Showing papers on "Knowledge sharing published in 2017"

Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual‐focused transformational leadership

Abstract: Summary Addressing the challenges faced by team leaders in fostering both individual and team creativity, this research developed and tested a multilevel model connecting dual-focused transformational leadership (TFL) and creativity and incorporating intervening mechanisms at the two levels. Using multilevel, multisource survey data from individual members, team leaders, and direct supervisors in high-technology firms, we found that individual-focused TFL had a positive indirect effect on individual creativity via individual skill development, whereas team-focused TFL impacted team creativity partially through its influence on team knowledge sharing. We also found that knowledge sharing constituted a cross-level contextual factor that moderated the relationship among individual-focused TFL, skill development, and individual creativity. We discuss the theoretical and practical implications of this research and offer suggestions for future research. Copyright © 2016 John Wiley & Sons, Ltd.

Social Media and Their Affordances for Organizing: A Review and Agenda for Research

Abstract: Social media—computer-mediated tools of the Web 2.0 generation that make it possible for anyone to create, circulate, share, and exchange information in a variety of formats and with multiple communities—have become increasingly widespread in today’s organizations. Social media have started to affect multiple organizational phenomena and processes. This article pursues three interrelated goals. First, it provides a theoretical framework, based upon the concept of affordances, to theorize the potential implications of social media use for organizing. Second, it reviews existing scholarship on social media and organizing, highlighting social media diffusion, use, and implications for organizational processes of communication, collaboration, and knowledge sharing. Third, it relies upon the affordance perspective and existing scholarship to articulate an agenda for future research on social media and organizing, advocating for a diversification of the phenomena under study and for greater diversity and innovativeness in the methodological approaches devised to investigate these phenomena.

Thinking together: What makes Communities of Practice work?

Abstract: In this article, we develop the founding elements of the concept of Communities of Practice by elaborating on the learning processes happening at the heart of such communities. In particular, we provide a consistent perspective on the notions of knowledge, knowing and knowledge sharing that is compatible with the essence of this concept – that learning entails an investment of identity and a social formation of a person. We do so by drawing richly from the work of Michael Polanyi and his conception of personal knowledge, and thereby we clarify the scope of Communities of Practice and offer a number of new insights into how to make such social structures perform well in professional settings. The conceptual discussion is substantiated by findings of a qualitative empirical study in the UK National Health Service. As a result, the process of ‘thinking together’ is conceptualized as a key part of meaningful Communities of Practice where people mutually guide each other through their understandings of the same problems in their area of mutual interest, and this way indirectly share tacit knowledge. The collaborative learning process of ‘thinking together’, we argue, is what essentially brings Communities of Practice to life and not the other way round.

Effects of Restaurant Satisfaction and Knowledge Sharing Motivation on eWOM Intentions: The Moderating Role of Technology Acceptance Factors

Abstract: The growth of consumer-generated media (CGM) has promoted the popularity of online knowledge sharing and electronic word-of-mouth (eWOM). While the topic of eWOM has drawn much attention in academy and industry, little research has been published addressing the factors influencing eWOM intentions. Using a well-known restaurant review website, Openrice.com, as an example, this study explored three predictors to eWOM intentions in an integrative framework: experience factor (restaurant satisfaction), knowledge sharing factors (egoistic and altruistic needs), and technology acceptance factors (perceived usefulness and perceived ease-of-use). In addition, the moderating role of technology acceptance factors on the relationships between experience/knowledge sharing factors and eWOM intentions were examined. The results of the study indicate that (1) individuals’ altruistic needs trigger positive eWOM, (2) the perceived usefulness of the website has a significant main effect on eWOM intentions, and (3) the perc...

Ethical leadership and employee knowledge sharing: Exploring dual-mediation paths

Abstract: Drawing on social learning and self-determination theories, this study investigates the mediating effects of controlled motivation for knowledge sharing and moral identity in the relationship between ethical leadership and employee knowledge sharing. We conducted a field study with 337 full-time employees to test our hypotheses. Results supported the mediating effects of both controlled motivation and moral identity in accounting for the relationship between ethical leadership and employee knowledge sharing. Our study is among the first to examine whether and why ethical leadership predicts employee knowledge sharing. Theoretical and practical implications are discussed.

Examining Structural Relationships between Work Engagement, Organizational Procedural Justice, Knowledge Sharing, and Innovative Work Behavior for Sustainable Organizations

Abstract: Despite the importance of the human/social dimension of organizational sustainability, this area of scholastic endeavor has received relatively little attention when compared to the economic and environmental dimensions of sustainability. On the basis of social exchange theory, this study posited the important role that employee work engagement is a key component for improving human performance for organizational sustainability. In order to do so, it suggests the important role that employee work engagement has on the relationships among various factors in the organization, including organizational procedural justice, knowledge sharing, and innovative work behaviors. A total of 400 complete responses from full-time employees in Korean organizations were used for the purpose of data analysis with structural equation modeling (SEM). The results demonstrated that organizational procedural justice is positively related with employee work engagement, knowledge sharing, and innovative work behavior. In addition, work engagement enhances employee knowledge sharing and innovative work behavior, and knowledge sharing enhances innovative work behavior. With regard to the mechanisms of these relationships, work engagement and knowledge sharing acted as significant mediators. Based on the findings, we suggested relevant research implications and recommendations for future research on sustainable organizations.

Global ranking of knowledge management and intellectual capital academic journals: 2013 update

Abstract: Purpose – The purpose of this study is to update a global ranking of knowledge management and intellectual capital (KM/IC) academic journals.Design/methodology/approach – Two different approaches were utilized: a survey of 379 active KM/IC researchers; and the journal citation impact method. Scores produced by the application of these methods were combined to develop the final ranking.Findings – Twenty‐five KM/IC‐centric journals were identified and ranked. The top six journals are: Journal of Knowledge Management, Journal of Intellectual Capital, The Learning Organization, Knowledge Management Research & Practice, Knowledge and Process Management and International Journal of Knowledge Management. Knowledge Management Research & Practice has substantially improved its reputation. The Learning Organization and Journal of Intellectual Capital retained their previous positions due to their strong citation impact. The number of KM/IC‐centric and KM/IC‐relevant journals has been growing at the pace of one new ...

Knowledge management behavior and individual creativity: Goal orientations as antecedents and in-group social status as moderating contingency

Abstract: Summary Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivational dilemma, we propose an expanded framework of knowledge management behavior (KMB) that includes knowledge sharing, hiding, and manipulation. Individual choices among these KMBs may be driven by dispositional goal orientations. We also propose that the effects of KMB on creativity of employees vary depending on their social status in a work group. Our analyses based on 214 employees from 37 teams reveal that (i) learning goal orientation increases knowledge sharing and decreases knowledge manipulation; (ii) avoiding goal orientation increases knowledge sharing and manipulation; and (iii) proving goal orientation increases knowledge hiding and manipulation. Knowledge hiding is negatively related to employee creativity, particularly for employees with high social status. Knowledge manipulation is positively related to creativity, particularly for those with high social status. This study develops and validates a theoretical framework explaining the formative process and distinct outcomes of the multifaceted and strategic approaches to KMB at the individual level. Copyright © 2016 John Wiley & Sons, Ltd.

Social web knowledge sharing and innovation performance in knowledge-intensive manufacturing SMEs

Abstract: This paper develops an integrative research model to assess the effect of different factors on social web knowledge sharing and its effect on innovation performance in manufacturing small and medium-sized enterprises (SMEs). In addition, this study analyzes whether social web knowledge sharing may be a mediator in the relationship between human resource (HR) practices and innovation performance. The proposed research model and its associated hypotheses were tested by using partial least squares structural equation modeling on a dataset of manufacturing SMEs. This study contributes to research seeking to understand the factors affecting social web knowledge sharing by demonstrating that technological and organizational factors have greater impact than environmental factors on social web knowledge sharing. It also contributes to research by exploring the indirect effects of the social influence of HR practices on organizational innovation performance by offering evidence on the mediating effect of social web knowledge sharing in the relationship between HR practices and organizational innovation performance in manufacturing SMEs.

Determinants of green competitive advantage: the roles of green knowledge sharing, green dynamic capabilities, and green service innovation

Abstract: This study aims to investigate the relationship among green knowledge sharing, green dynamic capabilities, green service innovation, and green competitive advantage The data were analyzed using descriptive statistics and CFA The results are as follows: First, the author found that latent variables have good reliability, as well as discriminant and convergent validity Global model analysis of green knowledge sharing yields acceptable results Second, according to structural equation modeling analysis, the overall fit measures of the green knowledge sharing model scale passes the threshold standard (χ2 = 81066, p < 05, GFI = 083, RMSEA = 0094, NFI = 087, CFI = 090, SRMR = 0051, NNFI = 088, PNFI = 076, CN = 10195, χ2/df = 443) Third, the author discovered that green knowledge sharing improves green dynamic capacities, green service innovation, and green competitive advantage Green dynamic capabilities positively affect green service innovation and green competitive advantage Furthermore, it was found that green dynamic capacities and green service innovation mediate the positive relationship between green knowledge sharing and green competitive advantage The results demonstrate that green dynamic capabilities and green service innovation mediates the positive relationships between green knowledge sharing and green competitive advantage In addition, this study indicates that green service innovation partially mediates the positive relationships between green competitive advantage and its antecedent—green dynamic advantage

Indigenous knowledge and implications for the sustainable development agenda

Abstract: With the adoption of the 2030 Agenda for Sustainable Development, the international community committed to address a great number of challenges. Among those emphasised by the SDGs, some are highly relevant for indigenous groups. Education, poverty, access to justice and climate change are only a few of the issues affecting indigenous people's lives. Yet, indigenous groups are not passive actors. Despite being at the mercy of climate hazards and misleading political decisions, the knowledge system they have developed throughout the centuries has helped them to successfully respond to ecological and development challenges. By exploring indigenous cultures and their knowledge systems in greater depth, this article aims to understand how the sustainable development agenda can benefit from these different forms of traditional knowledge. More particularly, it will attempt to explain the main notions in which traditional knowledge is rooted and analyse means of knowledge maintenance and transmission. It will then explore the relationship between indigenous knowledge, sustainable practices and land and resource management, as well as climate change adaptation and disaster risk reduction strategies. These ideas will be supported by a discussion on the need to guarantee indigenous people full access to land and justice in order for them to fully realise their rights. The conclusion reflects on the importance of fostering an integrated system of knowledge in which indigenous groups are involved in knowledge sharing practices and decision making processes.

Looking beyond knowledge sharing: an integrative approach to knowledge management culture

Abstract: Purpose This study aims to identify the main knowledge processes associated with organizational knowledge culture. A diverse range of knowledge processes have been referred to in the extant literature, but little agreement exists on which knowledge processes are critical and should be supported by organizational culture. Design/methodology/approach Using a systematic literature review methodology, this study examined the primary literature – peer-reviewed and scholarly articles published in the top seven knowledge management and intellectual capital (KM/IC)-related journals. Findings The core knowledge processes have been identified – knowledge sharing, knowledge creation and knowledge implementation. The paper suggests that a strategy for implementing successful organizational KM initiatives requires precise understanding and effective management of the core knowledge infrastructures and processes. Although technology infrastructure is an important aspect of any KM initiative, the integration of knowledge into management decisions and practices relies on the extent to which the organizational culture supports or hinders knowledge processes. Research limitations/implications The focus of the study was on the articles published in the top seven KM/IC journals; important contributions in relevant publications in other KM journals, conference papers, books and professional reports may have been excluded. Practical implications Practitioners will benefit from a better understanding of knowledge processes involved in KM initiatives and investments. From a managerial perspective, the study offers an overview of the state of organizational knowledge culture research and suggests that for KM initiatives to be successful, the organization requires an integrated culture that is concerned with knowledge processes as a set of inextricably inter-related processes. Originality/value For the first time, a comprehensive list of diverse terms used in describing knowledge processes has been identified. The findings remove the conceptual ambiguity resulting from the inconsistent use of different terms for the same knowledge process by identifying the three major and overarching knowledge processes. Moreover, this study points to the need to attend to the inextricably interrelated nature of these three knowledge processes. Finally, this is the first time that a study provides evidence that shows the KM studies appear to be biased towards Knowledge sharing.

Empowering group leaders encourages knowledge sharing: integrating the social exchange theory and positive organizational behavior perspective

Abstract: Purpose Knowledge sharing usually happens in a work group context, but it is rarely know how group leaders influence their members’ knowledge-sharing performance. Based on social exchange theory (SET) and the perspective of positive organizational behavior (POB), this study aims to argue that a group leader’s positive leadership (e.g. empowering leadership) can help group members develop positive psychological capital which can increase their knowledge sharing. Design/methodology/approach The authors conduct a multilevel analysis to explore the interrelationship among empowering leadership, psychological capital and knowledge sharing. The sample includes 64 work groups consisting of 537 group members, and empirical testing is carried out by hierarchical linear modeling. Findings The results show that empowering leadership in a work group has a direct cross-level impact on members’ knowledge sharing and that psychological capital partially mediates the relationship between empowering leadership and knowledge sharing. As a result, this study shows that group leaders with positive leadership can help their members develop better positive psychological resources, which should lead to better knowledge sharing. Originality/value Based on the multilevel perspective and SET, this is the first study to explore how group leaders’ empowering leadership influences members’knowledge sharing. Depending on integrating the POB perspective into SET, this study is also the first one that connects two emerging and important research issues – POB and knowledge sharing.

Transformational leadership and innovative work behavior among nursing staff.

Abstract: The importance of innovation within organizations has been demonstrated on numerous occasions, which has subsequently led to the identification of effective leadership as a potential catalyst. Most of us would acknowledge that effective leadership plays a pivotal role to engender innovativeness among nursing staff. Although research has identified some leadership styles to foster a nurse's innovative work behavior, a comprehensive model explaining the effect of transformational leadership on nurses’ innovative work behavior is still unclear. This research built and tested a theoretical model linking transformational leadership and innovative work behavior via several intervening variables. Data were collected from 587 nurses and 164 doctors (nursing supervisors) through structured questionnaires from public sector hospitals in Pakistan. Results of the study indicated that, as anticipated, transformational leadership positively affected psychological empowerment of nurses, which in turn influenced both intrinsic motivation and knowledge sharing behavior. These latter two variables then had a positive influence on innovative work behavior. Empowerment role identity moderated the link between transformational leadership and psychological empowerment, whereas willingness to rely on leader (reliance-based trust) and willingness to share sensitive information with leader (disclosure-based trust) moderated the connection between knowledge sharing behavior and innovative work behavior. These results imply that transformational leadership through psychological empowerment, knowledge sharing, and intrinsic motivation fosters nurse's innovative work behavior. The results also show that the relationship between transformational leadership and innovative work behavior is stronger among nurses who frequently share their knowledge about best practices and mistakes with co-workers.

A moderated mediation model of the relationship between abusive supervision and knowledge sharing

Abstract: This study uses the conservation of resources theory to examine the influence of a leader's destructive behaviors by investigating how emotional exhaustion resulting from abusive supervision affects employees' knowledge-sharing behaviors. Using a moderated mediation framework, this study suggests that organizational justice moderates the positive relationship between abusive supervision and employees' emotional exhaustion and attenuates the negative indirect effect of abusive supervision on employees' knowledge-sharing behaviors. The results of this study, drawn from a sample of 202 dyads comprising full-time employees and their immediate supervisors, support most of its hypotheses. The implications and limitations of the study, as well as directions for future research, are discussed.

Social capital, motivations, and knowledge sharing intention in health Q&A communities

Abstract: Although health question-and-answer (Q&A) communities have become popular in recent years, only a few communities have successfully retained and motivated their members to share knowledge. The purpose of this paper is to focus on the ways by which social capital and motivation influence knowledge sharing intention from the perspectives of health professionals and normal users in health Q&A communities.,The developed theoretical model integrates individual motivation and social capital theories. On the basis of a sample comprising 363 members from health Q&A communities in China, the authors tested the hypotheses by using structural equation modeling.,This study empirically finds that social capital positively affects intrinsic and extrinsic motivations, which then positively influence the intention of health professionals and normal users to share knowledge. Motivations of members fully mediate the effects of social capital on knowledge sharing intention. Specifically, intrinsic motivation influences knowledge sharing intention more for health professionals than for normal users, whereas extrinsic motivation influences knowledge sharing intention more for normal users than for health professionals.,This study explores the factors that affect the intentions of sharing knowledge in health Q&A communities by integrating social capital and motivation theories. Individual motivations can then bridge social capital and knowledge sharing intention. The effects of the intrinsic and extrinsic motivations of two user types were further examined and compared. These findings can extend the understanding of the underlying drivers of intention to share knowledge in the context of e-health.

A multiple buyer – supplier relationship in the context of SMEs’ digital supply chain management*

Abstract: By underlining the relevance of the use of ICTs, knowledge sharing and electronic markets for SMEs, it emerges the need for stimulating a debate on digitisation process of supply chain management (...

Relationships among organizational culture, knowledge sharing, and innovation capability: a case of the automobile industry in Taiwan

Abstract: The advancement of automobiles (thereinafter auto) during these decades has not only made great contributions to the economic development, but also significantly changed people’s life. Apparently, ...

Absorptive capacity, knowledge sharing, and innovative behaviour of R&D employees

Abstract: This study explores the interrelationship between absorptive capacity and knowledge sharing, which are innovation-specific antecedents of innovative behaviour. By differentiating the two sub-dimensions of absorptive capacity, potential and realised absorptive capacity, previous contradictory findings on the relationship between absorptive capacity and knowledge sharing are reconciled. To verify the research hypotheses, the survey responses from 138 R&D employees of a multinational electronics company are analysed through structural equation modelling. The results show that both sub-dimensions of absorptive capacity directly influence innovative behaviour. However, knowledge sharing’s effect on innovative behaviour is indirect through realised absorptive capacity. The research findings imply employees’ absorptive capacity and knowledge sharing among them should be nurtured simultaneously to facilitate innovative behaviour. In addition to providing employees with many opportunities to be exposed to ...

Exploring the challenges, trends and issues for knowledge sharing: A study on employees in public sector universities

Abstract: Purpose This study aims to explore the challenges to knowledge sharing (KS) in the context of public sector universities in developing countries. Furthermore, it explores why knowledge hoarding behaviour is flourishing even when employees are encouraged to share their knowledge in organisations and are rewarded for doing so. Design/methodology/approach Research data were collected from vice chancellor, registrar, professors, assistant professors and lecturers using an interview technique. They shared their knowledge, expertise, experiences and understanding about issues relating to KS practices in public universities. These interviews were thematically analysed using the NVivo 11-Plus software and different themes emerged. Findings The results reveal that hoard knowledge to gain power, authority, influence, promotion opportunities and employee favouritism negatively influence KS practices. Furthermore, an unsupportive culture and a poor linkage between KS and rewards negatively influence KS practices in public sector universities. Research limitations/implications The present study aids academic leadership in designing policies and strategies to enhance KS among faculty staff and to create a supportive KS culture. These results are useful for top management officials of public sector universities, especially in developing countries, and for policy makers, who can plan and execute effective policies to foster KS behaviour. Originality/value The originality can be viewed as a new window open towards the motivation of the university staff to hoard their knowledge instead of sharing it. This study gives the novel conceptual model based on why people do not share their knowledge and how KS practices can be fostered among the employees in public sector universities. Few studies have been conducted to explore KS issues in the real context of developing countries, and specifically in the Asian culture.