Encouraging knowledge sharing among employees: How job design matters

Job design is one of the most frequently researched practices in the Human Resource Management (HRM) literature, and knowledge sharing has become an important and heavily researched managerial practice. The links between these practices, however, have received little attention in the literature. We argue that job design matters to knowledge sharing for motivational reasons. Specifically, jobs contain characteristics that stimulate different kinds of motivation toward knowledge sharing, which have different effects on individual knowledge sharing behavior. We develop six hypotheses that unfold these ideas and test them on the basis of individual‐level data collected within a single firm. The hypotheses are tested in a LISREL model that confirms that job characteristics, such as autonomy, task identity, and feedback, determine different motivations to share knowledge, which in turn predict employees' knowledge sharing behaviors. © 2009 Wiley Periodicals, Inc.     

Determinants of individual engagement in knowledge sharing

Knowledge management systems try to elicit and support the flow of ideas and experiences among groups of employees (sometimes referred to as knowledge communities). Whereas numerous information and communication systems have been developed to support such knowledge exchanges, practical applications have found that technology alone cannot ensure that knowledge will indeed be volunteered and exchanged, and whereas researchers and consultants alike have argued that culture and other human variables constitute key success factors, it is not clear what specific variables are at play, nor what management practices can affect those variables. This exploratory research investigates some of the psychological, organizational and system-related variables that may determine individual engagement in intra-organizational knowledge sharing. Results from a survey of 372 employees from a large multinational show that self-efficacy, openness to experience, perceived support from colleagues and supervisors and, to a lesser extent, organizational commitment, job autonomy, perceptions about the availability and quality of knowledge management systems, and perceptions of rewards associated with sharing knowledge, significantly predicted self-reports of participation in knowledge exchange.     

Mechanisms for sharing knowledge in project-based organizations

Organizations need to effectively combine and utilize knowledge resources that are distributed amongst the employees and groups in the firm. This paper examines the use of knowledge-sharing mechanisms to leverage the learning, experience and expertise of employees accumulated across projects. I specify a framework that classifies the knowledge-sharing mechanisms used by project-based organizations. Prior research tends to examine only one dimension of knowledge-sharing mechanisms – personalization versus codification. Personalization mechanisms are often assumed to be more ad hoc and informal, and codification mechanisms are assumed to be formal and involve the use of electronic databases. In this paper, personalization versus codification and individualization versus institutionalization are highlighted as two distinct dimensions of knowledge-sharing mechanisms. Individualized knowledge-sharing mechanisms are informal and unstructured, while institutionalized knowledge-sharing mechanisms are formal and embedded in organizational routines and structure. A framework is presented to show how the two dimensions interact. Based on empirical case studies in two project-based organizations, the paper examines if there are suitable configurations of knowledge-sharing mechanisms for organizations with different characteristics. The study contributes to research by providing a more nuanced classification of knowledge-sharing mechanisms, and provides guidance to managers about the types of knowledge-sharing mechanisms that should be adopted based on the size, geographical dispersion and task nature of organizations.     

Learning for sharing: an empirical analysis of organizational learning and knowledge sharing

Knowledge is one of the most strategically important resources to sustain competitive advantage in an organization. So its creation and management has attracted the attention of managers and researchers alike. Organizational learning has been positively associated with innovation and performance and knowledge sharing has been associated with innovation performance. Although, some authors argued that organizational learning and knowledge sharing are complementary, there are few studies that have empirically tested the relationship between them. The purpose of this study was to analyze its relation and to empirically test it in the hospitality industry. Based on the results of the structural equation modeling approach on 244 Spanish hotels we confirmed a positive relationship between the variables. The findings are discussed; implications and future lines of research are presented.     

Fostering knowledge sharing through people management practices

This paper focuses on the issue of knowledge sharing, one of the key mechanisms by which knowledge transfer can take place within organizations. The aim of the paper is to identify the people management practices that will be most effective in fostering knowledge sharing. We begin with a theoretical analysis of the socio-psychological aspects of knowledge-sharing behaviour in order to identify the variables that facilitate and encourage sharing. We also include a thorough review of the research to date on knowledge sharing and related behaviours. After identifying the factors expected to influence knowledge-sharing behaviour, we then proceed to detail the key people management practices that, according to theory and research, should be most effective in fostering knowledge sharing in organizations.     

基于网络信息共享的售后服务管理

随着公司业务的快速发展,在保产品数量大幅增加,在故障率一定前提下,售后服务次数大幅上升,服务人员工作量也随之上升。文章介绍了售后服务网络平台的设计、运用及其对提升公司售后服务的关键作用。     

The factors impact of knowledge sharing intentions: the theory of reasoned action perspective

In the organization, the transformation of knowledge is an important issue, and personal motivation for knowledge sharing worth to be investigating. Among them, there are many factors affect that the personal process of knowledge sharing intentions. The individual knowledge sharing intention while often by affects of the environmental factors and individual??s beliefs awareness. Many studies have explored the factors that affect individual action intentions, but few of individual ethical considerations inherent with the views of relevant organizations to analyze the environmental knowledge to the intention. This study reviews of the theory of reasoned action, from perspectives of the social psychological and knowledge sharing while integrative the personal anticipated reciprocal relationship, perceived of ethics and organization culture to seek for the personal impact of the antecedents of knowledge sharing intentions. Moreover, based on existing literature, the author??s observation and inference for develop a conceptual framework to identify the antecedents can be represented.     

How motivation,opportunity, and ability drive knowledge sharing: The constraining-factor model

We introduce and empirically test a theoretical metamodel that explains knowledge-sharing behavior among employees. Building on the well-established motivation–opportunity–ability (MOA) framework, we posit that knowledge sharing among employees is a function of their MOA to do so. Existing literature suggests that the interaction among motivation, opportunity, and ability drives knowledge-sharing behavior. In contrast, we specify a new model in which the “bottleneck” or constraining factor among the MOA variables determines the degree of knowledge sharing that occurs. This constraining-factor model (CFM) fits the data better than the traditional multiplicative model and reveals a new, qualitatively different portrait of knowledge sharing that resolves some of the puzzles in the previous literature. The CFM provides macro-level insights with respect to how operations managers can improve employee knowledge sharing by focusing on the bottleneck MOA variable. As a result, the CFM can help set strategic directions of related policies. The model emphasizes that, counter to conventional wisdom, the MOA variables should not be addressed independently, but rather in a dynamic and coordinated way.     

Profit sharing with a contest among agents

We consider how an internal competition in the form of a contest among agents can be combined with profit sharing in team production. The principal can choose to share between the principal and the agents as well as the sharing rule with a competitive contest among the agents. We show that under some conditions, a pure strategy equilibrium of profit sharing exists. In equilibrium, internal sharing involves a contest that is more competitive than proportional sharing, and the principal can get higher profit compared to proportional sharing.     

Perceived organizational support and knowledge sharing: employees’ self-construal matters

Abstract

HR professionals are expected to become more involved in knowledge management and facilitate knowledge sharing among employees in the knowledge economy. In this study, we investigated the relationship between perceived organizational support and knowledge sharing by taking account of employees’ interdependent and independent self-construal. Our hypotheses were examined using a 2-wave survey data-set from 145 teachers working at 4 Dutch vocational education and training schools. The results showed that perceived organizational support was positively related to knowledge sharing for employees either with a high interdependent self or with a low independent self. However, this positive relationship disappeared for employees either with a low interdependent self or with a high independent self. Overall, the moderating effect of self-construal revealed a new avenue towards a better understanding of the relationship between organizational support and employees’ knowledge sharing. It provided a tentative answer to the question of why organizational support does not often succeed in motivating employees to share their knowledge in the workplace.     

Evolutionary optimization of a technological knowledge network

Knowledge networks have two contradicting demands, increasing flow and decreasing cost. Maximizing the sum of these demands will result in an optimized network. On the basis of the evolutionary optimization algorithm, we suggest a quantitative way to produce an optimized technological knowledge network where optimality is defined as the maximization of overall benefit. Applied to Korea’s ICT network, such a network results in a total knowledge flow increase of up to 75% in absolute measures and 150% with due regard to cost. Our result supports the notion that self-organizing networks can be far from optimal, and thus active intervention by policymakers or managers is necessary to take full advantage of the potential benefits. Finally, with clear-cut suggestions about where to add new links and remove old ones according to potential benefits, this study sheds light on future policies with regard to evolutionary technology networks.     

Incentives for knowledge sharing: impact of organisational culture and information technology

This research presents and examines an analytical model of knowledge management in which organisational culture dynamically improves with knowledge-sharing and learning activities within organisations. We investigate the effects of organisational incentives and the level of information technology on the motivation of knowledge sharing. We derive a linear incentive reward structure for knowledge sharing under both homogeneous and heterogeneous conditions. In addition, we show how the organisational culture and the optimum linear sharing reward change with several crucial factors, and summarise three sets of methods (strong IT support, congruent organisational culture, and effective employee assessment) to complement the best linear incentive. Our research provides valuable insights for practitioners in terms of implementing knowledge-management initiatives.     

Uncovering the supplier selection knowledge structure: A systematic citation network analysis from 1991 to 2017

Because of the critical role supplier selection plays in organizational success, both practitioners and academics have expressed a strong interest in the subject area generating an extensive body of research. The volume and breadth of publications in this area makes it difficult to understand the knowledge structure of the field and the academic work that has influenced the evolution of the domain.This mixed-method study systematically reviews 246 papers that investigated supplier selection issues and were published between 1991 and 2017. We initially examined the statistics of papers by unveiling influential journals, affiliations and articles. Second, we utilized co-citation network analysis, an objective procedure to extract clusters of what has been researched in supplier selection literature. The study analytically retrieves six major knowledge clusters: 1) conceptual foundation of the field; 2) modeling of the procurement environment; 3) handling group-decision making and unprecise input data; 4) computational research; 5) green/sustainable research and 6) risk-based supplier selection. Finally, we conducted main path analysis to get an overview of the evolution of knowledge in the supplier selection field by uncovering its major paths and key articles.     

The influence of workgroup identification on turnover intention and knowledge sharing: the perspective of employees in subsidiaries

Abstract

Turnover intention and knowledge sharing of local employees in multinational enterprise (MNE) subsidiary workgroups have received relatively little attention in IHRM research, yet are central to everyday operation of the organisation. Drawing on optimal distinctiveness theory, we consider the influence of workgroup identification on two important employee attitudes and behaviours, turnover intention and knowledge sharing, by examining the influence of the supervisor on workgroup identification. Participants included 306 employees in an Australian and New Zealand subsidiary of an MNE headquartered in Europe. The results indicate that employees’ tendency to identify with their workgroup is enhanced by the distinctiveness of a supervisor from a different national or cultural group, which in turn leads to decreased turnover intention and increased knowledge sharing among workgroup members. Higher supervisor prototypicality however, that counterbalances distinctiveness through higher inclusion, weakens the mediation effect. An important practical implication of this research is that the HR function could play a valuable role in training or group development to raise supervisors’ and employees’ understanding and management of needs for both inclusion and distinctiveness.     

The influence of supply network structure on firm innovation

In this study, we examine the structural characteristics of supply networks and investigate the relationship between a firm's supply network accessibility and interconnectedness and its innovation output. We also examine potential moderating effects of absorptive capacity and supply network partner innovativeness on innovation output. We hypothesize that firms will experience greater innovation output from (1) higher levels of supply network accessibility and supply network interconnectedness, (2) the interaction between the levels of these two structural characteristics, (3) the moderating role of absorptive capacity on supply network accessibility and the moderating role of supply network partner innovativeness on supply network interconnectedness. Supply network partner relationships are drawn in the context of the electronics industry using data from multiple sources. We use social network analysis to create measures for each supply network structural characteristic. Using regression techniques to test the relationship between these structural characteristics and firm innovation for a sample of 390 firms, our findings suggest that supply network accessibility has a significant association with a firm's innovation output. The results also indicate that interconnected supply networks strengthen the association between supply network accessibility and innovation output. Moreover, the influence of the two structural characteristics on innovation output can be enhanced by a firm's absorptive capacity and level of supply network partner innovativeness. By addressing the need for deeper structural analysis, this study contributes to supply chain research by accounting for the embedded nature of ties in supply networks, and showing how these structural characteristics influence the knowledge and information flows residing within a firm's supply network.     

Benchmarking,knowledge inertia,and knowledge performance in different network structures

ABSTRACT

A simulation approach is employed to examine the relationship between benchmarking and OKP, and how knowledge inertia in benchmarking influences OKP in different network structures. Results suggest that quick benchmarking (low knowledge inertia) and moderate mutual learning produce higher short-term OKP. Slow benchmarking (high knowledge inertia) and moderate mutual learning achieve higher long-term OKP. OKP performs better in scale-free networks than in small-world networks in the short period. However, in the long period, OKP is higher in small-world networks. Findings guide managers’ efforts in choosing the most suitable benchmarking and also suggest that managers should not ignore knowledge inertia.     

Open spaces,revenue sharing,and urban structure

Open spaces and revenue sharing are analyzed within an urban-spatial framework. When households do not observe the price of the public good directly and because of the external economy arising from city size, the local government cannot determine the optimal property tax rate from empirical observation of consumer behavior. The relation between the property tax rate and city size is indeterminate. When land is necessary for public good production, there is an optimal amount of revenue sharing. The property tax rate alone, only under exceptional circumstances, can be used to limit city size and the amount of land in housing production.     

Knowledge sharing,knowledge leaking and relative innovation performance: An empirical study

External knowledge sharing and knowledge leakage often pose a strategic dilemma when firms conduct innovation activities. In this study, we focus on the positive and negative effects of this phenomenon. In particular, we empirically examine the effects of a firm׳s external knowledge sharing on its relative innovation performance under the contingencies of accidental and intentional leakage of business-critical knowledge. Results based on a survey of 150 Finnish technology-intensive firms show that external knowledge sharing has a positive effect on innovation performance, but high levels of accidental and intentional knowledge leakage by a firm׳s employees negatively moderate this relationship. These results contribute to the understanding of the potentially positive and negative issues related to external knowledge sharing and knowledge leakage, which have thus far remained empirically under-researched.     

产业集群知识网络运行分析

产业集群具有完善的知识网络系统。产业集群知识网络运行分为知识共享和知识转移两个阶段,产业集群知识网络具有较高的运行效率。集群有效的知识网络运行有利于形成集群互动学习机制,促进集群知识创新,形成集群创新优势。