Encouraging client’s knowledge sharing in enterprise system post-implementation through psychological contract and entrepreneurial orientation

2019 ◽  
Vol 33 (2) ◽  
pp. 689-709
Author(s):  
Zhao Cai ◽  
Hefu Liu ◽  
Qian Huang ◽  
Yue Kang ◽  
Liang Liang
Keyword(s):  
Knowledge Sharing ◽  
Psychological Contract ◽  
Entrepreneurial Orientation ◽  
Enterprise System ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Psychological Contract Fulfillment ◽  
The Relationship ◽  
Sharing Behavior

Purpose The purpose of this paper is to discuss the relationship between psychological contract and knowledge sharing behavior in the enterprise system (ES) post-implementation stage. The fulfillment and obligation of psychological contract are proposed as antecedents of knowledge sharing behavior performed by client firms. Additionally, entrepreneurial orientation (EO) is considered a moderator in the relationship between psychological contract and knowledge sharing. Design/methodology/approach This study adopted the questionnaire survey to collect data from 132 client firms of a focal ES provider in the garment industry of China. Hierarchical regression analysis was used for data analysis. Findings Psychological contract fulfillment is negatively related to knowledge sharing, whereas the positive role of psychological contract obligation is supported. EOstrengthens the role of both psychological contract fulfillment and obligation in shaping knowledge sharing behavior of client firms. Originality/value This study adopts forward- and backward-looking approaches in decision making as a theoretical lens to investigate how to improve client firms’ knowledge sharing behavior through psychological contract. By figuring out the roles of psychological contract and EO in influencing knowledge sharing, this research benefits both vendor and client firms in maintaining sustainable collaboration and continuous improvement of ES projects.

Personality factors and knowledge sharing behavior in information services: the mediating role of information literacy competencies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hamid Keshavarz
Keyword(s):  
Knowledge Sharing ◽  
Information Literacy ◽  
Personality Factors ◽  
Path Coefficient ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior ◽  
Role Of Information ◽  
Information Literacy Competencies

Purpose The study aims to investigate the role of information literacy competencies regarding the impact of personality factors on knowledge sharing behavior in information services. Design/methodology/approach A sequential mixed-methods approach was used as the research design. To construct the two less identified variables of knowledge sharing behavior and information literacy competencies in actual information services, the literature existed were searched and validated in a systematic review procedure. Two conceptual models including two initial questionnaires were developed, which were then confirmed by a set of 10 related experts through semi-structured interviews. For gathering data related to the variable personality factors, the Five-Factor Inventory was used as a widely recognized measure. The sample population of the quantitative section constituted of a set of 160 librarians working in the central libraries of the state universities located at Tehran, Iran. Data analysis was conducted through structural equation modeling using software SmartPLS. Findings The results showed that the personality factors had a positive and significant impact on information literacy competencies with a path coefficient of 0.48 and information literacy competencies skills had a positive and significant effect on the knowledge sharing behavior with a path coefficient of 0.47. However, with a path coefficient of 0.02, the personality factors had no direct effect on the knowledge sharing behavior while its indirect impact was then confirmed by the mediating role of information literacy competencies. Originality/value To achieve the desired knowledge sharing behavior, there should be concerns about the information literacy competencies of the librarians. Moreover, the knowledge sharing behavior of the librarians should be more taken into consideration concerning their personality factors.

Can generational differences and feeling trusted improve knowledge-sharing behavior? Consequences of high-performance work systems

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aulia Vidya Almadana ◽  
Suharnomo Suharnomo ◽  
Mirwan Surya Perdhana
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
High Performance ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose This study aims to investigate the relationships between high-performance work systems (HPWS) on knowledge-sharing behavior (KSB) among Indonesian employees through the mediating role of feeling trusted (FT) and moderating role of generational differences (GD). Design/methodology/approach Sample were collected from 278 employees working in the Indonesian financial companies. This research used structural equation modeling to investigate the associations of HPWS and KSB. Furthermore, Sobel Test was applicated to test the mediation effect of FT. Finally, Hayes PROCESS was used to test the moderation impact of GD. Findings The empirical results revealed that HPWS positively impact FT and KSB. Hereafter, FT also positively impacts KSB and then succeeds to mediate the relationships between HPWS and KSB. Finally, GD were failed to moderate the relationships between HPWS and KSB. Originality/value To the best of the authors’ knowledge, this study is one of the few studies that illustrate the roles of GD between the relationships between HPWS and KSB.

When investment in employee development promotes knowledge sharing behavior in an uncertain post-Soviet context

2019 ◽  
Vol 49 (2) ◽  
pp. 370-388 ◽  
Author(s):  
Sanat Kozhakhmet ◽  
Sharmila Jayasingam ◽  
Nauman Majeed ◽  
Samia Jamshed
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Psychological Capital ◽  
Employee Development ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose The purpose of this paper is to explore the effect of perceived investment in employee development (PIED) on knowledge sharing (KS) behavior by examining the mediating role of psychological capital and moderating role of organizational identification. Design/methodology/approach Questionnaires were used to collect data from 340 employees from largest MNCs working in Kazakhstan. Findings The results show that psychological capital mediates the relationship between PIED and knowledge sharing behavior (KSB). Moreover, it was found that organizational identification moderates the association between individuals’ psychological capital and their KSB. The mediated moderation analyses supported the hypothesized model. Originality/value This paper contributes to a more complete understanding of how investment in employee development may support or build employees’ psychological capital which in turn facilitates KS.

The effect of Zhong-yong thinking to employee survival ability: taking Chinese employees as an example

2020 ◽  
Vol 40 (11/12) ◽  
pp. 1319-1336
Author(s):  
Chunyu Zhang ◽  
Chunshuo Chen
Keyword(s):  
Social Capital ◽  
Knowledge Sharing ◽  
Code Of Conduct ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

PurposeZhong-yong thinking is a code of conduct of the Chinese people. The purpose of this study is to explore the relationship among Zhong-yong thinking, social capital, knowledge sharing behavior, and employee survival ability.Design/methodology/approachZhong-yong thinking including multi-thinking, integration and harmony, taking a case study of private enterprise in Guangxi of China. Based on the literature, the establishment of the theoretical model and hierarchical regression analysis are explored.FindingsThe multi-thinking, integration and harmony of Zhong-yong thinking have a significant positive effect on social capital and employee survival ability. In addition, employee survival ability is positively affected by social capital. Moreover, knowledge sharing behavior has a positive moderating between the multi-thinking dimension of Zhong-yong thinking and social capital, and the remaining dimensions have no moderating effect. Knowledge sharing behavior has no moderating effect on the relationship between social capital and employee survival ability.Practical implicationsZhong-yong thinking and social capital are actively affecting employee survival ability. Therefore, companies need to work harder to improve their employees' Zhong-yong thinking and social capital.Originality/valueThe paper extends Zhong-yong thinking, social capital and employee survival ability literature to fill gaps in how China people require to both access employee survival ability. The policy value of the work is in suggesting ways to facilitate employee survival ability of China.

scholarly journals Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue

2020 ◽  
Vol 12 (24) ◽  
pp. 10289
Author(s):  
Pilar Ficapal-Cusí ◽  
Mihaela Enache-Zegheru ◽  
Joan Torrent-Sellens
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

Abusive supervision and knowledge sharing: the moderating role of organizational tenure

2018 ◽  
Vol 47 (1) ◽  
pp. 22-38 ◽  
Author(s):  
Seckyoung Loretta Kim ◽  
Seung Yeon Son ◽  
Seokhwa Yun
Keyword(s):  
Knowledge Sharing ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Negative Consequences ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Organizational Tenure ◽  
Sharing Behavior ◽  
Moderating Role

Purpose Drawing on social exchange theory (SET) and conservation of resources (COR) theory, the purpose of this paper is to examine the negative consequence of abusive supervision on knowledge sharing. Further, this paper explores the moderating role of organizational tenure in the relationship between abusive supervision and employees’ knowledge sharing behavior applying sense-making theory. Design/methodology/approach The hypotheses were tested using regression analysis across two independent studies conducted in South Korea. Findings The authors found evidence that there was a negative relationship between abusive supervision and employees’ knowledge sharing behavior. Furthermore, the aforementioned relationship was strengthened for those with longer organizational tenure. Originality/value This research deepens our understanding of the negative consequences of abusive supervision on employees’ knowledge sharing behavior by drawing on SET and COR theory. Through two independent studies, the results demonstrated that employees who receive abusive treatment from their supervisors tend to reduce their knowledge sharing behavior. Furthermore, this detrimental effect is stronger for key knowledge providers, namely long-tenured employees.

Knowledge-sharing practices in higher educational institutes of Islamabad, Pakistan: an empirical study based on theory of planned behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Irfan Raza ◽  
Zainudin Awang
Keyword(s):  
Public Sector ◽  
Cultural Diversity ◽  
Knowledge Sharing ◽  
Interpersonal Trust ◽  
Diversity Management ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Public Sector Employees ◽  
The Relationship ◽  
Sharing Behavior

PurposeKnowledge hoarding is an emerging issue among multiracial employees engaged in public sector higher educational institutes (HEIs) of Islamabad, Pakistan. By considering knowledge-sharing barriers, this study aims to examine the knowledge sharing behavior (KSB) of ethnically diverse public sector staff in perspective of well-known theory of planned behavior (TPB).Design/methodology/approachIt is a cross-sectional survey study, and it has used a self-administered questionnaire for data collection. With proportionate stratified random sampling technique, 273 nonacademic employees associated in 15 public sector HEIs of Islamabad have recorded their responses. Structural equation modeling was employed for empirical hypotheses testing.FindingsResults stated significant and positive effect of cultural diversity management, interpersonal trust and knowledge technology on KSB. Moreover, knowledge-sharing attitude (KSA) fully mediated the relationship between cultural diversity management and KSB and between interpersonal trust and KSB; whereas KSA partially mediated the relationship between knowledge technology and KSB. Moreover, proposed model has explained 45% variation in endogenous construct.Research limitations/implicationsCurrent study contributes to the present literature by investigating the antecedents of knowledge-sharing behavior of multicultural nonacademic staff engaged in public sector HEIs of capital city of Pakistan. Enriching the top management thoughts about problems of diverse workforce, the researcher has explored a noticeable lack in elucidation of such connection. Moreover, formation of knowledge-sharing behavior specifically on ethnic-based diverse employees made a significant addition in existing literature.Practical implicationsThe present research aids academic leadership in designing policies and strategies to enhance knowledge sharing among public sector employees and to create a supportive knowledge-sharing culture.Originality/valueThis study fills the empirical gap in literature by exploring the antecedents and their effect on KSB of nonacademic employees of Islamabad, Pakistan. Moreover, assessing the mediation effect of KSA between CDM and KSB on multicultural public sector employees is another novel inclusion in literature.

Transformational leadership, knowledge sharing, organizational climate and learning: an empirical study

2020 ◽  
Vol 41 (6) ◽  
pp. 761-775
Author(s):  
Eun-Jee Kim ◽  
Sunyoung Park
Keyword(s):  
Transformational Leadership ◽  
Organizational Learning ◽  
Organizational Climate ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

PurposeThis study examined the relationships among transformational leadership, organizational climate, employees' knowledge-sharing behavior and organizational learning.Design/methodology/approachData were collected from 282 responses from multiple companies in South Korea. Descriptive statistics and correlations were provided. The structural equation modeling was primarily used to test the proposed hypotheses and model comparisons.FindingsThe results indicated direct effects of transformational leadership on organizational climate, knowledge-sharing and organizational learning. In addition, organizational climate was positively related to knowledge-sharing behavior. Finally, knowledge-sharing behavior was found to affect organizational learning and to be a mediator in linking transformational leadership and organizational learning.Research limitations/implicationsThis study contributes to the literature on the role of leader’s support to enhance employees' outcomes related to knowledge and learning. By investing different antecedents of organizational learning, this study will help scholars and professionals pay more attention to organizational learning, its process and outcomes, which can promote organizational effectiveness and next outcomes from organizational learning.Practical implicationsOrganizations need to pay continuous attention to maintaining and strengthening employees’ knowledge-sharing behavior and learning, which is positively influenced by organizational efforts (i.e. leader’s support and supportive organizational climate).Originality/valueThe significance of this study is that the findings add to the academic work on organizational learning by empirically examining how leadership and organizational climate factors influence knowledge and learning outcomes and through which mechanisms.

Leader knowledge sharing behavior and follower creativity: the role of follower acquired knowledge and prosocial motivation

2020 ◽  
Vol 32 (6) ◽  
pp. 457-471
Author(s):  
Le Cong Thuan ◽  
Bui Thi Thanh
Keyword(s):  
Knowledge Sharing ◽  
Positive Impact ◽  
Vital Role ◽  
Creative Performance ◽  
Content Type ◽  
Prosocial Motivation ◽  
Knowledge Sharing Behavior ◽  
The Impact ◽  
Sharing Behavior

Purpose Although leaders play a vital role in motivating the creative performance of followers, a paucity of research has examined specific behaviors of leaders. The purpose of this paper is to investigate the impact of leader knowledge sharing behavior on followers’ creative performance. Design/methodology/approach To decrease the potential of the common method bias, this research conducted a time-lagged study to gather data from 319 employees working at information technology companies in Vietnam. This study used the hierarchical regression analysis to test the hypotheses. Findings The results showed that leader knowledge sharing behavior had a positive impact on follower creativity. Moreover, follower-acquired knowledge partially mediated this relationship. Furthermore, follower prosocial motivation positively moderated the effects of leader knowledge sharing behavior and follower-acquired knowledge on followers’ creative performance. Originality/value The findings contribute to the creativity literature by providing evidence that leader knowledge sharing behavior could stimulate follower creativity directly and indirectly through follower-acquired knowledge. This research also confirmed the moderating role of prosocial motivation in reinforcing the influence of leader behaviors and employee ability on employee creativity.

Psychological contract and knowledge sharing

2016 ◽  
Vol 21 (1) ◽  
pp. 2-19 ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Knowledge Sharing ◽  
Psychological Contract ◽  
Sustainable Growth ◽  
Research Purpose ◽  
Content Type ◽  
Research Results ◽  
Theatre Companies ◽  
The Relationship ◽  
Cai Luong

Purpose – The survival and sustainable growth of Cai Luong (Renovated Theatre) theatre companies as well as Cai Luong theatrical art in Vietnam necessitate the sharing of acting and singing skills between generations of actors. The purpose of this paper is to investigate the role of theatre members’ perception of psychological contract in predicting their sharing of knowledge. Another research purpose is to assess if corporate social responsibility (CSR) of theatre companies can activate the effect chain through psychological contract to knowledge sharing. The last research purpose sheds light on the moderating role of entrepreneurial orientation (EO) for the relationship between psychological contract and knowledge sharing among members of Cai Luong theatre companies in Vietnam setting. Design/methodology/approach – Cross-sectional data for SEM-based analysis was collated from 226 respondents of Cai Luong theatre companies in Vietnam. Findings – Research results unveil the predicting role that CSR played on the relationship between psychological contract and knowledge sharing among members in Cai Luong theatre companies. This relationship was also found to be moderated by EO. Originality/value – Research results extend knowledge management literature through the inclusion of CSR and psychological contract as antecedents of knowledge sharing.

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