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This paper aims to explore the effects of normative and hedonic motivations on continuous knowledge contribution, and how past contribution experience moderates the effects of the motivations on continuous knowledge contribution.

Based on goal-framing theory, the present study proposes a comprehensive theoretical model by integrating normative and hedonic motivations, past contribution experience and continuous knowledge contribution. The data for virtual community members' activities were collected using the Python Scrapy crawler. Logit regression was used to validate the integrative model.

The results show that both normative motivation (reflected by generalized reciprocity and social learning) and hedonic motivation (reflected by peer recognition and online attractiveness) are positively associated with continuous knowledge contribution. Moreover, these effects are found to be significantly influenced by members' past knowledge contribution experience. Specifically, the results suggest that past knowledge contribution experience undermines the influence of generalized reciprocity on continuous knowledge contribution but strengthens the effect of peer recognition and online attractiveness.

Although the emerging literature on continuous knowledge contribution mainly focuses on motivations as antecedents that promote continuous knowledge contribution, most of these studies assume that the relationship between motivating mechanisms and continuous knowledge contribution does not change over time. The study is one of the initial studies to examine whether and how the influence of multiple motivations evolves relative to levels of past contribution experience.

The purpose of this paper is to contribute to the growing field of membership research by applying a relationship marketing perspective on members in tourism settings. Focus is on exploring why consumers are members (motivational dimensions) and how motivations are related to member behaviours (retention, participation and co-creation), and to member demographics (gender, age, distance between the member's home and the supported organization).

A survey was conducted among members of a nonprofit tourist attraction (n=755). Classical chi-square tests, t-tests and multivariate analysis using logistic regression were used to analyze data and to test eight hypotheses on member demographics, member motivations and member behaviours.

Findings show that among the three motivational dimensions, altruism, i.e. doing good for others, was the strongest motive, followed by self-interest, i.e. doing good for yourself, and then the social motive, i.e. doing good with others, which scored lowest. Furthermore, findings show that gender, age and distance were significantly related to member motivations and member behaviours. Member behaviours were significantly related to motivations.

This study was conducted at a single nonprofit tourist attraction. However, it provides insights into different motivational dimensions for why people pay to become members and what kind of member behaviour they demonstrate. This topic calls for further research to explore the complex membership phenomenon such as extending this study by identifying member motives and behaviour in other contexts.

This explorative study of members of a nonprofit tourist attraction contributes insights into why consumers are members (motivational dimensions), how motivations are related to member behaviours in a membership relationship context, and how member demographics are related to motivations and behaviours. Findings have implications for membership managers and the development of memberships in terms of giving a deeper insight into members as consumers in order to develop memberships as strategic resources and hence use the full potential of memberships especially vital to non-profit organizations. Several aspects of memberships are discussed that may inspire the development of member offerings. The present study contributes to the developing field of membership research as it is a response to the calls for more empirical studies of members to develop an integrated understanding of motivations of memberships. Furthermore it contributes with research of co-creation in customer relationships linking the co-creation concept to research of members in tourism settings.

This study contributes to the developing field of membership research and furthermore gives insights into consumer motivations and behaviours that may inspire development of innovative and competitive membership offerings building membership relationships in tourism settings.

Although researchers have demonstrated a significant interest in motivation factors of knowledge collaboration, previous studies have seldom explored the dynamic interrelations in virtual communities of practice (VCoPs) over time that involve the iteratively melding of knowledge collaboration motivations and behaviours. Therefore, this study aims to unveil the interactive dynamics amongst motivation factors of knowledge collaboration in VCoPs from a perspective of system dynamics (SD).

According to the SD method proposed by Forrester, this paper develops an SD model of motivation factors of knowledge collaboration in VCoP by identifying interactions of motivation factors based on behavioural theories, validating the proposed model by structural tests and behaviour tests involving historical data from 939 Wikipedians and analysing the impacts of policy regulations on knowledge collaboration behaviours in Wikipedia.

In accordance with current literature, this study categorises intrinsic, extrinsic and community motivation factors of knowledge collaborations in VCoPs. According to the SD method, this study develops and validates an SD model to reveal interesting non-linear dynamics of these motivation factors which are neglected by prior studies. This study also conducts dynamic what-if analyses to suggest policy regulations to promote knowledge collaborations in the context of Wikipedia.

Different from prior empirical studies which normally take on a snapshot of motivation factors, this study discloses a dynamic picture of their interrelations by unfolding their behaviour patterns over time. The main contribution of this paper is to develop and validate an SD model of motivation factors of knowledge collaboration in VCoP and to reveal and elaborate their dynamics for policy regulations in VCoPs based on simulation results.

Although organizations expect employees to share knowledge with each other, knowledge hiding has been documented among coworker dyads. This paper aims to draw on social exchange theory to examine if and why knowledge hiding also occurs in teams.

Two studies, using experimental (115 student participants on 29 teams) and field (309 employees on 92 teams) data, explore the influence of leader-member exchange (LMX) on knowledge hiding in teams, as well as the moderating role of collective (team-level) prosocial motivation.

The results of experimental Study 1 showed that collective prosocial motivation and LMX reduce knowledge hiding in teams. Field Study 2 further examined LMX, through its distinctive economic and social facets, and revealed the interaction effect of team prosocial motivation and social LMX on knowledge hiding.

This study complements existing research on knowledge hiding by focusing specifically on the incidence of this phenomenon among members of the same team. This paper presents a multi-level model that explores collective prosocial motivation as a cross-level predictor of knowledge hiding in teams, and examines economic LMX and social LMX as two facets of LMX.

The purpose of this paper was to contribute to the clarification of the conditions under which teams can be successful, especially those related to team learning. To attain this goal, in the present study, the mediating role played by team members’ motivation on the relationship between team learning conditions (shared learning beliefs and team learning support) and members’ satisfaction with the team was analysed.

An empirical study with a multilevel design was carried out. Data concerning learning conditions, motivation and satisfaction were obtained from a survey among 398 employees working in 71 teams that perform complex tasks from 24 companies. A multilevel analysis was conducted.

Overall, the results showed that both team learning conditions – shared learning beliefs and team learning support – had a significant positive effect on members’ satisfaction, which was mediated by members’ motivation.

The proliferation of groups in the organizational setting has set new challenges for organizational research. In fact, more than ever it is necessary to study the conditions under which teams can be successful. Our findings put forward the relevance of creating conditions in the team to learn to increase team effectiveness, namely, in terms of team members’ satisfaction.

This paper aims to add to the understanding of knowledge sharing in online communities through an investigation of the relationship between individual participant’s motivations and management in open source software (OSS) communities. Drawing on a review of literature concerning knowledge sharing in organisations, the factors that motivate participants to share their knowledge in OSS communities, and the management of such communities, it is hypothesised that the quality of management influences the extent to which the motivations of members actually result in knowledge sharing.

To test the hypothesis, quantitative data were collected through an online questionnaire survey of OSS web developers with the aim of gathering respondents’ opinions concerning knowledge sharing, motivations to share knowledge and satisfaction with the management of OSS projects. Factor analysis, descriptive analysis, correlation analysis and regression analysis were used to explore the survey data.

The analysis of the data reveals that the individual participant’s satisfaction with the management of an OSS project is an important factor influencing the extent of their personal contribution to a community.

Little attention has been devoted to understanding the impact of management in OSS communities. Focused on OSS developers specialising in web development, the findings of this paper offer an important original contribution to understanding the connections between individual members’ satisfaction with management and their motivations to contribute to an OSS project. The findings reveal that motivations to share knowledge in online communities are influenced by the quality of management. Consequently, the findings suggest that appropriate management can enhance knowledge sharing in OSS projects and online communities, and organisations more generally.

Although health question-and-answer (Q&A) communities have become popular in recent years, only a few communities have successfully retained and motivated their members to share knowledge. The purpose of this paper is to focus on the ways by which social capital and motivation influence knowledge sharing intention from the perspectives of health professionals and normal users in health Q&A communities.

The developed theoretical model integrates individual motivation and social capital theories. On the basis of a sample comprising 363 members from health Q&A communities in China, the authors tested the hypotheses by using structural equation modeling.

This study empirically finds that social capital positively affects intrinsic and extrinsic motivations, which then positively influence the intention of health professionals and normal users to share knowledge. Motivations of members fully mediate the effects of social capital on knowledge sharing intention. Specifically, intrinsic motivation influences knowledge sharing intention more for health professionals than for normal users, whereas extrinsic motivation influences knowledge sharing intention more for normal users than for health professionals.

This study explores the factors that affect the intentions of sharing knowledge in health Q&A communities by integrating social capital and motivation theories. Individual motivations can then bridge social capital and knowledge sharing intention. The effects of the intrinsic and extrinsic motivations of two user types were further examined and compared. These findings can extend the understanding of the underlying drivers of intention to share knowledge in the context of e-health.

The purpose of this paper is to explore the ways to encourage members in QQ knowledge-communication groups to persistently share knowledge in terms of contexts and autonomous motivations.

Based on self-determination theory, three important contextual factors of QQ knowledge-communication groups were selected as exogenous variables and three typical autonomous motivations as mediating variables to construct a knowledge-sharing model. Internet questionnaire surveys and data collection were conducted to test proposed hypotheses by means of structural equation modeling with AMOS.

Reciprocity, learning, and altruism have significant positive influence on persistent sharing willingness, and the degree to which each factor influences persistent sharing willingness differs considerably. Autonomy support, perceived usefulness, and relatedness support have no significantly direct influence on persistent sharing willingness, but they indirectly influence the persistent sharing behaviors by the mediating effect of different autonomous motivations.

This study contributes theoretically and practically. First, the results suggest that a particular motivation in different contexts has a different degree of autonomy. In addition, explanations are offered for the phenomenon that suggest that controlled motivations directly affect autonomous motivations. It was found that the contextual factors of competence support and relatedness support also have influence on different autonomous motivations, and hence encourage knowledge-sharing behaviors. Specific suggestions for QQ group managers and information seekers are proposed.

Based on self-determination theory (SDT), this study aims to investigate the motivational antecedents of faculty members’ continuance intention of using online teaching platforms. For this purpose, we introduced a model incorporating basic psychological needs satisfaction (BPNS) and different motivational mechanisms.

Using a survey study of 312 faculty members, we examined the model by structural equation modeling (SEM).

The SEM results revealed a positive correlation between BPNS and continuance intention. Additionally, we illustrate the importance of different types of extrinsic motivation. By presenting an alternative model, we demonstrate that the initial-use-identified regulation (one type of extrinsic motivation) has an association with continuance intention (CI). However, this association loses significance if BPNS is present within the model. Moreover, we determined that there is no significant relationship between initial-use external regulation (another type of extrinsic motivation) and faculty members' CI for online teaching. Lastly, the results revealed that pre-use amotivation and intrinsic motivation impact CI through initial-use BPNS.

The results suggest that decision-makers at educational institutions should consider that extrinsic motivation has different types with different impacts and that BPNS has a vital role in faculty members’ intention to continue using online teaching platforms.

This study is novel because it reveals some details of extrinsic motivation effects by offering a model that combines BPNS and different types of motivation in two stages. It is important and rare that we concentrate on the almost neglected issue of faculty members’ motivational perspectives in online teaching, while the literature mainly focuses on students’ perspectives.

Team performance frequently is not reached because of motivation losses. The individual identified motivation best fits in team contexts. However, management control systems research has mainly focused on the external motivation. This chapter analyses how identified motivation and team performance can be enhanced through the interactive use of management control systems and the team identity.

An experimental study is conducted among 144 postgraduate students. We manipulate the interactive use of management control systems and the team identity. We controlled its effects on team members’ motivation and performance.

The results show an indirect effect of the interactive control systems on team performance via team members’ identified motivation. Furthermore, the effect of team identity on team performance is also mediated by the identified motivation.

Managers can increase employees’ motivation by using the control information interactively. Controls focused on socialisation processes and shared values best fit with collaborative environments.

The results provide empirical support for the recent calls about the effect of interactive control systems at individual levels. Despite the considerable attention to the relation between the design of management control systems and team performance, this chapter provides empirical evidence of the positive relation between the style of use of management control systems and individual behaviour in team-based settings.