scholarly journals KNOWLEDGE SHARING BEHAVIOR GURU DITINJAU DARI TRANSFORMATIONAL LEADERSHIP DAN SELF-EFFICACY [TEACHERS’ KNOWLEDGE SHARING BEHAVIOR FROM TRANSFORMATIONAL LEADERSHIP AND SELF-EFFICACY’S PERSPECTIVE]

2019 ◽  
Vol 15 (2) ◽  
pp. 255
Author(s):  
Judha Semal Irianto ◽  
Niko Sudibjo
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
School Environment ◽  
Self Efficacy ◽  
Research Subjects ◽  
Knowledge Sharing Behavior ◽  
Private High School ◽  
Sharing Behavior ◽  
Bahasa Indonesia

<p><span lang="EN-US">The changing context of the age and the characteristics of today's generation demand that the role of the teacher be more creative and innovative. A way to answer this need is to cultivate a knowledge sharing behavior in the school environment. There are many factors that can support the establishment of this knowledge sharing behavior, including transformational leadership and self-efficacy. This study aims to determine the effect of transformational leadership and self-efficacy on the knowledge sharing behavior of teachers. The research subjects were 112 teachers who teach in two locations of XYZ Private High School in West Jakarta which have the potential to develop knowledge sharing behavior. The design used in this study was correlational, using surveys to collect the data and then analyze using the PLS-SEM method. The results of this study showed that transformational leadership and self-efficacy affected knowledge sharing behavior positively.</span></p><p><span lang="EN-US"><strong>BAHASA INDONESIA ABSTRAK: </strong>Perubahan konteks zaman dan karakteristik generasi zaman sekarang menuntut peran guru yang semakin kreatif dan inovatif. Salah satu upaya untuk menjawab hal ini adalah dengan membudayakan perilaku <em>knowledge sharing behavior</em> di lingkungan sekolah. Ada banyak faktor yang dapat mendukung terbangunnya perilaku <em>knowledge sharing behavior</em> ini, di antaranya <em>transformational leadership</em> dan <em>self-efficacy</em>. Penelitian ini bertujuan untuk mengetahui pengaruh <em>transformational leadership</em> dan <em>self-efficacy</em> terhadap <em>knowledge sharing behavior</em> guru. Subjek penelitian adalah 112 guru yang mengajar di dua lokasi Sekolah Menengah Atas Swasta XYZ di Jakarta Barat yang memiliki potensi untuk membangun perilaku <em>knowledge sharing behavior</em>. Desain penelitian bersifat korelational, data diambil berdasarkan survey yang dianalisi dengan metode PLS-SEM. Hasil penelitian yang diperoleh memperlihatkan bahwa <em>transformational leadership</em> dan <em>self-efficacy</em> mempengaruhi <em>knowledge sharing behavior</em> secara positif.<br /></span></p>

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.

Impact of organizational culture and computer self-efficacy on knowledge sharing

2015 ◽  
Vol 115 (4) ◽  
pp. 590-611 ◽  
Author(s):  
Zhen Shao ◽  
Tienan Wang ◽  
Yuqiang Feng
Keyword(s):  
Organizational Culture ◽  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Self Efficacy ◽  
Enterprise Systems ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Tacit Knowledge Sharing ◽  
Sharing Behavior ◽  
Computer Self Efficacy

Purpose – The purpose of this paper is to examine the impact mechanism of organizational culture (OC) on Enterprise Resource Planning (ERP) user’s explicit and tacit knowledge-sharing behavior in the context of enterprise systems usage. Design/methodology/approach – Drawing from social cognitive theory, the authors developed a comprehensive model that integrates OC, computer self-efficacy and employees’ knowledge-sharing behaviors. In total, 343 valid questionnaires were collected from ERP users of 115 firms and structural equation modeling technique was used to test the model. Findings – Empirical results suggest that hierarchical culture that focusses on efficacy and uniformity is positively related with employees’ explicit knowledge sharing; group culture that focusses on trust and belonging is positively related with employees’ tacit knowledge sharing, and their relationship is fully mediated by employees’ computer self-efficacy. In addition, computer self-efficacy also partially mediates the relationship between rational culture and employees’ knowledge sharing. Practical implications – This study provides guidelines for top managers to enhance employees’ computer self-efficacy and facilitate employees’ knowledge-sharing behavior by developing appropriate type of OC. Originality/value – This study unpacks the mediating mechanism between OC and knowledge sharing, and contributes to the academic research of knowledge management in the context of enterprise systems assimilation.

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.

scholarly journals Understanding the Antecedents of Knowledge Sharing Behavior From the Theory of Planned Behavior Model: Cross-Cultural Comparisons Between Mainland China and Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Min Yang ◽  
Ping Xu
Keyword(s):  
Theory Of Planned Behavior ◽  
Knowledge Sharing ◽  
Market Orientation ◽  
Planned Behavior ◽  
Self Efficacy ◽  
Mainland China ◽  
Job Security ◽  
Equation Modeling ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Affected by coronavirus disease (COVID-19), in addition to keeping away the impact of the pandemic on their business practices, many enterprises have proposed relevant measures to protect their employees’ job safety and security. Especially for enterprises with high dependence on knowledge resources, employees’ innovation and knowledge sharing play a vital role. In the context of global economic austerity, how to put forward the corresponding plan of knowledge sharing intention to improve the knowledge sharing behavior of employees for enterprises is worth discussing. Mainland China and Malaysia have different quarantine policies and similar industrial structures. This study examines the awareness of Mainland China vs. Malaysian employees, and evaluates the relationship among self-efficacy, job security, market orientation, knowledge sharing intention, and knowledge sharing behavior from the theory of planned behavior. In this study, a total of 627 Mainland China and 434 Malaysian participants were collected to compare both groups in the development of employees’ knowledge sharing behavior. In this study, a variance-based partial least squares structural equation modeling (PLS-SEM) was performed to test the proposed hypothesis and conduct comparative analysis. The results in both the samples show that self-efficacy, job security, and market orientation have positive and significant effects on knowledge sharing intention; self-efficacy has positive and significant effects on job security; knowledge sharing intention has positive and significant effects on knowledge sharing behavior. Moreover, there are several significant differences between Mainland China and Malaysia in the examinations of path comparisons.

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