Investigating the Effect of Information Technology and Key Determinants on Knowledge Sharing and Arriving at Employee Creativity

Knowledge Sharing ◽

Structural Equation ◽

Equation Modeling ◽

Employee Creativity ◽

The chapter aims to investigate the influence of information technology, trust, rewards, leadership, and organizational culture on the knowledge sharing behavior of the employees that ultimately drives employee creativity. Drawing from the literature on employee creativity, knowledge sharing, and its influencing variables, this paper proposed a model comprising all such prominent variables and tested it quantitatively. For this purpose, 405 questionnaires were collected at Indore, India, and structural equation modeling was used to test the hypotheses. The findings show that organizational culture followed by leadership was the prominent factor affecting the knowledge sharing behavior of employees. Information technology, trust, and rewards followed next, respectively. Employee creativity was found to be significantly affected by knowledge sharing behavior. The study augments the research on employee creativity and knowledge sharing.

Handbook of Research on International Travel Agency and Tour Operation Management - Advances in Hospitality, Tourism, and the Services Industry ◽

Organizational Barriers to Knowledge-Sharing

10.4018/978-1-5225-8434-6.ch012 ◽

2019 ◽

pp. 184-200

Author(s):

Mahmoud Ahmed Aboushouk ◽

Hala Hilaly ◽

Nashwa Fouad Attallah

Keyword(s):

Data Analysis ◽

Data Collection ◽

Knowledge Sharing ◽

Structural Equation ◽

Quantitative Method ◽

Equation Modeling ◽

Organizational Barriers ◽

This chapter aimed at identifying and removing knowledge-sharing organizational barriers in the Egyptian tourism companies. The deductive approach and quantitative method were employed by this study. Moreover, a semi-structured questionnaire distributed to a sample of 278 tourism companies is used for data collection purposes. Structural equation modeling (SEM) is used for data analysis. Findings revealed significant effect of organizational barriers on knowledge-sharing behavior in tourism companies' context. A set of recommendations to overcome the perceived barriers of knowledge-sharing in tourism companies was introduced.

Perilaku Berbagi Pengetahuan: Pemediasi Dukungan Pimpinan, Pelatihan dan Self Efficacy Terhadap Kinerja Guru

MASTER: Jurnal Manajemen Strategik Kewirausahaan ◽

10.37366/master.v1i1.147 ◽

2021 ◽

Vol 1 (1) ◽

pp. 57-68

Author(s):

Iman Nugraha Setiady ◽

Mustofa Al Mujahidin ◽

Ismamudi ◽

Erwin Hermawan ◽

Luthfi Khoirun Nisa ◽

...

Keyword(s):

Knowledge Sharing ◽

Self Efficacy ◽

Structural Equation ◽

Teacher Performance ◽

Equation Modeling ◽

Leadership Support ◽

Sharing Behavior ◽

And Training

Penelitian bertujuan mengetahui pengaruh leader dukungan pimpinan, pelatihan dan self efficacy terhadap perilaku berbagi pengetahuan, untuk meningkatkan kinerja guru. Objek penelitian adalah guru di Kabupaten Bekasi. Sampel penelitian sebanyak 100 guru sebagai responden yang mengisi kuesioner. Analisis menggunakan model perbandingan struktural (SEM) dengan program perangkat lunak Smart PLS v.3. Hasilnya menunjukan perilaku berbagi pengetahuan memediasi pengaruh dukungan pimpinan dan pelatihan terhadap kinerja tetapi tidak sebagai pemediasi self efficacy terhadap kinerja. This study aims to determine the effect of leadership support, training, and self-efficacy on knowledge sharing behavior, to improve teacher performance. The research object is the teacher in Bekasi Regency. The research sample was 100 teachers as respondents who filled out the questionnaire. The analysis used a structural equation modeling (SEM) with the Smart PLS v.3 software program. The results show knowledge sharing behavior mediates the effect of leadership support and training on teacher performance but not as a mediator for self-efficacy on teacher performance.

MODEL PENlNGKATAN KlNERJA MELALUl BUDAYA ORGANlSASl, TEKNOLOGl lNFORMASl DAN KOMlTMEN ORGANlSASl PADA DOSEN lNTERNATlONAL WOMEN UNIVERSITY

Ekono Insentif ◽

10.36787/jei.v15i1.503 ◽

2021 ◽

Vol 15 (1) ◽

pp. 57-66

Author(s):

Dadang Munandar

Keyword(s):

Information Technology ◽

Organizational Culture ◽

Organizational Commitment ◽

Random Sampling ◽

Structural Equation ◽

Equation Modeling ◽

University Lecturers ◽

International Women

Abstrak - Pendidikan digunakan sebagai tolok ukur untuk menilai kualitas sumber daya manusia sekaligus penentu kualitas bangsa. Kualitas generasi unggul dan mampu bersaing akan lahir dari proses Pendidikan. Budaya organisasi dan teknologi informasi yang dibarengi dengan komitmen organisasi dosen merupakan model pemetaan perguruan tinggi untuk menghasilkan kinerja optimal. Menyadari akan pentingnya model tersebut, maka permasalahan belum tercapainya kinerja dosen, merupakan permasalahan yang harus diselesaikan melalui model pemetaan peningkatan kinerja. Metode yang digunakan adaIah metode deskriptif dengan pendekatan kuantitatif. PopuIasi penelitian ini adalah seluruh Dosen International women University, melalui teknik sampIing proporsional random sampling dan rumus slovin, maka diperoleh sampel sebesar 88 dosen. Pengumpulan data dilakukan melalui kuesioner dan wawancara, selanjutnya analisis menggunakan structural equation modeling (SEM). Hasil penelitian menunjukkan bahwa Kinerja Dosen International Women University dipengaruhi secara simultan maupun parsial oleh Budaya Organisasi, TeknoIogi Informasi, dan Komitmen organisasional. Dari ketiga variable, komitmen organisasional memberikan kontribusi tertinggi, sedangkan kontribusi terendah ditentukan oleh teknologi informasi. Abstract - Education is used as a measurement to assess the quality of human resources as well as a determinant the quality of the nation. The quality of a excellent generation and able to compete will be exist from the education process. Organizational culture and information technology followed by lecturers' organizational commitment is a model for higher education mapping to produce optimal performance. Realizing the importance of this model, the problem of not achieving lecturer performance is a problem that must be solved through a performance improvement mapping model. The method used is a descriptive method with a quantitative approach. The population of this research is all Lecturers of International Women's University, using the technique of proportional random sampling and Slovin formula, a sample of 88 lecturers was obtained. Data was collected through questionnaires and interviews, then analysis using structural equation modeling (SEM). The results show that the performance of International Women University Lecturers is influenced simultaneously or partially by Organizational Culture, Information Technology, and Organizational Commitment. From the three variables, organizational commitment shows the highest contribution, while the lowest contribution is determined by information technology.

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 ◽

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.

Fostering organizational learning through leadership and knowledge sharing

Journal of Knowledge Management ◽

10.1108/jkm-10-2017-0467 ◽

2018 ◽

Vol 22 (6) ◽

pp. 1408-1423 ◽

Cited By ~ 22

Author(s):

Sunyoung Park ◽

Eun-Jee Kim

Keyword(s):

Transformational Leadership ◽

Organizational Learning ◽

Knowledge Sharing ◽

Structural Equation ◽

Interpersonal Trust ◽

Equation Modeling ◽

Content Type ◽

And Behavior ◽

Purpose The purpose of this study is to examine the relationships among transformational leadership, knowledge sharing climate and behavior, interpersonal trust and organizational learning. Design/methodology/approach Data from 209 participants from a manufacturing company in Korea were analyzed using the structural equation modeling method. Findings The findings of the study indicated that transformational leadership directly affected the knowledge sharing climate and behavior, interpersonal trust and organizational learning of an organization. Transformational leadership also indirectly affected organizational learning through knowledge climate and behavior, and interpersonal trust. In addition, a knowledge sharing climate directly affected interpersonal trust and knowledge sharing behavior and indirectly affected organizational learning through interpersonal trust and knowledge behavior. Interpersonal trust directly affected knowledge sharing behavior and indirectly affected organizational learning through knowledge sharing behavior. Finally, knowledge sharing behavior positively affected organizational learning. Research limitations/implications The results highlight the important role of transformational leadership to enhance the knowledge sharing climate and behavior of employees, interpersonal trust and organizational learning. This study also indicated that transformational leadership, interpersonal trust and knowledge sharing behavior are antecedents of organizational learning. Practical implications The study’s findings could motivate practitioners to place more emphasis on leadership support, knowledge sharing and organizational learning in the manufacturing sector. Originality/value The study provided diverse paths indicating how transformational leadership can impact organizational learning by examining both the direct and indirect paths between transformational leadership, multiple mediators and organizational learning. It also suggested a research framework for supporting transformational leadership, knowledge sharing and organizational learning, as well as their relationships by examining the three variables in one research model.

Organizational Culture and Knowledge Sharing Behavior: Examining Serial Mechanisms

Sukkur IBA Journal of Management and Business ◽

10.30537/sijmb.v5i1.114 ◽

2018 ◽

Vol 5 (1) ◽

pp. 33

Author(s):

Saliha Gul Abbasi ◽

Ghulam Dastgeer

Keyword(s):

Organizational Culture ◽

Knowledge Sharing ◽

Equation Modeling ◽

Future Research ◽

Governance Mechanism ◽

Formal Knowledge ◽

Knowledge Governance ◽

The Relationship ◽

This study aims to examine how hierarchy organizational culture affect the knowledge sharing behavior of teachers in higher education institutions and universities and its mediated link through formal knowledge governance mechanism and knowledge sharing opportunity. A sample of 269 teachers was drawn from university teachers in Pakistan and structural equation modeling is used to test the hypotheses. The results of this study suggest that first, hierarchy organizational culture is positively associated with knowledge sharing behavior of teachers. Second, formal knowledge governance mechanism fully mediated the relationship between hierarchy organizational culture and knowledge sharing behavior. Third, knowledge sharing opportunity fully mediated the relationship between hierarchy organizational culture and knowledge sharing behavior. Finally, the relationship between hierarchy organizational culture and knowledge sharing behavior is sequentially and fully mediated by formal knowledge governance mechanism and knowledge sharing opportunity. Theoretical and managerial implications are discussed followed by limitations of the study along with suggestions for future research.

An Empirical Study of Employees’ Tacit Knowledge Sharing Behavior

Journal of Systems Science and Information ◽

10.1515/jssi-2015-0264 ◽

2015 ◽

Vol 3 (3) ◽

pp. 264-278

Author(s):

Juanru Wang ◽

Jin Yang

Keyword(s):

Knowledge Sharing ◽

Tacit Knowledge ◽

Self Efficacy ◽

Structural Equation ◽

Equation Modeling ◽

Complex Product ◽

Tacit Knowledge Sharing ◽

It Support ◽

AbstractThis paper is to investigate how employees’ tacit knowledge sharing behavior is influenced by various antecedents. We propose that tacit knowledge sharing consists of three specific behaviors (i.e., socialization, externalization, and internalization) and they are influenced by four antecedents (trust, self-efficacy, knowledge tacitness, and IT support). A survey was conducted to collect data from 258 knowledge workers who worked on complex product development projects. Structural equation modeling was used to analyze the data. The results demonstrate that trust, self-efficacy, knowledge tacitness, and IT support significantly affect the externalization and internalization behaviors, and trust and IT support significantly affect the socialization behavior. This study is helpful to organizations where it is critical for employees to share tacit knowledge. It suggests that tacit knowledge is difficult to share and organizations should nurture mutual trust between employees, enhance their self-efficacy, and provide sufficient IT support so that they are more likely to engage in tacit knowledge sharing.

Knowledge sharing behaviors among non academic staff of higher learning institutions

Library Review ◽

10.1108/lr-02-2015-0017 ◽

2016 ◽

Vol 65 (1/2) ◽

pp. 65-83 ◽

Cited By ~ 17

Author(s):

Muhammad Sabbir Rahman ◽

Aahad M Osmangani ◽

Nuraihan Mat Daud ◽

Fadi Abdel Muniem AbdelFattah

Keyword(s):

Knowledge Sharing ◽

Structural Equation ◽

Academic Staff ◽

Subjective Norms ◽

Higher Learning ◽

Equation Modeling ◽

Content Type ◽

Learning Institutions ◽

Purpose – This paper aims to develop and combined an understanding of the antecedents of knowledge sharing behavior among the non-academic staff of different higher learning institutions in Malaysia. Design/methodology/approach – The researchers tested the hypotheses from the survey data from the non-academic staff of different private and public higher learning institutions in Malaysia. This research also applied confirmatory factor analysis and structural equation modeling to examine the proposed hypothesis of this inquiry. Findings – The results indicate that attitude and subjective norms both influence the staff knowledge sharing behavior significantly and positively. Additionally, this research also revealed that intention of knowledge sharing variable plays a substantial role as a mediating variable in those relationships. Research limitations/implications – This research is a cross-sectional survey. As a result, the limited sample size in this study may affect the power of generalizability. Further research may prove the model across different times to respect the nature of the knowledge sharing behavior among the non-academic staff of higher learning institutions. Practical implications – The results of this research clearly explain how academic institutions may proceed for knowledge sharing culture in their respective department by considering the variables used in this inquiry. If the office of any academic institution feels that the knowledge sharing among the non-academic staff is still low, they can utilize the factors as a tool to facilitate the advancement of the knowledge sharing environment in their respective sections. Originality/value – Previous research primarily focuses on the knowledge sharing behavior of students and lectures ' perspective. This research minimizes the gap by including the non-academic staff of higher learning institutions. In summation, this research also examined the mediating role of knowledge sharing intention in the relationship between attitude, subjective norms and knowledge sharing behavior.

Transformational leadership, knowledge sharing, organizational climate and learning: an empirical study

Leadership & Organization Development Journal ◽

10.1108/lodj-12-2018-0455 ◽

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 ◽

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 and Individual Factors on Knowledge Sharing Behavior: Social Capital Perspective

SAGE Open ◽

10.1177/21582440211054504 ◽

2021 ◽

Vol 11 (4) ◽

pp. 215824402110545

Author(s):

Saliha Gul Abbasi ◽

Mazhar Abbas ◽

Mahir Pradana ◽

Serhan Abdullah Salem Al-Shammari ◽

Umer Zaman ◽

...

Keyword(s):

Social Capital ◽

Knowledge Sharing ◽

Structural Equation ◽

Organizational Factors ◽

Social Capital Theory ◽

Equation Modeling ◽

Individual Factors ◽

Design Data ◽

This study aims to develop, examine, and test organizational and individual predictors of knowledge sharing behavior of teachers in the higher education sector in Pakistan. The study examined the direct and indirect effects of organizational factors on knowledge sharing behavior (KSB) through individual factors. The social capital theory has been utilized to explain the premise of this research. This study uses a survey design. Data has been collected from 269 university teachers in Pakistan. A Structural equation modeling has been used to test the hypotheses using SPSS and Amos. The Data supported the hypotheses. This Study concludes that organizational and individual are important for enhancing KSB as organizational factors work through individual factors to influence the KSB of faculty members.