scholarly journals Conceptual Model of Organizational Trust and Knowledge Sharing Behavior among Multigenerational Employees

2015 ◽  
Vol 11 (9) ◽  
Author(s):  
Behrang Samadi ◽  
Chong Chin Wei ◽  
Sara Seyfee ◽  
Wan Fadzilah Wan Yusoff
Keyword(s):  
Knowledge Sharing ◽  
Conceptual Model ◽  
Organizational Trust ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

scholarly journals Efek Mediasi Komitmen Organisasional pada Pengaruh Kepercayaan Organisasi terhadap Perilaku Berbagi Pengetahuan

2021 ◽  
Vol 7 (2) ◽  
pp. 206-214
Author(s):  
Conchita Valentina Latupapua ◽  
Harvey Hiariey ◽  
Adolop Larwaku
Keyword(s):  
Knowledge Management ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Organizational Trust ◽  
Equation Model ◽  
Knowledge Based ◽  
Knowledge Sharing Behavior ◽  
Structure Equation Model ◽  
Organisational Trust ◽  
Sharing Behavior

In the era of advances in science and technology today, knowledge has an important role for organizations. On the other side, many organizations are faced with knowledge management problems. The development of Knowledge Management is currently the concern of many researchers. One of the elements in Knowledge Management that is considered crucial is the knowledge sharing. Ideal practice of knowledge sharing in an organizational environment will have an impact on individuals. Higher education as a knowledge-based organization has an important function in the creation and dissemination of knowledge. Academics tend to cling to knowledge and are reluctant to spread their intellectual resources. This study examines the effects of organizational commitment as mediation to the effect of organisational trust and knowledge sharing behavior. Sample in the research is 52 lecturers of Economy and Business Faculty, Pattimura University. Collected data then analyzed with descriptive and inferential statistics Structure Equation Model using smartLPS 3. The result shows that organizational trust directly affect the knowledge sharing behavior and organizational trust can affects knowledge sharing behavior with mediation of organizational commitment.

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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