Abstract
Based on a sample of 322 employees in knowledge-intensive work, we tested the effects of the dispositional goal orientations of employees on their knowledge provision and knowledge acquisition behaviors, as well as their indirect effects on performance ratings. Our results showed that goal orientations accounted for a significant portion of the variations of knowledge sharing behaviors among employees on top of the existing perspectives. Goal orientations of employees in knowledge- intensive work also affected their performance ratings indirectly through knowledge provision and knowledge acquisition as intervening variables.
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