Mediating Effect of OCB on Relationship between Job Attitudes and Knowledge Sharing Behavior

The old research revealed that job attitudes were not correlated by a knowledge sharing behavior. This research develops to investigate the role organizational learning culture in context relations forming knowledge sharing behavior. Using a survey, 100 person graduates from Work Training Center involved as a respondent in this project from periods 2019 to 2020. This research was conducted with a quantitative method’s include variables job attitude, OCB, organizational learning culture, and knowledge sharing behavior. The data were measured by likert scale from 1 to 5 and collected by using a questionnaire measure. Research model develops with job attitudes as an independent variable, OCB as a mediation variable, organizational learning culture as a moderator variable and knowledge sharing behavior as a dependent variable was supported by SmartPLS3. The output investigation reveals that job attitude is a significantly factor linked to knowledge sharing behavior, and also correlated to organizational citizenship behavior. The other situation create that organizational citizenship behavior was not a significant variable on knowledge sharing behavior, and also OCB was not a mediation variable for knowledge sharing behavior. The exploration discloses that organizational learning culture has a moderate significant weather OCB towards knowledge sharing behavior or job attitude towards OCB, but insignificant for job attitudes on knowledge sharing behavior. Study concluded that job attitude has a significant outcome on OCB and knowledge sharing behavior. Organizational learning culture provides a strengthening of the association between job attitudes towards OCB and the association between OCB and knowledge sharing behavior. The study gives a new contribution that job attitudes affect both on OCB and on knowledge sharing behavior and organizational learning culture moderate job attitudes on OCB and OCB on knowledge sharing behavior, but not moderate job attitudes on knowledge sharing behavior. This study has limitations on several indicators of OCB and organizational learning culture while there are still other indicators, so the researcher recommends the necessity to practice other indicator that are not covered as a new research agenda in future. The results of the study indicate the direct effect of job attitudes on knowledge sharing behavior is still weak, so the researcher suggested a future research to test the organizational learning culture as a moderator variable that can provide strengthening of knowledge sharing behavior in other sectors such as in business or public sectors.

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The mutual impact of university president’s leadership and organizational justice on knowledge sharing: the mediating effect of communication

Industrial and Commercial Training ◽

10.1108/ict-08-2020-0094 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Soo Jung Kim ◽

Youjin Jang ◽

Myunghyun Yoo ◽

Ji Hoon Song

Keyword(s):

Transformational Leadership ◽

Knowledge Sharing ◽

Organizational Justice ◽

Organizational Communication ◽

Structural Equation ◽

Mediating Effect ◽

Equation Modeling ◽

Content Type ◽

Knowledge Sharing Behavior ◽

Sharing Behavior

Purpose The purpose of this study is to empirically examine the mediating effect of organizational communication in the relationships among transformational leadership, organizational justice and knowledge sharing within the higher education setting in South Korea. Design/methodology/approach A sample of 321 university employees, including 151 faculty members and 170 administrative staff members, from a representative private university, participated in the survey as part of a consulting project for university innovation. Structural equation modeling (SEM) was mainly used for data analysis to identify the structural relationship among the research variables. Findings The results of this study confirmed that transformational leadership positively influences organizational justice and knowledge sharing. However, the influence of organizational justice on knowledge sharing was not statistically significant. The mediating effect of organizational communication among those relationships to increase the members’ knowledge sharing behavior was statistically significant. Originality/value In this study, holistic aspects of the organization, including leadership, organizational culture and organizational strategy, were examined for encouraging employees’ knowledge sharing behavior while an organization undergoes innovational changes. More practically, this study suggested that organizational communication could be used as one of the critical strategies in the process of university innovation.

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Knowledge sharing behavior, job attitudes, OCB and organizational learning culture

Journal of administrative and business studies ◽

10.20474/jabs-3.4.1 ◽

2017 ◽

Vol 3 (4) ◽

Cited By ~ 5

Keyword(s):

Organizational Learning ◽

Knowledge Sharing ◽

Job Attitudes ◽

Learning Culture ◽

Organizational Learning Culture ◽

Knowledge Sharing Behavior ◽

Sharing Behavior

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Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator

Management Science Letters ◽

10.5267/j.msl.2021.8.001 ◽

2022 ◽

Vol 12 (1) ◽

pp. 51-66 ◽

Cited By ~ 1

Author(s):

Jawad Khan ◽

Muhammad Usman ◽

Imran Saeed ◽

Amna Ali ◽

Hena Gul Nisar

Keyword(s):

Knowledge Sharing ◽

Employee Engagement ◽

Social Exchange ◽

Work Engagement ◽

Social Exchange Theory ◽

Workplace Spirituality ◽

Mediating Effect ◽

Positive Outcomes ◽

Knowledge Sharing Behavior ◽

Sharing Behavior

Management scholars view workplace spirituality as the main factor behind building trust among employees and playing a pivotal role in enhancing the organization's positive outcomes, i.e., knowledge sharing behavior & work engagement. Underpinning social exchange theory, we explored the linkage between workplace spirituality, knowledge sharing behavior, and work engagement. We further studied to look at the mediating effect of trust between workplace spirituality and positive outcomes. Data was collected from six private companies, the total number of respondents was (n=196). The study's analysis showed that workplace spirituality substantially positively impacts knowledge sharing behavior and work engagement. Furthermore, the link between workplace spirituality, knowledge sharing behavior, and work engagement is positively and statistically significantly mediated by trust. Thus, this work contributes significantly to the research paradigm by presenting workplace spirituality as a solution for high-rise trust among employees, fostering employee engagement in their work, and improving the capacity of knowledge-sharing behavior. Additionally, at the end of this study, theoretical and managerial suggestions, future avenues, and limitations are stated.

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Mediation Effects of Subjective Norms on the Relationship between Career Advancement and Job Characteristics and Knowledge Sharing Behavior among the Tanzanian Healthcare Professionals

Gadjah Mada International Journal of Business ◽

10.22146/gamaijb.23740 ◽

2018 ◽

Vol 20 (2) ◽

pp. 187 ◽

Cited By ~ 2

Author(s):

Mohamed Abbasi Balozi ◽

Siti Zubaidah Othman ◽

Mohd Faizal Mohd Isa

Keyword(s):

Knowledge Sharing ◽

Career Advancement ◽

Healthcare Professionals ◽

Job Characteristics ◽

Subjective Norms ◽

Mediating Effect ◽

Equation Modeling ◽

Knowledge Sharing Behavior ◽

The Relationship ◽

Sharing Behavior

This paper intends to examine the mediating effects of subjective norms on the relationship between career advancement and job characteristics and knowledge sharing behavior. Based on the social exchange theory, we establish a research model which contains job and organizational factors. We distributed 650 questionnaires, but only 439 questionnaires were returned and usable. The hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). The study examines knowledge sharing behavior and its determinants. The results reveal that career advancement, job characteristics and subjective norms are positively and significantly related to knowledge sharing behavior. The findings depict that subjective norms have a partial positive and significant mediating effect on knowledge sharing behavior. This paper intends to identify knowledge sharing behavior and its determinants in Tanzanian healthcare institutions and among healthcare professionals. This is because there are only a few such studies in the context of Tanzania; therefore, this study offers a theoretical foundation for future studies and practical implications for administrators and practitioners.

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