Knowledge Sharing Intention Research Articles

Examining the determinant factors of perceived online community usefulness using the expectancy value model

PurposeThis study aims to examine the determinant factors of perceived online community usefulness from a motivational point of view. The researchers have combined the use of the expectancy value model and the information system continuous-use model to predict continuous knowledge-sharing behaviour between online community members. This research provides an additional view of current literature focusing on technology-related factors.Design/methodology/approachThis research has adopted a quantitative research method, with data being collected through a Web survey technique. The members of online business communities were invited to participate in the survey. A total of 220 respondents participated in the online survey. These data were then analysed using structural equation modelling.FindingsThe research findings revealed that motivation-related factors have a moderate ability to predict members’ perception of online community usefulness. The research findings have shown that attainment and utility values are two significant motivational factors, which can positively influence perceived online community usefulness. By promoting these values, continuous knowledge-sharing intentions can be encouraged through perceived online community usefulness.Research limitations/implicationsHaving members from communities other than online business communities might deliver different results, given that they have different needs and values. Also, this study only received responses from active contributors within selected online business communities. The responses from non-active contributors were not included in this study.Practical implicationsThis study provides practical suggestions on how the administrators and designers of an online community can promote positive values within their community platform, using motivation-related mechanisms.Originality/valueThe existing literature that examines the determinants of perceived online community usefulness have mainly directed attention towards technology-related factors. This study fills the gap by examining the determinant factors of this construct from a motivation perspective.

Influence of Behavioral Intentions, Affective Trust and Affective Commitment on Knowledge Sharing Behavior

This article describes how with the growing importance of knowledge in today's competitive environment, it becomes vital for organizations to unfold all the strategies for implementation of a successful knowledge management system. The purpose of this study is to examine the effect of knowledge sharing intention (KSI) and affective trust (AT) on knowledge sharing (KS) behaviour of employees. Additionally, the mediating influence of affective commitment (AC) of the employees in this relationship is also studied. This study uses data from a sample of 246 managers in Indian private sector firms and employs Structural Equation Modelling approach to test the proposed hypotheses. The findings of this study show that contrary to the results of prior research, BI does not affect KS behaviour directly. Rather, it acts indirectly through AC, which is necessary for increasing employees' loyalty and willingness to share their knowledge. Moreover, the results indicated that AT has an indirect influence on employees' KS behaviour via KSI. Implications and limitations and future scope of the study have also been discussed.

When and how authoritarian leadership and leader renqing orientation influence tacit knowledge sharing intentions

In this study of tacit knowledge-sharing intentions in China, we examine the roles of authoritarian leadership and fairness with respect to the way managers make decisions and treat their subordinates. In particular, we examine the role of leader renqing orientation, i.e., the way leaders distribute favors and emotional concern to their subordinates, as a moderating factor. We draw on the research literature in the domains of knowledge management and cross-cultural Psychology to identify constructs that we then test with a survey of 309 Chinese employees. Our findings are counter-intuitive and are discussed in detail before we conclude with implications for research and practice.

An integrative model of knowledge sharing in Malaysian Higher Learning Institute

PurposeThis paper aims to understand the factors that can determine the knowledge sharing (KS) intention and behaviour of academics in Malaysian higher learning institutes (HLIs), thus affecting academics research productivity.Design/methodology/approachThe study’s respondents were 525 academics from public and private HLI in Malaysia. This study adapts theory of planned behaviour (TPB) and social capital theory (SCT) to determine academics KS intention and behaviour of academics and the factors that can influence along the KS process.FindingsResults indicate that among the factors of academics KS behaviour, there are two factors that are not significant, commitment and perceived cost, while the rest showed significant results. The strongest factors are management support and social media use among academics. The result also shows that academics intention to share is explained by 62.1 per cent of the variance, while academics KS behaviour is explained by 47.1 per cent of the variance.Research limitations/implicationsThis study shows the high intention and behaviour of sharing among Malaysian academics and suggests that academics in this country are cautious and aware of the importance of knowledge for human capital and development of nation.Practical implicationsThis paper facilitates university in hiring academics that support KS activities.Originality/valueThe integration of TPB and SCT in evaluating Malaysian academics KS behaviour can eventually affect the research productivity. Furthermore, addition of several variables, such as perceived cost, facilitating conditions make this study a holistic model to predict academic research performance.

The antecedents and dimensionality of knowledge-sharing intention

PurposeThis paper aims to focus on the relationships between situational/dispositional variables and an individual’s intention to knowledge sharing, and has theoretical implications for researchers in human resource development and management, as well as implications for practicing managers in organizations. First, this study examines whether an integrative model of knowledge sharing reveals an impact of various antecedents on sharing of knowledge between individuals, which has been rarely explored in a single study. In particular, this study is interested in examining whether the two dimensions improve individual sharing of explicit and tacit knowledge, respectively.Design/methodology/approachA quantitative survey design approach is used as the research method for data collection. Initially, a pilot study is conducted to examine the psychometric properties of the measures. A 120-item questionnaire is used to measure personality traits, organizational climate and knowledge-sharing intention. The main study is conducted at the Korean IT companies, which have knowledge management system and actively share knowledge between R&D engineers.FindingsThe results of regression analyses indicate that conscientiousness, openness and extroversion of dispositional variables are positively related to an individual’s intention to share knowledge. Of situational variables, organizational support and identity are positively related to knowledge sharing, and reward is negatively associated with knowledge-sharing intention. Theoretical and practical implications for future research are discussed.Originality/valueScholars focused with increasing emphasis over the past 20 years on an organization’s ability to facilitate, utilize and share knowledge as critical components of organizational success. Several scholarly attempts tried to explain the antecedents of knowledge sharing. Despite an increasing demand for a coherent and integrated approach to knowledge sharing, empirical efforts remain largely absent with regard to how knowledge transfer and knowledge-sharing practices among individuals are affected by dispositional and situational variables. Also, individual intention to share knowledge was primarily measured as a unidimensional concept. This is a surprising oversight, given that tacit knowledge and explicit knowledge are critical. Indeed, these may be collectivized successfully for the firm’s driver. To address this gap in our understanding of the personal dynamics involved in knowledge-sharing practices, this study seeks to investigate whether dispositional and situational variables lead to changes in individual’s intention to share tacit and explicit knowledge.

Creating competitive advantage through knowledge sharing in the digital economy

Purpose of the paper: Starting from an extensive literature review on Knowledge Sharing (KS), this paper aims to identify factors influencing KS and to identify the impact of these factors on the use of Information and Communication Technologies (ICTs). Methodology: Using the Theory of Reasoned Action, we collect data by applying snowball methodology. We then analyze three major determinants of individuals’ KS attitude - expected rewards, expected associations, and expected contribution - and consequently attitude as a determinant of their intention to share knowledge. In turn, KS intention is suggested as an immediate predictor of KS behavior. Findings: Results suggest that KS beliefs, attitudes, intentions and behavior impact on the individual use of ICT, whether in its instant or constant form. Results also confirmed that ICT is involved in the whole KS process and represents a critical component. Research limits: The most evident limit is related to the limited generalizability of the sample investigated from which it follows that our conclusions are only tentative. We focus (the second limit) only on the salient beliefs which affect the KS attitude, because we assume that the KS behavior is motivated and executed mainly at the individual level. Practical implications: Findings highlight how important is for organizations to provide constant ICT tools to direct its members to develop attitude, intention and behavior for enacting KS. Within this frame, they would have the ability to monitor the role of each determinant in knowledge accumulation among their members. Originality of the paper: This paper attempts to confirm ICT as the critical component of entire KS process. In this sense, it analyzes the impact of expected rewards, expected associations, and expected contribution on the choice of ICT.

경영참가가 구성원들의 지식공유 및 이직의도에 미치는 영향 : 조직공정성의 매개효과

경영참가가 구성원들의 지식공유 및 이직의도에 미치는 영향 : 조직공정성의 매개효과

Effects of face and guanxi on individual knowledge-sharing intention

It is not clear at present why Chinese people's concern about face hinders the free flow of knowledge in an organizational setting, which key factors contribute to this relationship, and what conditions are necessary for this effect to occur. We applied expectancy theory to examine the specific role of face in both knowledge sharing and guanxi. Participants were 291 Master of Business Administration students, and we applied structural equation modeling to the collected data to thoroughly analyze the direct and indirect effects between factors. Results showed that stronger guanxi between 2 parties was associated with both parties caring less about face. Further, the expectancy of individuals to realize specific knowledge-sharing goals and a good organizational climate, rather than the formal organizational system, were also found to play a role in willingness to share knowledge. Finally, we found that face motivations varied across individuals.

The Affective Mechanism among Organizational Support, Knowledge Sharing Intention, and Tenure

The present study investigates the mediating and moderating processes through which perceived organizational support (POS) is associated with individual intention to share knowledge. Drawing upon s...

Moderating effects of guanxi and face on the relationship between psychological motivation and knowledge-sharing in China

PurposeThis study aims to investigate how psychological motivations influence the knowledge-sharing intention of employees and how these effects are moderated by traditional Chinese culture.Design/methodology/approachA questionnaire survey was conducted in China to test the research model. The target samples comprised MBA students who have enough practical experience, as well as considerable academic experience.FindingsThe results suggest that anticipated reciprocal relationships, anticipated extrinsic rewards and sense of self-worth exert different effects on knowledge-sharing intention. In addition, traditional Chinese culture plays different roles in the relationships among these three psychological motivations and knowledge-sharing intention. Specifically, guanxi orientation positively moderates the effect of anticipated reciprocal relationships and negatively moderates the effect of sense of self-worth. Face gaining negatively moderates the effect of anticipated reciprocal relationships and positively moderates the effect of sense of self-worth. Face saving negatively moderates the effect of anticipated reciprocal relationships and sense of self-worth.Originality/valueA few studies in extant knowledge management (KM) literature provided insights into how traditional Chinese culture could directly affect knowledge sharing. The authors depart from these studies by integrating these characteristic indigenous concepts (i.e. face and guanxi orientation) into this study. The authors offer an indigenous cultural view of how these indigenous concepts truly influence an individual’s psychological states and inclination in KM literature. Through this approach, the results confirm that these cultural factors do play an important role during the formation of knowledge-sharing intention and reveals several important research findings.

Investigating the moderating effects of organizational culture and leadership style on IT-adoption and knowledge-sharing intention

PurposeIn light of the important roles of organizational culture and leadership style in IT-adoption intention and knowledge-sharing intention, the purpose of this paper is to investigate the relationships among IT involvement, IT-adoption intention, and knowledge-sharing intention, as well as the moderating effects of organizational culture and leadership style on IT-adoption intention and knowledge-sharing intention.Design/methodology/approachThis study begins with a literature review followed by the use of a questionnaire method and statistical analytical techniques (hierarchical regression analysis) to investigate the relationships among IT involvement, IT-adoption intention, knowledge-sharing intention, organizational culture, and leadership style.FindingsThe result showed that IT involvement has a significant and positive influence on IT-adoption intention, which further affects the knowledge-sharing intention. Moreover, organizational culture and leadership style have moderating effects on the IT adoption and knowledge-sharing intention.Research limitations/implicationsThis research applied a purposive sampling method and obtained a slightly inadequate number of respondents. Therefore, it is suggested that future research should apply random sampling method to collect more responses and increase the generalizability of the findings.Practical implicationsThis research suggests that organizations which adopt servant leadership or charismatic leadership, as well as organizations with clan or hierarchy cultures should work on enhancing staff’s knowledge-sharing intention by first raising their IT-adoption intention.Originality/valueIf an enterprise would like to encourage its staff to be more proactive at adopting IT and more willing to share knowledge, then it should first examine its current leadership style and organizational culture in order to propose concrete and effective methods to achieve this, and at the same time, this can help stimulate organizational learning and generate new ideas and knowledge.

Host country employees’ ethnic identity confirmation: Evidence from interactions with ethnically similar expatriates

Employing expatriates who share an ethnicity with host country employees (HCEs) is a widespread expatriate selection strategy. However, little research has compared how expatriates and HCEs perceive this shared ethnicity. Drawing upon an identity perspective, we propose HCEs’ ethnic identity confirmation, the level of agreement between how an HCE views the importance of his/her own ethnic identity and how expatriates view the importance of the HCE’s ethnic identity, affects HCEs’ attitudes towards ethnically similar expatriates. Results of two experiments show that HCEs’ ethnic identity confirmation is related to HCEs’ perception of expatriates’ trustworthiness and knowledge-sharing intention.

How can tacit knowledge be shared more in organizations? A multidimensional approach to the role of social capital and locus of control

This multidimensional study looks at the influence of social capital and internal vs external locus of control on tacit knowledge-sharing intention and behaviour, and the relationship between the two. The relations studied within the framework of the proposed model are tested by regression analyses. The findings indicate that social capital and its basic structural, cognitive, and relational dimensions tend to increase tacit knowledge-sharing intention, which gradually turns into behaviour because, according to Ajzen’s theory of planned behaviour, behavioural intention is the immediate antecedent to behaviour (or according to Ajzen’s theory of planned behaviour, a person’s intention to perform a behaviour increases as subjective norms become more favourable). It is further concluded that having an internal locus of control increases both the intentions and behaviour, whereas external locus of control only increases the behaviour. The study also concludes that tacit knowledge-sharing intention gradually turns into sharing behaviour. The study is considered to contribute to the field of knowledge management in various ways. In this study a multidimensional survey of 42 questions was used to investigate the research topic and its sub-dimensions, and the data were collected via face-to-face interviews. The population of the study was 106 nursing students, and all components of the research universe were reached. It was found that social capital positively affects and increases tacit knowledge-sharing intentions and behaviour. A research model based on the conceptual framework was developed and research questions were addressed by means of this model and the findings.

Relationship between Pre-Retirement Anxiety and Knowledge Sharing Intentions in State Corporation in Kenya

Managing knowledge of the aging workforce is a major challenge, particularly to state corporations in Kenya. Psychological effects of disengagement from a work life and the transition to retirement may influence knowledge sharing intensions. The objective of the study was to examine the relationship between employee pre-retirement anxiety and knowledge sharing intentions in state corporations in Kenya listed in the Kenya Gazette. The study used exploratory design. The population of the study comprised of all 202 State Corporations in Kenya. The study used purposive sampling to obtain data from the population through a questionnaire. The study targeted employees 10 years to retirement. Quantitative data was used to enable the researcher conduct an in-depth study. The study carried out a pilot test to test the validity and reliability of the questionnaires in gathering the data required for purposes of the study. Simple linear regression and multiple regression analyses was used to establish the nature and magnitude of the relationship between variables and to test hypothesized relationships. The study established that pre-retirement anxiety enhanced knowledge sharing intentions in State Corporations in Kenya. It further found that the relationship was stronger where corporations were based in the same industry and weaker when they were across industries. These research findings contribute by extending the frontiers of knowledge by linking pre-retirement anxiety and knowledge sharing intentions into a conceptual framework which was empirically tested. The study findings provide useful information on the essence of employee Pre-retirement anxiety for managers to make more informed decisions.

Impact of Workplace Spirituality on Knowledge Sharing Intention: A Conceptual Framework

Knowledge forms a crucial source for gaining competitive advantage and its sharing a dominant challenge facing several organizations. In this paper we propose a positive role of workplace spirituality (WPS) (at individual and collective levels) on knowledge sharing intention (KSI) by employing the theory of decomposed planned behaviour. We argue that WPS with its focus on inner spirit, meaningful work, sense of interconnectedness and alignment with organizational values and mission positively strengthens an individual’s knowledge sharing attitude, subjective norms and perceived behavioural controls (thereby, strengthening their KSI) by affecting the underlying behavioural, normative and control beliefs. We also take into account the role of transformational leadership (TL) in creating a pro-social working environment, which facilitates knowledge sharing. In proposing a holistic and multi-level framework linking WPS (at individual and collective levels) and TL with KSI, this paper contributes to both, knowledge sharing and WPS literatures.

Media and User Features that Affect Knowledge Sharing Intention and Knowledge Sharing Behaviors on Wechat

Media and User Features that Affect Knowledge Sharing Intention and Knowledge Sharing Behaviors on Wechat

Effects of positive incentive and negative incentive in knowledge transfer: carrot and stick

PurposeEmployees play a central role in firms’ knowledge transferal, but knowledge-sharing brings significant costs for employees. Thus, this study aims to explore the components of firms’ incentive systems and how these influence employees’ knowledge-sharing, and also to test whether employees’ knowledge-sharing intentions transform into better knowledge transfer performance at the firm level.Design/methodology/approachThis study collected data in China, and 219 usable questionnaires were collected. Then, this study used a structure equation model by LISREL for hypotheses testing.FindingsThis study finds that positive economic incentives, positive relational incentives and negative relational incentives all increase employees’ knowledge-sharing intentions, contributing to firms’ improved knowledge-transfer performance. Thus, both positive and negative incentives and both economic and relational incentives exert influences on employees’ knowledge-sharing activities.Practical implicationsBecause employees have both material and emotional needs and always want to approach good things and avoid bad things, firms should take measures to make their incentive systems more comprehensive. Then, employees can be motivated to share their knowledge effectively.Originality/valueExisting studies have mainly explored the effects of positive economic incentives on knowledge transferal. Because individuals have both a promotion self-regulatory focus associated with an approach motivation and a prevention self-regulatory focus associated with an avoidance motivation, and because they have both material and emotional needs, this study classifies incentives into three types and confirms their effectiveness for motivating employees to share knowledge.

Factors influencing physicians' knowledge sharing on web medical forums.

Web medical forums are relatively unique as knowledge-sharing platforms because physicians participate exclusively as knowledge contributors and not as knowledge recipients. Using the perspective of social exchange theory and considering both extrinsic and intrinsic motivations, this study aims to elicit the factors that significantly influence the willingness of physicians to share professional knowledge on web medical forums and develops a research model to explore the motivations that underlie physicians' knowledge-sharing attitudes. This model hypothesizes that constructs, including shared vision, reputation, altruism, and self-efficacy, positively influence these attitudes and, by extension, positively impact knowledge-sharing intention. A conventional sampling method and the direct recruitment of physicians at their outpatient clinic gathered valid data from a total of 164 physicians for analysis in the model. The empirical results support the validity of the proposed model and identified shared vision as the most significant factor of influence on knowledge-sharing attitudes, followed in descending order by knowledge-sharing self-efficacy, reputation, and altruism.

Determinants of knowledge-sharing intention and knowledge-sharing behavior in a public organization

The purpose of this paper is to examine the factors that affect the knowledge-sharing intention and knowledge-sharing behavior in a public sector organization. A survey was conducted with 188 knowledge workers of a public-sector organization at the national level in Colombia. In this public organization significant relationships between self-efficacy and knowledge-sharing intention, subjective norms, and knowledge-sharing behavior, and between knowledge-sharing intention and knowledge-sharing behavior were found. There was a direct effect of perceived organizational support on knowledge-sharing behavior and a moderator role of perceived organizational support between the studied variables. The findings clarify how some personal variables and perceived organizational support interact in the explanation of knowledge sharing.

Using the Technology Acceptance Model in Understanding Knowledge Sharing Intention of Bank Employees in Egypt

Knowledge sharing has been identified as the key component of knowledge management systems and it occurs through different means and tools in organizations. While tools and technologies are important for supporting knowledge sharing strategies, practical implementations have found that the mere availability of technology does not guarantee that knowledge will be shared, which makes the employee the main actor. This study aims to provide an understanding of bank employees’ intention to share knowledge using knowledge management systems by adopting the Technology Acceptance Model (TAM). The TAM has been successfully tested across a wide variety of applications, by several previous studies in different countries. However, from available literature, there is little evidence that the TAM has been investigated in developing countries like Egypt. The theoretical model was validated in a single cross-sectional empirical study of 221 participants. The data was analyzed using structural equation modeling to test the five hypotheses derived from the TAM on selected Egyptian banks. Based on analysis results, all path coefficients in the TAM were positively significant. The results add further evidence that the attitude construct needs to be reconsidered in the TAM model.