scholarly journals The Relationship among Organizational Knowledge Sharing Practices, Employees' Learning Commitments, Employees' Adaptability, and Employees' Job Satisfaction: An Empirical Investigation

10.28945/1225 ◽  
2010 ◽  
Vol 5 ◽  
pp. 327-356 ◽  
Author(s):  
Soud Almahamid ◽  
Arthur C. Mcadams ◽  
Taher Mahmoud Al Kalaldeh
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Empirical Investigation ◽  
Organizational Knowledge ◽  
The Relationship

From “personal” to “interpersonal”: a multilevel approach to uncovering the relationship between job satisfaction and knowledge sharing among IT professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yang Lei ◽  
Qiang Zhou ◽  
Jifan Ren ◽  
Xiling Cui
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Attribution Theory ◽  
Mediating Effect ◽  
Information Technology Professionals ◽  
Linear Modeling ◽  
Paired Data ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine how job satisfaction (JS) affects two types of knowledge sharing (KS), in-role KS and extra-role KS. It also investigates the mediating effect of knowledge sharing self-efficacy (KSSE) and the moderating effect of team collaborative culture (TCC) between JS and two types of KS. Design/methodology/approach This study applies attribution theory to develop a cross-level model and validate it through paired data collected from 322 information technology professionals nested within 80 teams. Hierarchical linear modeling is used to test the hypotheses. Findings JS positively influences in-role and extra-role KS via KSSE and TCC positively moderates the relationship between JS and extra-role KS. Originality/value This study is one of the first to investigate the mechanism underlying the influence of JS on two types of KS. It also identifies the mediating and moderating effects of this mechanism.

scholarly journals The Impact of Knowledge Sharing on the Relationship between Organizational Culture and Job Satisfaction: the Perception of Information Communication and Technology (ICT) Practitioners in Hong Kong

2013 ◽  
Vol 3 (1) ◽  
pp. 9 ◽  
Author(s):  
Canon Tong ◽  
Walder Ip Wah Tak ◽  
Anthony Wong
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Hong Kong ◽  
Knowledge Sharing ◽  
Empirical Evidence ◽  
Insurance Industry ◽  
Mediating Effect ◽  
Ict Industry ◽  
The Impact ◽  
The Relationship

Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance. Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested. Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction. Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies. Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies.   Keywords Organizational Culture, Knowledge Sharing, Job Satisfaction, China insurance Industry, Foreign Fund, Challenge

Impacts of organizational knowledge sharing practices on employees’ job satisfaction

2018 ◽  
Vol 30 (1) ◽  
pp. 2-17 ◽  
Author(s):  
Muhammad Shaukat Malik ◽  
Maria Kanwal
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Organizational Support ◽  
Organizational Knowledge ◽  
Mediating Effect ◽  
Decision Makers ◽  
Employee Outcomes ◽  
Composite Effect ◽  
Content Type ◽  
Interpersonal Adaptability

Purpose The purpose of this paper is to investigate empirically impacts of organizational knowledge-sharing practices (KSP) on employees’ job satisfaction (JS), interpersonal adaptability (IA) and learning commitment (LC). Indirect effects of KSP on JS are also confirmed through mediating factors (LC and IA). Design/methodology/approach Self-administered questionnaire was used for data collection. Knowledge workers from service sector organizations were taken as population of study. Therefore, three types of institutes (banks, insurance and telecom companies) from services sector of Pakistan were selected for sampling purpose. A sample size of 435 employees, comprising 145 employees from each type of institute, was selected. Linear regression analysis and mediation analyses were performed for statistical analysis. Findings Organizational support for knowledge sharing fosters learning commitment (LC), and interpersonal adaptability (IA) among workforce that ultimately grounds employees’ job satisfaction. Therefore, in our findings, the mediating role of IA is greater than the mediating effect of LC. Research limitations/implications This study presents a firm reasoning to decision makers for implementation of KSP in the organizations. Findings of study offer several subjects for discussion in the field of KS by academics and research. Present research is limited to test the composite effect of KSP for some selected employee outcomes only. Originality/value This research attempts to provide empirical evidence about impacts of KSP on employee outcomes. Research work on such issues was lacking in Pakistani context. Therefore, this paper supplies ample of theoretical base for future research as well as management decision makers to maximize the benefits of implementing KSP at their organizations.

Relationship between knowledge sharing and job satisfaction: a systematic review

2018 ◽  
Vol 119 (5/6) ◽  
pp. 295-312 ◽  
Author(s):  
Ghulam Murtaza Rafique ◽  
Khalid Mahmood
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Knowledge Sharing ◽  
English Language ◽  
Positive Impact ◽  
Data Extraction ◽  
Google Scholar ◽  
Content Type ◽  
Language Studies ◽  
The Relationship

Purpose The purpose of this study was to systematically collect and review the English language studies that provided empirical evidence for the existence of relationship between knowledge sharing (KS) and job satisfaction (JS) and their impact on each other. Design/methodology/approach A systematic review of the literature was conducted searching Google Scholar, LISTA, ISI Web of Knowledge, Scopus and ProQuest Dissertation and Theses. Searches were completed through March 2017. Language limit was applied; and manual searching from review articles and some key studies using backward and forward citation from Google Scholar was also completed. Studies determining the relationship or correlation between KS and JS were included and books were excluded in this review. Data extraction and critical appraisal were performed to determine the risk of bias of each study. Findings The findings clearly reveal that these two variables had a significant relationship with and were influenced by each other. It is concluded that KS had a positive impact on JS and, similarly, JS had strong effect on KS among the individuals working in different organizations. Originality/value This review is first to examine the relationship between KS and JS and their impact on each other by systematically collecting and reviewing the English language studies. This study has theoretical and practical implications for managers and HR departments.

Creative Self-efficacy Mediates the Relationship Between Knowledge Sharing and Employee Innovation

2016 ◽  
Vol 44 (5) ◽  
pp. 815-826 ◽  
Author(s):  
Bei Hu ◽  
Yidan Zhao
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Moderating Effects ◽  
Managerial Implications ◽  
Creative Self ◽  
The Relationship

We empirically explored how creative self-efficacy acts as a mediator in the relationship between knowledge sharing and employee innovation and examined the moderating effects of job satisfaction on this relationship. Matched supervisor–subordinate pairs (N = 274) completed a survey. First, subordinates completed measures of their knowledge sharing, creative self-efficacy, and innovation. Then, the supervisors of these employees assessed their subordinates' responses in terms of innovation. Results showed that knowledge sharing and creative self-efficacy were positively related to employee innovation and that creative self-efficacy mediated the effects of both knowledge sharing and innovation. Finally, job satisfaction enhanced the relationship between creative self-efficacy and employee innovation. We have extended the existing research on individual innovation and we suggest several managerial implications in line with this.

Recruitment of local human resources and its effect on foreign subsidiaries in Japan

2019 ◽  
Vol 42 (8) ◽  
pp. 1014-1032 ◽  
Author(s):  
Manami Suzuki ◽  
Naoki Ando ◽  
Hidehiko Nishikawa
Keyword(s):  
Knowledge Transfer ◽  
Knowledge Sharing ◽  
Intercultural Competence ◽  
Professional Training ◽  
Organizational Knowledge ◽  
Ordinary Least Squares ◽  
Foreign Subsidiaries ◽  
Content Type ◽  
The Relationship ◽  
Positive Effect

Purpose This paper aims to investigate three different orientations of recruitment (profession-sensitive, language-sensitive and interculture-sensitive recruitment) and their effect on the foreign subsidiaries of multinational corporations (MNCs). Design/methodology/approach This study examines the relationship among three different orientations of recruitment and knowledge transfer from parent firms to foreign subsidiaries. Data are collected from local managers in MNCs’ subsidiaries operating in Japan using a questionnaire. The hypotheses are tested by using ordinary least squares resression (OLS). Findings The results of this study indicate that each of the three orientations of recruitment positively influences the knowledge transfer of MNCs. In particular, the positive effect of profession-sensitive recruitment is enhanced when foreign subsidiaries are established through acquisition. The positive effect of interculture-sensitive recruitment on knowledge transfer is also strengthened by offering professional training. Research limitations/implications This study is subject to several limitations. The sample size is small, and the data were collected from a single country. In addition, the respondents’ positions in an organizational hierarchy have not been taken into account. Despite these limitations, this study can be considered the first step toward future research on the relationship between different orientations of recruitment and intra-organizational knowledge transfer. Practical implications The results of this study indicate that not only profession-sensitive recruitment but also language-sensitive and interculture-sensitive recruitment are important for intra-organizational knowledge sharing. This study suggests that local employees with intercultural competence have the potential to improve subsidiary performance through knowledge sharing with parent firms if they are provided with professional training. Originality/value This study has empirically examined the complex mechanism of the three important factors (professional, language and intercultural competence) in recruitment and their influence on knowledge transfer. In particular, this study emphasizes language-sensitive recruitment and interculture-sensitive recruitment, which have received less attention than profession-sensitive recruitment in international business research. Moreover, this study focuses on the relationship between recruitment and knowledge sharing in a cross-border setting, which few studies in the human resource management area have examined.

How does individuals’ exchange orientation moderate the relationship between transformational leadership and knowledge sharing?

2017 ◽  
Vol 21 (6) ◽  
pp. 1622-1639 ◽  
Author(s):  
Yuting Xiao ◽  
Xi Zhang ◽  
Patricia Ordóñez de Pablos
Keyword(s):  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Task Performance ◽  
Social Exchange ◽  
Structural Equation ◽  
Organizational Knowledge ◽  
Complex Relationship ◽  
Content Type ◽  
Exchange Ideology ◽  
The Relationship

Purpose This study aims to explore the complex relationship between leadership and organizational knowledge sharing by investigating the moderating role of exchange ideology on the relation between transformational leadership in attributed charisma and knowledge sharing and the influence of attributed charisma and knowledge sharing on task performance. The influence of leadership in organizational knowledge sharing process has been gradually highlighted. Design/methodology/approach Based on the review of relevant literature and survey, a structural equation model considering four factors in the model together is now constructed and provides four hypotheses which can be verified. Self-completed questionnaires were collected from 163 students in the context of a graduate class in China. Findings The findings illustrate the relationship between leadership theory and knowledge sharing from a perspective of social exchange theory. In particular, results show that both transformational leadership and knowledge sharing have positive impacts to task performance and for individuals with low exchange ideology the positive influence from attributed charisma to knowledge sharing is stronger. Originality/value This research introduces exchange ideology as a moderator and explains the complex relationship between transformational leadership and knowledge sharing with sufficient proof. Transformational leadership in attributed charisma is more effective to those individuals with low exchange ideology in facilitating their knowledge effort. This paper can be theoretically and practically helpful to researchers and enterprise leaders in organizational knowledge management.

scholarly journals Factors Affecting Knowledge Sharing Among Doctors of Public Hospitals

2017 ◽  
pp. 218-233
Author(s):  
Muhammad Zia Ur Rehman Et al.,
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Knowledge Sharing ◽  
Policy Making ◽  
Psychological Capital ◽  
Public Hospitals ◽  
Factors Affecting ◽  
Convenience Sampling ◽  
The Relationship ◽  
Self Administered Questionnaire

The main objective of this investigation is to examine the relationship between transformational leadership, psychological capital, job satisfaction and knowledge sharing among doctors especially young doctors of public hospitals. The primary quantitative study is conducted. Convenience sampling used to select the respondents (n=161) who completed the self-administered questionnaire survey providing their responses to transformational leadership, psychological capital, job satisfaction and knowledge sharing. Statistical analysis is done using SPSS version 21. Multiple regression analysis indicated that job satisfaction is the strongest predictor of knowledge sharing while psychological capital is week predictor of knowledge sharing. The result shows that transformational leadership has no direct impact on knowledge sharing which need to reconfirm in further studies. Findings are useful for policy making institutions to take initiatives to enhance doctors’ job satisfaction.

scholarly journals The Impact of Knowledge Sharing on the Relationship between Organizational culture and Job Satisfaction: The Perception of Information Communication and Technology (ICT) Practitioners in Hong Kong

2015 ◽  
Vol 5 (1) ◽  
pp. 19 ◽  
Author(s):  
Canon Tong ◽  
Walder Ip Wah Tak ◽  
Anthony Wong
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Hong Kong ◽  
Knowledge Sharing ◽  
Empirical Evidence ◽  
Mediating Effect ◽  
Mediating Role ◽  
Ict Industry ◽  
The Impact ◽  
The Relationship

Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance.Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested.Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction.Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies.Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies.

Sign in / Sign up

Export Citation Format

Share Document