Knowledge Sharing Behavior Research Articles

Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis

PurposeGiven the important role of knowledge resource for firms to pursuit innovation, this paper aims to investigate the influence of knowledge-based human resource management (HRM) practices on innovation performance through the mediating roles of tacit and explicit knowledge sharing (KS). This study also explores the potential moderating role of perceived organizational supports (POSs) in fostering the KS–innovation relationship of firms in the developing and emerging markets.Design/methodology/approachThe relationship among the latent variables is empirically examined through 289 employees from 118 manufacturing and service firms. Confirmatory factor analysis and structural equation modeling were performed to validate the constructs and estimate the regression coefficients of relationships.FindingsThe empirical findings of this study support the mediating role of KS behaviors in the relationship between knowledge-based HRM practices and innovation performance. It highlights the important role of POSs in stimulating the influence of KS behaviors on innovation performance.Research limitations/implicationsFuture research should investigate the impact of knowledge-based HRM practices on specific forms of innovation via the mediating effects of knowledge management processes to bring better understanding on the importance of knowledge resources in pursuing innovation competence.Originality/valueThe paper significantly contributes to enhancing understanding of the antecedent role of knowledge-based HRM practices in fostering KS behaviors and innovation performance under the moderating effects of POSs. Generally, it advances the body of comprehension of knowledge-based resources and innovation theory.

Effect of Emotional Intelligence on Work Performance: A Comprehensive Analysis

The present research thoroughly examines the impact of emotional intelligence on job performance. The significance of emotional intelligence concerning job satisfaction and its substantial influence on the performance of auditors has been well-documented. Moreover, a correlation exists between team emotional intelligence, team performance, and knowledge-sharing behavior. This study examines the correlation between team culture, knowledge sharing, emotional intelligence, and performance. Additionally, it underscores the significance of emotional and spiritual intelligence in augmenting work enthusiasm and auditor performance. Moreover, the analysis places significant emphasis on the impact of emotional intelligence, self-confidence, and leadership styles on the job performance of psychologists. Additionally, the investigation examines the influence of emotional intelligence on individual performance and the equilibrium between work and personal life. In general, the results emphasize the importance of emotional intelligence in enhancing job performance and the necessity for organizations to encourage the cultivation of emotional intelligence among their workforces.

Knowledge-based HR Practices and Employee Retention: The Role of Social Capital, Knowledge Sharing and Innovative Work Behaviors

Knowledge-based HR practices (KHRP) were developed to enhance the organization's capacity to create, share and use new information (Caputo et al., 2019). So, knowledge-based HR practices could be crucial in attracting, selecting, positioning, maintaining, and transforming important human resources in developing novel processes and products (Manzaneque, et al., 2017). There has been a consensus among previous research that identifying KHRP is a determinant of innovation (Al-Tal and Emeagwali, 2019). Yet, it does not adequately describe how KHRP contributes to competitive advantage. Specifically, there is a gap in understanding how KSB can facilitate the translation of KHRP and SC (Singh et al., 2021) into improved ER outcomes, and whether this relationship varies across different organizational contexts or industries. Further research is needed to explore these relationships and identify effective strategies for promoting KSB to enhance employee retention in organizations. Keywords: Knowledge-based HR practices, Social Capital, Knowledge Sharing Behavior, Employee Retention, Innovative Work Behavior.

The Role of Belongingness in Facilitating Knowledge-Sharing Under Reflective Leadership: An Analysis

The advent of the fourth industrial revolution in the 21st century business organizations did not come without challenges (Motzer, et al., 2020). Most frequent of which are the difficulties that come along with change management particularly in technology acceptance and adaptation. Most business organizations would want a lower turnover rate with many of their senior employees staying in the company thereby saving on the cost on training new talents and onboarding (Obi, et al., 2022). However, there are also doubts that having a fully tenured employees with tens of years of service to the company will benefit the business in the long run. The transfer of knowledge from one generation to another poses a threat to this scenario. Organizations aim for its employees to be open in sharing their know-hows especially in matters that will benefit the enterprise. Companies design mentoring systems for the old and new hires so that the transfer of knowledge especially on business operations become seamless. The quest on how to foster knowledge-sharing within organizations continues. Keywords: reflective leadership, workplace belongingness, knowledge-sharing behavior

Research Overview on Knowledge Sharing: A Case Study of Vietnam

This research aims to provide an overview of studies on knowledge sharing in Vietnam. Knowledge sharing is crucial in fostering innovation, collaboration, and organizational learning. Understanding the dynamics, challenges, and best practices of knowledge sharing in the Vietnamese context can contribute to developing effective strategies for knowledge management and transfer. The study utilizes a comprehensive literature review, including academic research, case studies, and reports, to examine various aspects of knowledge sharing in Vietnam. It explores the cultural, social, and economic factors influencing knowledge-sharing behaviors and practices among individuals, organizations, and communities.

Knowledge sharing in manufacturing subsidiaries: proactive and reactive perspective in knowledge exploitation context

Employee knowledge-sharing behaviour is an important building block of effective knowledge flow in all organisations. Employees share their knowledge in response to a specific demand for knowledge (reactive knowledge-sharing behaviour) or entirely voluntarily, on their own initiative (proactive knowledge-sharing behaviour). Those two types of knowledge sharing although were recognised but are under-researched. The study aims to shed some light on the specificity of reactive and proactive knowledge-sharing behaviours in the knowledge exploitation context, looking at manufacturing-based entities and groups of knowledge-workers and blue-collar workers. Using survey-based data on a group of 799 employees, the study answers the questions regarding the dominance of reactive or proactive knowledge-sharing behaviours in manufacturing-based organisations and the influence of work specificity and individual knowledge on those behaviours. Based on ANOVA and t-test analyses, the main findings showed that regardless of the type of work performed, employees in manufacturing subsidiaries were more likely to share their knowledge with others when they were explicitly asked for it. This suggests that managers should create opportunities and incentives aimed not only at enhancing knowledge-sharing but also knowledge-seeking.The results also showed that work-related characteristics influence knowledge sharing. The type of work was related to reactive knowledge sharing of blue-collar workers, while the perceived need for creativity at work, and coordinating work of others were related to proactive knowledge-sharing of knowledge-workers. Also, the individual knowledge of the blue-collar employees was significant for both knowledge-sharing behaviours and the relationship had an inverted U shape.

Female Academics’ Knowledge Sharing Behaviour in a Gender Non-Mixed Work Environment

Universities are keen to improve the opportunities for knowledge sharing (KS) amongst the academics who are their cornerstone, by improving the connections between them. Creating and disseminating knowledge are fundamental academic activities and beneficial to the university. However, the actual KS behaviours of academics may be constrained by numerous factors. Previous KS research has focused on factors influencing KS in business or academic environments that are gender-mixed, i.e. males and females work alongside each other in offices or campuses. This study is unusual and may be unique as it addresses KS behaviours in the gender non-mixed academic environment of Saudi Arabia’s King Saud University. This University has entirely separate campuses for males and females, conforming to national gender-segregation laws. Using widely accepted constructs of the Theory of Planned Behaviour, the study will examine the impacts of individual (reputation, rewards and self-efficacy), organisational (culture, top management support, trust, social networks and vision and goals) and technological (information technology infrastructure, applications) factors on intention to share knowledge among female academics. Quantitative, via questionnaires, and qualitative, via interviews, data will be collected to test proposed hypotheses regarding barriers and inducements to KS intentions. The value of this research will be to increase our understanding of the factors affecting KS in universities, specifically among female academics, in an environment that has its own specificity and to make appropriate recommendations to enhance participation in KS activities.

Inter-hospital knowledge sharing: Insights from case studies on infrastructure issues during COVID-19

This paper presents findings on knowledge sharing (KS) behaviours among Estates and Facilities Management (EFM) staff in the English National Health Service (NHS). EFM departments play a crucial role in ensuring the safe delivery of healthcare services while facing the impacts of disasters, climate change hazards, and continuous organisational change. Effective KS among hospitals is required to efficiently manage these constantly changing conditions and emerging challenges. While previous research has largely focused on evidence-based clinical knowledge dissemination among clinical professionals, scant research has been conducted to investigate KS processes among EFM departments. The research draws on primary case study data from semi-structured interviews with 34 EFM professionals conducted in seven NHS hospitals across England. Using qualitative analysis and the persona technique, we identify variations in KS behaviour among managerial levels and explore the associated barriers to KS. The findings reveal that KS is more prevalent among strategic-level managers, who engage in regular peer discussions and focus on the sharing of knowledge and best practices. In contrast, operational-level managers face barriers to KS due to a lack of personal networks and time constraints. The study also highlights the effects of frequent organisational changes in the NHS, which has resulted in a lack of technical in-house expertise and slow central coordination. The study concludes that a centralised coordination is necessary to facilitate effective KS, with a focus on the organisation of peer collaboration, enhancing the centralised online repository for best practice and academic research, and the use of a national skills register. The study extends the current literature by identifying variations in KS behaviour among managerial levels and providing insights into the barriers to KS in the NHS EFM workforce. The findings have implications for NHS managers and policymakers seeking to improve KS in the EFM workforce, particularly in addressing the barriers faced by operational-level managers and the need for a centralised coordination to facilitate effective KS.

Influences of cultural dimensions on knowledge-sharing behaviours: Insights for higher educational institutions in the Philippines

The educational institution’s knowledge comprises a mix of experiences, values, and professional insights of its teachers with diverse cultures, enabling a combination of knowledge to create new knowledge. The exchange of knowledge among teachers provides effective learning, which can become a model of knowledge-sharing that promotes knowledge creation, dissemination, and effective application. However, knowledge does not always flow easily and straightforwardly across educational domains. Nevertheless, the success of knowledge-sharing is affected by one’s behaviour to share. Apparently, a person’s behaviour is shaped by the environmental influences where he grew up with or stayed for a significant amount of time. This research administered an online survey of teacher participants across regions to capture the theoretical or conceptual model of the influences of cultural dimensions (exogenous) on knowledge-sharing intentions (endogenous) and the probability of the intentions transformed into actual knowledge-sharing behaviour (endogenous). Path analysis was employed to analyse the proposed models that exhibit causal mediation processes of relationships between cultural dimensions and knowledge-sharing intention which is also a predictor of knowledge-sharing behaviour. Findings insinuate that all cultural variables were parallel, however, this did not mean that each had the same degree of effects on knowledge-sharing intention. The results vary when the direct effect of each cultural factor was tested. Cultural orientation and beliefs are factors that affect the value of the knowledge being shared and academic institutions wield efforts in motivating their teachers to effectively participate. For knowledge-sharing to be implemented successfully, the academic institution must take into consideration the cultures and beliefs of people in the community. Further research can analyse a wider range of people in a work environment with diverse cultures which can elicit more insights into the cultural attitudes in the work environment.

East vs West: Satisfaction With Knowledge Sharing Among Millennials

Knowledge sharing (KS) among individuals working together is complex and has an effect on their satisfaction. We adopt the self-determination theory and the theory of reasoned action to examine the relationship between millennials’ characteristics, KS and the resulting satisfaction. Using a mixed-method approach we address the antecedents of satisfaction in KS for 213 millennials attending Master programs in management at Polish and Portuguese business schools. The quantitative results show that knowledge characteristics influence KS as well as the fear of losing power due to KS. Knowledge complementarity and knowledge complexity positively contribute to KS. Knowledge complexity increases the fear of losing power due to KS, while knowledge complementarity decreases it, probably because individuals recognize complex knowledge as a more valuable one. The qualitative findings corroborate the quantitative results. Knowledge complementarity’s presence alone leads to KS, while its absence and knowledge complexity’s existence generate the fear of losing power. KS behavior and not being afraid of losing power due to KS lead to satisfaction from KS. The integration of both outputs is robust since quantitative results and qualitative findings converge: a) KS results from knowledge complementarity: knowledge complementarity relates positively to KS, which is consistent with a high level of knowledge complementarity providing a sufficient condition for a high level of KS; b) The fear of losing power results from the absence of knowledge complementarity and the existence of knowledge complexity, which is consistent with knowledge complementarity relating negatively to the fear of losing power and knowledge complexity relating positively to the fear of losing power; c) Satisfaction occurs when KS exists and the fear of losing power is absent, which is in line with KS relating positively to satisfaction and the fear of losing power due to KS relating negatively to satisfaction. Furthermore, the results show that millennial students’ satisfaction from KS is really a behavioral question and not a cultural one since there is no evidence of significant differences between the two subsamples. Millennials behave uniformly on Europe’s western and eastern ends.

Examining students’ perceived reasoning skills in wiki-based PBL internship courses

This study aimed to investigate whether web-based problem-based learning (PBL) implemented using wiki applications (wikis) would result in differences in undergraduate students’ relationship commitment, interpersonal trust, knowledge-sharing behaviour (KSB) and reasoning skills in healthcare courses. Wikis have some features (e.g., extensive editing, version preservation and multi-user content editors) that are useful for enhancing collaborative learning, knowledge co-creation and authentic problem-solving in the PBL context. A quasi-experimental design was adopted to execute this survey. A total of 185 students were separated into either an experimental group (EG) with wikis or a control group (CG) without wikis, according to their PBL activities. Independent t tests showed a significant difference in four variables between the EG and the CG. The EG students exhibited a statistically significantly higher degree of relationship commitment, interpersonal trust, KSB and reasoning skills than the CG students. The conclusion of the results can provide beneficial information on students’ PBL experiences for instructors who aim to redesign their course materials and improve their higher education teaching methods. The research findings thus enrich the literature on healthcare education by addressing the influence of wikis on students’ PBL effectiveness, which is an under-researched area. Implications for practice or policy: Wikis’ collaborative authoring function can encourage collaboration. Using a wiki-based PBL approach can enhance students’ trust and commitment. Using a wiki-based PBL approach can facilitate students’ KSB. Using a wiki-based PBL approach can enhance students’ reasoning skills. Using a collaborative learning method can complement wiki-based PBL approach.

Empowering Leadership in Emancipated School Program: A Systematic Literature Review

The emancipated school program policy is still 3.56% of the total schools in Indonesia. The role of the school principal in implementing an empowering leadership style is the main key to increasing the quantity and quality of schools involved in the emancipated school program. This study aims to analyze the empowering leadership of school principals in implementing the emancipated school program as a form of commitment to implementing national policies on education. The method used in this research is a systematic literature review with the PRISMA model. Data analysis followed the procedures in PRISMA by using an internationally indexed article database, namely Scopus. The results of this study indicate that the empowering leadership of school principals is needed in pro-actively encouraging the involvement of educational institutions that are led to participate in the emancipated school program. In addition, the empowering leadership style in honing the ability of leaders to carry out the role as a motivator for the entire school community can foster self-efficacy, trust in leaders, perceived organizational support, organization-based self-esteem, vigour, affective commitment, organizational status, job satisfaction, job well-being, as well as knowledge-sharing behaviour from the entire school community. Thus, the national education policy regarding the focus on emancipated school programs such as digitizing schools, data-based planning, learning with a new paradigm, and strengthening human resources in schools can run well.

Unraveling the perceived overqualification puzzle: The role of distributive justice and leader political skill in influencing knowledge sharing

Perceived overqualification is a prevalent phenomenon in any type of organization due to overeducation and worldwide economic downturn. Despite numerous empirical examinations of such phenomenon, the impact of perceived overqualification on individual behaviors is inconsistent and inconclusive. We draw on equity theory to examine the negative effect of perceived overqualification on knowledge sharing through distributive justice. In addition, we investigate a leader's political skill as a boundary condition that influences the impact of perceived overqualification on distributive justice and subsequent knowledge sharing. Using a sample of 339 team members in South Korea, we found that perceived overqualification negatively impacts distributive justice, subsequently deteriorating employees' knowledge-sharing behaviors. Furthermore, when team leader is politically skilled, the negative impact of perceived overqualification on knowledge sharing is weakened. Theoretical implications and directions for future research are discussed.

Examining Intention to Knowledge Sharing Behaviour Among Non-Academic Employees of Higher Learning Institutions in Indonesia

Examining Intention to Knowledge Sharing Behaviour Among Non-Academic Employees of Higher Learning Institutions in Indonesia

Positive Influence of Organisational Politics on Job Performance in Indian Higher Education Context: A Qualitative Inquiry

The job performance of academics in the higher education context has transcended from the prime focus of teaching to the concurrence of learning facilitation, research and publication. These reforms address a central research question: What are the emerging factors influencing job performance in the Indian higher education context? This study adopts a qualitative research design to explore the emerging factors affecting job performance. Thirteen academic researchers from Indian universities participated in the focus group discussions. The results of focus group discussions unravel five themes: demographics, behaviours, motivation, context and skills. The focus group discussions foregrounded the debate on knowledge-sharing behaviours, organisational politics and networking skills. However, what remains unknown is whether the organisational actors’ political characteristics influence their knowledge sharing, affecting their job performance. In this regard, the authors propose a new model that binds organisational politics to knowledge sharing and its impact on job performance. This novel approach to examining job performance contributes to theory by providing insights into the emerging themes that affect job performance and emphasising the role of political characteristics in understanding the job performance of academic researchers.

The missing link in knowledge sharing: the crucial role of supervisor support- moderated mediated model

PurposeThe purpose of current study was to investigate the impact of supervisor support on Knowledge Sharing Behavior through psychological well-being, psychological ownership, and Alturism. The study also took mindfulness as first path moderator in the relation to supervisor support and psychological well-being, and psychological ownership.Design/methodology/approachPositivism research philosophy followed by the deductive approach is followed to meet the objectives of the current study. A total of 219 employees from the telecom sector were identified as the respondents of the study. A purposive sampling technique was used to collect the data through self-administrated questionnaires. Exploratory and confirmatory factor analyses were used through AMOS to generate the results and test hypotheses.FindingsThe results suggested that supervisor support significantly contributes to the achievement of the knowledge-sharing behavior of employees with the chain of mediation, i.e. psychological well-being, ownership and altruism. Similarly, the moderating role of mindfulness is significant in the relationship between supervisor support and psychological well-being.Originality/valueAlthough a number of researchers have studied the link between supervisor support and other employees related attitudinal and behavioral outcomes, few have explored the roles of psychological ownership, well-being and altruism in the relationship of knowledge sharing behavior. This study thus posits a novel sequential mediation and moderation mechanism, based on the social exchange theory, through which supervisor support is translated into knowledge sharing behavior.

Perceived Organizational Support as an Antecedent of Knowledge Sharing Behaviors: Achieving Sustainability of Change Management Efforts

Knowledge is the only way organizations gain sustainable competitive advantage in such a hyper-competitive era. Given its importance, the study examines the antecedents to tacit and explicit knowledge and the mediating role of psychological ownership. We have collected a sample of 157 using online Google forms and physically visiting the banks in certain cases. The study used Smart PLS for statistical analysis. Structural equation modeling was performed on Smart PLS for data analysis as the constructs are reflective. The study found that perceived organizational-support positively influences both dimensions of knowledge-sharing behavior – tacit and explicit knowledge. Psychological ownership positively “mediates perceived organizational support and explicit knowledge sharing.” However, we did not find support for the mediating role of psychological ownership between perceived organizational-support and tacit knowledge sharing. The study recommends the HR department must create awareness of the support it provides to employees. HR professionals must build an all-inclusive workplace culture that embodies organizational support. Furthermore, customized incentives such as extrinsic and intrinsic benefits can encourage employees to share knowledge.

Are green HRM Practices enough to build successful green ventures interlinked with innovation and knowledge-sharing behavior? Case of China.

Green practices are now treated as an essential component of organizational element and firms are now exploring ways to incorporate new growth strategies that ensure environmentally friendly methods. The present study focuses on manufacturing industry in China and identify that green HRM practices influence eco-innovation and organization's knowledge-sharing culture. The study also aims to identify whether eco-innovation and knowledge-sharing culture help to build successful green venture and provide indirect path to green HRM and green ventures. An adopted survey was used to collect data from manufacturing employees and SPSS-AMOS is employed to assess the model reliability and proposed hypotheses. Study outcomes reveal that green HRM practices increase knowledge-sharing behavior and promote green innovation. Findings also expose that eco-innovation and knowledge-sharing behavior are potential mediator, hence provide an indirect path between green HRM practices and green ventures. Results confirm that essentiality of green HRM in order to promote knowledge-sharing behavior among employees through which environmental commitment can be fulfilled by organizations, further leading to successful green venture.

Using zoom as a computer-supported collaborative learning tool: modeling of relations between technology acceptance, knowledge-sharing behaviours, community of inquiry, and social interaction space

ABSTRACT This research, students’ technology acceptance, KSB, community of inquiry (CoI), and social interaction space situations were examined in collaborative learning where Zoom was used as a CSCL tool in computer programming courses, and the structural relationships between these variables were revealed. The research was carried out on 162 university students studying in the field of computer science education and taking computer programming courses through flipped learning. Within the scope of the research, the students were divided into CSCL groups of three and carried out collaborative learning. The study was carried out according to the correlational research method, and path analysis was performed. Research findings for the CSCL activities carried out in the Zoom environment has been determined that technology acceptance, KSB, CoI, and social interaction space are at a high level. According to the results of the research, it has been seen that the technology acceptance status of the students in the CSCL environment has a direct and high impact on the KSB, CoI, and social interaction space. In addition, it was found that the increase in students’ social interaction space perceptions in the CSCL process has a direct effect on CoI.

Self-Controlled Perspective: Nurses’ Perceived Social Undermining and Knowledge-Sharing Behavior in Public Hospitals

Nurses work in a high-risk and uncertain environment, which may lead to harmful social interactions resulting in self-regulation impairment. The aim of this study was to examine the effects of perceived social undermining and how and when this perception affects nurses’ knowledge-sharing behavior. We developed a conceptual framework of self-regulation impairment in which nurses’ perceived social undermining (from supervisors and coworkers) depletes self-control resources, dampening their knowledge-sharing behavior. We hypothesized social adaptability and resource management ability as self-regulating capacities that mitigate the impairment process. Results from a multisource and multiwave in the public hospitals provided support to our hypotheses. This study yielded significant findings with theoretical and practical implications that provide leads for future investigations in the field of healthcare research.