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1 – 10 of over 67000Yangzi Wu, Xiaoli Hu, Jiuchang Wei and Dora Marinova
Knowledge sharing is a key part of enterprise knowledge management, which helps to develop and use knowledge-related resources and ultimately achieve organizational goals. This…
Abstract
Purpose
Knowledge sharing is a key part of enterprise knowledge management, which helps to develop and use knowledge-related resources and ultimately achieve organizational goals. This study aims to theoretically discuss and empirically investigate the mechanism by which the intention to share knowledge is influenced by employees’ attitudes, social pressure and job characteristics.
Design/methodology/approach
Based on the theory of planned behavior, this study uses primary data collected from technology companies in the Yangtze River Delta region of China based on a longitudinal tracking research method of different variables at two different points in time. The data from 287 questionnaires were investigated by hierarchical regression analysis and processed with SPSS 21.0.
Findings
The findings suggest that attitudes toward knowledge sharing, perceived social norms and job autonomy positively affect knowledge-sharing intentions. Job autonomy plays a moderating role in the relationship between perceived social norms and knowledge-sharing intentions. Specifically, job autonomy positively moderates the effect of pro-sharing norms on knowledge-sharing intentions and negatively moderates the effects of subjective norms on knowledge-sharing intentions.
Originality/value
This study brings together employees’ and work-related characteristics to systematically explore the influence of employees’ personal evaluations of knowledge sharing. Additionally, by empirically distinguishing between subjective and pro-sharing norms, the study contributes to a better understanding of the antecedents of knowledge sharing and other voluntary behaviors at the individual level.
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Guanqi Ding, Hefu Liu, Qian Huang and Jibao Gu
This study aims to investigate how psychological motivations influence the knowledge-sharing intention of employees and how these effects are moderated by traditional Chinese…
Abstract
Purpose
This study aims to investigate how psychological motivations influence the knowledge-sharing intention of employees and how these effects are moderated by traditional Chinese culture.
Design/methodology/approach
A questionnaire survey was conducted in China to test the research model. The target samples comprised MBA students who have enough practical experience, as well as considerable academic experience.
Findings
The results suggest that anticipated reciprocal relationships, anticipated extrinsic rewards and sense of self-worth exert different effects on knowledge-sharing intention. In addition, traditional Chinese culture plays different roles in the relationships among these three psychological motivations and knowledge-sharing intention. Specifically, guanxi orientation positively moderates the effect of anticipated reciprocal relationships and negatively moderates the effect of sense of self-worth. Face gaining negatively moderates the effect of anticipated reciprocal relationships and positively moderates the effect of sense of self-worth. Face saving negatively moderates the effect of anticipated reciprocal relationships and sense of self-worth.
Originality/value
A few studies in extant knowledge management (KM) literature provided insights into how traditional Chinese culture could directly affect knowledge sharing. The authors depart from these studies by integrating these characteristic indigenous concepts (i.e. face and guanxi orientation) into this study. The authors offer an indigenous cultural view of how these indigenous concepts truly influence an individual’s psychological states and inclination in KM literature. Through this approach, the results confirm that these cultural factors do play an important role during the formation of knowledge-sharing intention and reveals several important research findings.
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Wei-Tsong Wang, Yi-Shun Wang and Wan-Ting Chang
The purpose of this paper is to investigate how different forms of interpersonal conflicts and employees’ psychological empowerment may affect knowledge sharing intentions…
Abstract
Purpose
The purpose of this paper is to investigate how different forms of interpersonal conflicts and employees’ psychological empowerment may affect knowledge sharing intentions directly or indirectly via interpersonal trust in the workplace.
Design/methodology/approach
Survey data collected from 249 employees of 37 of the top 500 corporations in the manufacturing industry in Taiwan were used for the data analysis. The research model was analyzed using the component-based structural equation modeling technique, namely, the partial least squares (PLS) approach.
Findings
The results indicate that both relationship and task conflicts have significant indirect effects on employees’ knowledge sharing intentions via psychological empowerment and trust. Additionally, psychological empowerment significantly influences employees’ knowledge sharing intentions both directly and indirectly via trust.
Research limitations/implications
The primary theoretical implication is an advancement in the understanding of the critical antecedents of and their different effects on employees’ knowledge sharing intentions from the perspectives of conflict management and individual psychological empowerment. Future research may concentrate on investigating the bidirectional interactions among trust, relationship conflicts and task conflicts in different knowledge-sharing contexts.
Practical implications
This study provides practical insights into conflict resolution intended to facilitate psychological empowerment and interpersonal trust that encourage knowledge sharing in the workplace.
Originality/value
To the best of the authors’ knowledge, this study is the first knowledge sharing study that empirically examines how task and relationship conflicts affect employees’ knowledge sharing intentions differently via the mediation of their perceived psychological empowerment and interpersonal trust in one another in the workplace.
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Saif Ul Haq, Kamran Aziz Khan, Hira Hafeez and Muhammad Ahsan Chughtai
This research aims to study the relationship between trust and knowledge sharing intention. Furthermore, the overarching objective of this study also determines the moderating…
Abstract
Purpose
This research aims to study the relationship between trust and knowledge sharing intention. Furthermore, the overarching objective of this study also determines the moderating effect of Perceived Behavioral Control on this relationship.
Design/methodology/approach
Structural Equation Modelling (SEM) was applied using Smart PLS 3.3 to analyze the data.
Findings
The results of this study reveal that Perceived Trustworthiness and Propensity to Trust positively affect Explicit and Tacit knowledge sharing intention. Perceived behavioral control was also found to positively moderate the relationship between perceived trustworthiness and tacit knowledge sharing intention.
Originality/value
This study has provided evidence that trust among the construction project team members leads to an increase in the knowledge sharing intention among project team members.
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Muhammad Sabbir Rahman, Nuraihan Mat Daud and Hasliza Hassan
The purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations X and Y only) were assumed to moderate in the relationship between intention and knowledge sharing behaviour of non-academic staff of higher learning institutions. This research also aims to test the role of behavioural intention as mediation between motivation and knowledge sharing behaviour.
Design/methodology/approach
This research tested a conceptual framework derived from widely accepted theories. This study was carried out on non-academic staff working at the different higher learning institutions in Malaysia. Respondents from private and public higher learning institutions in Peninsular Malaysia were asked to complete a self-administered questionnaire. This research also applied confirmatory factor analysis and structural equation modelling to examine the proposed hypothesis of this inquiry.
Findings
Results indicate that non-academic staff knowledge sharing behaviour was significantly mediated by intention between motivation and knowledge sharing behaviour relationship. More specifically, inter-generational differences (generations X and Y) play a significant moderation role between intention and knowledge sharing behaviour.
Research limitations/implications
The generalizability of this cross-sectional study can be strengthened by adopting a longitudinal approach in the next phase of the study.
Practical implications
The results of this research highlighted that the higher learning institutions need to institutionalize knowledge sharing behaviour among their non-academic staff (executive and non-executive) by facilitating knowledge sharing-oriented work environment.
Originality/value
This paper has attempted to furnish a comprehensive understanding of knowledge sharing behaviour among the non-academic staff of higher learning institutions.
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Gian Casimir, Yong Ngee Keith Ng and Chai Liou Paul Cheng
The major objective of this paper is to examine whether or not information technology (IT) usage to share knowledge is a mediator or moderator of the intention behaviour…
Abstract
Purpose
The major objective of this paper is to examine whether or not information technology (IT) usage to share knowledge is a mediator or moderator of the intention behaviour relationship proposed in the theory of reasoned action (TRA).
Design/methodology/approach
A letter of invitation to participate in the study was sent to all of the public‐listed companies in Malaysia. A total of 483 full‐time employees from 23 organizations completed an anonymous, self‐administered survey in a cross‐sectional design. Partial least squares analysis was used to test the conceptual model.
Findings
The major finding is that the relationship between the intention to share knowledge and knowledge sharing is partly mediated and not moderated by IT usage to share knowledge.
Research limitations/implications
Knowledge sharing was considered only at the individual level. The data are self‐reported, cross‐sectional, from a single source and a single method. The relational and capability‐membership perspective leads to a positive attitude towards knowledge sharing whereas the instrumental perspective leads to a negative attitude. The findings augment the TRA by showing there is a mediator of the intention‐behaviour relationship in the context of knowledge sharing.
Practical implications
The findings indicate that organizations need to ascertain employees' preferred methods for sharing knowledge, provide appropriate IT for knowledge sharing, establish online communities for knowledge sharing, publicly acknowledge members for sharing knowledge, and avoid relying on extrinsic tangible rewards to foster knowledge sharing.
Originality/value
Previous research has shown that using IT to share knowledge does not moderate the intention‐behaviour relationship in the TRA. An alternative conceptualisation of the role of using IT to share knowledge in the intention‐behaviour relationship is provided.
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In light of the important roles of organizational culture and leadership style in IT-adoption intention and knowledge-sharing intention, the purpose of this paper is to…
Abstract
Purpose
In light of the important roles of organizational culture and leadership style in IT-adoption intention and knowledge-sharing intention, the purpose of this paper is to investigate the relationships among IT involvement, IT-adoption intention, and knowledge-sharing intention, as well as the moderating effects of organizational culture and leadership style on IT-adoption intention and knowledge-sharing intention.
Design/methodology/approach
This study begins with a literature review followed by the use of a questionnaire method and statistical analytical techniques (hierarchical regression analysis) to investigate the relationships among IT involvement, IT-adoption intention, knowledge-sharing intention, organizational culture, and leadership style.
Findings
The result showed that IT involvement has a significant and positive influence on IT-adoption intention, which further affects the knowledge-sharing intention. Moreover, organizational culture and leadership style have moderating effects on the IT adoption and knowledge-sharing intention.
Research limitations/implications
This research applied a purposive sampling method and obtained a slightly inadequate number of respondents. Therefore, it is suggested that future research should apply random sampling method to collect more responses and increase the generalizability of the findings.
Practical implications
This research suggests that organizations which adopt servant leadership or charismatic leadership, as well as organizations with clan or hierarchy cultures should work on enhancing staff’s knowledge-sharing intention by first raising their IT-adoption intention.
Originality/value
If an enterprise would like to encourage its staff to be more proactive at adopting IT and more willing to share knowledge, then it should first examine its current leadership style and organizational culture in order to propose concrete and effective methods to achieve this, and at the same time, this can help stimulate organizational learning and generate new ideas and knowledge.
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Chunfeng Chen and Depeng Zhang
This research aims to investigate the effects of innovation types (exploratory innovation vs. exploitative innovation) on users' psychological perceptions (perceived…
Abstract
Purpose
This research aims to investigate the effects of innovation types (exploratory innovation vs. exploitative innovation) on users' psychological perceptions (perceived self-improvement and prosocial impact) and continuous knowledge sharing intention and the moderating effects of monetary incentives.
Design/methodology/approach
The research model was developed based on the self-determination theory. A two-study approach involving an online survey (n = 338) and an online experiment (n = 160) was employed to collect quantitative data. Structural equation modeling and variance analysis were adapted to analyze the data.
Findings
The results show that exploratory innovation leads to higher perceived self-improvement among users than exploitative innovation, whereas exploitative innovation leads to higher perceived prosocial impact than exploratory innovation. The perceived self-improvement and perceived prosocial impact positively affects users' continuous knowledge sharing intention. Monetary incentives moderate the relationships among perceived self-improvement, perceived prosocial impact and continuous knowledge sharing intention.
Originality/value
This research highlights the role of users' experience of initial participation in forming continuous knowledge sharing intentions and also reveals the effectiveness of monetary incentives in different types of innovation activities. The findings provide a more comprehensive understanding of the antecedents of users' continuous knowledge sharing behavior, offering new insights and recommendations for managerial practitioners.
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Hafizah Abd-Mutalib, Che Zuriana Muhammad Jamil, Rapiah Mohamed and Siti Norfatin Afiqah Ismail
This study aims to explore the determinants of environmental knowledge sharing behaviour among accounting educators through the lens of an extended theory of planned behaviour…
Abstract
Purpose
This study aims to explore the determinants of environmental knowledge sharing behaviour among accounting educators through the lens of an extended theory of planned behaviour (TPB).
Design/methodology/approach
A total of 95 accounting educators responded to a questionnaire survey. The data comprising information on attitude, subjective norm, perceived behavioural control, possession of environmental knowledge and locus of control, as exogenous latent variables and intention to share and environmental knowledge sharing behaviour as endogenous latent variables, were analysed using the SmartPLS modelling technique. Besides the survey, interviews were conducted for triangulation purpose.
Findings
Except for subjective norm, all hypotheses are supported. The findings from the interviews reveal that environmental knowledge sharing activities have put educators in a peculiar position in terms of sharing environmental knowledge, as carrying out environmental activities has not been taken seriously and also seen as not the norm among the faculty members.
Research limitations/implications
This study focuses on accounting educators from five Malaysian public universities and deepens the understanding of their behaviour in sharing their environmental knowledge.
Practical implications
This study provides findings that can be useful for higher education institutions to strategize themselves in delivering environmental sustainability awareness in campus, which may enhance their efforts towards achieving sustainable development.
Social implications
This study provides findings that there is a need to inculcate environmental knowledge sharing among educators. Such knowledge sharing may generate good environmental norms, which may result in better environmental awareness.
Originality/value
This paper contributes to the literature by exploring the main determinants of accounting educators’ environmental knowledge sharing behaviour and extending the TPB by considering two additional variables.
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Samuel Mafabi, Sentrine Nasiima, Edgar Mutakirwa Muhimbise, Francis Kasekende and Caroline Nakiyonga
This paper aims to examine the mediation role of behavioral intention in the relationship between attitude, subjective norm, perceived behavioral control and knowledge sharing…
Abstract
Purpose
This paper aims to examine the mediation role of behavioral intention in the relationship between attitude, subjective norm, perceived behavioral control and knowledge sharing behavior.
Design/methodology/approach
The study adopted a cross-sectional design to collect data used to carry out mediation analysis. Structural equation modeling was used to test for the mediation effect based on the theory of planned behavior.
Findings
The results reveal positive and significant relationships between attitude, subjective norm, perceived behavioral control and behavioral intention. There is a full mediation effect of behavioral intention between attitude, subjective norm, perceived behavioral control and knowledge sharing behavior. This implies that behavioral intention wholly processes planned behavior prediction.
Research limitations/implications
The sample size was small, covering only two referral hospitals which affects the generalization of findings across all the hospitals in Uganda. The study was cross-sectional focusing on a one-off perception, which does not examine knowledge sharing behavior over time. This may necessitate follow-up studies in a longitudinal design to capture the trend of results.
Practical implications
Managers in referral hospitals should create opportunities for health professionals to enhance knowledge sharing behavior. Knowledge sharing practices should be embedded in the performance appraisal and reward systems which should promote positive knowledge sharing attitudes and norms and develop self-efficacy.
Originality/value
The study generates empirical evidence on less studied phenomena in the health sector focusing on behavioral intention mediation in predicting knowledge sharing behavior.
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