Mechanisms to motivate knowledge sharing: integrating the reward systems and social network perspectives

How adolescents learn to build social bonds: A developmental computational account of social explore-exploit decision-making

Building social bonds is a critical task of adolescence that affords opportunities for learning, identity formation, and social support. Failing to develop close relationships in adolescence hinders adult interpersonal functioning and contributes to problems such as loneliness and depression. During adolescence, increased reward sensitivity and greater social flexibility both contribute to healthy social development, yet we lack a clear theory of how these processes interact to support social functioning. Here, we propose synthesizing these two literatures using a computational reinforcement learning framework that recasts how adolescents pursue and learn from social rewards as a social explore-exploit problem. To become socially skilled, adolescents must balance both their efforts to form individual bonds within specific groups and manage memberships across multiple groups to maximize access to social resources. We draw on insights from sociological studies on social capital in collective networks and neurocognitive research on foraging and cooperation to describe the social explore-exploit dilemma faced by adolescents navigating a modern world with increasing access to diverse resources and group memberships. Our account provides important new directions for examining the dynamics of adolescent behavior in social groups and understanding how social value computations can support positive relationships into adulthood.

Interactions between the context of a health-care organisation and failure: the situational impact of failure on organisational learning

PURPOSE

This study aims to explore how health-care organisations learn from failures, challenging the common view in management science that learning is a continuous cycle. It focuses on understanding how the context of a health-care organisation and the characteristics of failure interact.

DESIGN/METHODOLOGY/APPROACH

Systematically collected empirical studies that examine how health-care organisations react to failures, both in terms of learning and non-learning, were reviewed and analysed. The key characteristics of failures and contextual factors are categorised at the individual, team, organisational and global level.

FINDINGS

Several factors across four distinct levels are identified as being susceptible to the situational impact of failure. In addition, these factors can be used in the design and development of innovations. Taking these factors into account is expected to stimulate learning responses when an innovation does not succeed. This enhances the understanding of how health-care organisations learn from failure, showing that learning behaviour is not solely dependent on whether a health-care organisation possesses the traits of a learning organisation or not.

ORIGINALITY/VALUE

This review offers a new perspective on organisational learning, emphasising the situational impact of failure and how learning occurs across different levels. It distinguishes between good and bad failures and their effects on a health-care organisation's ability to learn. Future research could use these findings to study how failures influence organisational performance over time, using longitudinal data to track changes in learning capacity.

Factors That Influence the Intention of Smallholder Rice Farmers to Adopt Cleaner Production Practices: An Empirical Study of Precision Agriculture Adoption

Sustainable agriculture is crucial for achieving SDG2 and building a resilient climate-food system. This study provides a nuanced understanding of factors that influence the adoption of precision agriculture technology by Vietnamese smallholder rice farmers as a sustainable agricultural solution. The study's objectives are: (1) to provide a nuanced understanding of factors that influence adoption of precision agriculture technology by Vietnamese smallholder rice farmers; and (2) to identify factors associated with agricultural practice in Vietnam that may impact the adoption of precision agriculture technology. The study conducted 35 semi-structured interviews with smallholder rice farmers and agriculture experts. Data were analyzed using iterative thematic analysis. The Unified Theory of Acceptance and Use of Technology (UTAUT) model was used for empirical analysis. The UTAUT constructs of Performance expectancy, Effort expectancy, Government support, and Social influence were found to be determinants of adoption. Trialability and Observability impact Effort expectancy and Performance expectancy. We also discovered that the performance of agricultural cooperatives and support of lead firms play a crucial role in facilitating agricultural technology adoption by Vietnamese smallholder rice farmers. The results confirm the applicability of UTAUT in defining smallholders' behavioural intention and predicting agricultural technology adoption. The study also provides constructive feedback on the UTAUT model by highlighting the effect of agricultural cooperatives' performance as innovation intermediaries and of the support of lead firms.

The integrated effects of leader-member exchange social comparison on job performance and OCB in the Chinese context

Although it has been long recognized that leader-member exchange social comparison (LMXSC) has critical implications for employee productivity, little attention has been given to systematically exploring the effects of LMXSC on employee performance in a specific cultural context. Integrating social exchange theory with social comparison theory, we examine a dual process model to explain how and when LMXSC affects employee performance outcomes in the Chinese context. Results based on multiphase, multisource data from China revealed that the mediating roles of employees' perceived obligation toward the leader and self-esteem are examined simultaneously in the relationship between LMXSC and job performance and organizational citizenship behavior (OCB). Additionally, guanxi strengthens the connection between LMXSC and perceived obligation, while Zhongyong thinking erodes the connection between LMXSC and self-esteem. Taken together, these findings enhance our understanding of LMXSC in China.

Enablers of knowledge sharing for organizational sustainability: proposing a conceptual framework

Purpose

This study aims to propose a conceptual framework describing the relationship between enablers of knowledge sharing (KS) and organizational sustainability.

Design/methodology/approach

An in-depth literature review based on preferred reporting items for systematic reviews and meta-analyses flowchart was conducted to identify the enablers of KS. The study develops a conceptual framework by assimilating enablers of KS on three levels: individual, technical and organizational, to attain organizational sustainability.

Findings

Enablers of KS are beneficial for organizations to enable problem-solving, better and faster decision-making, stimulating creativity and innovation, improved customers’ services and leveraging employees’ talent.

Research limitations/implications

Within organizational structure, KS can be fostered by a culture that encourages employees to generate novel and creative ideas.

Originality/value

The model of KS presented in this study is applicable to organizations in more complex and uncertain contexts, e.g. the postpandemic era to retain and sustain talented employees.

Knowledge sharing of health technology among clinicians in integrated care system: The role of social networks

Promoting clinicians' knowledge sharing of appropriate health technology within the integrated care system (ICS) is of great vitality in bridging the technological gap between member institutions. However, the role of social networks in knowledge sharing of health technology is still largely unknown. To address this issue, the study aims to clarify the influence of clinicians' social networks on knowledge sharing of health technology within the ICS. A questionnaire survey was conducted among the clinicians in the Alliance of Liver Disease Specialists in Fujian Province, China. Social network analysis was conducted using NetDraw and UCINET, and the quadratic assignment procedure (QAP) multiple regression was used to analyze the influencing factors of knowledge sharing of health technology. The results showed that the ICS played an insufficient role in promoting overall knowledge sharing, especially inter-institutional knowledge sharing. Trust, emotional support, material support, and cognitive proximity positively influenced knowledge sharing of health technology, while the frequency of interaction and relationship importance had a negative impact on it. The finding extended the research scope of social network theory to the field of healthcare and will bridge the evidence gap in the influence of the clinicians' social networks on their knowledge sharing within the ICS, providing new ideas to boost knowledge sharing and diffusion of appropriate health technology.

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.

Organizational factors, knowledge management and innovation: empirical evidence from medium- and large-scale manufacturing firms in Ethiopia

Purpose

The purpose of this study is to empirically investigate the mediating role of knowledge management (KM) in the linkage between organizational factors, namely, organizational culture (OGCUL) and leadership and management support (LMS) and innovation in medium- and large-scale manufacturing firms in Ethiopia.

Design/methodology/approach

A sample of 200 firms has been used to gather data using simple random sampling and to test the proposed hypotheses. Structural equation modeling and cross-sectional design were used to analyze the data using LISREL 8.80 SIMPLIS program software tool.

Findings

Organizational factors (i.e. OGCUL and LMS) are positively associated with KM and innovation. KM constructs, namely, knowledge sharing, knowledge conversion and knowledge storage, have a significant positive influence on innovation. Knowledge sharing mediates the relationship between organizational factors and innovation.

Research limitations/implications

This study has three potential limitations: first, this study is based on a cross-sectional research design. Future research should include longitudinal design to get in-depth insights into the causal inferences. Second, only a few Ethiopian medium- and large-scale manufacturing firms were included in the sample. As a suggestion for future research, other researchers can include small-scale enterprises using large sample sizes and should examine the effects of organizational factors, KM and innovation across different industries. Finally, this study has only focused on investigating the mediating role of knowledge sharing between organizational factors and innovation. Future research should test the mediating role of the KM process and its constituents (knowledge acquisition, knowledge conversion, knowledge sharing and knowledge storage) between organizational factors and specific aspects of innovation to gain a full understanding of the critical role of KM in organizational innovation.

Practical implications

The findings of this study would serve as a guide for policy-makers and managers of manufacturing firms in developing countries in the formulation of policies and long-term strategies. It may also provide a better understanding of the causal relationship between organizational factors, KM and innovation, which in turn has value to directors and managers in manufacturing firms in developing countries as a reference for building a good OGCUL, serving as practical guidance for effective leadership and providing organizational or management support. Specifically, the findings would have the following practical implications: first, firms need to have a combination of KM processes (such as acquisition, storage, sharing and conversion). In practice, developing countries such as Ethiopia have based their innovation strategy on knowledge and technology acquisition through encouraging foreign direct investment. It is not in doubt that Ethiopia has been benefiting from the strategy as a lot of foreign companies have opened their subsidiaries in the country. However, in the authors’ view, more emphasis on knowledge acquisition strategy would not take a firm a long time to sustain its innovative activity because it is likely available to firms operating in the same industry, as well as it may hurt a firm’s competitive advantage. In addition, by its nature, knowledge may not be retained for future use; it may expire soon. Second, the current highly impulsive and rapid change in the business environment changes the way firms have to operate and deliver products or services. Knowledge (both tacit and explicit) is a resource that can provide a competitive advantage if used well for the intended purpose. In real practice, firms often face challenges in determining where to get knowledge from and how to value or manage it. Besides, knowledge can be obtained from three sources: knowledge can exist in individuals’ minds (skills, experience, ideas and insight); knowledge can dwell in a group, which we can call collective knowledge (a team of scientists or researchers); and knowledge can be embodied in an organization's systems, tools, procedures, policies, etc. Knowledge cannot be a valuable resource unless it is obtained and used in designing or producing a product or service. To integrate knowledge with business strategies, there should be a platform or framework that helps to manage it properly. Firm managers, policy-makers and other concerned bodies would consider the three sources of knowledge to foster innovative activities and obtain a competitive advantage. In addition, the authors recommend more emphasis be placed on firm-specific factors (such as OGCUL, leadership, management support and KM) to enhance the innovative capacity of a firm. Finally, the most critical issue to be raised while designing an innovation strategy would be employees’ willingness and passion to collaborate with others to develop new ideas, share ideas or implement policies. As knowledge resides in individuals’ minds, the knowledge holder should have a passion to share it with those working with him or her. In practice, knowledge sharing depends extremely on the passion and voluntariness of the two parts: knowledge provider and receiver. Therefore, firm managers would design a platform on how to motivate individuals to share their skills, experience and ideas with others through providing incentive packages, punishment and commitment. In this regard, the authors believe that the results would help individuals who are in the position to manage or regulate the manufacturing sector in designing innovation policies, KM policies or technology management policies and business strategies.

Originality/value

This study provides new empirical insight into the relationships between organizational factors (such as OGCUL and LMS), KM and innovation in a large sample of firms. To date, the empirical research on these relationships has been mainly limited to descriptive case studies (Chen and Huang, 2009; Zack et al., 2009; Donate and Guadaumillas, 2011), and there is thus a lack of empirical evidence with large samples of firms. Furthermore, there is a scarcity of studies investigating the relationship between organizational factors, KM and innovation in developing countries, especially in Ethiopia. This paper intends to fill this gap and nurture future research studies in the area.

Corporate Social Responsibility Activities and Green Innovation Performance in Organizations: Do Managerial Environmental Concerns and Green Absorptive Capacity Matter?

From the environmental sustainability perspective, scholars have considered corporate social responsibility activities as an essential mechanism for enhancing enterprise performance and innovation outcomes. However, how and under what conditions corporate social responsibility activities influence green innovation performance in emerging economies is still unclear. From the perspective of the theory of planned behavior, we construct a theoretical model to assess how corporate social responsibility activities affect enterprises’ green innovation performance. Explicitly, we investigate the mediating and moderating effects of managerial environmental concern and green absorptive capacity on the relationship between corporate social responsibility activities and enterprises’ green innovation performance. This research relies on a sample of 358 enterprises from the manufacturing and service sectors in China, and uses regression analysis and bootstrap to test the hypotheses proposed. The empirical results demonstrate that (1) corporate social responsibility activities positively enhance enterprises’ green innovation performance; (2) corporate social responsibility activities have a positive influence on managerial environmental concern; (3) managerial environmental concern has a mediating role between corporate social responsibility activities and green innovation performance; (4) managerial environmental concern has a powerful influence on green innovation performance; (5) green absorptive capacity positively moderates the association between managerial environmental concern and green innovation performance. This research work proposes that managerial environmental concern and green absorptive capacity play a mediating and moderating function on the linkage amongst corporate social responsibility activities and green innovation performance.

It’s a knowledge centric world! Does ethical leadership promote knowledge sharing and knowledge creation? Psychological capital as mediator and shared goals as moderator

Purpose

The purpose of this study is to examine the impact of ethical leadership and psychological capital on knowledge sharing and knowledge creation in organizations. It also investigates the mediating effect of psychological capital and moderating effect of shared goals in the relationship between ethical leadership and knowledge sharing and between ethical leadership and knowledge creation.

Design/methodology/approach

The study uses a quantitative research design wherein the survey questionnaire has been used to gather data from 700 respondents in public sector research organizations, information technology companies and central universities and colleges. Hypotheses of the study have been tested using structural equation modelling.

Findings

The findings unveil that ethical leadership and psychological capital have a positive impact on knowledge sharing and knowledge creation. Psychological capital mediates and shared goals moderates the relationships of ethical leadership with knowledge sharing and knowledge creation. Knowledge sharing mediates between ethical leadership and knowledge creation.

Research limitations/implications

The study exploits quantitative research methodology, which may be supplemented by other research methodologies by future researchers.

Practical implications

This study offers new insights into the sharing and creating of knowledge by employees under the influences of ethical leadership and psychological capital. It will encourage future researchers and practitioners to further explore these dimensions for a more detailed investigation and explanation at work place. This study suggests that organizational leaders should behave in an ethical manner and should emphasise on various organizational interventions to increase psychological capital and shared goals to strengthen knowledge sharing and knowledge creation.

Originality/value

This study is among early attempts for investigating the linkage of ethical leadership and psychological capital with knowledge sharing and knowledge creation.

Effect of Interpersonal Injustice on Knowledge Hiding Behavior: Moderating Role of High-Performance Work Stress

The underlying aim of this study was to investigate the impact of interpersonal injustice on emotional exhaustion and the three main facets of knowledge hiding, i.e., evasive knowledge hiding, playing dumb, and rationalized knowledge hiding. This study also investigates the moderating role of high-performance work stress in the relationship between interpersonal injustice and emotional exhaustion. A questionnaire was adopted to obtain data from 539 employees working in the telecom sector of China. The Smart-PLS software was used to analyze the data through the aid of a structural equation modeling (SEM) technique. The results revealed that interpersonal injustice had a positive and significant relationship with evasive knowledge hiding, playing dumb, and rationalized knowledge hiding. Interpersonal injustice also had a positive relationship with emotional exhaustion, and it was found that emotional exhaustion had a positive relationship with evasive knowledge hiding, playing dumb, and rationalized knowledge hiding. The results also revealed that emotional exhaustion mediated the relationship between interpersonal injustice and knowledge hiding (i.e., evasive hiding, playing dumb, and rationalized hiding). Moreover, it was also observed that high-performance work stress significantly but negatively moderated the relationship between interpersonal injustice and emotional exhaustion. Theoretically, this study made a valuable contribution by examining the impact of interpersonal injustice on knowledge hiding behavior. In terms of practical implications, this study would certainly aid the organizations to support a fair and just workplace culture that encourages knowledge sharing.

The mediating role of prosocial motivation in the context of knowledge sharing and self-determination theory

Purpose

This paper aims to determine whether prosocial motivation acts as a mediator between the individual motivation types of self-determination theory and knowledge sharing.

Design/methodology/approach

A partial least squares structural equation model (PLS-SEM) based on data collection (N = 303) ) was calculated, using “Smart PLS 3” software.

Findings

In respect of the influence of individual motivation types on knowledge sharing, it was found that prosocial motivation provides indirect mediation for external motivation and complementary mediation for introjected motivation, whereas it has no mediation effect on intrinsic and identified motivation.

Research limitations/implications

Future research should consider the use of prosocial motivation as a mediator to reveal indirect effects that, otherwise, are at risk of remaining hidden.

Practical implications

To foster knowledge sharing within organizations, measures should be taken to increase external, introjected and prosocial motivation, as it was found that these types of motivation have a significant positive impact on knowledge sharing.

Originality/value

The current unanswered question – whether or not prosocial motivation acts as a mediator between the motivation types of self-determination theory and knowledge sharing – is examined, thereby providing insights into the hitherto largely unexplored role of prosocial motivation in knowledge-sharing models.

Exploring the impacts of network mechanisms on knowledge sharing and extra-role behavior

Purpose

This study aims to not only develop measurements of preferential attachment and homophily mechanisms based on their definitions and network theory but also examine the associations among these network mechanisms, community commitment, knowledge sharing and community citizenship behavior.

Design/methodology/approach

In total, 250 valid questionnaires are collected to examine the hypothesized associations. These hypotheses are examined by using partial least squares structural equation modeling.

Findings

The findings reveal both mechanisms are beneficial to develop new entrants’ emotional attachment to a virtual community, thereby motivating knowledge sharing and community altruistic behavior. The results contribute some practical and theoretical implications that are very helpful for the conceptualization of network mechanisms, community development, relationship management and incentives for extra-role behavior.

Originality/value

The literature on the link between network selection mechanisms and knowledge sharing remains unknown. This study is the pioneer to disclose this unknown association and examine the impacts of preferential attachment and homophily network mechanisms.

Effects of knowledge management on the management of health and social care: a systematic literature review

Purpose

The purpose of this study is twofold. First, it suggests that knowledge management (KM), as an academic discipline and managerial practice, provides valuable perspectives and tools to help health and social care management cope with both existing and future challenges. Second, it reviews the existing evidence on the effects of KM on the management of health and social care. Based on the results of the review, an evaluation framework for the effects of KM is proposed.

Design/methodology/approach

The literature review was conducted using the guidance of the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement to search the Web of Science and SCOPUS databases. The search terms included “knowledge management”, “healthcare” and “effect.” Academic articles published between 2010 and 2020 were included.

Findings

The study identifies six main categories among the effects of KM on the management of health and social care as follows: enhanced understanding of customer needs, improved organizational performance, better targeted decision-making, improved quality of service, behavioral or cultural change and improved risk management.

Originality/value

This study contributes by summarizing the literature on the effects of KM on the management of health and social care and proposing avenues for future research in this area.

Trust and social network to boost tacit knowledge sharing with mediation of commitment: does culture moderate?

Purpose

This paper aims to investigate the tacit knowledge-sharing framework among Pakistani academicians. The objective is to study trust and social networks as antecedents to foster tacit knowledge sharing with the mediating role of commitment. Furthermore, the moderating role of organizational knowledge-sharing culture is also examined.

Design/methodology/approach

The study applied a survey-based quantitative research design to test the proposed model. The nature of data are cross-sectional and collected with stratified random sampling among public sector higher education professionals of Pakistan. The total sample size for the present research is 247 respondents. The variance-based structural equation modeling technique by using Smart_PLS software is used for analysis.

Findings

Data analysis and results reveal that trust and social networks are significant predictors of tacit knowledge sharing among Pakistani academicians while commitment positively mediated the relationships. While the moderating role of organizational knowledge-sharing culture is also established.

Research limitations/implications

The current research explains tacit knowledge sharing among academics with fewer antecedents i.e. social network and trust with limited sample size and specific population. There is still a great deal of work to be done in this area. Hence, the study provides direction for including knowledge-oriented leadership and knowledge governance in the current framework. Moreover, the framework can be tested in different work settings for better generalization.

Practical implications

The study gives an important lead to practitioners for enhancing tacit knowledge sharing at the workplace through a robust social network of employees, building trust and boosting employees’ commitment, as well as through supportive organizational knowledge sharing culture.

Originality/value

The research comprehends the tacit knowledge sharing framework with theoretical arrangements of trust, social networks, commitment and culture in higher education workplace settings under the umbrella of social capital theory.

The nexus of transactional leadership, knowledge sharing behavior and organizational creativity: empirical evidence from construction workers in Jakarta

Purpose

This research aims to examine the role of knowledge sharing (KS) as mediation in the relationship between transactional leadership (TSL) and organizational creativity (OC) among construction workers in Jakarta.

Design/methodology/approach

The population in this research was the construction workers working in Jakarta. The sample used in this research consisted of 210 respondents. The validity of the hypothesis model was analyzed using the structural equation modeling–partial least squares (SEM-PLS) approach with the help of SmartPLS 3.2.8.

Findings

TSL affects KS and OC. Another most important thing is that KS acts as a partial mediator for the relationship of TSL to OC.

Originality/value

Originality in this research is the use of variable KS to mediate the relationship between TSL and OC in the research conducted in the scope of construction in Jakarta. Other theoretical implications for TSL are added by this research. This research has never been conducted in the construction sector in Jakarta, Indonesia.

Open innovation environments as knowledge sharing enablers: the case of strategic technology and innovative management consortium

Purpose

This study aims to understand how open innovation (OI) environments can help organizations in implementing knowledge sharing (KS) practices defusing KS barriers.

Design/methodology/approach

An in-depth case study analysis on the strategic technology and innovation management (STIM) consortium at the Institute of Manufacturing of the University of Cambridge was performed during the 2019 and 2020 STIM program editions. To analyze data, this paper used the interpretive structural model on a sample of 20 managers participating in the STIM consortium, and this paper carried out an exploratory in-depth case study analysis to validate the results.

Findings

The findings shed light on the role of OI environments in defusing KS barriers in the process of inter-organizational KS.

Originality/value

Notwithstanding the importance of KS practices among organizations, only a few studies have recognized and investigated the role played by OI arrangements in enhancing KS practices.

Successful replication of knowledge in the growth of service organizations: evidence from Spanish hotel chains

Purpose

This paper aims to identify the main factors affecting the success of the knowledge replication process in service firms when new units/outlets are created or acquired.

Design/methodology/approach

The quantitative approach of the study is based on a survey to the first general managers of new hotels integrated in Spanish hotel chains that implement a strategy of knowledge replication.

Findings

Transfer experience in the region; compatibility between the underlying cultural context of the knowledge and the recipients’ culture; recipients’ absorptive capacity; source’s and recipients’ motivation; and lack of adaptation in the transfer routines are key factors that influence several aspects of knowledge replication success in service firms.

Research limitations/implications

From an academic point of view, this work identifies the determinants of success in replication processes. Moreover, two dimensions in knowledge replication success have been identified: a functional dimension and an economic one. Industry and survey limitations must be considered.

Practical implications

Organizations that face a growth process where they want to replicate their corporate knowledge should consider several aspects that seem to be determinants of success in those projects.

Originality/value

Despite the prevalence of replication-based growth strategies in the service sector, there is a lack of research analyses about this phenomenon in the academic literature. The empirical-based research on knowledge transfer and service firms’ growth is scarce and fragmented. This work provides an integrated view of factors affecting knowledge replication success in new organizational units from an empirical quantitative approach.

Cognitive processes, rewards and online knowledge sharing behaviour: the moderating effect of organisational innovation

Purpose

Online knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that investigates the moderating impacts of innovation on self-efficacy, extrinsic and intrinsic rewards on employees’ online knowledge sharing behaviour in public and private sector companies.

Design/methodology/approach

This research analysed 200 responses to test the moderating effects of organisational innovation on the relationship between self-efficacy and rewards and online knowledge sharing behviours. The analysis was carried out using component-based partial least squares (PLS) approach and SmartPLS 3 software.

Findings

The results reveal that self-efficacy significantly affects online knowledge sharing behaviour in firms, regardless of the organisation type. Extrinsic rewards encourage employees in private companies to share knowledge online, whereas intrinsic rewards work effectively in public companies. Additionally, the study found the moderating role of organisational innovation in examining the relationship between rewards and online knowledge sharing behaviour.

Research limitations/implications

Future research may consider different dimensions such as knowledge donating and collecting behaviours as well as motives, such as self-enjoyment, reciprocity or social interaction ties, which may be investigated to get a deeper understanding of online knowledge sharing behaviour.

Practical implications

Firms must tailor training and rewards to suit employees’ abilities and needs so as to align with organisation type and innovation.

Originality/value

The study’s distinctive contribution is the under-researched context of Vietnamese public and private sector banks for investigating the moderating effects of organisational innovation on micro and meso factors on online knowledge sharing behaviour.

The requisite match between internal resources and network ties to cope with knowledge scarcity

Purpose

This paper aims to investigate the internationalization strategies of small and medium enterprises (SMEs), focusing on the interaction between network ties and “soft” internal resources at the foundation of knowledge management (KM). Specifically, it identifies the firms’ internal capabilities that affect KM strategies, and their collective influence on the degree of internationalization; verifies the influence of network ties on the internationalization process itself; and develops a conceptual “preliminary theoretical framework of SME internationalization capabilities and networks.”

Design/methodology/approach

The primary research and analysis are based on a proportional stratified sample of Sicilian wineries; while the conceptual and implicative developments of the paper rest on the combination of the theoretical with the primary findings of the research, and, it has been designed and tested through eight experts’ interviews/reviews.

Findings

Findings underline a strong influence of the internal capabilities of firms on the internationalization process. In addition, an important role in the export process emerges from the acquisition of information and knowledge through the establishment of networks.

Research limitations/implications

The results need to be interpreted within the context for which this study was designed and cannot be applied generally to all businesses. However, results allow cellars’ managers to better understand the relationships among the influencing factors of SMEs internationalization.

Originality/value

The originality of the paper lies not only in its above-stated explicit theoretical objectives and findings but also in its comprehensive conceptual framework that theoretically incorporates the “strategic” with the “internal” and “networking” aspects; purposefully also arming the industry with a practicable tool toward managerial implementation.

A simplified approach to understanding customer support and help during self-service encounters

Purpose

In the absence of direct employee involvement, customers sharing knowledge and know-how with other customers during self-service encounters is key for promoting service quality. This study assessed the extent to which customer support and help during self-service encounters could simply be explained by multiple motivations of the social exchange theory.

Design/methodology/approach

A survey approach was followed. The model was tested among 258 electronic banking customers in South Africa and later cross-validated among 253 electronic banking customers in Australia. Multi-group confirmatory factor analysis with country as the grouping variable, latent variable modelling and indirect tests were performed to assess interrelationships among diverse factors that may contribute to customer support and help during self-service encounters, as accounted for by motivations of the social exchange theory.

Findings

Adequate model fit was obtained for the combined structural model, which was based on the invariant model. Value contribution and competence affirmation, pleasure derived from helping, reciprocity and reputation enhancement are relevant motivations of the social exchange theory that may impact customer support and help through knowledge sharing.

Research implications

The study provides a simplified and more cohesive explanation of customers' motivations for engaging in customer support and helping behaviours during self-service encounters.

Practical implications

Service providers seeking guidance on knowledge sharing among customers, which may lead to greater service quality, should benefit from this research.

Originality/value

The findings contribute to greater understanding of social exchanges by customers who provide support and help to other customers during self-service encounters, and that ultimately may affect service quality.

Knowledge sharing and technological innovation capabilities of Chinese software SMEs

Purpose

This paper aims to investigate how knowledge sharing influences technological innovation capability (TIC) of the software small- and medium-sized enterprises (SSMEs).

Design/methodology/approach

Based on the theories regarding knowledge management, TIC, software engineering and open innovation, this paper constructed a research model comprising factors affecting knowledge sharing, knowledge sharing and TIC, and then tested the model quantitatively. The study focuses on SSMEs in China collecting 457 online questionnaires and uses a structural equation model to test the hypotheses.

Findings

The knowledge sharing culture, organizational structure, middle-level leadership and management system have significantly positive effects on tacit knowledge sharing; management system and IT support have significantly positive effects on explicit knowledge sharing; both explicit and tacit knowledge sharing have significantly positive effects on TIC.

Research limitations/implications

The study enriches the research on knowledge sharing and TIC. However, it does not consider factors affecting knowledge sharing at the non-organizational level or the interaction between explicit and tacit knowledge sharing.

Practical implications

The study offers several recommendations/suggestions for helping SSMEs to promote and implement explicit or tacit knowledge sharing and TIC.

Originality/value

This paper examines the impact of knowledge sharing on TIC from the perspective of knowledge management deconstructing knowledge sharing from the epistemological dimension and the TIC of software companies on the basis of software engineering theory. It provided a new theoretical perspective for the research of knowledge management and technological innovation management in SSMEs.

Four-dimensional model: a literature review in online organisational knowledge sharing

Purpose

Online knowledge sharing is a popular activity worldwide and can be leveraged by organisations to innovate, create and sustain competitive advantage. Although there have been a number of studies examining knowledge sharing to encourage employees to convey their skills and experiences to others in an organisation, few attempts have been made to investigate the key motivators of online knowledge sharing in an organisation. Based on the theory of planned behaviour and technological acceptance model, this study aims to review the literature to establish a conceptual framework examining motivators of online knowledge sharing in organisations.

Design/methodology/approach

Previous studies that investigated motivators of online knowledge sharing in organisations in the literature were reviewed to propose a conceptual framework.

Findings

Four-dimensional model, which includes four types of key motivators of online knowledge sharing, namely, individual, social, organisational and technological, was established.

Originality/value

The model serves as a roadmap for future researchers and managers considering their strategy to enhance online knowledge sharing in organisations.

Human Resource Management Contributions to Knowledge Sharing for a Sustainability-Oriented Performance: A Mixed Methods Approach

This research examines how internal and external Human Resource Management (HRM) contributes to Knowledge Sharing (KS) in order to reach Sustainability-Oriented Performance. This paper uses a mixed methods approach to report on the main antecedents of KS for Sustainability-Oriented Performance. There are many antecedents of KS both inside and outside organizations that are as yet unidentified. This research applies two complex statistical techniques, namely, structural equation modeling (SEM) (Study 1) and fuzzy-set Qualitative Comparative Analysis (fsQCA) (Study 2). First, SEM is used to determine the antecedents of KS for Sustainability-Oriented Performance: Affective Commitment (AC) (an internal dimension of HRM) and a collaboration-oriented Human Resource Management system (CHRMS) (an external dimension of HRM). Second, three multi-group SEMs are used to determine whether a manager’s characteristics (age and gender) and firm size moderate the relationship between KS and its antecedents. Finally, an fsQCA is conducted to identify alternative configurations that lead either to KS or to its absence. The sample comprises data from an online survey of 367 certified innovative Portuguese small and medium enterprises (SMEs). The SEM results show that a collaboration-oriented HRM system always has a positive effect on KS for Sustainability-Oriented Performance. In addition, if the manager is a young man working in a small firm, their AC positively affects KS. There are alternative configurations that lead to the presence or absence of KS. There is, therefore, empirical evidence for the moderating effects of the manager’s age and gender, and firm size. Our study offers improved new HRM configurations and results when compared to the sole use of traditional quantitative statistical methods. The results are consistent and conclusive.

Explicating the influence of shared goals and hope on knowledge sharing and knowledge creation in an emerging economic context

Purpose

The purpose of this study is to empirically investigate the influence of shared goals and hope on knowledge sharing and knowledge creation in organizations. Furthermore, it examines the mediating role of hope in the relationship between shared goals and knowledge sharing and between shared goals and knowledge creation.

Design/methodology/approach

This study has used quantitative research methodology wherein the data have been collected from 221 employees of information technology (IT) companies in India using survey questionnaire. Structural equation modelling has been applied to test the hypotheses of the study.

Findings

The findings of the study reveal that shared goals and hope positively influence knowledge sharing and knowledge creation. Shared goals also affects hope positively. Further, hope acts as a mediator between shared goals and knowledge sharing and between shared goals and knowledge creation.

Research limitations/implications

This study is a cross-sectional study conducted in IT companies in India. It can be supplemented by future studies through qualitative approaches and longitudinal data collection.

Practical implications

The study makes a significant contribution to literature by considering shared goals and hope as antecedents of knowledge sharing and knowledge creation. It provides directions to managers to focus on various interventions to strengthen shared goals and hope amongst employees to motivate them to share and create knowledge that can help the organization to get sustainable competitive advantage.

Originality/value

To the best of authors’ knowledge, this study is an early study conducted to examine the influence of shared goals and hope on knowledge sharing and knowledge creation. Further, hardly any study has examined the mediating role of hope in the relationship between shared goals and knowledge sharing and between shared goals and knowledge creation.

Building intellectual structure of knowledge sharing

Purpose

This study aims to build the intellectual structure of knowledge sharing (KS) research by objectively and systematically capturing and sketching the content of research papers published in the KS research area.

Design/methodology/approach

This study uses a systematic literature review for data collection, and content analysis and bibliometric techniques of citation and co-citation analysis for data analyses and interpretation.

Findings

Based on the study, the intellectual structure of KS research consisting of five themes has emerged. The five themes identified are: models, frameworks and understanding for KS, the behaviour-oriented perspective of KS, technology-oriented perspective of KS, KS barriers and KS and firm’s performance.

Research limitations/implications

This study has used published literature extracted from selected journals using the web of science database. More journals and databases may be included in future studies.

Practical implications

This study will give future researchers a comprehensive understanding of KS discipline and serve as a quick reference and resource for those interested in KS research. It identifies major areas of KS for the practitioners to enable them to focus and apply various organizational interventions to derive a competitive advantage. The identified themes in the intellectual structure of KS will also provide a holistic view and give multiple perspectives to practitioners so that they can better manage KS in their organizations.

Originality/value

This is among early studies aiming to extract the intellectual structure of KS in the broad area of knowledge management research.

Good problem solvers? Leveraging knowledge sharing mechanisms and management support

Purpose

Organizational learning relies on problem-solving as a way to generate new knowledge. Good problem solvers should adopt a problem-solving orientation (PSO) that analyzes the causes of problems to arrive at an effective solution. The purpose of this paper is to investigate this relevant, though underexplored, topic by examining two important antecedents of PSO: knowledge sharing mechanisms and transformational leaders’ support.

Design/methodology/approach

Hierarchical linear modeling analyses were performed on a sample of 131 workers in 12 plants. A questionnaire was designed to collect data from shop-floor employees. Knowledge sharing was measured using the mechanisms of participative practices and standardized practices. Management support was assessed based on the extent to which supervisors engaged in transformational leadership.

Findings

Knowledge sharing mechanisms are an antecedent of PSO behavior, but management support measured in terms of transformational leadership is not. However, transformational leadership affects the use of knowledge sharing mechanisms that, in turn, is positively related to PSO behavior.

Practical implications

The research provides practical guidance for practitioners to understand how to manage knowledge in the workplace to promote employees’ PSO behaviors.

Originality/value

Though problem-solving activities are intrinsic in any working context, PSO is still very much underrepresented and scarcely understood in knowledge management studies. This study fills this gap by investigating the antecedents of PSO behavior.

Tips to use partial least squares structural equation modelling (PLS-SEM) in knowledge management

Purpose

Structural equation modelling (SEM) has been defined as the combination of latent variables and structural relationships. The partial least squares SEM (PLS-SEM) is used to estimate complex cause-effect relationship models with latent variables as the most salient research methods across a variety of disciplines, including knowledge management (KM). Following the path initiated by different domains in business research, this paper aims to examine how PLS-SEM has been applied in KM research, also providing some new guidelines how to improve PLS-SEM report analysis.

Design/methodology/approach

To ensure an objective way to analyse relevant works in the field of KM, this study conducted a systematic literature review of 63 publications in three SSCI-indexed and specific KM journals between 2015 and 2017.

Findings

Our results show that over the past three years, a significant amount of KM works has empirically used PLS-SEM. The findings also suggest that in light of recent developments of PLS-SEM reporting, some common misconceptions among KM researchers occurred mainly related to the reasons for using PLS-SEM, the purposes of PLS-SEM analysis, data characteristics, model characteristics and the evaluation of the structural models.

Originality/value

This study contributes to that vast KM literature by documenting the PLS-SEM-related problems and misconceptions. Therefore, it will shed light for better reports in PLS-SEM studies in the KM field.

A reflection on knowledge sharing research: patterns and trends

Purpose

The purpose of this study is to bring to the fore the identity and image of knowledge sharing (KS) research in terms of the patterns and trends of its growth and its intellectual structure by systematically and objectively extracting various information from extant literature published in KS research area.

Design/methodology/approach

This study is based on the counting technique and bibliometric approach (citations and co-citations analysis) applied in extant literature published in the KS research area.

Findings

The study finds that KS research area is evolving and has immense potential to grow in the future. It elaborates upon the publications and collaborative research patterns and identifies the works, authors and journals that have significant theoretical influence in KS research area. The analysis reveals four major themes in KS research, namely, behaviour-oriented perspective of KS, understanding, frameworks and models of KS, technology-oriented perspective of KS and KS barriers.

Research limitations/implications

This study is based on research papers, published in KS research area, that have been extracted from selected journals by mining their titles with “knowledge sharing” as a keyword. Future studies may enhance the search space by including the abstracts in addition to the title while extracting papers in the search.

Practical implications

This study renders all stakeholders an extensive understanding about the direction of KS research. It will help future researchers to identify their areas of interest before venturing into a deeper search. Thus, it will be a significant resource and a quick reference for researchers in KS research area. The study can also help practitioners to focus on key aspects of KS and, further, apply appropriate organizational interventions to enhance KS in promoting innovation and gaining competitive advantage for their organizations.

Originality/value

This is one of the very few and early studies conducted to extract patterns and trends of growth and provide the intellectual structure with KS as a domain of research.

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.

Exploring effective work unit knowledge management (KM): roles of network, task, and KM strategies

Purpose

This paper aims to explore the potential contribution of inter-unit network structure and intra-unit task environment to the overall knowledge management (KM) effectiveness of an organization through different KM strategies.

Design/methodology/approach

The survey method was used to empirically test the hypotheses. The authors administered two survey forms: a member-survey form that obtained responses from members of each work unit and a leader-survey form issued only to the leader of each unit to obtain his/her perception on inter-unit communications.

Findings

The findings indicate that both a unit’s boundary-spanning role and its extensive interaction with other units help promote the unit’s overall KM effectiveness. In addition, the authors found that task variety was significantly related to the use of both personalization and codification of KM strategies in the unit, and that a unit’s KM strategy played a mediating role between intra-unit task characteristics and KM effectiveness.

Originality/value

Few studies have attempted to address what makes some work units within an organization more effective in their use of knowledge than others. This study provides an understanding of the influence of inter-unit social network structure on KM effectiveness, as well as the influence of intra-unit task environment and KM strategies on KM effectiveness. The findings suggest that inter-unit knowledge exchange and a unit’s brokering role can be a vital component of a work unit’s KM strategy, and that for successful KM in a work unit, an organization should not only establish appropriate inter-unit relationship but also develop the unit’s own KM strategies.

How does individuals’ exchange orientation moderate the relationship between transformational leadership and knowledge sharing?

Purpose

This study aims to explore the complex relationship between leadership and organizational knowledge sharing by investigating the moderating role of exchange ideology on the relation between transformational leadership in attributed charisma and knowledge sharing and the influence of attributed charisma and knowledge sharing on task performance. The influence of leadership in organizational knowledge sharing process has been gradually highlighted.

Design/methodology/approach

Based on the review of relevant literature and survey, a structural equation model considering four factors in the model together is now constructed and provides four hypotheses which can be verified. Self-completed questionnaires were collected from 163 students in the context of a graduate class in China.

Findings

The findings illustrate the relationship between leadership theory and knowledge sharing from a perspective of social exchange theory. In particular, results show that both transformational leadership and knowledge sharing have positive impacts to task performance and for individuals with low exchange ideology the positive influence from attributed charisma to knowledge sharing is stronger.

Originality/value

This research introduces exchange ideology as a moderator and explains the complex relationship between transformational leadership and knowledge sharing with sufficient proof. Transformational leadership in attributed charisma is more effective to those individuals with low exchange ideology in facilitating their knowledge effort. This paper can be theoretically and practically helpful to researchers and enterprise leaders in organizational knowledge management.

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

Purpose

This paper aims to develop an integrated framework to demonstrate the individual and combined effects of intrinsic and extrinsic motivators on two forms of knowledge sharing behaviors – in-depth knowledge sharing and routinized knowledge sharing.

Design/methodology/approach

A range of work on the use of intrinsic and extrinsic motivators and the differential degrees of costs and risks involved in the two forms of knowledge sharing is being reviewed with the aim to locate gaps and problems arising from propositions of different scholars. An integrated framework is then proposed to connect different schools of thoughts into a single, unifying framework.

Findings

Knowledge sharing behaviors among employees are subject to both attractive and distractive forces. Intrinsic and extrinsic motivators might interact positively or negatively depending on the type of extrinsic motivator and the form of knowledge sharing. While enhancing the intrinsic enjoyment of employees along with outcome-based extrinsic motivators can promote in-depth knowledge sharing, the use of behavior-based extrinsic motivators is more appropriate for fostering routinized knowledge sharing.

Research limitations/implications

This paper mainly focuses on the sharing of knowledge without examining the receiver side in knowledge sharing. Also, the use of punitive means by superiors in encouraging knowledge sharing is not discussed in the framework. Future research can also add into the authors’ integrated framework the effects of personal traits in knowledge sharing.

Originality/value

This paper narrows the gap between existing theories on the use of extrinsic and intrinsic motivators and offers an integrated theoretical framework for those interested in examining the inter-relationship among intrinsic motivators, extrinsic motivators and knowledge sharing behaviors.

Knowledge sharing among innovative customers in a virtual innovation community

Purpose

Based upon social cognition and social exchange theories, the purpose of this paper is to develop and test a conceptual model, suggesting that customer psychological capitals (CPCs) affect their knowledge sharing behavior (KSB) within a virtual innovation community (VIC) under the influence of material reward (MR) and reciprocal relationship (RR).

Design/methodology/approach

The sample comprises of valid responses collected from 516 customers in five virtual innovation communities via an online survey. The authors adopted the hierarchical regression method to mitigate any concerns relating to endogeneity within the models, and also to test the relationships among the variables.

Findings

CPC, MR and RR are found to have a profound impact on their enthusiasm to share knowledge. Environmental factors play an important role in shaping the effects of CPC on KSB. MR tends to weaken the positive effect of CPC on KSB, whilst RR tends to strengthen the positive effect.

Practical implications

To effectively manage a VIC, firms should make full use of the positive impact of CPC on KSB, set up appropriate incentive mechanisms and create a virtuous community atmosphere to encourage knowledge sharing.

Originality/value

This study integrates two theoretical perspectives to examine which types of psychological and environmental factors, and which combinations of these factors, affect innovative customers to share knowledge. It offers useful guidelines for firms to engage in effective customer-driven products, services and/or processes innovation.

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

Purpose

This 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/approach

A 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.

Findings

The 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/value

A 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.

A structural equation model for knowledge sharing behavior in an emerging economy

Purpose

Knowledge sharing behaviour is becoming one of the main priorities in organizations operating in emerging economies, as knowledge sharing behaviour may impact their competitiveness. The purpose of this paper is to examine the impact of: openness and trust; top management support; and the reward system on knowledge sharing behaviour. In addition, the paper investigates how knowledge sharing behaviour impacts firm’s competitiveness.

Design/methodology/approach

The analyses in this paper were based on data from more than 230 companies operating in five industries in an emerging economy in the Gulf area. Structural equation modelling (SEM) methodology was used to test the impact of the three independent latent variables of openness and trust, top management support and the reward system on the knowledge sharing behaviour as well as the impact of the later on firm’s competitiveness.

Findings

Exploratory factor as well as confirmatory factor analysis were used to assess the five dimensions of knowledge sharing behaviour and firm’s competitiveness. SEM was used to test the four main hypotheses in this study and to assess the structural relationships among these five latent variables. There was a moderate relationship between the knowledge sharing behaviour and the three independent latent variables of openness and trust; top management support; and the reward system. There was a strong positive association between knowledge sharing behaviour and firm’s competitiveness.

Practical implications

For academics, the paper offers an opportunity to further study knowledge sharing behaviour in other emerging economies. Academics who are interested in examining this issue further may extend our study in many directions. For practitioners, our findings should motivate practitioners to place emphasis on top management support, openness and trust and the reward system to create a proper culture for knowledge creation and sharing.

Originality/value

To the best of the authors’ knowledge, this study is the first attempt in its purpose and design to study knowledge sharing behaviour in multiple industries in an emerging economy such as that of Saudi Arabia.

To gain or not to lose? The effect of monetary reward on motivation and knowledge contribution

Purpose

The purpose of this paper is to investigate the effect of reward type on knowledge contribution behavior. Individual knowledge contribution, which determines the effectiveness of information systems, benefits the organization at the cost of individual advantage as knowledge is usually considered highly private or even a source of individual prestige. Therefore, organizations provide rewards to compensate for their contributors’ knowledge loss. Surprisingly, some scholars report a positive relationship between reward and knowledge contribution, while others find this relationship to be insignificant or even negative. Based on regulatory focus theory, this study proposes and tests that such inconsistencies result from disparity between reward type and knowledge contribution measures.

Design/methodology/approach

A between-group laboratory experiment with 144 undergraduate student is designed and hierarchical regression is applied to test the hypotheses.

Findings

An incremental reward (additional reward for attaining outstanding achievements) aroused individual promotion focus, leading to an increase in self-perceived knowledge contribution (self-reported) and knowledge contribution quantity (experiment observers rated), but a decrease in knowledge contribution quality (peer rated). However, a decremental reward (deducted for errors) primed individual prevention focus, leading to an increase in self-perceived knowledge contribution (self-reported) and knowledge contribution quality (peer rated), but a decrease in knowledge contribution quantity (experiment observers rated).

Originality/value

The findings help explain why previous empirical results on the reward-knowledge contribution relationship were inconsistent and add to extant literature by introducing a new theoretical perspective for understanding motivation in knowledge management research.

Empowering group leaders encourages knowledge sharing: integrating the social exchange theory and positive organizational behavior perspective

Purpose

Knowledge sharing usually happens in a work group context, but it is rarely know how group leaders influence their members’ knowledge-sharing performance. Based on social exchange theory (SET) and the perspective of positive organizational behavior (POB), this study aims to argue that a group leader’s positive leadership (e.g. empowering leadership) can help group members develop positive psychological capital which can increase their knowledge sharing.

Design/methodology/approach

The authors conduct a multilevel analysis to explore the interrelationship among empowering leadership, psychological capital and knowledge sharing. The sample includes 64 work groups consisting of 537 group members, and empirical testing is carried out by hierarchical linear modeling.

Findings

The results show that empowering leadership in a work group has a direct cross-level impact on members’ knowledge sharing and that psychological capital partially mediates the relationship between empowering leadership and knowledge sharing. As a result, this study shows that group leaders with positive leadership can help their members develop better positive psychological resources, which should lead to better knowledge sharing.

Originality/value

Based on the multilevel perspective and SET, this is the first study to explore how group leaders’ empowering leadership influences members’knowledge sharing. Depending on integrating the POB perspective into SET, this study is also the first one that connects two emerging and important research issues – POB and knowledge sharing.