Relationship between knowledge sharing and job satisfaction: a systematic review

2018 ◽  
Vol 119 (5/6) ◽  
pp. 295-312 ◽  
Author(s):  
Ghulam Murtaza Rafique ◽  
Khalid Mahmood
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Knowledge Sharing ◽  
English Language ◽  
Positive Impact ◽  
Data Extraction ◽  
Google Scholar ◽  
Content Type ◽  
Language Studies ◽  
The Relationship

Purpose The purpose of this study was to systematically collect and review the English language studies that provided empirical evidence for the existence of relationship between knowledge sharing (KS) and job satisfaction (JS) and their impact on each other. Design/methodology/approach A systematic review of the literature was conducted searching Google Scholar, LISTA, ISI Web of Knowledge, Scopus and ProQuest Dissertation and Theses. Searches were completed through March 2017. Language limit was applied; and manual searching from review articles and some key studies using backward and forward citation from Google Scholar was also completed. Studies determining the relationship or correlation between KS and JS were included and books were excluded in this review. Data extraction and critical appraisal were performed to determine the risk of bias of each study. Findings The findings clearly reveal that these two variables had a significant relationship with and were influenced by each other. It is concluded that KS had a positive impact on JS and, similarly, JS had strong effect on KS among the individuals working in different organizations. Originality/value This review is first to examine the relationship between KS and JS and their impact on each other by systematically collecting and reviewing the English language studies. This study has theoretical and practical implications for managers and HR departments.

Relationship between self-efficacy and knowledge sharing: systematic review

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Safdar ◽  
Syeda Hina Batool ◽  
Khalid Mahmood
Keyword(s):  
Systematic Review ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
English Language ◽  
Information Science ◽  
Web Of Science ◽  
Review Time ◽  
Content Type ◽  
Language Studies ◽  
The Relationship

Purpose The purpose of this paper was to systematically collect and review the research studies that provide empirical evidence regarding the existence of relationship between self-efficacy and knowledge sharing or influence of self-efficacy on sharing of knowledge. Design/methodology/approach The studies were collected through searching in Google Scholar, Scopus, ProQuest Dissertations and Theses, LISTA (Library, Information Science and Technology Abstracts) and Web of Science. All types of studies, except books, were selected for review. Time limitation was not applied. Findings It can be concluded from majority of reviewed studies that self-efficacy influenced knowledge sharing. This systematic review also establishes that majority of reviewed studies confirmed existence of relationship (positive) between variables self-efficacy and knowledge sharing. Research limitations/implications A language limit was applied, and only English language studies were reviewed. Originality/value This review is first of its kind that systematically collected and reviewed the studies that examined the relationship between self-efficacy and knowledge sharing. This paper is also first in terms of a study which systematically collected and reviewed studies that investigated impact of self-efficacy on sharing of knowledge. Findings of current research paper will be helpful for organizations striving to implement a knowledge-sharing culture. Similarly, this study will also help the readers in understanding the ways to improve their knowledge-sharing practices and learning.

scholarly journals Thank you for sharing! How knowledge sharing and information availability affect public employees’ job satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Caroline Fischer ◽  
Matthias Döring
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Management Practices ◽  
Positive Impact ◽  
Social Process ◽  
Relevant Information ◽  
Content Type ◽  
Information Availability ◽  
Related Information ◽  
The Impact

PurposeThis study aims to examine the impact of job-related knowledge sharing on information availability and job satisfaction for information-receiving employees in the public sector. Following self-determination theory, the study suggests that job satisfaction is only partly affected by knowledge sharing itself, but particularly through the availability of job-related information enabling the information receiver to work effectively.Design/methodology/approachThe hypotheses are tested with data from the US Federal Employee Viewpoint Survey from 2018. Additionally, results are replicated with earlier waves of the survey.FindingsResults show the positive impact of job-related knowledge sharing on job satisfaction, whereby the availability of job-relevant information mediates this relationship partially.Practical implicationsThis study confirms that managers should provide room for social interactions when introducing knowledge management practices.Originality/valueThe results emphasize that knowledge sharing is a highly social process in which support and relatedness play a significant role in success in addition to the diffusion of information itself.

From “personal” to “interpersonal”: a multilevel approach to uncovering the relationship between job satisfaction and knowledge sharing among IT professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yang Lei ◽  
Qiang Zhou ◽  
Jifan Ren ◽  
Xiling Cui
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Attribution Theory ◽  
Mediating Effect ◽  
Information Technology Professionals ◽  
Linear Modeling ◽  
Paired Data ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine how job satisfaction (JS) affects two types of knowledge sharing (KS), in-role KS and extra-role KS. It also investigates the mediating effect of knowledge sharing self-efficacy (KSSE) and the moderating effect of team collaborative culture (TCC) between JS and two types of KS. Design/methodology/approach This study applies attribution theory to develop a cross-level model and validate it through paired data collected from 322 information technology professionals nested within 80 teams. Hierarchical linear modeling is used to test the hypotheses. Findings JS positively influences in-role and extra-role KS via KSSE and TCC positively moderates the relationship between JS and extra-role KS. Originality/value This study is one of the first to investigate the mechanism underlying the influence of JS on two types of KS. It also identifies the mediating and moderating effects of this mechanism.

Exploring the relationship between business process improvement and employees’ behavior

2017 ◽  
Vol 30 (7) ◽  
pp. 1044-1062 ◽  
Author(s):  
Danica Bakotic ◽  
Ante Krnic
Keyword(s):  
Software Development ◽  
Knowledge Sharing ◽  
Process Improvement ◽  
Business Process ◽  
Positive Impact ◽  
Business Process Improvement ◽  
Content Type ◽  
Process Improvements ◽  
Overall Performance ◽  
The Relationship

Purpose The purpose of this paper is to empirically investigate and clarify the relationship between business process improvement and employees’ behavior. More precisely, the purpose is to test whether a business process improvement initiative has a positive impact on performance and employees’ behavior, namely, motivation, communication and knowledge sharing. Design/methodology/approach The empirical research of this paper was conducted in the year 2013 in an ICT company on 52 employees who worked in the company’s R&D Centre. Business process improvement is analyzed in the change of work method for software development. Two projects of software development were observed. The data about the projects were collected by using the company’s documentation. The data about employees’ behavior were collected by a specially designed questionnaire. Findings Business process improvement led to better results and overall performance. Furthermore, it was found that business process improvement enhanced three important elements of employees’ behavior. These are motivation, communication and knowledge sharing. Research limitations/implications The main limitations of this study are small research sample, focusing on just the way of business process improvement and on only one company. Therefore, the results cannot be generalized and considered as being generally accepted. Practical implications The findings of this study could be useful for ICT companies because it shows the benefits of the Kanban method. Originality/value The major contribution of this study is to prove the positive impact of business process improvement initiatives on overall performance and on the special elements of employees’ behavior. This cognition enhances the existing knowledge on business process improvements.

The mediating role of job satisfaction in the relationship of vertical trust and distributed leadership in health care context

2016 ◽  
Vol 11 (2) ◽  
pp. 722-738 ◽  
Author(s):  
Ajay K. Jain
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Distributed Leadership ◽  
Positive Impact ◽  
Public Hospitals ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at investigating the effect of vertical trust on distributed leadership (DL) and performance as mediated by job satisfaction, and further to observe the role of DL in carrying out the effect of satisfaction on employees’ performance. Design/methodology/approach As grounded in the organizational citizenship behavior (OCB) literature, the author proposes that employees’ participation in DL should be viewed as an extra role behavior, as leadership functions are not directly related to their job description. The study uses large-scale survey data from a study in one of Denmark’s largest public hospitals (N = 1,439). Findings The results of structural equation modelling (SEM) analysis showed that job satisfaction mediates the relationship between vertical trust and DL, and DL had a positive impact on job performance. Furthermore, the results showed that job satisfaction had a positive impact on DL and employees’ performance. Moreover, DL has positively affected employees’ performance, and it carries the impact of job satisfaction on performance. Research limitations/implications The study showed that trust and job satisfaction are important triggers of DL. Furthermore, results are interesting because literature so far has shown an insignificant relationship between satisfaction and performance. Here, the author establishes that the satisfaction–performance relationship is mediated by DL. The findings should motivate health care organizations to introduce structures and educate formal leaders so that DL can be enabled. Originality/value This should be the first study that relates trust and DL in an empirical manner. As grounded in the OCB literature, results also showed the significance of job satisfaction as a mediator variable.

An interpersonal perspective to study silence in Indian organizations

2015 ◽  
Vol 44 (6) ◽  
pp. 1010-1036 ◽  
Author(s):  
Ajay K. Jain
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Cultural Context ◽  
Structural Equation ◽  
Positive Impact ◽  
Work Context ◽  
Content Type ◽  
Self Image ◽  
Employee Silence ◽  
The Relationship

Purpose – The purpose of this paper is to investigate dimensions of employee silence in Indian work context with regard to the supervisors and how job satisfaction mediates the relationship between silence and turnover intention. The study also explores the relevance of superior-subordinate relationship and self-image maintenance perspectives in Indian socio-cultural context to explain and understand the phenomenon of silence in India. Design/methodology/approach – Qualitative (n=55) and quantitative data (n=334, n=314 and n=116) were collected from employees working in private, public and multinational organizations located in northern part of India. Exploratory and confirmatory factor analyses were performed to explore and validate the dimensions of silence behavior among Indian managers and structural equation analysis was carried out to see the meditating role of job satisfaction in the relationship of silence and turnover intention. Findings – Results have indicated the existence of four major dimensions of silence in India namely; fear of retaliation, internal motivation, self-competence and self-image as the possible causes of silence. Further job satisfaction has mediated the effect of silence on turnover intention. This study showed the positive impact of silence on satisfaction which is contrary to the western studies. These results have supported the theoretical arguments developed in this paper in the Indian work context. Practical implications – The results are useful in understanding the dynamics of silence in Indian organizations as employees might use silence in a strategic manner to regulate their satisfaction and in maintaining their membership with the organization. Originality/value – The present study is among the first attempts to empirically examine the causes and consequences of employee silence in the high power distance and collectivistic cultural context.

The effect of social contexts and formation of individualism–collectivism orientation on knowledge sharing intention: the case of workers in Korea

2019 ◽  
Vol 24 (2) ◽  
pp. 196-215
Author(s):  
Sang Soo Kim
Keyword(s):  
Knowledge Sharing ◽  
Positive Impact ◽  
Initial Step ◽  
Social Contexts ◽  
Relationship Conflict ◽  
Coworker Support ◽  
Content Type ◽  
Individualism And Collectivism ◽  
The Relationship

Purpose This study aims to pay attention to the role of social contexts, including perceived relationship conflict and coworker support in creating an individualistic or collectivistic disposition, and how organization members differently behave to share knowledge depending on their personal dispositions. Design/methodology/approach The research model was set and PLS-SEM was used to validate the proposed eight hypotheses. A total of 462 survey data were collected from workers in Korea to test the model. Findings The findings revealed that both perceived relationship conflict and coworker support positively influence knowledge sharing intention by facilitating formation of individualism and collectivism orientation. In other words, individualism and collectivism are motivated by different factors, which applies equally to knowledge sharing. Originality/value This study makes an initial step to explain the relationship between knowledge sharing behavior and individualism–collectivism orientation by using social contexts as a potential antecedent. Especially, along with perceived co-worker support, perceived relationship conflict was also found to have a positive impact on knowledge sharing intention through individualism orientation, which is a significant contribution to the field of knowledge management.

Enabling innovative ability: knowledge sharing as a mediator

2014 ◽  
Vol 114 (5) ◽  
pp. 696-710 ◽  
Author(s):  
Yen-Ku Kuo ◽  
Tsung-Hsien Kuo ◽  
Li-An Ho
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Design Methodology ◽  
Service Innovation ◽  
Content Type ◽  
Four Dimensions ◽  
Workplace Friendship ◽  
Data Collection Instrument ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationships among job satisfaction, workplace friendship, knowledge sharing and service innovation. Design/methodology/approach – This is an empirical study that targets electronic information engineers at the science parts located in Taipei, Hsinchu and Tainan (n=851), utilizing a survey questionnaire as the data collection instrument to test the relationship among the four dimensions. Findings – The results indicated that: first, both job satisfaction and workplace friendship have demonstrated a significant effect on service innovation; second, knowledge sharing significantly moderates the effect of job satisfaction and workplace friendship on service innovation. Originality/value – The present study adds value by examining the moderating effect of knowledge sharing. The results can contribute to the strategic planning of human resource development in order to enhance the capability of service innovation in the technological industry.

scholarly journals School leadership theories and the Malaysia Education Blueprint

2018 ◽  
Vol 32 (7) ◽  
pp. 1245-1265 ◽  
Author(s):  
Tony Bush ◽  
Suriani Abdul Hamid ◽  
Ashley Ng ◽  
Maria Kaparou
Keyword(s):  
Systematic Review ◽  
School Leadership ◽  
Distributed Leadership ◽  
English Language ◽  
Positive Impact ◽  
Leadership Theories ◽  
Leadership Practice ◽  
Western Literature ◽  
Content Type ◽  
Leadership Models

Purpose The purpose of this paper is to provide a systematic review of the Malaysian literature on three prominent leadership models (instructional, distributed and transformational), linked to a major educational reform initiative captured in the Ministry of Education’s Malaysia Education Blueprint (MEB). Design/methodology/approach The approach is a systematic review of all relevant Malaysian literature, in English and Bahasa Malaysia, on instructional, distributed and transformational leadership and alternative terms linked to these models. Findings The findings show that there is an emerging literature on these leadership models and their prevalence in Malaysian schools but that they have been interpreted in ways that are distinctive to the highly centralised Malaysian context. For example, instructional leadership is prescribed, so there is some evidence of its practice, notably in respect of monitoring. Similarly, distributed leadership is allocative, rather than emergent, as suggested in western literature. Research limitations/implications The findings show that, while research on these models is emerging, much more research is required to establish whether and how leadership practice in Malaysia differs from that outlined in the normative western literature. Practical implications There is emerging evidence to suggest that instructional and distributed leadership, if enacted carefully, can have a positive impact on student outcomes. Social implications The leadership models were developed in western, mainly decentralised, contexts, and there are clear implications for how such models might apply in highly centralised cultures, such as that prevailing in Malaysia. Originality/value This is believed to be the first systematic review of the Malaysian literature on school leadership models, linked to the MEB. It is also distinctive in including both English language and Bahasa Malaysia sources.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

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