Self-interest and knowledge-sharing intentions: the impacts of transformational leadership climate and HR practices |
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| Authors: | Yuwen Liu Richard S. DeFrank |
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| Affiliation: | 1. Institute of Technology Management, National Tsing Hua University , Hsinchu , Taiwan ywliu@mx.nthu.edu.tw;3. C.T. Bauer College of Business, University of Houston , Houston , TX , USA |
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| Abstract: | The purpose of this study was to empirically examine the roles of transformational leadership (TFL) climate and HR practices in influencing the relationship between self-interest and employees' intention to share knowledge from a multilevel perspective. Results supported the hypotheses that TFL climate and self-interest were associated with employees' intention to share knowledge. TFL climate increased this intention partially by mitigating the negative impact of self-interest. Further, the results indicated that HR practices such as team-based job design and knowledge-sharing incentives moderated the relationship between self-interest and the intention to share knowledge. |
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| Keywords: | HR practices intention to share knowledge R& D teams self-interest transformational leadership climate |
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