scholarly journals “They Care, We Share”- Perceived Fairness in Performance Appraisal Systems on Knowledge Sharing

2022 ◽  
Vol 18 (1) ◽  
pp. 0-0
Keyword(s):  
Knowledge Sharing ◽  
Performance Appraisal ◽  
Theory And Practice ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
Business Conditions ◽  
Appraisal Systems ◽  
Sharing Behavior

The strategic importance of knowledge especially under dynamic business conditions makes it imperative to primarily understand the creation of the knowledge base. This paper employs mixed-method approach to understand the various triggers that motivate the knowledge sharing behavior of the IT employees working in Indian firms. Firstly, a qualitative study that comprised of thirteen in-depth interviews aimed to capture the participants’ understanding of, the context and the factors that trigger knowledge-sharing behavior. The fairness in performance appraisal, manager’s support, and career success were found to be the key triggers. Then, a quantitative study of 105 IT professionals examined the effect of the identified variables. Results suggested a positive relationship between perceived fairness in performance appraisal and knowledge-sharing behavior and the mediating role of career and hierarchical success between perceived fairness in performance appraisal system and knowledge-sharing behavior. The implications for both theory and practice have also been discussed in detail.

When investment in employee development promotes knowledge sharing behavior in an uncertain post-Soviet context

2019 ◽  
Vol 49 (2) ◽  
pp. 370-388 ◽  
Author(s):  
Sanat Kozhakhmet ◽  
Sharmila Jayasingam ◽  
Nauman Majeed ◽  
Samia Jamshed
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Psychological Capital ◽  
Employee Development ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose The purpose of this paper is to explore the effect of perceived investment in employee development (PIED) on knowledge sharing (KS) behavior by examining the mediating role of psychological capital and moderating role of organizational identification. Design/methodology/approach Questionnaires were used to collect data from 340 employees from largest MNCs working in Kazakhstan. Findings The results show that psychological capital mediates the relationship between PIED and knowledge sharing behavior (KSB). Moreover, it was found that organizational identification moderates the association between individuals’ psychological capital and their KSB. The mediated moderation analyses supported the hypothesized model. Originality/value This paper contributes to a more complete understanding of how investment in employee development may support or build employees’ psychological capital which in turn facilitates KS.

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

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.

scholarly journals Studying the Impact of Personality Constructs on Employees’ Knowledge Sharing Behavior Through Considering the Mediating Role of Intelligent Competencies in Project-Oriented Organizations

2016 ◽  
Vol 10 (6) ◽  
pp. 194
Author(s):  
Mehdi Abzari ◽  
Arash Shahin ◽  
Ali Abasaltian
Keyword(s):  
Knowledge Sharing ◽  
Dynamic Environment ◽  
Psychological Traits ◽  
Mediating Role ◽  
Management Actions ◽  
Knowledge Sharing Behavior ◽  
Psychological Attributes ◽  
The Impact ◽  
Sharing Behavior

The impacts of individual factors on knowledge management actions as well as the impacts of psychological attributes on employees’ knowledge sharing behavior are highly paid attention by many authors. Such attributes as dynamic environment, the expansion of organizational complexities, generating mass information and knowledge-orientation of project-oriented organizations have caused that focus on knowledge is extraordinarily increased in organizations.In many scientific documents, the then impacts by psychological traits on knowledge sharing behavior are expressed. Personality is seen as the most important predictor component of human behavior. Current paper studied the impact by employee’s personality constructs on their knowledge sharing behavior by considering the role of individuals’ intelligent competencies. Present study is a survey – type with descriptive approach. Its sample size was 118 scholars, employees and managers in project – oriented organizations while research data collection tool was an 80-item questionnaire. Its reliability was calculated by Chronbach’s alpha ratio while its content validity was determined by connoisseurs. PLS software package is used to test research hypotheses. Measuring the personality constructs is based on Five – Big Model (NEO) while measuring intelligent competencies is adapted to Boaytzs model. Data analysis shows the direct impact by personality constructs on knowledge sharing behavior while it does not support the mediating role by intelligent competencies in this regard.

scholarly journals KNOWLEDGE SHARING AND INNOVATION PERFORMANCE AFFECTED BY HR GENERIC STRATEGIES: AN EMPIRICAL STUDY OF SMES IN CHINA AND PAKISTAN

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Muhammad Imran Hanif ◽  
Keyword(s):  
Empirical Study ◽  
Knowledge Sharing ◽  
Significant Influence ◽  
Affective Commitment ◽  
Innovation Performance ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
Generic Strategies ◽  
Sharing Behavior

This study examines how Chinese and Pakistani SMEs use HR Generic Strategies specifically about the mediating role of affective management that influences ‘knowledge sharing” and‘innovation performance”. It specifically focuses how HR practices adds value to knowledge sharing and innovation by providing essential assurance and dedication to workers and induce them to be enthusiastic to share their knowledge and perform well in innovation. The finding suggests that Affective Commitment mediates high-commitment, knowledge-sharing behavior and Innovation performance in SMEs. This study has also explored the level to which employees are sharing knowledge within Organizations is positive and significant influence to the Organization’s innovation performance.

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