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Article
Publication date: 22 May 2023

N. Chitra Devi

This study aims to explore the mediating role played by the contradictory behaviour of knowledge sharing and knowledge hiding in the relationship between paradoxical leadership…

Abstract

Purpose

This study aims to explore the mediating role played by the contradictory behaviour of knowledge sharing and knowledge hiding in the relationship between paradoxical leadership and employee creativity.

Design/methodology/approach

A survey was conducted with 276 employees working in information technology firms in India. “To assess the relationship between the constructs, single and parallel mediation analysis of structural equation modelling (SEM) and confirmatory factor analysis (CFA) have been performed”.

Findings

This study found that paradoxical leadership is significantly associated with employee creativity. Besides, it has also been found that knowledge sharing has emerged as a mediator that explains the relationship between paradoxical leadership and creativity, while knowledge hiding has not been a mediator to explain the relationship between paradoxical leadership and creativity among employees. According to the study, it was found that discouraging knowledge-hiding behaviour can increase employee knowledge sharing, which in turn fosters employee creativity.

Research limitations/implications

Research has examined the relationship between paradoxical leadership and employee creativity in this paradigm, as well as the roles of knowledge sharing and knowledge hiding as mediators.

Practical implications

The results of this study will help top management to create strategies for enhancing the relationship between a leader and their subordinates by using effective knowledge management strategies that foster employee creativity. Employee creativity would be facilitated effectively by the paradoxical leader who regulates knowledge-hiding behaviour among employees and promotes knowledge-sharing behaviour.

Originality/value

This study addresses the gap in prior research by investigating the role of paradoxical leadership in managing the contradictory behaviours of knowledge sharing and hiding and their impact on employee creativity. As the motivation for knowledge sharing and hiding are inherently distinct, leaders with paradoxical qualities foster a culture of openness and trust to encourage knowledge-sharing while discouraging knowledge-hiding behaviour. By controlling knowledge-hiding behavior empowers employees to make meaningful contributions to the organization’s success through effective collaboration and teamwork, allowing for a more innovative and creative workplace. Because preventing knowledge-hiding behaviour is a means to promote knowledge sharing and ultimately foster creativity in an organisation. Overall, this paper offers unique insights into the intricate dynamics of knowledge management and provides valuable recommendations for leaders managing employees exhibiting contradictory behaviours in the workplace.

Details

Journal of Knowledge Management, vol. 28 no. 2
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 15 August 2022

Guangning Zhang, Xinxin Zhang and Yingying Wang

This study aims to investigate the effect of perceived insider status to employees' innovative behavior, the mediating role of knowledge sharing and the moderating role of…

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Abstract

Purpose

This study aims to investigate the effect of perceived insider status to employees' innovative behavior, the mediating role of knowledge sharing and the moderating role of organizational innovation climate in the relationship between knowledge sharing and employees' innovative behavior.

Design/methodology/approach

This study adopted questionnaires to gather data. The sample of 341 employees working in diverse organizations in China was applied to examine the hypotheses.

Findings

The results indicate that perceived insider status is positively related to employees' innovative behavior and knowledge sharing mediates the relationship between perceived insider status and employees' innovative behavior. In addition, organizational innovation climate enhances the relationship of knowledge sharing and employees' innovative behavior.

Originality/value

This study builds a system from psychological aspect to behavior, which includes the mechanism of the influence of perceived insider status on employees' innovative behavior and a cross-level analysis of the influence of organizational innovation climate on employees' innovative behavior, breaking through the previous research paradigm of a single level of climate and employee behavior.

Details

European Journal of Innovation Management, vol. 27 no. 2
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 9 August 2022

Salman Zulfiqar, Zoia Khan and Chunhui Huo

The study aims to explore ‘motivational climate', which designs the recurring patterns associated with employees' attitudes, behaviour, and feelings. If organizations successfully…

Abstract

Purpose

The study aims to explore ‘motivational climate', which designs the recurring patterns associated with employees' attitudes, behaviour, and feelings. If organizations successfully adopt a motivational climate, such climate influences the performance and behavior of employees to a great extent. Responsible leadership plays a constructive role in injecting a motivational climate in an organization to ensure information flow. In a motivational climate, top management or leaders reward their employees for individual progress, improvement and mastery. Knowledge sharing is supported in a mastery climate because such a climate can reduce the motive of knowledge hiding and instead further help in stimulating creativity.

Design/methodology/approach

Study was to scrutinize a moderated-mediation model, a quantitative hypothetic deductive approach to verify the hypotheses of the study. The data were gathered from employees and supervisors of advertising agencies and marketing departments in metropolitan cities of Punjab, Pakistan. Such firms and departments are considered because they offer a great opportunity to relevant variables and their relations. These organizations and departments are the most creativity-seeking domains and involve frequent interactions (for instance, regular meetings) between leaders with their employees and among peers. Data were primarily gathered from managerial employees performing their duties in the areas mentioned above.

Findings

Current study reveals that RL has a positive and significant relation with employee creative behaviour. Increasing RL characteristics can ultimately boost employee performance in the creativity domain. Being a responsible leader becomes mandatory for leaders to foster employee creativity to maintain the sustainability of an organization. It is confirmed from the results that responsible leadership articulates the mind thinking of employees, which creates an open environment of information while persuading creative and similar behaviour.

Originality/value

The current research investigates how responsible leadership can efficiently leverage the stakeholder approach in influencing employees through a knowledge-based pathway to boost their creative behaviour. The current study tends to uncover the mediating effect of the basic construct of knowledge management, which is knowledge sharing. Knowledge sharing enables employees to exchange their information while creating mutual understanding, which helps in the smooth flow of knowledge within the organization; this flow enriches employees to think openly in a creative and appreciative environment.

Details

Kybernetes, vol. 52 no. 11
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 14 December 2022

Maria Paramastri Hayuning Adi and Ertambang Nahartyo

This study aims to examine the effect of faultline based on job responsibility and their interaction with the incentive scheme on knowledge-sharing behavior.

Abstract

Purpose

This study aims to examine the effect of faultline based on job responsibility and their interaction with the incentive scheme on knowledge-sharing behavior.

Design/methodology/approach

This research is an experimental study with a 2 × 2 factorial design between subjects. Faultline and incentive schemes are manipulated into two groups (strong faultline–weak faultline and group incentive–individual incentives). This study involved 89 undergraduate accounting students as participants.

Findings

This research shows that a strong faultline created a strong social identity effect. Hence, the knowledge-sharing behavior among group members tends to be lower than the weak faultline. Knowledge-sharing behavior tends to be higher in group incentive schemes than individual ones. However, there is no support for interactions between incentive schemes and faultline effects on knowledge-sharing behavior. The results indicate that forming a working subgroup based on informational characteristics attributes reduces cooperative behavior and knowledge sharing between groups.

Originality/value

This study adds a new addition to faultline literature by examining the effect of faultline and incentive schemes on knowledge-sharing behavior based on informational characteristics attributes. Previous research on faultline and knowledge sharing was limited and primarily focused on faultlines created by demographic attributes. This study also enriches faultline literature on knowledge-sharing behavior using an experimental design.

Details

VINE Journal of Information and Knowledge Management Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5891

Keywords

Article
Publication date: 12 October 2012

Yong Wu and Weidong Zhu

Knowledge sharing has been recognized as a positive force for the survival of an organization but the factors that promote or discourage knowledge sharing behaviors in the…

3747

Abstract

Purpose

Knowledge sharing has been recognized as a positive force for the survival of an organization but the factors that promote or discourage knowledge sharing behaviors in the organizational context are poorly understood. The purpose of this paper is to enhance our collective understanding of the factors affecting knowledge sharing behaviors of knowledge workers in the organizational context.

Design/methodology/approach

Drawing from multiple streams of research including social psychology, organizational learning, knowledge management, information systems and so forth, this research developed an integrated theoretical model. The Theory of Planned Behavior model, motivation theory, social exchange theory, economic exchange theory and self determination theory were employed here. In total, 180 responses from ten companies in China were collected.

Findings

The theoretical model was validated within the context of a single empirical study. The findings provided significant statistical support for the research model, accounting for about 60 percent of the variance in the behavioral intention to share knowledge and 41 percent variance in the actual knowledge sharing behavior. In total, 11 of the 12 hypothesized relationships were supported.

Originality/value

This exploratory research attempted to fill the void in the integrative research by investigating the most crucial factors that influence the knowledge sharing behaviors of knowledge workers.

Details

Kybernetes, vol. 41 no. 10
Type: Research Article
ISSN: 0368-492X

Keywords

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 influence an…

1716

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. 26 no. 1
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 10 October 2021

Suryani Suryani, Budi Sudrajat, Hendryadi Hendryadi, Amelia Oktrivina, Hafifuddin Hafifuddin and Zulfikar Ali Buto

This study aims to examine the relationship between Islamic work ethics (IWE), job embeddedness and knowledge-sharing behaviors. It also tested the mediating effects of job…

Abstract

Purpose

This study aims to examine the relationship between Islamic work ethics (IWE), job embeddedness and knowledge-sharing behaviors. It also tested the mediating effects of job embeddedness and the moderating effects of organizational identification on this relationship.

Design/methodology/approach

A total of 396 respondents from Islamic banks in Indonesia participated in this study. Data analyzes for hypothesis testing were conducted using Hayes’ PROCESS macro-based hierarchical regression.

Findings

The findings suggest that subscribing to IWEs positively and significantly impacts job embeddedness and knowledge-sharing behaviors. Moreover, job embeddedness was confirmed as a mediator in the relationship between IWEs and knowledge-sharing behavior. Finally, the effects of IWEs on knowledge-sharing behaviors are stronger when employees attain a high level of organizational identification.

Practical implications

By encouraging the adoption of IWEs, organizations can develop job embeddedness and promote knowledge-sharing in the workplace, especially in an Islamic banking context. Therefore, managers should strengthen the mutual understanding among employees regarding IWE principles. They should be consistently applied and disseminated by Islamic banks’ management in the form of a formal code of ethics that applies to all actions within the organization.

Originality/value

This study was conducted to extend the understanding of IWE and its relationship with workplace outcomes in modern organizations. Drawing on the conservation of resources theory, social identity theory and Islamic theology, new insights are provided by explaining the psychological mechanism underlying the relationship between IWEs and knowledge-sharing behaviors while proposing organizational identification as the boundary condition.

Details

Journal of Islamic Accounting and Business Research, vol. 12 no. 8
Type: Research Article
ISSN: 1759-0817

Keywords

Article
Publication date: 27 December 2021

Rayees Farooq and Nachiketa Tripathi

This study aims to investigate the effect of leader-leader exchange (LLX) on knowledge sharing through feedback-seeking behavior. The study also explores the moderating role of…

Abstract

Purpose

This study aims to investigate the effect of leader-leader exchange (LLX) on knowledge sharing through feedback-seeking behavior. The study also explores the moderating role of power distance.

Design/methodology/approach

A cross-sectional data of 290 knowledge workers from manufacturing and service firms in India were taken as a sample of the study. The hypotheses were tested using confirmatory factor analysis, structural equation modeling and hierarchical regression.

Findings

The results showed that LLX positively affects knowledge sharing and feedback-seeking behavior mediates the relationship between LLX and knowledge sharing. Moreover, power distance does not moderate the relationship between LLX and knowledge sharing.

Originality/value

The present study one of its kind explores the relationship between LLX, feedback-seeking behavior, knowledge sharing and power distance.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 54 no. 1
Type: Research Article
ISSN: 2059-5891

Keywords

Article
Publication date: 8 May 2017

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…

2119

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.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 47 no. 2
Type: Research Article
ISSN: 2059-5891

Keywords

Article
Publication date: 1 August 2016

Dah-Kwei Liou, Wen-Hai Chih, Chien-Yun Yuan and Chien-Yao Lin

– The purpose of this paper is to investigate how the factors from environmental level and personal level influence the knowledge sharing behavior and community participation.

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Abstract

Purpose

The purpose of this paper is to investigate how the factors from environmental level and personal level influence the knowledge sharing behavior and community participation.

Design/methodology/approach

This research study, which consisted of 394 valid respondents who were members of the Yambol online test community, used online survey to collect data. This research used the structural equation modeling to analyze the data with good model fit.

Findings

The results of this research showed the following: the anticipated reciprocal relationship, norm of reciprocity, and anticipated extrinsic rewards had a significant and positive effect on knowledge sharing behavior, respectively; knowledge sharing behavior had a significant and positive effect on community participation; knowledge sharing self-efficacy was the mediator between anticipated extrinsic rewards and knowledge sharing behavior; and community identification moderated the relationship between knowledge sharing behavior and community participation.

Research limitations/implications

This study was a cross-sectional study. Future research can employ a longitudinal study to conduct long-term observations of knowledge sharing behavioral changes among members of the Yambol online test community. Moreover, this study applied social cognitive theory as the basis to explore the antecedents of knowledge sharing behavior of members of the Yambol online test community. Future research can apply a broad range of behavioral theory or combinations of research variables to explore comprehensive factors of knowledge sharing behavior.

Practical implications

From a managerial standpoint, this study can assist professional online learning community in understanding the antecedents of knowledge sharing behavior and community participation from personal and environmental level.

Social implications

Yambol online test community managers can enhance reciprocity relationship between members in the emotional level. In addition, Yambol online test community managers can use the appropriate norm of reciprocity to strengthen the trust of community members and enhance the knowledge sharing behavior of community members in the rational level.

Originality/value

First, most scholars viewed knowledge sharing from perspectives of corporate, organizational, or a typical internet community, but rarely applied a perspective from a professional online learning community to conduct research. Therefore, this research focussed on professional online learning community as the research subject. Second, the literature review revealed that reciprocity divided into anticipated reciprocal relationship and norm of reciprocity. Previous studies have used anticipated reciprocal relationship or norm of reciprocity as research aspects for examining reciprocity; however, no other study has evaluated both concurrently. Third, studies on the behavioral dimension have included knowledge sharing behavior and community participation. This study examined the influence of knowledge sharing behavior on community participation. Additionally, community identification was the moderator of the effect of knowledge sharing behavior on community participation.

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