Knowledge Sharing Behavior in Organization: An Empirical Investigation

Abstract

Effective knowledge sharing cannot be forced or mandated. Organizations desiring to institutionalize knowledge sharing behaviors must foster facilitative work context. The aim of this paper is to develop a deeper understanding of the factors inhibiting individuals' knowledge sharing intentions, and suggest a method to shape appropriate work context. To reach this goal, this paper focus on the inner knowledge externalization process, and formulate a research model which integrate self-concept-based model and theory of reasoned action to explain how contextual forces can transform into the triggers of inner motivations. Using the Structural Equation Modeling (SEM) method, data analysis showed that most of the research hypotheses were supported. The research findings show that the firm should (1) make the employees regard knowledge sharing as an enjoyment; (2) enforce their sense of belonging ; (3) induce employees' focus on long term return rather than shore term wins; (4) leverage centrality and promote individual reputations may also be helpful.