Job Involvement and Knowledge Sharing Dependence on Organizational Citizenship Behavior

Henry Jonathan ,Sebastian Cyprian ,R Majura

doi:10.7176/ikm/10-7-06

Abstract

This research is financed by Research and Consultancy Fund (RCF) offered by Local Government Training Institute (LGTI) Dodoma; Tanzania. Among several purposes; RCF focuses on improving research and consultancy activities in LGTI academic departments Abstract Theory of Reasoned Action (TRA) was employed in this study as fitting theory for investigating determination of Knowledge Sharing behavior. TRA is a choice theory that elucidates drive of executing behavior by emphasising the definite processes that employees follow to take choices. TRA takes an employee drive to execute behavior by utilizing the concept of intention to execute behaviour. A TRA model was crafted on three variables [(Job Involvement (JI); Organizational Citizenship Behavior (OCB) and Knowledge Sharing (KS)] and empirically investigated Job Involvement - Knowledge Sharing association. Then, OCB moderating role in this association; was tested as an extension variable to the traditional TRA model. Questionnaires were completed on self-rating fashion where 421 employees in Local Government Authorities (LGAs) formed study sample. Hayes (2004) and Mod-Graph (Jose, 2013) approach was jointly employed to determine potential OCB moderation role in the study. Results suggested; Job Involvement - Knowledge Sharing association was positive in nature; thus, both changes in tandem. Further, Job Involvement - Knowledge Sharing association strength depended on the third variable namely OCB; hence, OCB affected the strength of the independent and dependent variable association in the study. Implications for practice and future study were composed subsequent to conclusions. Keywords: Tanzania, Local Government Authorities, Job Involvement, Organizational Citizenship Behavior, Knowledge Sharing DOI: 10.7176/IKM/10-7-06 Publication date: November 30 th 2020

Highlights

Knowledge refers individuals’ competence on specific field acquired through tailor made training and observation when practicing or experiencing (Mahmood et al, 2011)
What is the nature of relationship between Job Involvement (JI) and Knowledge Sharing (KS)?
Reliability analysis results indicated all the three scales had acceptable Cronbach alpha values [Job Involvement (.73), Knowledge Sharing (.70) and Organizational Citizenship Behaviour (OCB) (.80)]; suggesting scales were suitable for data collection

Summary

Introduction

Knowledge refers individuals’ competence on specific field acquired through tailor made training and observation when practicing or experiencing (Mahmood et al, 2011). Existing research reported stream of knowledge sharing benefits including but not limited to decreased production costs; improved team performance; and enhanced corporate innovation capacity (Collins & Smith, 2006). In respect to these likely benefits; some organizations invested substantial amount of resources www.iiste.org into Knowledge Sharing (KS) initiatives (Wang & Noe, 2010). While Knowledge Sharing received stream of researches; most findings are devoted and restricted in private sector; with little findings in public sector (Ahmad, et al, 2013). According to Ahmad, et al, not for profit syndrome has thrown knowledge sharing in public sector into infancy pool

Methods

Results

Conclusion