Can generational differences and feeling trusted improve knowledge-sharing behavior? Consequences of high-performance work systems

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aulia Vidya Almadana ◽  
Suharnomo Suharnomo ◽  
Mirwan Surya Perdhana
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
High Performance ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose This study aims to investigate the relationships between high-performance work systems (HPWS) on knowledge-sharing behavior (KSB) among Indonesian employees through the mediating role of feeling trusted (FT) and moderating role of generational differences (GD). Design/methodology/approach Sample were collected from 278 employees working in the Indonesian financial companies. This research used structural equation modeling to investigate the associations of HPWS and KSB. Furthermore, Sobel Test was applicated to test the mediation effect of FT. Finally, Hayes PROCESS was used to test the moderation impact of GD. Findings The empirical results revealed that HPWS positively impact FT and KSB. Hereafter, FT also positively impacts KSB and then succeeds to mediate the relationships between HPWS and KSB. Finally, GD were failed to moderate the relationships between HPWS and KSB. Originality/value To the best of the authors’ knowledge, this study is one of the few studies that illustrate the roles of GD between the relationships between HPWS and KSB.

Influence of high-performance work systems on intrapreneurial behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Farrukh ◽  
Mohammad Saud Khan ◽  
Ali Raza ◽  
Imran Ahmed Shahzad
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
High Performance ◽  
Service Industries ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems

Purpose In the past, a plethora of studies has investigated the organizational and individual outcomes of high-performance work systems (HPWS). However, less is known about the mechanism through which HPWS impacts employees’ behavior, particularly intrapreneurial behavior (IB). Drawing on the social exchange theory, this study aims to fill this gap by investigating the mediation effect of perceived organizational support (POS) on HPWS-IB linkages. Design/methodology/approach Data were collected with the help of structured questionnaires from employees working in service industries such as banking and insurance. Findings HPWS was conceptualized as a higher-order measurement model that includes four lower-order dimensions, namely, information sharing, decision-making participation, job security, training and development. Partial least squares structural equation modeling technique was used to test the hypothesized relationships. Results showed a positive and significant effect of HPWS on IB. Moreover, POS significantly mediated the HPWS-IB link. Originality/value Despite an increasing number of studies on the role of human resource management (HRM) practices in enhancing innovation and creativity, there has not been enough research on how HPWS affects IB at the individual level in the presence of POS. Thus, this research is the first of its kind to investigate the mediating role of POS in HPWS-IB linkages in the Malaysian context.

High-performance work systems and job satisfaction: a multilevel model

2016 ◽  
Vol 31 (2) ◽  
pp. 451-466 ◽  
Author(s):  
Romina García-Chas ◽  
Edelmira Neira-Fontela ◽  
Concepción Varela-Neira
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
High Performance ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
The Relationship

Purpose – The purpose of this investigation is to analyze the role of perceived organizational support (POS) and intrinsic motivation in the relationship between high-performance work systems (HPWS) and job satisfaction. Design/methodology/approach – The sample used in this study consists of 180 engineers from 25 companies. The model entails a cross-level moderated mediation process that was tested using multilevel structural equation modeling. Findings – This research shows that the effect of HPWS via POS on job satisfaction is stronger among engineers with low intrinsic motivation than engineers with high intrinsic motivation. Practical implications – Given the findings of this paper, organizations are advised to consider the importance of HPWS perceptions and intrinsic motivation to help strengthen engineer satisfaction. Originality/value – This is the first study to provide evidence for the mediating effect of POS in the relationship between employees’ shared perceptions of the HPWS implemented at their companies and their job satisfaction, and the moderating role of employee intrinsic motivation in the relationship between POS resulting from HPWS and job satisfaction.

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.

High-performance work systems, innovation and knowledge sharing

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sabeen Hussain Bhatti ◽  
Ramsha Zakariya ◽  
Demetris Vrontis ◽  
Gabriele Santoro ◽  
Michael Christofi
Keyword(s):  
Knowledge Sharing ◽  
High Performance ◽  
Innovation Performance ◽  
Theory And Practice ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Hrm Practices ◽  
Time Lagged

PurposeThis article aims to explore the relationship among high performance work systems (HPWS), innovation, and knowledge sharing in project-based organizations.Design/methodology/approachUsing the ability, motivation, and opportunity (AMO) framework under the theory of HPWS, our article hypothesizes that the AMO enhancing practices of project-based organizations lead to better innovation performance of their employees through the mediating role of knowledge sharing. Time-lagged data of AMO practices and knowledge sharing practices were collected from the employees of these organizations over three weeks. Furthermore, the innovation performance data were collected from the supervisors of these employees over an additional three-week period.FindingsOur results confirm the initial hypothesis of the causal relationship of two of the AMO HRM practices, that is, ability and motivation with innovation performance with the mediation of knowledge sharing, while the third hypothesis of opportunity enhancing HRM practice was not accepted.Originality/valueThis research has implications for both theory and practice and it can help the project managers of these organizations to better design HRM practices in order to improve the creativity and innovation performance of their employees. Accordingly, this is one of the first studies dealing with the effectiveness of HRM on AMO, and the key role of knowledge sharing.

High-performance work systems, learning orientation and innovativeness: the antecedent role of environmental turbulence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Evrim Gemici ◽  
Cemal Zehir
Keyword(s):  
Structural Equation ◽  
High Performance ◽  
Environmental Turbulence ◽  
Equation Modeling ◽  
Learning Orientation ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
The Relationship

PurposeThe aim of this paper is to empirically examine whether environmental turbulence leads to the adoption of high-performance work systems (HPWS) and learning orientation (LO) in organizations and, if so, how these two elements contribute to innovativeness. Past research studies widely demonstrated that HPWS and LO are strong determinants of innovativeness. This study incorporates environmental turbulence as an antecedent and explains the interactions between these concepts.Design/methodology/approachThis paper involves a questionnaire-based survey of 233 firms. For hypothesis testing, structural equation modeling (SEM) was used.FindingsThe results revealed the antecedent role of environmental turbulence in HPWS and LO. Additionally, HPWS and LO mediated the relationship between environmental turbulence and organizational innovativeness.Research limitations/implicationsThis research has the limitations of a cross-sectional study design. The study draws out some implications for firms facing turbulent conditions and intending to increase their innovativeness by stimulating a learning culture and focusing on human capital through HPWS.Originality/valueThe overarching contribution of this study is to test the assumption that organizations initiate changes in their internal systems as a response to environmental turbulence. By doing so, the study enriches current studies by exploring the mediator role of HPWS and LO between environmental turbulence and innovativeness. This research also contributes to the literature by demonstrating the antecedent role of environmental turbulence in HPWS for the first time. Additionally, it provides evidence for the relationship between environmental turbulence and LO.

Personality factors and knowledge sharing behavior in information services: the mediating role of information literacy competencies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hamid Keshavarz
Keyword(s):  
Knowledge Sharing ◽  
Information Literacy ◽  
Personality Factors ◽  
Path Coefficient ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior ◽  
Role Of Information ◽  
Information Literacy Competencies

Purpose The study aims to investigate the role of information literacy competencies regarding the impact of personality factors on knowledge sharing behavior in information services. Design/methodology/approach A sequential mixed-methods approach was used as the research design. To construct the two less identified variables of knowledge sharing behavior and information literacy competencies in actual information services, the literature existed were searched and validated in a systematic review procedure. Two conceptual models including two initial questionnaires were developed, which were then confirmed by a set of 10 related experts through semi-structured interviews. For gathering data related to the variable personality factors, the Five-Factor Inventory was used as a widely recognized measure. The sample population of the quantitative section constituted of a set of 160 librarians working in the central libraries of the state universities located at Tehran, Iran. Data analysis was conducted through structural equation modeling using software SmartPLS. Findings The results showed that the personality factors had a positive and significant impact on information literacy competencies with a path coefficient of 0.48 and information literacy competencies skills had a positive and significant effect on the knowledge sharing behavior with a path coefficient of 0.47. However, with a path coefficient of 0.02, the personality factors had no direct effect on the knowledge sharing behavior while its indirect impact was then confirmed by the mediating role of information literacy competencies. Originality/value To achieve the desired knowledge sharing behavior, there should be concerns about the information literacy competencies of the librarians. Moreover, the knowledge sharing behavior of the librarians should be more taken into consideration concerning their personality factors.

When investment in employee development promotes knowledge sharing behavior in an uncertain post-Soviet context

2019 ◽  
Vol 49 (2) ◽  
pp. 370-388 ◽  
Author(s):  
Sanat Kozhakhmet ◽  
Sharmila Jayasingam ◽  
Nauman Majeed ◽  
Samia Jamshed
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Psychological Capital ◽  
Employee Development ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose The purpose of this paper is to explore the effect of perceived investment in employee development (PIED) on knowledge sharing (KS) behavior by examining the mediating role of psychological capital and moderating role of organizational identification. Design/methodology/approach Questionnaires were used to collect data from 340 employees from largest MNCs working in Kazakhstan. Findings The results show that psychological capital mediates the relationship between PIED and knowledge sharing behavior (KSB). Moreover, it was found that organizational identification moderates the association between individuals’ psychological capital and their KSB. The mediated moderation analyses supported the hypothesized model. Originality/value This paper contributes to a more complete understanding of how investment in employee development may support or build employees’ psychological capital which in turn facilitates KS.

High-performance work systems and open innovation: moderating role of IT capability

2020 ◽  
Vol 120 (8) ◽  
pp. 1441-1457
Author(s):  
Jia Zheng ◽  
Hefu Liu ◽  
Jingmei Zhou
Keyword(s):  
Open Innovation ◽  
High Performance ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
It Capability ◽  
Role Of It ◽  
The Relationship ◽  
Moderating Role

PurposeThis study aims to explore the impact of high-performance work systems (HPWS) on open innovation and the moderating role of information technology (IT) capability on the relationship between HPWS and open innovation.Design/methodology/approachThis study conducted a questionnaire survey in the industrial parks of the Yangzi River Delta in China and obtained 108 useful responses.FindingsHPWS positively impacts open innovation. IT exploration capability strengthens the relationship between HPWS and open innovation, whereas IT exploitation capability and ambidexterity do not strengthen such relationship.Research limitations/implicationsFirms should use HPWS to improve employees' motivation of external learning and searching for enhancing innovation openness. They should acknowledge the enabling role of IT exploration capability in facilitating employees' learning and searching toward open innovation and discreetly develop IT exploitation capability and ambidexterity during external knowledge searching, which may not achieve the desired facilitation purpose.Originality/valueThis study contributes to human resource management (HRM) by suggesting that a new antecedent, which is HPWS in our case, should be taken into account when considering the influence of HRM in the process of open innovation. This study has important implications for HPWS, IT capability and open innovation; open innovation can be improved by using HPWS and IT capability. This study also expands IT ambidexterity to HRM and innovation studies.

The impact of knowledge sharing enablers on knowledge sharing behavior: an empirical study

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shorouq Eletter ◽  
Ghaleb Awad El Refae ◽  
Abdoulaye Kaba
Keyword(s):  
Knowledge Sharing ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Academic Institutions ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Instructor Support ◽  
The Impact ◽  
Sharing Behavior

Purpose Academic institutions play a crucial role in social and economic development. They share responsibilities to equip students with knowledge and skills. This study aims to examine and investigate the impact of knowledge sharing enablers (KSE) on knowledge sharing behavior (KSB). The paper measured KSE through perceived instructor support of knowledge sharing instructor support (IS), perceived information and communication technology (ICT) support of knowledge sharing and perceived ability to share knowledge (ASK). Design/methodology/approach A survey questionnaire was used as an instrument for data collection. A sample of 597 students from Al Ain University in UAE participated in the study. The collected data were treated and analyzed through MS Excel and International Business Machines Statistical Package for the Social Sciences (SPSS) version 25. The theory of reasoned action (TRA) was used in formulating a conceptual framework. Several statistical techniques, including partial least square structural equation modeling, were used to test and verify hypotheses. Findings Findings of the study supported TRA theory by suggesting a positive and significant impact of KSE (IS, ICT and ASK) on KSB. The findings supported the stated three hypotheses and confirmed that at least 45% of the variation in students’ KSB is explained by a variation in one of the three KSE indicators. The paper provided important theoretical and practical implications for researchers and managers of academic institutions. Originality/value Academic institutions need to advance their strategies to create more collaborative environments for boosting knowledge sharing among students. Such practice will contribute in improving the students’ overall capabilities, skills and success of academic institutions.

Encouraging client’s knowledge sharing in enterprise system post-implementation through psychological contract and entrepreneurial orientation

2019 ◽  
Vol 33 (2) ◽  
pp. 689-709
Author(s):  
Zhao Cai ◽  
Hefu Liu ◽  
Qian Huang ◽  
Yue Kang ◽  
Liang Liang
Keyword(s):  
Knowledge Sharing ◽  
Psychological Contract ◽  
Entrepreneurial Orientation ◽  
Enterprise System ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Psychological Contract Fulfillment ◽  
The Relationship ◽  
Sharing Behavior

Purpose The purpose of this paper is to discuss the relationship between psychological contract and knowledge sharing behavior in the enterprise system (ES) post-implementation stage. The fulfillment and obligation of psychological contract are proposed as antecedents of knowledge sharing behavior performed by client firms. Additionally, entrepreneurial orientation (EO) is considered a moderator in the relationship between psychological contract and knowledge sharing. Design/methodology/approach This study adopted the questionnaire survey to collect data from 132 client firms of a focal ES provider in the garment industry of China. Hierarchical regression analysis was used for data analysis. Findings Psychological contract fulfillment is negatively related to knowledge sharing, whereas the positive role of psychological contract obligation is supported. EOstrengthens the role of both psychological contract fulfillment and obligation in shaping knowledge sharing behavior of client firms. Originality/value This study adopts forward- and backward-looking approaches in decision making as a theoretical lens to investigate how to improve client firms’ knowledge sharing behavior through psychological contract. By figuring out the roles of psychological contract and EO in influencing knowledge sharing, this research benefits both vendor and client firms in maintaining sustainable collaboration and continuous improvement of ES projects.

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