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

2021 ◽  
Vol 1 (1) ◽  
pp. 57-68
Author(s):  
Iman Nugraha Setiady ◽  
Mustofa Al Mujahidin ◽  
Ismamudi ◽  
Erwin Hermawan ◽  
Luthfi Khoirun Nisa ◽  
...  
Keyword(s):  
Structural Equation Modeling ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Structural Equation ◽  
Teacher Performance ◽  
Equation Modeling ◽  
Knowledge Sharing Behavior ◽  
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.  

scholarly journals An Empirical Study of Employees’ Tacit Knowledge Sharing Behavior

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 ◽  
Knowledge Sharing Behavior ◽  
Tacit Knowledge Sharing ◽  
It Support ◽  
Sharing Behavior

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.

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

2021 ◽  
pp. 121-144
Author(s):  
Mahendra Kumar Sharma ◽  
Dilip Kumar
Keyword(s):  
Information Technology ◽  
Organizational Culture ◽  
Structural Equation Modeling ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

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.

Organizational Barriers to Knowledge-Sharing

2019 ◽  
pp. 184-200
Author(s):  
Mahmoud Ahmed Aboushouk ◽  
Hala Hilaly ◽  
Nashwa Fouad Attallah
Keyword(s):  
Structural Equation Modeling ◽  
Data Analysis ◽  
Data Collection ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Quantitative Method ◽  
Equation Modeling ◽  
Organizational Barriers ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

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.

scholarly journals Understanding the Antecedents of Knowledge Sharing Behavior From the Theory of Planned Behavior Model: Cross-Cultural Comparisons Between Mainland China and Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Min Yang ◽  
Ping Xu
Keyword(s):  
Theory Of Planned Behavior ◽  
Knowledge Sharing ◽  
Market Orientation ◽  
Planned Behavior ◽  
Self Efficacy ◽  
Mainland China ◽  
Job Security ◽  
Equation Modeling ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Affected by coronavirus disease (COVID-19), in addition to keeping away the impact of the pandemic on their business practices, many enterprises have proposed relevant measures to protect their employees’ job safety and security. Especially for enterprises with high dependence on knowledge resources, employees’ innovation and knowledge sharing play a vital role. In the context of global economic austerity, how to put forward the corresponding plan of knowledge sharing intention to improve the knowledge sharing behavior of employees for enterprises is worth discussing. Mainland China and Malaysia have different quarantine policies and similar industrial structures. This study examines the awareness of Mainland China vs. Malaysian employees, and evaluates the relationship among self-efficacy, job security, market orientation, knowledge sharing intention, and knowledge sharing behavior from the theory of planned behavior. In this study, a total of 627 Mainland China and 434 Malaysian participants were collected to compare both groups in the development of employees’ knowledge sharing behavior. In this study, a variance-based partial least squares structural equation modeling (PLS-SEM) was performed to test the proposed hypothesis and conduct comparative analysis. The results in both the samples show that self-efficacy, job security, and market orientation have positive and significant effects on knowledge sharing intention; self-efficacy has positive and significant effects on job security; knowledge sharing intention has positive and significant effects on knowledge sharing behavior. Moreover, there are several significant differences between Mainland China and Malaysia in the examinations of path comparisons.

The mutual impact of university president’s leadership and organizational justice on knowledge sharing: the mediating effect of communication

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 ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

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

2018 ◽  
Vol 22 (6) ◽  
pp. 1408-1423 ◽  
Author(s):  
Sunyoung Park ◽  
Eun-Jee Kim
Keyword(s):  
Transformational Leadership ◽  
Organizational Learning ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Interpersonal Trust ◽  
Equation Modeling ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
And Behavior ◽  
Sharing 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.

Knowledge sharing behaviors among non academic staff of higher learning institutions

2016 ◽  
Vol 65 (1/2) ◽  
pp. 65-83 ◽  
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 ◽  
Knowledge Sharing Behavior ◽  
Learning Institutions ◽  
Sharing Behavior

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

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 ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

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.

scholarly journals MODEL PENGUATAN KESIAPAN KERJA LULUSAN ( Studi Pada BBPLK Semarang )

2017 ◽  
Vol 10 (1) ◽  
pp. 17 ◽  
Author(s):  
Lucia Hartiningtyas Mardyasari ◽  
Indarto Indarto
Keyword(s):  
Structural Equation Modeling ◽  
Locus Of Control ◽  
Self Efficacy ◽  
Structural Equation ◽  
Equation Modeling ◽  
Research Model ◽  
Job Readiness ◽  
Test Models ◽  
Working Practices ◽  
And Training

<p>Temuan bahwa tenaga kerja lulusan  BBPLK Semarang kurang memiliki kesiapan untuk terjun ke dunia kerja sesuai dengan standar kebutuhan tenaga perusahaan serta masih adanya perbedaan hasil-hasil penelitian terdahulu mengenai faktor-faktor yang menjelaskan kesiapan kerja. Yang kemudian mendorong studi ini untuk mengembangkan dan menguji model kesiapan kerja.</p><p>Model kesiapan kerja yang dikembangkan, menggunakan lima variabel prediktor, yaitu variabel pelatihan, variabel praktek kerja industri dan variabel kompetensi yang dalam model penelitian merupakan variabel eksogen yang diduga dapat membangun <em>self</em> <em>efficacy</em> dan <em>locus of control</em> dan juga dapat menjelaskan kesiapan kerja lulusan  BBPLK Semarang. Model kesiapan kerja yang dikembangkan dalam studi ini selanjutnya diuji secara empiris dengan menggunakan data penelitian yang diperoleh melalui wawancara kepada 112 responden peserta pelatihan BBPLK Semarang dengan menggunakan kuesioner dan dianalisis dengan menggunakan teknik analisis Structural Equation Modeling (SEM).</p><p>Hasilny</p><p><em>The finding that the employment of graduates BBPLK Semarang less prepared to plunge into the world of work in accordance with the standards and needs of power companies are still differences in the results of previous research on the factors that explain job readiness. These studies were then encouraged to develop and test models of job readiness.</em><em></em></p><p><em>Job readiness models developed, using five predictor variables, namely training variables, variables and variable industrial technical competence in the research model is an exogenous variable that could be expected to build self-efficacy and locus of control and also may explain the job readiness of graduates </em><em>of </em><em>BBPLK Semarang. Job readiness models developed in this study were tested empirically using research data obtained through interviews with 112 respondents </em><em>of </em><em>trainee </em><em>of </em><em>BBPLK Semarang using a questionnaire and analyzed by using analysis of Structural Equation Modeling (SEM).</em><em></em></p><p><em>The result of this study shows that the work required to build the readiness of locus of control and self efficacy. Locus of control requires competence, work practices and training industry. Meanwhile, to build self-efficacy is required competencies and working practices of the industry.</em><em></em></p><p>a studi ini menunjukkan bahwa untuk membangun kesiapan kerja diperlukan <em>locus of control</em> dan <em>self efficacy</em>. <em>Locus of control</em> memerlukan kompetensi, praktek kerja industri dan pelatihan. Sedangkan untuk membangun self efficacy diperlukan kompetensi dan praktek kerja industri.</p><p> </p>

scholarly journals Servant Leadership: Impact on Organizational Citizenship Behavior and Knowledge Sharing Behavior

2020 ◽  
Vol 55 (4) ◽  
Author(s):  
Muhammad Qaiser Shafi ◽  
Sajeela Rabbani ◽  
Rehan Maqsood Alam ◽  
Seema Gul
Keyword(s):  
Servant Leadership ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

This study aims to investigate the effect of servant leadership on organizational citizenship behavior and knowledge-sharing behavior. It further explores servant leadership for its potential mediation of work engagement and moderation of self-efficacy in organizational citizenship behavior and knowledge-sharing behavior. Time-lagged data was collected from 264 respondents from Pakistan’s banking sector via convenience sampling. The relationships between servant leadership and organizational citizenship behavior, servant leadership and knowledge-sharing behavior were analyzed through partial least squares structural equation modeling. The results of this analysis reveals that the effect of servant leadership on organizational citizenship behavior and knowledge-sharing behavior is significant in that work engagement acts as a mediator, and follower’s self-efficacy plays the role of moderator. Based upon social exchange theory, the study supports that servant leadership increases citizenship and knowledge-sharing behavior. In addition, the study provides an understanding of how servant leadership mediates work engagement for pragmatic synergetic outcomes in a Pakistani context. The study’s implications and limitations are also discussed, and suggestions for future research are noted.

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