Towards an integrated framework of intrinsic motivators, extrinsic motivators and knowledge sharing

Delving into the link between employee proactivity and knowledge sharing: A multilevel mediated moderation investigation

This study examines why and when proactive employees share knowledge. By integrating the Motivation-Opportunity-Ability Framework and Trait Activation Theory, and incorporating Mindsponge Theory, our multi-level model proposed that job autonomy moderates the impact of proactive personality on knowledge sharing (KS) within and between teams. Transformational leadership exhibits a cross-level effect on job autonomy. Utilizing a two-source, three-time-point research design, we collected data from 63 team leaders and 241 team members across six Chinese companies. Multilevel regression analysis revealed that within teams, increased job autonomy coupled with a proactive personality significantly enhanced KS. Between teams, job autonomy had a positive moderating effect. When job autonomy was low, more proactive teams exhibited less KS, whereas this negative effect was mitigated when job autonomy was high. The cross-level effect of transformational leadership on job autonomy was demonstrated. The theoretical and practical implications of these findings are discussed.

Cultural threads in writing mastery: a structural analysis of perfectionism, learning self-efficacy, and motivation as mediated by self-reflection in Chinese EFL learners

BACKGROUND

The study explores language acquisition in Chinese English as a Foreign Language (EFL) education, where English proficiency is crucial for global opportunities. As China gains prominence, the demand for English skills rises beyond communication to include academic and business success. The Chinese education system emphasizes proficient English writing for further education and professional achievement. This research investigates the complex linguistic context for EFL learners in China, analyzing the intersection of psychological factors, cultural nuances, varied pedagogy, and individual experiences.

METHODS

Structural Equation Modeling (SEM) is utilized for analysis, enabling the creation of a metric set to explore intangibles such as perfectionism, learning self-efficacy, motivation, study habits, cultural influences, and introspection. The research utilizes a diverse sample from multiple universities across different regions of China, incorporating demographic factors to encompass the varied characteristics within the EFL learner community.

RESULTS

Results reveal that perfectionism (β = 0.30, p < 0.001), learning self-efficacy (β = 0.25, p = 0.005), motivation (β = 0.35, p < 0.001), study habits (β = 0.20, p = 0.01), and self-reflection (β = 0.28, p < 0.001) significantly predict writing proficiency. Cultural effects (Beta = 0.15, p = 0.05) show a statistically significant, albeit minimal, impact. Mediation-moderation analysis underscores perfectionism as a mediator (Beta = 0.25, p = 0.005), emphasizing its influence on other predictors. Cultural factors act as moderators (Beta = 0.15, p = 0.01), shaping the link between predictors and writing skills. The combined mediation and moderation effects on writing proficiency are positively significant (Beta = 0.20, p = 0.02).

CONCLUSIONS

This study makes a significant theoretical contribution, enhancing existing models and providing practical insights for EFL educators and policymakers. Emphasizing the intricate relationship between psychological factors and cultural dynamics underscores the necessity for a sophisticated, culturally sensitive approach to language acquisition in Chinese EFL instruction. Beyond language skills, the research recognizes the importance of fostering a conducive environment that encourages personal development, socio-cultural awareness, and a holistic learning approach.

Knowledge transfer between physicians from different geographical regions in China's online health communities

Online Health Communities (OHCs) are a type of self-organizing platform that provide users with access to social support, information, and knowledge transfer opportunities. The medical expertise of registered physicians in OHCs plays a crucial role in maintaining the quality of online medical services. However, few studies have examined the effectiveness of OHCs in transferring knowledge between physicians and most do not distinguish between the explicit and tacit knowledge transferred between physicians. This study aims to demonstrate the cross-regional transfer characteristics of medical knowledge, especially tacit and explicit knowledge. Based on data collected from 4716 registered physicians on Lilac Garden (DXY.cn), a leading Chinese OHC, Exponential Random Graph Models are used to (1) examine the overall network and two subnets of tacit and explicit knowledge (i.e., clinical skills and medical information), and (2) identify patterns in the knowledge transferred between physicians, based on regional variations. Analysis of the network shows that physicians located in economically developed regions or regions with sufficient workforces are more likely to transfer medical knowledge to those from poorer regions. Analysis of the subnets demonstrate that only Gross Domestic Product (GDP) flows are supported in the clinical skill network since discussions around tacit knowledge are a direct manifestation of physicians' professional abilities. These findings extend current understanding about social value creation in OHCs by examining the medical knowledge flows generated by physicians between regions with different health resources. Moreover, this study demonstrates the cross-regional transfer characteristics of explicit and tacit knowledge to complement the literature on the effectiveness of OHCs to transfer different types of knowledge.

Knowledge sharing on mobile social networking: motivational drivers and influence on productivity

Purpose

This paper aims to investigate the motivational drivers for knowledge sharing (KS) through the application of mobile social networking (MSN) and their influence on employee productivity in the Malaysian construction industry.

Design/methodology/approach

The data was collected by distributing a self-administered questionnaire among employees working in the construction industry. A total of 250 questionnaires were collected and analysed using partial least squares structural equation modeling. This study used a variety of analysis methodologies including correlation analysis, reliability and validity testing, as well as a structural model in evaluating the relationships between KS, motivational factors and influence on productivity.

Findings

The empirical results of this study reveal that utilitarian motivation is positively related to internal and external KS. Similarly, internal and external KS have a positive influence on productivity, while internal and external hedonic motivation does not show any significant relationship with productivity.

Research limitations/implications

Considering the paucity of evidence regarding the determinants of KS motivational drives on employee productivity in the Malaysian construction industry, this study enriches the social cognitive theory-based literature on KS.

Practical implications

This study provides some insights to the players in the construction industry in implementing the most appropriate KS promotion strategies that could potentially influence employee productivity. Organisations in the construction industry that place great emphasis on utilitarian motivation including competency, reward and incentives are more likely to have a better influence on KS and, in turn, positively impact employee productivity.

Originality/value

This study meaningfully contributes to enhancing the understanding of the motivational drivers for sharing knowledge on MSN and its influence on productivity. The findings of this study potentially assist construction practitioners in developing a holistic blueprint for managing their KS towards improving the overall productivity of their employees.

Grassroot processes of knowledge sharing to build social innovation capabilities

Purpose

This study aims to offer an empirical analysis to identify the relation between the adoption of knowledge management practices and the improvement of social innovation capabilities as an outcome of the knowledge sharing. Specifically, social innovation capabilities are triggered by knowledge-sharing enablers, such as intrinsic and extrinsic socially driven motivations.

Design/methodology/approach

Based on a sample from 300 nonprofit organizations, the study explains causal relationships in terms of the multiplicity of triggers that act on a social innovation capability. The research applied the partial least squares structural equation modeling (PLS-SEM) method through SmartPLS 3.3 software. Data are collected from an online survey and highlight the employees’ and volunteers’ boost in nonprofit organizations to seek positive social change as a priority goal of their business model.

Findings

The results support the existence of a direct and positive relationship between knowledge-sharing enablers (i.e. intrinsic and extrinsic socially driven motivations), the mechanism of the formation of knowledge-sharing behaviors (an inside-out and outside-in process) and social innovation capabilities.

Research limitations/implications

The study combines the open innovation framework with social innovation activities and investigates the role of knowledge sharing in the building of social innovation capabilities. To the best of the authors’ knowledge, the paper is the first attempt to describe a synergic framework, including open innovation literature, social innovation capability and knowledge-sharing processes.

Originality/value

This paper is a part of the research stream that focuses on the processes of distribution of knowledge flows along the boundaries of the organization. Thus, this study broadens the field of knowledge management and social innovation initiatives.

Gellatly I, A. Richards D, Arazy O. Knowledge sharing processes and the role of attachment patterns

Purpose

Past research on the motivational processes underpinning knowledge sharing has assumed that the sharing processes are similar for all individuals. Yet, sharing is a fundamental affiliative behavior, and the sharing processes can differ between people. This study aims to propose and test a model of the moderating influence that employee attachment patterns have on the theory of reasoned action (TRA)-defined knowledge sharing processes.

Design/methodology/approach

The authors administered a questionnaire to 1,103 employees from a range of industries who participated in an online Qualtrics survey. Advanced forms for structural equation modeling and latent profile analysis were used to assess the proposed model.

Findings

The results revealed that participants in the study exhibited the latent profiles corresponding to secure, dismissive, preoccupied and fearful patterns. The preoccupied cohort had the lowest knowledge sharing behavior, yet the strongest links within the sharing process. Secure, dismissive and fearful had similar sharing levels, but the strength of the TRA-defined processes differed. These findings underscore equifinality: although sharing may be approximately equal across different attachment patterns, the fundamental processes underpinning sharing differ.

Research limitations/implications

The authors used self-report data, given that sharing attitudes, norms and intentions may not be overly amenable to ratings even from well-acquainted others. Further, the use of advanced analytical methods helps to minimize common method concerns. Additionally, causal mechanisms underscoring the TRA have been demonstrated (Ajzen and Fishbein, 2005), allowing us to explore the moderating role of attachment patterns.

Practical implications

This study speaks to the importance of considering employees’ attachment patterns, and developing comprehensive intra-organizational norms, policies and systems that support and encourage knowledge sharing from employees with a variety of attachment patterns.

Originality/value

This study uniquely contributes to knowledge sharing literatures by incorporating attachment patterns as moderators within the TRA-defined sharing processes. The authors provide important insights on the role of individuals’ attachment patterns have for knowledge sharing behaviors, but also highlight how structure of knowledge sharing differed across subgroups of employees, determined based on their dispositional attachment pattern.

Rewards and knowledge sharing in the CoPS development context: the moderating role of transformational leadership

Purpose

Knowledge sharing (KS) among employees is critical to successfully developing complex products and systems (CoPS) but is often hampered by employees’ low motivations. The purpose of this study is to investigate how extrinsic and intrinsic rewards influence employees’ explicit knowledge sharing (EKS) and tacit knowledge sharing (TKS) in the CoPS development context. This study also examines the moderating effects of transformational leadership on the relationships between two types of rewards and two types of KS.

Design/methodology/approach

This study builds a research model based on expectancy value theory and Maslow’s hierarchy of needs. To test hypotheses, the authors surveyed 257 employees in CoPS projects and analyzed data with the partial least squares structural equation modeling and hierarchical linear modeling.

Findings

The results of this study demonstrate that extrinsic rewards exert no effect on EKS but negatively affect TKS, while intrinsic rewards significantly promote both EKS and TKS. Moreover, transformational leadership positively moderates the abovementioned relationships.

Originality/value

This study extends the research scenario of KS motivations and responds to the call for shedding light on contextual factors influencing KS. This study also offers a comprehensive theoretical perspective to understand KS motivations. Practically, this study provides managers with suggestions about how to use different rewards to encourage different KS practices.

Self-determination theory and its predictors for sharing knowledge: a critical review

Purpose

This study aims to evaluate the impact of extrinsic, intrinsic and amotivation on an individual’s knowledge-sharing behavior.

Design/methodology/approach

The authors reviewed the literature on self-determination theory (SDT) as an applied predictor of knowledge-sharing behavior, and documented the extent to which SDT conceptual framework components have been studied in relation to predict knowledge sharing.

Findings

Building from SDT and its sub-theories, this study uncovers a gap in the knowledge-sharing literature as the continuum of the SDT framework has yet to fully be applied to knowledge-sharing behavior.

Originality/value

Contributing to the literature on knowledge management and knowledge sharing, this study is the first, to the best of the authors’ knowledge, of its kind to apply Deci and Ryan’s self-determination continuum, in its entirety, to a knowledge-sharing conceptual framework. The authors thereby address the potential impact of amotivation on an individual’s knowledge-sharing behavior.

Motivated to share? Development and validation of a domain-specific scale to measure knowledge-sharing motives

Purpose

This paper aims to develop and validate a scale to measure knowledge-sharing motives at work. It is aimed to construct a scale which is explicitly different from knowledge-sharing behavior and to develop a comprehensive and domain-specific scale for this special kind of work motivation.

Design/methodology/approach

The constructed scale was tested in two studies. Survey data (n = 355) were used to perform an exploratory factor analysis. Results were further tested on survey data from the core public sector (n = 314) and the health sector (n = 315). A confirmatory factor analysis confirms the results in both samples. The developed scale was further validated internally and externally.

Findings

The analysis underlines that knowledge-sharing motivation and knowledge-sharing behavior are different constructs. The data suggest three dimensions of knowledge-sharing motives: appreciation, growth and altruism and tangible rewards. While it is suggested that the developed scale works in the public as well as the private sector context, it is found that knowledge sharing of public employees is merely driven by “growth and altruism” and “appreciation of coworkers.”

Originality/value

No comprehensive and reproducible scale to measure knowledge-sharing motives, which is different from behavior and domain-specific as well, was available in the literature. Therefore, such a scale has been constructed in this study. Furthermore, this study uses samples from different organizational sectors to deepen the understanding of knowledge sharing in context.

Preventing organizational knowledge leakage: the influence of knowledge seekers’ awareness, motivation and capability

Purpose

This study aims to investigate how a knowledge-seeking organization’s awareness of valuable knowledge, and the motivation and capability to acquire the knowledge, influence attempts to acquire the knowledge. This study also aims to identify how knowledge-possessing organizations recognize the possibility of and craft strategies to prevent this knowledge leakage.

Design/methodology/approach

A process model is created and an empirical examination is performed to help knowledge-possessing organizations understand and identify situations where potential knowledge-seeking organizations will attempt to acquire valuable knowledge.

Findings

Knowledge-seeking organizations must be aware of valuable knowledge, and have the motivation and capability to acquire it in order to attempt to acquire the knowledge. Accordingly, knowledge-possessing organizations can inhibit awareness, motivation and capability of potential knowledge-seeking organizations to stave off and degrade knowledge acquisition attempts.

Research limitations/implications

Employment of the awareness, motivation and capability framework provides a comprehensive approach for researchers to hypothesize and empirically examine the factors most relevant to knowledge leakage. This approach expands the literature on absorptive capacity by increasing emphasis on awareness and motivation with regard to knowledge acquisition.

Practical implications

Employment of the awareness, motivation and capability framework provides managers with the means to comprehensively assess the likelihood that other organizations will attempt to acquire their knowledge. It also helps managers determine efficient and effective ways to inhibit knowledge leakage.

Originality/value

The authors pioneer the application of the awareness, motivation and capability framework to knowledge leakage. The authors subsequently propose a process model and empirically examine the relationships pertaining to knowledge leakage and its prevention.

Leadership styles and employee knowledge sharing: Exploring the mediating role of introjected motivation

Drawing on Social Exchange Theory and Self-Determination Theory, this study examines the impact of three leadership styles (ethical, transformational, and passive avoidant) on employee knowledge sharing. Further, this study explores the mediating effect of introjected motivation in the relationship between three leadership styles and employee knowledge sharing. Using time lag data this study employed a sample of 254 faculty members of public sector universities in Pakistan. Results supported the positive relationship between three styles of leadership and employee knowledge sharing. Moreover, our findings confirmed the mediating role of introjected motivation in the relationship between three leadership styles and employee knowledge sharing. Our study is unique, as it simultaneously examines how various styles of leadership predict introjected motivation and employee knowledge sharing. Implications along with limitations and future research directions are discussed.

Health-care information technologies for dispersed knowledge management

Purpose

The health-care industry has multiple stakeholders, with knowledge dispersed among clinicians, experts and patients and their families. As the adoption of health-care information technologies (HITs) depends on multiple factors, this study aims to uncover the motivators for adopting them.

Design/methodology/approach

The study considers 391 respondents, representing the health-care sector, to evaluate the motivators for adopting HITs for better-dispersed knowledge management. The authors analyze the responses using exploratory factor analysis (EFA) to identify the actual structure of the factors, followed by confirmatory factor analysis (CFA).

Findings

EFA categorized the factors into four classes: quality management; information sharing; strategic governance; and available technological infrastructure. CFA revealed that the strategic governance factor is most predictive of successfully adopting HITs that model the normative pressure of Institutional theory in health-care organizations. These results indicate that, along with considerations of finances, care quality and infrastructure, effective government involvement and policy-making are important for successful HIT adoption.

Practical implications

Results reveal that stakeholders’ motivating factors for HIT adoption in a developed economy like the United Arab Emirates are based on considering HITs as a knowledge management mechanism. These factors may help other nations in HIT implementation and drive valuable innovations in the health-care sector. This research presents the implications for health-care professionals and stakeholders in relation to adopting HITs and their role in knowledge flow for efficient care.

Originality/value

HITs offer an affordable and convenient platform for collaboration among diverse teams in the health-care sector. Apart from this, it helps in facilitating an interactive platform for knowledge creation and transfer for the benefit of users and providers.

Personality trait of conscientiousness impact on tacit knowledge sharing: the mediating effect of eagerness and subjective norm

Purpose

This study aims to examine psychological mechanisms underlying tacit knowledge-sharing behaviours. The personality trait of conscientiousness is tested in relation to knowledge sharing, and the effect of eagerness and subjective norm on the intention to share is measured in the context of local and multinational knowledge-intensive enterprises in Croatia.

Design/methodology/approach

The quantitative study was conducted on a sample of 288 employees of small and medium-sized companies working on knowledge-intensive tasks. The purposive sampling technique and a survey strategy were used in the study. Organizational affiliation, as it was presumed that these individuals possess a higher degree of tacit knowledge. The data collection was conducted in October 2019. Respondents worked in science and technology companies in Croatia on assignments involving information technology, electronics, petrochemicals, medicine and biochemistry. Statistical product and service solutions analysis of a moment structures software was used to perform confirmatory factor analysis and structural equation modelling.

Findings

The findings suggest that the personality trait of conscientiousness has a positive impact on tacit knowledge sharing behaviour. An attitude of eagerness and subjective norm were also confirmed as predictors of tacit knowledge sharing behaviour. Furthermore, conscientiousness influences the eagerness to share knowledge. A significant association between subjective norm and conscientiousness was also established. Finally, the mediating effects were identified, indicating that subjective norm and eagerness mediate the relationship between conscientiousness and tacit knowledge sharing.

Practical implications

Explaining the relationship between personality and attitude in the context of knowledge sharing will result in a better understanding of factors that should be nurtured within individuals. Accordingly, distinct management initiatives are to be developed to suit these factors. Furthermore, to intensify the knowledge exchange when working on knowledge-intensive tasks of significant economic value, organizations tailor a more particularistic application to suit the individual in the domain of leadership, staffing decisions, work organization and incentive systems.

Originality/value

This study provides an in-depth analysis and theoretical understanding of factors salient for knowledge-sharing behaviour. The authors provide an overview of how knowledge sharing evolves during social interaction through intensive problem-solving sessions and teamwork. The authors render the explanation on how the personality trait of conscientiousness, conjoint with the attitude of eagerness to share know-how in the expert surrounding, is conducive to the generation of tacit knowledge sharing. Underpinning this study are employees’ psychological motives and internal drives to communicate individual cognitive capital outweighing the potential negative consequences, such as losing the competitive advantage over the colleagues.

The influence mechanism of rewards on knowledge sharing behaviors in virtual communities

Purpose

The purpose of this paper is to explore the effects of organizational rewards on two forms of knowledge sharing – explicit knowledge sharing and tacit knowledge sharing in virtual communities, and further to explore the mediating effect of intrinsic motivation on the effect of virtual community rewards on implicit knowledge sharing.

Design/methodology/approach

Based on relevant knowledge sharing theories, this study develops an integrated framework to explore virtual community rewards and tacit and explicit knowledge sharing in a virtual context. This study then collected data from 429 virtual community users in four virtual communities via an online survey. Hierarchical regression analyzes were used to test the proposed research model.

Findings

The results of this study show that virtual rewards have a significantly positive linear relationship with explicit knowledge sharing but have an inverse U-shape relationship with tacit knowledge sharing in virtual communities. In addition, intrinsic motivations including enjoyment and self-efficacy mediate the relationship between rewards and tacit knowledge sharing.

Practical implications

This study suggests more virtual community rewards may not always lead to more tacit knowledge sharing. Instead, too many rewards may weaken the motivation for tacit knowledge sharing. Knowledge management practitioners should make full use of the positive impact of self-efficacy and enjoyment to set up appropriate reward incentives to encourage knowledge-sharing, in particular, tacit knowledge sharing and to better manage virtual communities.

Originality/value

This study explores knowledge-sharing behavior in virtual communities, an important step toward more integrated knowledge-sharing theories. While online communities have become increasingly important for today’s knowledge economy, few studies have explored knowledge and knowledge sharing in a virtual context and this study helps to bridge the gap. In addition, this study develops an integrated framework to explore the mechanism through which virtual community rewards affect knowledge sharing with intrinsic motivation mediating this relationship in online communities, which further enriches the understanding on how to use virtual rewards to motivate knowledge sharing behaviors in the virtual context.

Transactive memory systems mediation role in the relationship between motivation and internal knowledge transfers in a military environment

Purpose

The relationship between motivation at work and internal knowledge transfers (IKTs) is an important topic in the knowledge management literature, but evidence on the topic is contradictory. This study aims to analyze the mediating role of transactive memory systems (TMSs) in this relationship.

Design/methodology/approach

Data were obtained from 208 military knowledge workers (analysts) from a large European army.

Findings

The results indicate that intrinsic and identified motivation positively affect IKTs, although fully mediated by the TMS. Introjected motivation, in contrast, has only a slightly significant direct influence and external motivation has no significant effect. As individual motivation is insufficient to speed up knowledge transfer, this paper proposes the solution of implementing a TMS, which generates trust and improves coordination among group members.

Originality/value

This study’s originality stems from both its context and the problem tackled. The context analyzed is the military, a group that has received very little attention in the field of management and business. Individual motivation in job performance has also received little study in a military context and even less research has related individual motivation to IKTs. To supplement the scarcity of existing studies and resolve the possible difficulties identified concerning IKT in the military, this study proposes to analyze the mediating effect of a TMS on the relationship between individual motivation to perform one’s job and IKTs.

Trends, patterns and determinants of research productivity at the Technical University of Kenya

This paper explores the trends, patterns and determinants of research productivity at the Technical University of Kenya (TU-K). It analyses the research output of full-time academic staff collected from Google Scholar using Harzing’s “Publish or Perish” software. Further information was obtained from the top ten researchers based on productivity from the analysed research output. Additional information was obtained from purposively sampled officers of the university, including the Deputy Vice-Chancellor in charge of Academics, Research and Students; three executive deans of faculties; and the Director of Research and Knowledge Exchange. The study revealed gradual growth in research productivity at TU-K. The study also revealed that insufficient funding, lack of motivation, limited time and lack of equipment are some of the factors affecting research productivity at TU-K. Full implementation of performance contracting targets and establishment of the Directorate of Research and Knowledge Exchange are some of the strategies being implemented to increase research output, visibility and impact. The authors recommend that the university should nurture interest in, as well as enhance capability for inquiry and investigation to increase research productivity. The university should also create mechanisms for building intrinsic motivation and address the extrinsic factors in order to catapult research productivity.

Enterprise social media usage and knowledge hiding: a motivation theory perspective

Purpose

Reducing employees’ knowledge hiding is vital for enterprise managers. The development of enterprise social media brings opportunities for them to manage employees’ knowledge-hiding behaviors. However, whether the use of enterprise social media inhibits or promotes knowledge hiding is still unclear. The purpose of this study is to explore how enterprise social media usage affect employees' knowledge hiding.

Design/methodology/approach

Based on the intrinsic and extrinsic motivation model, this paper proposes a research model to investigate the relationship between enterprise social media usage and knowledge hiding, using a structural equation modeling analysis of 288 employees’ data.

Findings

The results show that work-related public social media usage has an inhibiting effect on employees’ knowledge hiding, whereas the effect of work-related private social media usage on employees’ knowledge hiding is not significant; socially related public social media and private social media usage has a promoting effect on employees’ knowledge hiding; and job engagement acts in a positive moderating role between socially related private and public social media usage and evasive hiding.

Originality/value

First, this paper contributes to knowledge-hiding literature by revealing the relationship between enterprise social media usage and knowledge hiding. Second, this study contributes to motivation theory by clarifying how the use of enterprise social media with different motivations affects knowledge hiding. Third, this paper also contributes to knowledge-hiding literature by revealing a boundary condition, namely, job engagement.

An integrated understanding of academics knowledge sharing behaviour

Purpose

The purpose of this study is to examine the underlying functions of sense of spirituality (SS), emotional intelligence (EI) and perceived work environment (PWE) towards knowledge sharing behaviour (KSB) among the academic staff of higher learning institutions (HLIs) through a comparative investigation. This study extends the investigation by examining the relationship between SS and KSB through the mediating role of EI. The moderating role of PWE between SS and KSB was also tested.

Design/methodology/approach

The sample comprised 300 responses from 150 Bangladeshi and 150 Malaysian academic staff of public and private HLIs. Convenient sampling tools were used. Structural equation modelling (SEM) was used to analyse the proposed model and hypotheses. The study explains the differences and similarities in KSB practices concerning SS, EI and PWE of the academic staff from the two countries’ HLIs.

Findings

The results support the direct positive effects of SS on KSB. The two data sets also support the indirect effects of SS on KSB through the mediation of EI. However, the results indicate that SS only promoted KSB among individuals with high levels of PWE in their respective institutions. For individuals with low levels of PWE, SS did not affect KSB.

Practical implications

The management of HLIs should engage their experiences and those of newly hired academic staff in the KSB process. However, in facilitating KSB culture among the academic staff, HLIs need to foster the staff’s SS, which ultimately improvises the EI to strongly influence KSB. The management of HLIs understands that SS may be inefficient in promoting KSB among employees with low PWE. Authorities of HLIs need to facilitate a quality work environment to enhance the association between SS and KSB.

Originality/value

This study is one of the initial attempts to investigate KSB by considering SS, EI and PWE in the context of Bangladesh and Malaysia HLIs. The findings of the study can serve as inputs to HLIs in developing best practices across KSB dimensions and improving academic staff performance.

Does humility facilitate knowledge sharing? Investigating the role of humble knowledge inquiry and response

Purpose

Despite the strong focus on virtues in firms, humility is little recognized in the management literature and, more particularly in the literature about knowledge sharing (KS). Despite efforts to foster KS among employees in firms, the effectiveness of this process narrows down to the dyadic relationship between the knowledge seeker and provider within firm. This paper aims to investigate the role of humility in the KS process in dyadic activity.

Design/methodology/approach

The authors undertake an exploratory investigation to fill some of the gaps found in the literature. The paper draws insights from psychology, history, religion, current events and management literature.

Findings

The authors identify several individual propensities that help predict humility towards sharing knowledge from seeker (humble knowledge-inquiry) and provider perspectives (humble response). They propose a new conceptual process model of KS with humility as an important variable to consider. This work highlights several promising directions for future research.

Originality/value

As per the authors’ knowledge, this is the first paper that investigates the role of humility in knowledge sharing from dyadic perspective. The authors also introduce concepts of humble knowledge inquiry and humble response in a dyadic context for effective knowledge sharing process.

Motivation and knowledge sharing: a meta-analysis of main and moderating effects

Purpose

The purpose of this study is to investigate the effects of intrinsic and extrinsic motivation on knowledge sharing and the moderating effects of individual demographics, organizational context and cultural context in that relationship.

Design/methodology/approach

This study conducted a meta-analysis of 44 studies involving 14,023 participants to examine the direct and moderating effects of motivation on knowledge sharing.

Findings

Results revealed that both extrinsic and intrinsic motivational factors were associated with higher levels of knowledge sharing, while the effect was stronger for intrinsic motivation. Moreover, results revealed that substantial variance was explained by moderating variables. Further investigation revealed that individual characteristics (age, gender), organizational context (organizational setting vs. open system, IT infrastructure) and cultural context (collectivism, uncertainty avoidance, performance orientation, power distance) moderated the motivation and knowledge sharing relationship.

Research limitations/implications

As a meta-analysis, this study is confined to variables that have been frequently analyzed in prior research. Future research could further increase our understanding of different types of knowledge sharing and various boundary conditions.

Practical implications

Organizations should provide customized incentive systems to specific target groups to align motivation and knowledge sharing. Multinational organizations may consider different motivation schemes across countries to better suit cultural differences.

Originality/value

Despite a growing number of studies highlighting the important role of motivation in predicting knowledge sharing, the evidence is mixed. Based on a meta-analysis, this study identified true relationships and identified moderating effects that help explain prior mixed results.

Motivation factors of knowledge collaboration in virtual communities of practice: a perspective from system dynamics

Purpose

Although researchers have demonstrated a significant interest in motivation factors of knowledge collaboration, previous studies have seldom explored the dynamic interrelations in virtual communities of practice (VCoPs) over time that involve the iteratively melding of knowledge collaboration motivations and behaviours. Therefore, this study aims to unveil the interactive dynamics amongst motivation factors of knowledge collaboration in VCoPs from a perspective of system dynamics (SD).

Design/methodology/approach

According to the SD method proposed by Forrester, this paper develops an SD model of motivation factors of knowledge collaboration in VCoP by identifying interactions of motivation factors based on behavioural theories, validating the proposed model by structural tests and behaviour tests involving historical data from 939 Wikipedians and analysing the impacts of policy regulations on knowledge collaboration behaviours in Wikipedia.

Findings

In accordance with current literature, this study categorises intrinsic, extrinsic and community motivation factors of knowledge collaborations in VCoPs. According to the SD method, this study develops and validates an SD model to reveal interesting non-linear dynamics of these motivation factors which are neglected by prior studies. This study also conducts dynamic what-if analyses to suggest policy regulations to promote knowledge collaborations in the context of Wikipedia.

Originality/value

Different from prior empirical studies which normally take on a snapshot of motivation factors, this study discloses a dynamic picture of their interrelations by unfolding their behaviour patterns over time. The main contribution of this paper is to develop and validate an SD model of motivation factors of knowledge collaboration in VCoP and to reveal and elaborate their dynamics for policy regulations in VCoPs based on simulation results.

A public goods model of outcomes from online knowledge sharing mediated by mental model processing

Purpose

This study aims to take a public goods approach to understand relationships between collecting and contributing knowledge to an online knowledge sharing portal (KSP), mental model processing and outcomes at the individual and collective levels.

Design/methodology/approach

This study reports on a survey (N = 602) among tax professionals, examining the perceived individual and collective benefits and costs associated with collecting and contributing knowledge. Hypotheses were tested using structural equation modeling.

Findings

Collecting and contributing knowledge led to considerable mental model processing of the knowledge. That in turn significantly influenced (primarily) individual and (some) collective costs and benefits. Results varied by the kinds of knowledge sharing. Whether directly from knowledge sharing, or mediated through mental modeling, the perceived costs and benefits may be internalized as an individual good rather than being interpreted at the collective level as a public good.

Research limitations/implications

The study is situated in the early stages of a wiki-type online KSP. A focus on the learning potential of the system could serve to draw in new users and contributors, heightening perceptions of the public goods dimension of a KSP.

Practical implications

A focus on the learning potential of the system could serve to draw in new users, and thus the number of subsequent contributors, heightening perceptions of the collective, public goods dimension of a KSP.

Originality/value

This study explores how knowledge sharing and mental model processing are directly and indirectly associated with individual and collective costs and benefits. As online knowledge sharing is both an individual and public good, costs and benefits must be considered from both perspectives.

Understanding knowledge sharing in virtual communities: a network perspective

Purpose

As more and more people are beginning to take virtual communities (VC) as effective communication channels and the main places to get information and knowledge, understanding the factors that can support or hinder one’s knowledge sharing seems important for the management of VCs. The purpose of this paper is to explore the antecedents that influence people’s knowledge sharing in VCs, and to explore influence mechanism and the boundary condition of how the antecedent affect people’s knowledge sharing in VCs.

Design/methodology/approach

The authors conducted empirical research to test our hypotheses. The authors designed a questionnaire based on previous research and collected the questionnaires from seven VCs in China, including two specific topic-based forums in Baidu Tieba which is the largest Chinese online communication platform, three in traditional university bulletin board system (BBS) forums and another two based on instant messaging service. The final sample the authors got included 96 individuals. Then the authors used the hierarchical linear modeling (HLM) technique to analysis the data.

Findings

The results suggest that community member’s attachment can be a strong indicator of his/her knowledge-sharing intention which will possibly lead to knowledge-sharing behavior. However, this effect can be contingent on individual centrality and community member fluctuations. In a stable community, those who are in the peripheral position are more likely to transfer their attachment into knowledge sharing because they have the intention to move into central positions and knowledge sharing can help them gain status. While in an unstable environment, it does not make any difference between people in different position in the social network.

Originality/value

First, this paper reveals member’s attachment as the antecedent of people’s knowledge sharing in VCs. Second, this paper adopts a network perspective to construct the research model. And the basic point made is that knowledge sharing can be seen as a channel to attain status and centrality in a community. Thus, people who are in periphery positions are more likely to transfer their community attachment into knowledge-sharing intention. Third, this paper emphasizes the dynamic characteristic of members in VCs and proves the moderation effect of community member fluctuations.

SECI driven creativity: the role of team trust and intrinsic motivation

Purpose

The purpose of this paper is to examine employees’ knowledge creation processes by leveraging a conceptual framework based on the socialisation, externalisation, combination and internalisation (SECI) model introduced by Nonaka and Takeuchi (1995). Given that many employees work within teams, in the current study, the authors examine the impact that team-level trust and intrinsic motivation have on an employee’s SECI model and, in turn, the relationship between SECI model and individual creativity. As such, this work represents one of the first works to examine team-level factors that shape individual knowledge creation and creativity. Additionally, building on and extending previous SECI research, the authors develop a scale to measure SECI models that uses peer-rated assessments.

Design/methodology/approach

Data were collected from 431 employees who worked in 59 teams drawn from 51 companies in a variety of industry sectors, both SME’s and corporate. To minimise common method bias, the SECI model questionnaire was adapted to the individual level through peer ratings instead of self-ratings (each employee rated three peers). To assess the hypotheses, hierarchical linear models using IBM SPSS were applied. The questionnaires were completed using both paper and online versions.

Findings

Results showed that SECI mediates the relationships between individual-level creativity and both team-level intrinsic motivation and trust. Furthermore, findings suggest that the scale developed is a reliable measure of SECI.

Practical implications

Knowledge creation and sharing practices should take into account both, a team’s trust and its intrinsic motivation, which would result in creativity.

Originality/value

This paper examines the impact that team-level factors (i.e. team trust and team intrinsic motivation) have on individual SECI and creativity across a variety of industries. As such, this work is one of the first to examine the impact of team-level factors in shaping individual knowledge creation and creativity. Given the support that the study found for this hypothesis, this work demonstrates that team trust and intrinsic motivation are salient factors in shaping individual employee knowledge creation and creativity. Given the novelty of this work, the authors hope is that this study will be the foundation upon future cross-level studies of individual-level SECI and individual creativity can be built so as to improve SECI models.

Why do People Share?

Organisations invest heavily in knowledge management technologies and initiatives which are entirely dependent on the willingness of employees to share their knowledge. Educational and reward programs need to be informed by an understanding of what motivates people to share their knowledge at work. Prior research based on motivational theories suggests the importance of intrinsic and extrinsic motivators to encourage voluntary pro-social behaviours such as knowledge sharing. However, the literature on motivation in the context of knowledge sharing is still emerging and fragmented. This article therefore proposes an integrated model that brings together theoretical insights from motivational research to explain the influence of key intrinsic and extrinsic motivators on knowledge sharing. The article reports the results of the assessment of the model based on data collected across 10 organisations. The discussion of results contributes to the understanding of motivational factors influencing attitude and intention to share knowledge and their relative importance.

Multi-level knowledge sharing: the role of perceived benefits in different visibility levels of knowledge exchange

Purpose

This paper aims to explore the relationships between participants’ perceived benefits of sharing knowledge privately, within a group or with the general public within an organisational knowledge network. The quality and quantity of knowledge shared are explored in relation to the level of knowledge sharing visibility (both content and participants’ profiles).

Design/methodology/approach

A research framework of perceived benefits of knowledge sharing is designed; survey and content analysis are used to explore influences of perceived benefits on the quantity and quality of knowledge shared by participants for each level of knowledge sharing within an organisation. The research model is empirically tested using a questionnaire survey with 205 participants and content analysis of their contributions in a high-tech corporate group. This study uses the partial least squares path-modelling method to explore relationships between constructs of the research model.

Findings

The current research results show that intrinsic benefits are more influential than extrinsic benefits for private knowledge sharing, while extrinsic rewards play an important role at the public knowledge sharing within organisations. In addition, results indicate that both the quality and quantity of knowledge sharing at the group-level knowledge sharing are significantly higher than at the private and the public levels.

Practical implications

Contemporary knowledge management systems are developed by integrating communication channels in different visibility levels of knowledge exchange. Managers of knowledge management systems are advised to use the research outcome for developing incentive strategies in different levels.

Originality/value

In contrast to previous studies that focus on only one level of knowledge sharing, this paper explores relationships between perceived benefits of knowledge sharing with the quantity and quality of shared knowledge for three distinct levels of knowledge sharing.