Knowledge Sharing Behavior, Mentoring and Motivation as Determinants of Employee Performance in Selected New Generation Banks, Lagos, Nigeria

2020 ◽  
Vol 10 (2) ◽  
pp. 57-68
Author(s):  
Oluyinka Titilope Afolayan ◽  
Yemisi Tomilola Babalola
Keyword(s):  
Knowledge Sharing ◽  
Stock Exchange ◽  
Employee Performance ◽  
Sampling Technique ◽  
Joint Effect ◽  
Relative Contribution ◽  
Knowledge Sharing Behavior ◽  
High Level ◽  
New Generation ◽  
Sharing Behavior

Employee performance plays a pivotal role in the attainment of organizational success, especially, in the Nigerian banking industry, due to its high level of dynamism and competition. However, the joint effect between knowledge sharing behavior, mentoring, and motivation on employee performance seems not to have been given attention in the literature. In view of this, this study investigated the interaction between knowledge sharing behavior, mentoring and motivation on employee performance in new generation banks in Lagos, Nigeria. The population comprised 8,334 employees from six new generation banks that are listed on the Nigerian Stock Exchange (NSE). Stratified sampling technique was used to select 1,628 employees. Findings revealed that knowledge sharing behavior, mentoring and motivation jointly influenced employee performance in the selected new generation banks in Lagos, Nigeria. However, in terms of relative contribution to employee performance, motivation made a higher contribution than knowledge sharing behavior while mentoring made no significant contribution to employee performance.

scholarly journals Effect Of Leadership and Work Motivation on Employee Performance Through Knowledge Sharing Behavior

2021 ◽  
Vol 9 (11) ◽  
pp. 34-50
Author(s):  
Nur Iman Inang
Keyword(s):  
Knowledge Sharing ◽  
Work Motivation ◽  
Employee Performance ◽  
Private Universities ◽  
Sampling Technique ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior ◽  
Positive Effect ◽  
Survey Approach

This study explains the influence of leadership and work motivation on employee performance at private universities (PTS) within the province of Southeast Sulawesi which is mediated by knowledge-sharing behavior. Research method uses a survey approach and explanatory research. The sampling technique is probability sampling with the unit of analysis, namely the employees of private universities (PTS). Data analysis was conducted to test the hypothesis by using PLS software. Results show that leadership has a positive and significant effect on knowledge sharing behavior and employee performance. Work motivation has a significant positive effect on knowledge sharing behavior and employee performance. Knowledge sharing behavior has a positive effect on employee performance. Finally, research can prove that leadership and work motivation together have a positive and significant effect on employee performance and knowledge sharing behavior acts as a mediation of the relationship between leadership and work motivation with employee performance.

scholarly journals Influence Of Knowledge Sharing and Information Technology Innovation on Employees Performance at Batamindo Industrial Park

2015 ◽  
Vol 9 (2) ◽  
pp. 45 ◽  
Author(s):  
Saut Pin Tub Ipar Saragih ◽  
Harisno Harisno
Keyword(s):  
Information Technology ◽  
Knowledge Sharing ◽  
Multivariate Regression ◽  
Technology Innovation ◽  
Employee Performance ◽  
Industrial Park ◽  
Electronic Manufacturing ◽  
Independent Variables ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

This study aims to measure the effects of knowledge sharing behavior and the level of informa- tion technology innovation on  employee  performance  on electronic manufacturing company located in Bata- mindo Industrial Park. In this article, the authors use research design methods that are associative through survey by distributing questionnaires to the respondents at random. Then, a mathematical model is established through multivariate regression where  the  interaction  of the  independent  variables  and  dependent  variable  is established. As the results, the study concludes that knowledge sharing behavior partially has no significant effects on employee performance but has significant effect on the level of information technology innovation to performance and simultaneously both variables have a significance effect to employee  performance.

scholarly journals PENERAPAN DIMENSI KNOWLEDGE SHARING BEHAVIOR TERHADAP KINERJA KARYAWAN PERUSAHAAN SEKTOR WISATA DI INDONESIA

2019 ◽  
Vol 14 (2) ◽  
pp. 284-301
Author(s):  
Netty Laura
Keyword(s):  
Southeast Asia ◽  
Knowledge Sharing ◽  
Significant Influence ◽  
Employee Performance ◽  
Primary Data ◽  
Low Level ◽  
Knowledge Sharing Behavior ◽  
Limited Company ◽  
A Company ◽  
Sharing Behavior

The research looks at the phenomenon of Pembangunan Jaya Ancol Limited Company as a company engaged in the business of property and development of integrated tourism area which has a vision to be the biggest and the best in Southeast Asia by having the widest network. To achieve that vision of course companies are always trying to improve the performance of its employees work in order to survive, thrive and have the confidence to compete with competitors of the company. Phenomenon that occurs is the low level of performance on Pembangunan Jaya Ancol limited Company is in terms of doing the work in team.This research was conducted to find out Application of Dimension of Knowledge-Sharing Behavior On Performance Of Tourist Sector Employees In Indonesia. The research is using primary data with the dissemination of the research questionnaire, respondents to this study are all employees in the marketing unit as respondents. Researchers assume this part is the cutting edge of Pembangunan Jaya Ancol Limited Company.The result of this research is the increasing of Knowledge Knowledge of Collecting and Donating variable will contribute significantly to influence Employee Performance of Pembangunan Jaya Ancol Limited Company. In other words Knowledge of Collecting and Donating Knowledge has a positive and significant influence simultaneously, while for  test partially Knowledge in Donating have the positive and significant influence and also with Knowledge Collecting gave a positive and significant influence on employee Performance of Company  Pembangunan Jaya Ancol Limited Company

scholarly journals Dampak Moderasi Perilaku Knowledge Sharing dan Teamwork terhadap Produktivitas Dosen

2021 ◽  
Vol 5 (1) ◽  
pp. 12
Author(s):  
Fenri Abraham Stevi Tupamahu ◽  
Merryll Pelamonia ◽  
Wiclif S. Pinoa
Keyword(s):  
Social Sciences ◽  
Knowledge Sharing ◽  
Sampling Technique ◽  
Work Activities ◽  
Purposive Sampling ◽  
Knowledge Sharing Behavior ◽  
The Social ◽  
The Individual ◽  
Sharing Behavior

Abstract: This study aims to: (1) examine the effect of teamwork work activities on the productivity of lecturers at the Faculty of Social Sciences, Pattimura University; and (2) determine the role of moderating knowledge sharing behavior between the effects of teamwork work activities on the productivity of lecturers at the Faculty of Social Sciences, Pattimura University. This type of research is causal research. The unit of analysis in this study was the individual lecturer at the Social Sciences Department of the Faculty of Teacher Training and Education at Pattimura University. The total number of lecturers at the Faculty of Social Sciences, Pattimura University is 72 people. The sampling method uses nonprobability methods, sampling using purposive sampling technique. Determination of the sample is based on judgment (judgment sampling). The results of the study explain that knowledge sharing behavior is not a variable that directly affects the productivity of Social Sciences lecturers at the Faculty of Social Sciences, Pattimura University, but interacts with teamwork. Abstrak: Penelitian ini bertujuan: (1) menguji pengaruh aktivitas kerja teamwork terhadap produktivitas dosen Jurusan IPS FKIP Universitas Pattimura; dan (2) menentukan peran moderasi perilaku knowledge sharing antara pengaruh aktivitas kerja teamwork terhadap produktivitas dosen Jurusan IPS FKIP Universitas Pattimura. Jenis penelitian ini merupakan riset causal. Unit analisis pada penelitian ini adalah individu dosen Jurusan IPS FKIP Universitas Pattimura. Keseluruhan jumlah dosen Jurusan IPS FKIP Universitas Pattimura sebanyak 72 orang. Metode pengambilan sampel menggunakan metode nonprobabilitas, pengambilan sampel menggunakan teknik purposive sampling. Penentuan sampel berdasarkan pertimbangan (judgment sampling). Hasil penelitian menjelaskan perilaku knowledge sharing tidak sebagai variabel yang mempengaruhi langsung terhadap produktivitas dosen Jurusan IPS FKIP Universitas Pattimura, namun berinteraksi terhadap teamwork.

Characteristics of Social Networks and Employee Behavior and Performance A Chinese Case Study of a State-Owned Enterprise

2012 ◽  
Vol 25 (4) ◽  
pp. 26-45 ◽  
Author(s):  
Jianping Peng ◽  
Jing Quan
Keyword(s):  
Social Networks ◽  
Knowledge Sharing ◽  
Employee Performance ◽  
Cultural Dimension ◽  
Network Characteristics ◽  
It Capability ◽  
Knowledge Sharing Behavior ◽  
State Owned Enterprise ◽  
The Individual ◽  
Sharing Behavior

Based on the social networks at a Chinese state-owned enterprise, the authors examine the factors that are correlated with employee performance. They delineate two types of performance: task and contextual. The factors in their study are the characteristics of the four social networks (Job Advisory, Work Discussion, Friendship, and Email Networks) and the individual attributes (knowledge sharing behavior and IT capability). The network characteristics used in this study are the degree centrality and betweenness centrality. The authors find that 1) employee contextual performance is uncorrelated with the network characteristics; 2) it is significantly and positively correlated with knowledge sharing behavior, but significantly and negatively correlated with individual IT capability; and 3) task performance is correlated, both positively and negatively, with various network characteristics, but not with knowledge sharing behavior and individual IT capability. They discuss the cultural dimension of their results. The authors draw theoretical and managerial implications based on their research framework and findings.

A learning organization perspective on knowledge-sharing behavior and firm innovation

2006 ◽  
Vol 25 (4) ◽  
pp. 227-236
Author(s):  
Li-Fen Liao
Keyword(s):  
Knowledge Sharing ◽  
Learning Organization ◽  
Significant Relationship ◽  
Shared Vision ◽  
Firm Innovation ◽  
Positive Effects ◽  
Knowledge Sharing Behavior ◽  
Relationship Of ◽  
The Relationship ◽  
Sharing Behavior

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.

scholarly journals Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment

2019 ◽  
Vol 11 (19) ◽  
pp. 5419 ◽  
Author(s):  
Natàlia Cugueró-Escofet ◽  
Pilar Ficapal-Cusí ◽  
Joan Torrent-Sellens
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Organizational Justice ◽  
Human Resource ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Comprehensive Model ◽  
Affective Organizational Commitment ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Knowledge sharing (KS) behavior is one of the main drivers to generate social sustainability. It predicts high organizational performance and innovation capabilities, and creates enjoyment and happiness in helping others. Even if incentives to enhance KS behaviors exist, employees would still be reluctant to share knowledge. For this reason, we test a comprehensive model of sustainable human resource management with the inclusion of KS to explain how to enhance collaborative practices in terms of voluntary knowledge sharing. In a comprehensive model, we incorporate organizational justice, employee perceived organizational support, job satisfaction and affective organizational commitment, and how they relate in order to generate knowledge sharing behavior. Using a sample of 1350 employees working for multinational firms operating in Spain, the present research obtains two main results. First, organizational justice, employee perceived organizational support and affective organizational commitment are positively related with KS. Second, employee perceived organizational support, job satisfaction and affective organizational commitment play a mediating role between organizational justice and KS, which reinforces the positive relationship between both constructs. Consequently, employees would be more willing to cooperate and share in fair organizational contexts, especially when they are satisfied and affectively committed, and when their contributions are valued and recognized. Finally, we discuss human resource management’s (HRM) practical interventions and recommendations for future research on sustainable organizations.

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