Abstract
Organizational knowledge represents an organized group of data and information created and maintained by individuals and business through regulations and procedures [1]. It is essentially related to human action and it is part of the company’s intangible assets [2]. This continuous and complex interaction works as a reciprocal process based on a psychological contract full of reciprocal expectations which stipulate the terms of trade and engagement between people and organizations. On one hand, organizations offer rewards, while on the other hand, employee provides his contribution, conceptualized as partners willing to invest their resources as they reach their objectives and obtain mutual benefits. When tacit knowledge is shared, it allows the creation ideas that contribute to innovation, the increases of firm value and the development of sustainable competitive advantages among others advantages. This paper is based on a comprehensive literature review, by analyzing scientific papers, whose purpose is to examine the influence of relational psychological contract and affective commitment in the intentions of employee to share tacit knowledge, as factors for the transfer to be successful.
Highlights
It has the possibility to improve the performance of the organization; by implementing strategies that encourage their employees to share the acquired knowledge, it contributes to making organizational decisions that aim to increase the competitive advantage of the firm. This continuous and complex interaction works as a reciprocal process based on a psychological contract full of reciprocal expectations that stipulate the exchange relations between people and organizations [6]
This paper is based on a comprehensive literature review as a first approach in the development of this research, by analyzing scientific papers, whose purpose is to examine the influence of relational psychological contract and affective commitment in the intentions of employee to share tacit knowledge, as well as their organizational transfer
To develop this research some questions will be formulated to which it is intended to answer, which they are: 1) Is it positively and significantly related relational psychological contract with the intentions of the employee to share tacit knowledge? 2) Is it positively and significantly related organizational affective commitment with the intentions of the employee to share tacit knowledge? 3) Is it positively and significantly associated the intention of the employee to share tacit knowledge with the transfer?. It will advance academic knowledge and contribute in improving organizational practice, and that based on the results will be delimited if the relational psychological contract and affective commitment play an important role in the intentions of the employee to share tacit knowledge with colleagues and the transfer can be successful
Summary
Accentuated technological, economic, political and social changes are global factors that require organizations to remain alert [3], and have the ability to adapt to the changing world that imposes new practices and required the development of people able to learn and meet new challenges to compete [4]. It has the possibility to improve the performance of the organization; by implementing strategies that encourage their employees to share the acquired knowledge, it contributes to making organizational decisions that aim to increase the competitive advantage of the firm This continuous and complex interaction works as a reciprocal process based on a psychological contract full of reciprocal expectations that stipulate the exchange relations between people and organizations [6]. With this research, it will advance academic knowledge and contribute in improving organizational practice, and that based on the results will be delimited if the relational psychological contract and affective commitment play an important role in the intentions of the employee to share tacit knowledge with colleagues and the transfer can be successful. In the event that the influence between these variables is confirmed, it is expected to support the knowledge generated in the design of strategies that encourage employees to share the tacit knowledge within the organization, and assist in the management processes involved welfare and employee engagement
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