Determining the relationship between organizational learning mechanisms and teachers’ knowledge sharing behavior and professional development ability

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.

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

International Journal of Knowledge Management ◽

10.4018/ijkm.2018070102 ◽

2018 ◽

Vol 14 (3) ◽

pp. 21-36 ◽

Cited By ~ 2

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.

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The Relationship between Cultural Identity and Individual Knowledge Sharing Behavior

IBIMA Business Review ◽

10.5171/2011.406402 ◽

2011 ◽

pp. 1-14 ◽

Cited By ~ 2

Author(s):

Mohamad Masrek ◽

Siti Noordin ◽

Norizan Anwar ◽

Ahmad Idris

Keyword(s):

Cultural Identity ◽

Knowledge Sharing ◽

Knowledge Sharing Behavior ◽

Individual Knowledge ◽

The Relationship ◽

Sharing Behavior

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

Contemporary Knowledge and Systems Science - Advances in Knowledge Acquisition, Transfer, and Management ◽

10.4018/978-1-5225-5655-8.ch007 ◽

2018 ◽

pp. 151-191 ◽

Cited By ~ 1

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.

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

International Journal of Sociology and Social Policy ◽

10.1108/ijssp-02-2020-0038 ◽

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.

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Model of Organizational Learning Culture on Knowledge Sharing Behavior

International Journal of Business and Management ◽

10.5539/ijbm.v15n11p184 ◽

2020 ◽

Vol 15 (11) ◽

pp. 184

Author(s):

Sabaruddin Sondeng ◽

Nurwati ◽

Endro Sukotjo ◽

Sriwiyati Maharani

Keyword(s):

Organizational Learning ◽

Knowledge Sharing ◽

Organizational Citizenship Behavior ◽

Job Attitudes ◽

Learning Culture ◽

Moderator Variable ◽

Organizational Learning Culture ◽

Knowledge Sharing Behavior ◽

Job Attitude ◽

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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Impact of Organizational Climate on Knowledge-Sharing Behavior: An Empirical Study in Minimarkets

Jurnal Bisnis dan Kewirausahaan ◽

10.31940/jbk.v17i2.2357 ◽

2021 ◽

Vol 17 (2) ◽

pp. 94-105

Author(s):

Sri Raharso ◽

Keyword(s):

Factor Analysis ◽

Regression Analysis ◽

Empirical Study ◽

Organizational Climate ◽

Knowledge Sharing ◽

Research Model ◽

Knowledge Sharing Behavior ◽

Two Factors ◽

The Relationship ◽

Sharing Behavior

This empirical research aims to identify the relationship between organizational climate and knowledge sharing behavior. Also, this study uses knowledge sharing intentions as a mediator between these two variables. The survey was conducted incidentally on 403 minimarket employees in eight districts/cities in West Java. Factor analysis was employed to purify research variables. To evaluate the research model, multiple regression analysis was used. The results of the factor analysis on organizational climate resulted in two factors, fairness and affiliation. Fairness and affiliation constructs have a positive and significant effect on knowledge sharing intention. Knowledge sharing intention also has a positive and significant effect on knowledge sharing behavior.

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

Sustainability ◽

10.3390/su122410289 ◽

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.

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

Information Technology and People ◽

10.1108/itp-11-2018-0510 ◽

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.

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