial variance was explained by moderating variables. Further investigation revealed that individual characteristics (age, gender), organizational context (organizational setting vs. open system, IT infrastructure) and cultural context (collectivism, uncertainty avoidance, performance orientation, power distance) moderated the motivation and knowledge sharing relationship.

Research limitations/implications

As a meta-analysis, this study is confined to variables that have been frequently analyzed in prior research. Future research could further increase our understanding of different types of knowledge sharing and various boundary conditions.

Practical implications

Organizations should provide customized incentive systems to specific target groups to align motivation and knowledge sharing. Multinational organizations may consider different motivation schemes across countries to better suit cultural differences.

Originality/value

Despite a growing number of studies highlighting the important role of motivation in predicting knowledge sharing, the evidence is mixed. Based on a meta-analysis, this study identified true relationships and identified moderating effects that help explain prior mixed results.

Details

Journal of Knowledge Management, vol. 23 no. 5
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 12 June 2020

Tuyet-Mai Nguyen and Ashish Malik

Online knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that…

Abstract

Purpose

Online knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that investigates the moderating impacts of innovation on self-efficacy, extrinsic and intrinsic rewards on employees’ online knowledge sharing behaviour in public and private sector companies.

Design/methodology/approach

This research analysed 200 responses to test the moderating effects of organisational innovation on the relationship between self-efficacy and rewards and online knowledge sharing behviours. The analysis was carried out using component-based partial least squares (PLS) approach and SmartPLS 3 software.

Findings

The results reveal that self-efficacy significantly affects online knowledge sharing behaviour in firms, regardless of the organisation type. Extrinsic rewards encourage employees in private companies to share knowledge online, whereas intrinsic rewards work effectively in public companies. Additionally, the study found the moderating role of organisational innovation in examining the relationship between rewards and online knowledge sharing behaviour.

Research limitations/implications

Future research may consider different dimensions such as knowledge donating and collecting behaviours as well as motives, such as self-enjoyment, reciprocity or social interaction ties, which may be investigated to get a deeper understanding of online knowledge sharing behaviour.

Practical implications

Firms must tailor training and rewards to suit employees’ abilities and needs so as to align with organisation type and innovation.

Originality/value

The study’s distinctive contribution is the under-researched context of Vietnamese public and private sector banks for investigating the moderating effects of organisational innovation on micro and meso factors on online knowledge sharing behaviour.

Details

Journal of Knowledge Management, vol. 24 no. 6
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 2 July 2018

Ashish Malik, Liem Viet Ngo and Russel P.J. Kingshott

This exploratory study aims to analyse the influence of organisational resources and capabilities on relationship quality and firm performance in the context of…

Abstract

Purpose

This exploratory study aims to analyse the influence of organisational resources and capabilities on relationship quality and firm performance in the context of high-technology offshore outsourcing service vendors.

Design/methodology/approach

Using a qualitative case study design, data from four offshore business process and information technology outsourcing firms were analysed.

Findings

Findings highlight that resource dependence, cultural orientation and the vendor’s resources and capabilities strengthen relationship quality and affect firm performance.

Originality/value

The distinctive contribution of this study lies in identifying key organisational mechanisms that improve relationship quality and firm performance, as well as help to understand the adverse effects of ethnocentricity and power faced by vendors and subsidiaries within diverse intercultural contexts. Study limitations and future research directions, along with implications for theory and practice, are also discussed.

Details

Journal of Services Marketing, vol. 32 no. 5
Type: Research Article
ISSN: 0887-6045

Keywords

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Article
Publication date: 4 June 2021

Tuyet-Mai Nguyen, Nang Sarm Siri and Ashish Malik

This paper aims to draw upon social cognitive theory to develop a conceptual framework of four types of factors: individual, social, organisational and cultural that…

Abstract

Purpose

This paper aims to draw upon social cognitive theory to develop a conceptual framework of four types of factors: individual, social, organisational and cultural that influence an individual’s knowledge sharing behaviour.

Design/methodology/approach

Data from 298 employees in Myanmar’s banking industry were analysed using the structural equation modelling (SEM) approach.

Findings

The results reveal that an individual’s absorptive capacity, trust and social interaction significantly impact knowledge-sharing behaviour. Additionally, the study found the moderating influence of knowledge sharing opportunity and collectivism in examining the impact of absorptive capacity, trust and social interaction on knowledge sharing behaviour.

Research limitations/implications

Future research may consider other dimensions of cultural dimensions, and extending the model by adding outcomes of knowledge sharing behaviour such as innovation or productivity could also be considered.

Practical implications

Organisations need to consider absorptive capacity in the recruitment process, increase trust and social interaction among employees, promote knowledge-sharing opportunities and collectivism to promote knowledge-sharing behaviour.

Originality/value

The study’s distinctive contribution is the Myanmar bank sector's under-researched context for investigating the reverse relationship between absorptive capacity and knowledge sharing behaviour. The moderating effects of knowledge sharing opportunity and collectivism ignored mainly in the knowledge sharing literature were investigated in this study.

Details

Journal of Knowledge Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 5 September 2016

Ashish Malik, Philip J. Rosenberger, Martin Fitzgerald and Louise Houlcroft

The purpose of this paper is to analyse data from the New South Wales Government’s Pilot Programme of establishing Smart Work Hubs (SWHs) for enabling teleworking in two…

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1959

Abstract

Purpose

The purpose of this paper is to analyse data from the New South Wales Government’s Pilot Programme of establishing Smart Work Hubs (SWHs) for enabling teleworking in two busy commuter corridors. The paper analyses the relationships between various firm, job and personal factors and the perceived value, attitudes and expected usage by users of the SWHs.

Design/methodology/approach

Employing a cross-sectional survey design, the characteristics, values and attitudes of 117 SWH users were analysed using partial least squares (PLS) method of structural equation modelling (SEM). SEM-PLS approach is considered appropriate especially in prediction-based studies and to estimate an endogenous target construct.

Findings

Results revealed that perceived SWH value significantly influenced attitude towards the SWH, which then had a significant influence on SWH usage intentions, with personal, job and firm factors also playing a role. Further analysis revealed four variables that significantly influenced the perception of family-value benefits (age, income, hub commute distance, work commute distance), however, there were none that significantly influenced the perception of work benefits.

Research limitations/implications

The small sample size limits statistical inferences and generalisations to be drawn. Further, this paper also discusses how the low and uneven uptake of teleworking at a SWH raises several managerial and policy implications needing attention.

Originality/value

To the best of the authors’ knowledge, this is the first empirical study analysing the expected values, attitudes and usage intentions of teleworkers in a SWH context. This study adds to the emerging body of human resource management studies on an outward-looking approach. The novel context will provide a useful base for subsequent studies.

Details

International Journal of Manpower, vol. 37 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Case study
Publication date: 17 October 2012

Malik Ashish and Fitzgerald Martin

Human resource development/management and change management.

Abstract

Subject area

Human resource development/management and change management.

Study level/applicability

The case is suitable for final year undergraduate human resource development/management or specialist HRM Master's programs (strategic HRM/HRD).

Case overview

The case study highlights the challenges of managing change and growth in India's dynamic business process outsourcing sector. The choice of a large and complex organisation brings to the fore the complexity of decision making and how various factors shape the development of critical organisational capabilities and training provision.

Expected learning outcomes

Depending on the level of the class and the emphasis, one or more of the following learning outcomes can be achieved from this case study. Following thecase analysis, students should be able to: discuss the key challenges faced by BPOLAND; identify and analyse the various influences of internal and external factors on training provision; understand the importance of forging partnerships with key functional groups for shaping training and organisational capabilities; analyse the dynamic interactions between the various factors and training provision; analyse the relationship between BPOLAND's competitive strategy and its training choices (make versus buy); evaluate the role of training in developing organisational capabilities; and strategise a way forward for the person responsible for learning and development.

Supplementary materials

Teaching notes are available; please contact your librarian for access.

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