scholarly journals Effect Of Leadership and Work Motivation on Employee Performance Through Knowledge Sharing Behavior

2021 ◽  
Vol 9 (11) ◽  
pp. 34-50
Author(s):  
Nur Iman Inang
Keyword(s):  
Knowledge Sharing ◽  
Work Motivation ◽  
Employee Performance ◽  
Private Universities ◽  
Sampling Technique ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior ◽  
Positive Effect ◽  
Survey Approach

This study explains the influence of leadership and work motivation on employee performance at private universities (PTS) within the province of Southeast Sulawesi which is mediated by knowledge-sharing behavior. Research method uses a survey approach and explanatory research. The sampling technique is probability sampling with the unit of analysis, namely the employees of private universities (PTS). Data analysis was conducted to test the hypothesis by using PLS software. Results show that leadership has a positive and significant effect on knowledge sharing behavior and employee performance. Work motivation has a significant positive effect on knowledge sharing behavior and employee performance. Knowledge sharing behavior has a positive effect on employee performance. Finally, research can prove that leadership and work motivation together have a positive and significant effect on employee performance and knowledge sharing behavior acts as a mediation of the relationship between leadership and work motivation with employee performance.

Knowledge Sharing Behavior, Mentoring and Motivation as Determinants of Employee Performance in Selected New Generation Banks, Lagos, Nigeria

2020 ◽  
Vol 10 (2) ◽  
pp. 57-68
Author(s):  
Oluyinka Titilope Afolayan ◽  
Yemisi Tomilola Babalola
Keyword(s):  
Knowledge Sharing ◽  
Stock Exchange ◽  
Employee Performance ◽  
Sampling Technique ◽  
Joint Effect ◽  
Relative Contribution ◽  
Knowledge Sharing Behavior ◽  
High Level ◽  
New Generation ◽  
Sharing Behavior

Employee performance plays a pivotal role in the attainment of organizational success, especially, in the Nigerian banking industry, due to its high level of dynamism and competition. However, the joint effect between knowledge sharing behavior, mentoring, and motivation on employee performance seems not to have been given attention in the literature. In view of this, this study investigated the interaction between knowledge sharing behavior, mentoring and motivation on employee performance in new generation banks in Lagos, Nigeria. The population comprised 8,334 employees from six new generation banks that are listed on the Nigerian Stock Exchange (NSE). Stratified sampling technique was used to select 1,628 employees. Findings revealed that knowledge sharing behavior, mentoring and motivation jointly influenced employee performance in the selected new generation banks in Lagos, Nigeria. However, in terms of relative contribution to employee performance, motivation made a higher contribution than knowledge sharing behavior while mentoring made no significant contribution to employee performance.

Effect of Interns' Learning Willingness on Mentors' Knowledge-sharing Behavior

2016 ◽  
Vol 44 (2) ◽  
pp. 221-231 ◽  
Author(s):  
Mingyuan Dong ◽  
Dasong Deng
Keyword(s):  
Personality Traits ◽  
Knowledge Sharing ◽  
Teaching Hospitals ◽  
Significant Positive Effect ◽  
Knowledge Sharing Behavior ◽  
Managerial Implications ◽  
The Relationship ◽  
Sharing Behavior ◽  
Positive Effect

We examined the effect of interns' learning willingness on the mentors' knowledge-sharing behavior, and examined organizational incentives and mentors' personality traits of openness and conscientiousness as moderators in this relationship. Participants were 180 mentor-intern dyads at 10 teaching hospitals in China. We found that interns' willingness to learn had a significant positive effect on the knowledge-sharing behavior of mentors. The effect of organizational incentives on this relationship was dependent on the mentor's personality, such that when mentors were low in either openness or conscientiousness, organizational incentives strengthened the relationship. Theoretical and managerial implications and directions for further research are discussed.

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 5 (1) ◽  
pp. 11-21
Author(s):  
Riza Faizal ◽  
Maman Sulaeman ◽  
Ismayudin Yulizar
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
Work Time ◽  
Work Quality ◽  
Service Excellence ◽  
Positive Effect ◽  
External Motivation ◽  
Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of  BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

A learning organization perspective on knowledge-sharing behavior and firm innovation

2006 ◽  
Vol 25 (4) ◽  
pp. 227-236
Author(s):  
Li-Fen Liao
Keyword(s):  
Knowledge Sharing ◽  
Learning Organization ◽  
Significant Relationship ◽  
Shared Vision ◽  
Firm Innovation ◽  
Positive Effects ◽  
Knowledge Sharing Behavior ◽  
Relationship Of ◽  
The Relationship ◽  
Sharing Behavior

Sharing knowledge and firm innovation are the crucial ways to sustain competitive advantage. This study builds a nested model to test the relationship between learning organization, knowledge-sharing behavior, and firm innovation. Data gathered from 254 employees were used to examine the relationship of the learning organization to employees' knowledge-sharing behavior and firm innovation. The results indicate that open-mindedness, shared vision and trust have positive effects on both knowledge-sharing behavior and firm innovation. While commitment to learning does not shows significant relationship on knowledge-sharing behavior and firm innovation. Communication has significance on firm innovation but not significance on knowledge-sharing behavior.

Introducing a Model of Relationship Between Knowledge Sharing Behavior and Organizational Citizenship Behavior and Positively Orientated Organizational Behavior

2018 ◽  
Vol 14 (3) ◽  
pp. 21-36 ◽  
Author(s):  
Tayebeh Sadegh ◽  
Reyhaneh Mohammad Khani ◽  
Fatemeh Modaresi
Keyword(s):  
Organizational Behavior ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This study investigates the effects of employees' positively oriented organizational behavior and organizational citizenship behavior (OCB) use on knowledge sharing behavior after a two-month period. Based on previous research, it was expected that: (1) organizational citizenship behavior would be positively related to knowledge sharing behavior; (2) psychological capital would be positively related to knowledge sharing behavior; (3) OCB would mediate the relationship between psychological capital and knowledge sharing behavior; (4) psychological empowerment would be positively related to knowledge sharing behavior; and (5) OCB would mediate the relationship between psychological empowerment and knowledge sharing behavior. Results provided support for the direct effects of OCB, psychological capital and psychological empowerment on knowledge sharing behavior. Psychological capital and psychological empowerment were each indirectly related to knowledge sharing behavior, mediate by OCB. To be more precise, individuals with higher level of psychological capital and psychological empowerment were not only more likely to participate in organizational citizenship behavior but having a higher level of positively orientated organizational behavior made them to engage more in knowledge sharing behavior two months later.

scholarly journals PERAN KNOWLEDGE SHARING, LEARNING ORGANIZATION DAN KAPABILITAS INOVASI INDIVIDUAL TERHADAP KINERJA KARYAWAN

2020 ◽  
Vol 21 (2) ◽  
pp. 84
Author(s):  
Satria Avianda Nurcahyo
Keyword(s):  
Knowledge Sharing ◽  
Learning Organization ◽  
New Technologies ◽  
Employee Performance ◽  
Sampling Technique ◽  
Primary Data ◽  
Innovation Capability ◽  
Technology Study ◽  
The Individual ◽  
Positive Effect

The purpose of this study was to determine the effect of Knowledge Sharing, Learning Organization, and Individual Innovation Capability variables on the improvement of Employee Performance. The data used in this study were primary data in the form of questionnaires totaling 50 respondents of functional functional employees in the Center for Agricultural Technology Study in Central Java.The section consists of instructors, researchers, technicians and librarians. The sampling technique used in this study was purposive sampling. Testing of this study used path analysis and to test the effect of intervening variables used the sobel test. The results showed that (1) knowledge sharing has a positive effect on employee performance,(2) knowledge sharing has a positive effect on individual innovation capability,(3)individual innovation capability has a positive effect on employee performance,(4) learning organization has a positive effect on employee performance,(5) learning organization has a positive effect on individual innovation capability,(6) learning organization has a positive effect on knowledge sharing. In this study, of the 4 variables that have the most influence in relation to one another. Namely the Individual Innovation Capability variable with a beta amount of 0.530. This shows that the real employees in their hearts need support to explore themselves. Then get the freedom to express new innovations they find and be given training in new technologies. Digital technology and financial support are very important for the growth of innovation so that it can improve performance.Keywords: Knowledge Sharing, Learning Organization, Individual Innovation Capability, Employee Performance

scholarly journals EFFECT OF WORK MOTIVATION, COMMUNICATION, AND TRAINING ON EMPLOYEE PERFORMANCE AT PT. PARAMA TIRTA MULYA SEJAHTERAH

2020 ◽  
Vol 4 (2) ◽  
pp. 166-179
Author(s):  
Mira Yona ◽  
Jeffi Mutiara
Keyword(s):  
Quantitative Research ◽  
Work Performance ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Positive Influence ◽  
Test Results ◽  
Significant Positive Effect ◽  
Validity And Reliability ◽  
Positive Effect

This study aims to determine the effect of work motivation, work communication and job training on the performance of  PT Parama Tirta Mulya Sejahterah employees. Both partially and simultaneously. The type of this research is quantitative research. The population of this study is all employees of PT. 43 employees. Sampling technique is done by saturated sampling technique. Data is obtained using a questionnaire (questionnaire) that is tested for validity and reliability. The results of data analysis found that there was a positive influence between motivation on employee performance with the coefficient value b1 = 0.452. There was a positive influence between work communication on employee performance with a coefficient value of b2 = 0.038. There was a positive influence between training )on employee performance with a coefficient value of b3 = 0.333. There was a significant positive effect of employee performance, Partial Test Results (t-test) between work motivation with work performance wan shows the value of t-count greater than t-table (3,829> 2,601), between communication and employee performance shows the value of t-count greater than t-table value (2,808> 2,016), and between training and employee performance shows the value of t-count greater than t-table value (2,213> 2,016), this shows that there is a significant positive effect partially. The result of the calculated F value is 44.981 and the probability of significance is 0.000.

Exploring the Determinants Affecting Academics' Knowledge-Sharing Behavior in United Arab Emirates Public Universities

2018 ◽  
pp. 151-191 ◽  
Author(s):  
Huda Skaik ◽  
Roslina Othman
Keyword(s):  
Knowledge Sharing ◽  
United Arab Emirates ◽  
Structural Model ◽  
Measurement Model ◽  
Subjective Norms ◽  
Web Based ◽  
Analysis Process ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This chapter investigates knowledge-sharing practice among academics, examines the relationship between knowledge-sharing behavior and its predictors based on theory of planned behavior, and identifies the motivators and barriers affecting these predictors. Data were collected using a web-based questionnaire. Using SPSS and PLS-SEM, the analysis process involved (1) measuring the extent of knowledge sharing practice, (2) assessing the measurement model, (3) assessing the structural model, (4) testing the hypotheses, (5) validating research model fit. Results showed (1) great extent of knowledge-sharing practice, (2) knowledge-sharing behavior is significantly affected by intention, which is affected by attitude, subjective norms, self-efficacy, but not affected by controllability, (3) attitude is positively affected by trust and reputation as motivators of knowledge sharing, while controllability is negatively affected by lack of time and poor communication as barriers of knowledge sharing. This is the first research on knowledge-sharing behavior in higher education in UAE.

Setting an ethical example with authentic leadership

2019 ◽  
Vol 27 (6) ◽  
pp. 13-15
Keyword(s):  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Climate Impacts ◽  
Workplace Climate ◽  
Content Type ◽  
Pertinent Information ◽  
The Relationship ◽  
Positive Effect ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on how authentic leadership (AL), workplace climate, knowledge sharing, and employee performance interrelate based on data from people working in two telecommunications firms in Jordan. A highly ethical and moral AL style has a positive effect on an employee's performance and creativity. Furthermore, the workplace climate impacts the relationship between AL and creativity, and knowledge sharing impacts the relationship between AL and the workplace climate. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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