Abstract
The purpose of this study is to investigate the relationship between organizational trust and knowledge sharingamong their multigenerational employees. On the other hand the purpose of this paper is to develop a conceptualmodel to examine the relationship with antecedents of trust, organizational trust and knowledge sharingbehaviors with the moderating effect of multigenerational demographic.The Literature of Knowledge sharing behavior, Knowledge Management, trust and related theories assist asstarting-points for developing the conceptual model. Based on the vast literature review, all the dimensions ofvariables have been identified and discussed in depth.This study attempts to reduce the existing gap in literature regarding the relationship between organizational trustand knowledge sharing among employees with differences in generations. It is anticipated that this study to havea significant contribution to the advancement of KM research literature and provides managers and scholars toget to a better insight on the relationship between the established trust among multigenerational of employeesand their knowledge sharing.
Highlights
A crucial component of effective Knowledge Management (KM) is knowledge sharing (Nonaka & Takeuchi, 1995; Alavi & Leidner, 2001)
The purpose of this study is to investigate the relationship between organizational trust and knowledge sharing among their multigenerational employees
On the other hand the purpose of this paper is to develop a conceptual model to examine the relationship with antecedents of trust, organizational trust and knowledge sharing behaviors with the moderating effect of multigenerational demographic
Summary
A crucial component of effective Knowledge Management (KM) is knowledge sharing (Nonaka & Takeuchi, 1995; Alavi & Leidner, 2001). Previous studies usually includes factors such as reward expectation, ability, benevolence, integrity, and justice as determinants of organizational trust (Thorgren & Wincent, 2011; Mayer et al, 2013; Fang & Chiu, 2010). Another major challenge to share the tacit knowledge within organizations is the demographic differences (e.g., age, gender and ethnics) among employees (Abrams, Cross, Lesser, & Levin, 2003; Chatman et al, 1998) specially the age difference. The main objective of this study is developing the conceptual framework to study the relationship between ability, benevolence, justice/fairness, integrity, reward expectation, organizational trust and knowledge sharing behavior with the moderation of generation gaps
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