HRM practices and faculty’s knowledge sharing behavior: mediation of affective commitment and affect-based trust

Abstract

ABSTRACTThis study intends to empirically examine the mediating effects of affective commitment and affect-based trust on the relationship between human resource management (HRM) practices and faculty’s knowledge sharing behavior. On the basis of 198 survey responses from seven public higher educational institutions of Lahore, our structural equation modeling results indicate that HRM practices play a critical role in stimulating faculty’s knowledge sharing behavior. Moreover, the results of intervening variables such as affective commitment and affect-based trust also confirmed full mediation among HRM practices and faculty’s knowledge sharing behavior. The practical implications for Universities HR policy makers and Head of Departments and at the end, limitations and direction for future research are also discussed. However, this study makes significant contribution in the existing literature by empirically testing how HRM practices influence faculty’s knowledge sharing behavior via affective commitment and affect-based trust in Public higher education institutions of Pakistan.