scholarly journals The Importance of Trust in Knowledge Sharing and the Efficiency of Doing Business on the Example of Tourism

Information ◽  
2020 ◽  
Vol 11 (6) ◽  
pp. 311
Author(s):  
Elżbieta Kacperska ◽  
Katarzyna Łukasiewicz
Keyword(s):  
Knowledge Sharing ◽  
Survey Method ◽  
Future Research ◽  
Strategic Actions ◽  
Doing Business ◽  
Survey Technique ◽  
Factor Conditioning ◽  
High Level ◽  
Available Information ◽  
The Relationship

The ability to share knowledge in an organization may determine its success. Knowledge is one of the basic resources of an enterprise, being also the basis for undertaking various types of strategic actions. Knowledge management should be focused in the organization on such processing of all available information to lead to the creation of value defined by employees of the organization and by customers. In order to raise the issue of knowledge sharing, trust should be mentioned. Trust is a factor conditioning effective atmosphere and cooperation in an organization. The main purpose of the article is to present the relationship between trust and knowledge sharing, taking into account the importance of this issue in the efficiency of doing business. To formulate conclusions, data from surveys carried out in 148 different tourist facilities were used. Data were collected by applying the diagnostic survey method and by using a survey technique based on a prepared questionnaire. The results showed that trust is important in sharing knowledge and was found to play an important role in achieving a high level of performance efficiency. The study consists of an introduction, literature review, research results and discussion of results. At the end of the article, conclusions, restrictions and recommendations for future research are presented.

scholarly journals Impact of Knowledge Sharing on Organizational Performance: The Moderating Role of Organizational Culture Proxies

2018 ◽  
Vol 2 (2) ◽  
pp. 19-40
Author(s):  
Imran Akbar Saifi ◽  
Dr. Ahmed F. Siddiqui ◽  
Dr. Atif Hassan
Keyword(s):  
Organizational Culture ◽  
Knowledge Sharing ◽  
Organizational Performance ◽  
Interpersonal Communication ◽  
Survey Method ◽  
Future Research ◽  
Strong Impact ◽  
Improved Performance ◽  
And Performance ◽  
The Relationship

The paper aims to test an explanation of how organizational culture affects the relationship between knowledge sharing and organizational performance. It was expected that organizational culture proxies significantly mediate the relationship between knowledge sharing and performance. The study used a quantitative survey method for the collection of data. A sample of 200 respondents was drawn from the higher education institutes (HEIs) situated in Lahore. The findings revealed that a positive relationship exists; except for when the components were tested individually for their role in moderating it, then learning environment became insignificant. The strong impact of interpersonal communication and trust highlights its significance in boosting knowledge sharing in an organization that results in improved performance. This finding helped the authors to draw on future research implications regarding the components of organizational culture.

scholarly journals Supervisor Knowledge Sharing and Employee Knowledge Sharing: The Moderating Roles of Learning Goal Orientation and Affective Organizational Commitment

2021 ◽  
Vol 13 (8) ◽  
pp. 4176
Author(s):  
Seckyoung Loretta Kim
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Social Exchange ◽  
Positive Relationship ◽  
Affective Organizational Commitment ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
High Level ◽  
The Relationship

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

Exploring the Relationship Between Organizational Politic and Knowledge Sharing in Brazilian Modular Consortium

2021 ◽  
Vol 17 (4) ◽  
pp. 76-92
Author(s):  
Indira Arias Rodriguez ◽  
Jorge Muniz Jr. ◽  
Timothy P. Munyon
Keyword(s):  
Knowledge Sharing ◽  
Interpersonal Communication ◽  
Cultural Influences ◽  
Organizational Politics ◽  
Shop Floor ◽  
Future Research ◽  
Assembly Lines ◽  
Perceptions Of Organizational Politics ◽  
Negative Impacts ◽  
The Relationship

This research aimed to explore the relationship between employees' perceptions of organizational politics (POPS) and their predisposition to involve in knowledge sharing (KS) behaviors at individuals and workgroups level in the Brazilian automotive Modular Consortium. The sample included 144 shop floor employees of Modular Consortium (six connected companies in assembly lines). The POPS-KS relationship was analyzed using different referents, seeking to understand how individuals and groups respond to the presence of organizational politics, and POPS and KS were tested in a Brazilian context, shedding new light on potential cultural influences impacting this relationship. The results evidenced that positive interpersonal communication can contribute to KS, and in turn, KS can counteract the negative impacts of POPS. There was a positive relationship between POPS-KS, indicating that POPS may have functional effects in facilitating KS of individuals and workgroups. Key findings and implications for future research were discussed.

scholarly journals HUBUNGAN KEPEMIMPINAN KETUA KELOMPOK DENGAN KEEFEKTIFAN KELOMPOK TANI PADI SAWAH DI KECAMATAN SUKOHARJO KABUPATEN PRINGSEWU

2020 ◽  
Vol 22 (2) ◽  
pp. 131
Author(s):  
Kordiana K Rangga ◽  
Indah Listiana
Keyword(s):  
Descriptive Analysis ◽  
Group Leader ◽  
Survey Method ◽  
Group Leaders ◽  
Test Rank ◽  
Medium Level ◽  
Farmer Groups ◽  
High Level ◽  
The Relationship

<p align="center"><strong>ABSTRACT</strong></p><pre><em>                </em><em>Farmer groups are a forum for farmers to make it easier for farmers to carry out their farming, if the farmer group runs effectively in accordance with the goals of the group. Effective farmer groups cannot be separated from the role of group leaders. The head of the farmer group has an important role in supporting the group to achieve its group goals. Based on the background described, then </em><em>the purpose of this research are to know: the effectiveness of paddy farmer group; the leadership level of farmer group; and the relationship between leadership of farmer group leader with the effectiveness of farmer group in Sukoharjo Sub District of Pringsewu Regency. This research was conducted in Sukoharjo Sub District Pringsewu Regency, with 73 respondents of paddy farmer.  Data was collected by using survey method with descriptive analysis and using statistical non parametric test rank spearman correlation to test hypothesis.  The results showed that</em><em> paddy farmer group in </em><em>Sukoharjo Sub District had a high level of effectiveness, had a medium level of leadership of farmer group leader; and leadership of farmer group had significant relationship with farmer group effectiveness.  </em></pre><p> </p><p>Keyword:<em>  effectiveness, </em><em>farmer group</em><em>, leadership.</em></p><p align="center"><strong> </strong></p><p align="center"><strong>ABSTRACT</strong></p><p>Kelompok tani merupakan wadah bagi petani agar memudahkan petani dalam menajalankan usahataninya, jika kelompok tani berjalan secara efektif sesuai dengan tujuan kelompoknya. Kelompok tani yang efektif tidak terlepas dari peran ketua kelompok. Ketua kelompok tani memiliki peran yang penting dalam mendukung kelompok mencapai tujuan kelompoknya. Berdasarkan latar belakang yang telah diuraikan, maka tujuan dari penelitian ini yaitu untuk mengetahui: keefektifan kelompok tani padi sawah; tingkat kepemimpinan ketua kelompok tani; dan hubungan antara tingkat kepemimpinan ketua kelompok tani dengan keefektifan kelompok tani padi sawah di Kecamatan Sukoharjo Kabupaten Pringsewu.  Penelitian ini dilakukan di Kecamatan Sukoharjo Kabupaten Pringsewu, dengan 73 petani responden. Metode pengumpulan data menggunakan metode survey, dengan anilisis deskriptif dan menggunakan uji statistik korelasi <em>rank spearman </em>non parametrik untuk menguji hipotesis. Hasil penelitian menunjukkan kelompok tani padi sawah memiliki tingkat keefektifan yang tinggi, memiliki tingkat kepemimpinan ketua kelompok yang sedang, dan kepemimpinan ketua kelompok tani memiliki hubungan yang nyata dengan keefektifan kelompok tani.</p><p> </p>

scholarly journals The effect of subordinate motivation on performance

2011 ◽  
Vol 24 (3) ◽  
pp. 553-574
Author(s):  
Euijin Kang ◽  
EunKyoung Chung ◽  
YoungWoo Sohn
Keyword(s):  
Achievement Motivation ◽  
Attributional Style ◽  
Future Research ◽  
Attribution Style ◽  
Personal Need For Structure ◽  
Emotional Display ◽  
Survey Results ◽  
And Performance ◽  
High Level ◽  
The Relationship

The purpose of this study is to examine whether subordinate attribution style on leader emotional (positive and negative) display moderates the relationship between subordinate achievement motivation/personal need for structure(PNS) and performance. 75 employees in the sales department of a pharmaceutical company participated in the survey. Results showed that subordinates using person-attribution style on leader negative emotional display performed better than those using performance-attribution style, though they had the same high level of explicit achievement motivation and PNS. That is, the moderating role of subordinate attributional style on leader negative emotional display was verified. On the contrary, subordinate attributional style on leader positive emotional display did not moderate the relationship between subordinate explicit achievement motivation/PNS and performance. Theoretical and practical implications, limitations, and future research are discussed.

scholarly journals THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND SCHOOL EFFECTIVENESS IN TS25 SCHOOLS IN GUA MUSANG KELANTAN

2021 ◽  
Vol 6 (42) ◽  
pp. 204-214
Author(s):  
Mohd Zainuddin Zakaria ◽  
Siti Noor Ismail ◽  
Yahya Don ◽  
Wan Rosni Wan Yakob
Keyword(s):  
Transformational Leadership ◽  
School Effectiveness ◽  
School Administrators ◽  
Survey Method ◽  
Ministry Of Education ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
High Performing ◽  
High Level ◽  
The Relationship

This study aims to identify the level of transformational leadership of principals and the level of school effectiveness in TS25 schools in Gua Musang District, Kelantan. In addition, this study also seeks to look at the relationship between the two variables involved, transformational leadership and school effectiveness. This quantitative study by cross-sectional survey method used two types of instruments, namely the Transformational leadership instrument by Leithwood and Jantzi (1999) and the school effectiveness instrument adapted from the study of Lazaridou and Iordanidis (2011. The sampling of the study involved four TS25 secondary schools with a total of 162 teachers. The findings of the study showed that the level of transformational leadership of principals and the level of school effectiveness was at a high level, with values (M = 4.17, SP = .604) and (M = 4.19, SP = .613) respectively. Further, correlation analysis showed that there was a very strong and significant relationship (r = .89, p <.01) between the two variables involved, namely transformational leadership and school effectiveness. It is hoped that the findings of this study can be used as a guide by the parties involved, especially the Ministry of Education Malaysia in strengthening the characteristics of high-performing leadership among school administrators towards improving school effectiveness through professionalism programs.

scholarly journals EXPLORING THE RELATIONSHIP BETWEEN PROCEDURAL JUSTICE AND INNOVATIVE WORK BEHAVIOR IN HOSPITALITY INDUSTRY

2019 ◽  
Vol 21 (1) ◽  
pp. 21-31 ◽  
Author(s):  
Noerchoidah Noerchoidah ◽  
Dhyah Harjanti
Keyword(s):  
Procedural Justice ◽  
Knowledge Sharing ◽  
Partial Least Square ◽  
Least Square ◽  
Work Behavior ◽  
Survey Method ◽  
Research Model ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

The purpose of this study is to examine the relationship between procedural justice, know­ledge sharing and innovative work behavior. The research model and hypothesis were developed from related literature. The data was collected through survey method on 297 supervisors of four and five star hotels in East Java, Indonesia. The obtained data from the questionnaire were tested with Partial Least Square (PLS) to investigate the research model. The results confirm that pro­cedural justice has positive impact on knowledge sharing. While the effect of knowledge sharing on innovative work behavior is another finding of this research. The implications of this study are discussed in the conclusions section of the study

Knowledge has no value until it is shared: an empowering leadership perceptive

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Misbah Hayat Bhatti ◽  
Umair Akram ◽  
Muhammad Hasnat Bhatti ◽  
Tabassum Riaz ◽  
Nausheen Syed
Keyword(s):  
Knowledge Sharing ◽  
No Value ◽  
Social Exchange ◽  
Organizational Level ◽  
Empowering Leadership ◽  
Content Type ◽  
Affective Trust ◽  
Individual Level ◽  
High Level ◽  
The Relationship

Purpose The effect of empowering leadership on knowledge sharing is well defined, but factors that stimulate employees for knowledge sharing are still limited. Therefore, this study aims to address to what extent empowering leadership is desirable to create a trustful and fair environment that is conducive for an employee’s knowledge sharing. Design/methodology/approach Through integration of social exchange, equity and uncertainty management theories develop a moderating mediating model that links empowering leadership to knowledge sharing. Three-wave data collection from the sample of 375 managers–subordinates’ dyads was done in Pakistan textile industries. Findings Hierarchal regression analysis and bootstrapping method were applied to test the hypotheses. The results indicate that affective trust partially mediates the relationship between empowering leadership and knowledge sharing. More especially, the findings demonstrate that the relationship between empowering leadership and knowledge sharing becomes strong with high level of distributive and procedural justices. Practical implications This research study uses empowering leadership as a proposed motivational pathway for stimulating employee’s knowledge sharing through development of affective trust and buffering effect of distributive and procedural justices. Originality/value Most of previous research in knowledge sharing just cynosure organizational-level elements like leadership and organizational justices but deteriorate individual factors like trust. Therefore, this study will combine both organizational- and individual-level factors for urging employees for knowledge sharing.

Knowledge Sharing From Employee's Perspective

2019 ◽  
pp. 1-20 ◽  
Author(s):  
Jianping Peng ◽  
Jing ("Jim") Quan ◽  
Guoying Zhang ◽  
Alan J. Dubinsky
Keyword(s):  
Social Network ◽  
Knowledge Sharing ◽  
Social Relationship ◽  
Contextual Performance ◽  
Survey Study ◽  
Interpersonal Interaction ◽  
Future Research ◽  
Professional Employees ◽  
High Level ◽  
The Impact

This chapter combines three less-studied factors on employee knowledge sharing, namely, social relationship, contextual performance, and IT competence. Using a survey study that was targeted to professional employees in a R&D department, we reveal that both social relationship—which incorporates degree of centrality of employee's social network and frequency of interpersonal interaction—and employee's contextual performance have significant positive impacts on knowledge sharing. This association, however, is found to be further positively moderated by employee's IT competence. Our work extends the literature pertaining to knowledge sharing by, not only providing an enhanced approach to measure social relationship, but also emphasizing that social relationship or contextual performance can magnify the impact on knowledge sharing through a high level of IT competence. The findings provide managerial and future research insights pertaining to promoting knowledge sharing by enhancing social relationship, rewarding contextual performance, and improving IT competence of employees.

scholarly journals Relationships between Interpersonal Trust and Knowledge Sharing in Workplace: The Mediational Role of Prosocial Motives

2018 ◽  
Vol 11 (8) ◽  
pp. 163 ◽  
Author(s):  
Weixu Ding ◽  
Eugene Choi ◽  
Atsushi Aoyama
Keyword(s):  
Knowledge Sharing ◽  
Interpersonal Trust ◽  
Future Research ◽  
Empirical Methods ◽  
Emotional Factors ◽  
Prosocial Motives ◽  
The Future ◽  
Mediational Role ◽  
The Relationship

This study is different from the usual cases that testing the intuitive factor as rewarding that affects the employees’ knowledge sharing. In this study, the focus shifts to concentrating on the emotional factors such as interpersonal trust and the prosocial motives. Empirical methods are used to test the hypotheses, and the results show that interpersonal trust affects employees’ knowledge sharing significantly. Moreover, the prosocial motives have been evidenced that it moderately mediates the relationship between interpersonal trust and knowledge sharing. This study has well evidenced all the hypotheses and gives suggestions for the future research at the end.

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