Knowledge Sharing, Organizational Commitment, and Their Impact on Workplace Stress

Abstract

The modern workplace presents a myriad of stressors that can adversely affect employee well-being and organizational performance. Understanding the factors that mitigate this stress is crucial for developing effective organizational strategies. This study examines how knowledge sharing behavior and organizational commitment influence workplace stress, aiming to elucidate their roles as potential stress buffers in a corporate setting. A cross-sectional survey was conducted with 350 employees from various departments of a multinational corporation. The Perceived Stress Scale (PSS) was used to measure workplace stress, while knowledge sharing behavior and organizational commitment were assessed using the Knowledge Sharing Behavior Scale (KSBS) and the Organizational Commitment Questionnaire (OCQ), respectively. Statistical analyses included descriptive statistics, Pearson correlation, and multiple linear regression, performed using SPSS version 29. Descriptive statistics showed moderate levels of workplace stress (Mean = 2.58, SD = 0.77) among participants, with high levels of knowledge sharing behavior (Mean = 4.35, SD = 1.08) and organizational commitment (Mean = 3.92, SD = 0.89). Pearson correlation analysis revealed significant negative correlations between workplace stress and knowledge sharing behavior (r = -0.31, p < 0.001) as well as organizational commitment (r = -0.45, p < 0.001). Multiple regression analysis indicated that these two factors collectively explained 21% of the variance in workplace stress (R² = 0.21, Adjusted R² = 0.20, F = 46.5, p < 0.001). The study confirms that both knowledge sharing behavior and organizational commitment significantly reduce workplace stress. These findings suggest that fostering a culture of knowledge sharing and enhancing organizational commitment can be effective strategies for mitigating stress in the workplace. Implementing targeted interventions that promote these factors may lead to improved employee well-being and organizational health.