Building Knowledge Sharing Intention with Interpersonal Trust as a Mediating Variable

Elianto, Whisnu; Wulansari, Nury Ariani

doi:10.12695/jmt.2016.15.1.5

Cited by 10 publications

(9 citation statements)

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“…Therefore, giving mutual knowledge among fellow employees besides being able to improve the quality of employee work will also be able to increase employee confidence which in turn can increase the quantity and quality of production [28]; [29]. The results of the study conducted by Arthur & Huntley [30], Cummings [31], Hansen [32], Magnus & DeChurch [33] can be concluded that knowledge sharing has a positive impact on business organizations specifically related to finance, innovation and creativity production, and improve employee performance.…”

Section: Sharing Knowledgementioning

confidence: 99%

The Role of Knowledge Sharing to Improve the Quality of Human Resources

Tachyan

Rosmadi

Ulfha

2019

BIRCI

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This study aims to determine the role of knowledge sharing in order to improve the quality of human resources. The research method used is a qualitative method with a descriptive explorative approach. From the results of the research conducted, the results show that the quality of human resources can be increased not only through formal education but can also be done through knowledge sharing among fellow employees and also received support from management, especially related to motivation, appreciation, and career path. With the sharing of knowledge, it will increase innovation and creativity of employees so that production can be improved and have high competitiveness so that it affects consumers' interest in buying woven products produced by craftsmen in Majalaya, Bandung Regency.

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Section: Sharing Knowledgementioning

confidence: 99%

The Role of Knowledge Sharing to Improve the Quality of Human Resources

Tachyan

Rosmadi

Ulfha

2019

BIRCI

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“…Knowledge Donating as a new perspective to learning process of an organization is one of the median that allows the members of a group, organization, institution or companies to share science, technique, experience and ideas they have to other members by not forgetting the means of access for companies to gain such knowledge through the support of technology and innovation as well as strategic management (Ipe, 2003;Tobing, 2007;Pasaribu, 2009;Elianto & Wulansari, 2016).…”

Section: Knowledge Donatingmentioning

confidence: 99%

A Model for Improving Human Resource Performance in the Context of Knowledge Donating

Wuryanti

Setiawan

2017

JDM

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This study aims to examine the relationship between self efficacy, social competence and knowledge donating variables on organizational performance. This research uses quantitative research method by using primary data taken from questionnaires dispersion. The population of this study is all employees who work in KPP Pratama Semarang (Office Tax) consisting of 113 respondents. While the sampling is done through the census method. Analysis technique of this research using Moderating Regression Analysis (MRA) technique. The results of this study indicate that there is a significant influence of self efficacy and social competence on performance. Thus, to improve the performance of the tax office needs to improve self-efficacy of employees, especially their readiness to risk their jobs by giving them some skills to minimize risks on the job, such as technical skills, organizational skills and leadership skills. The tax office also needs to improve the social competence, especially the sense of concern for their employees. The tax office also needs to create conditions that support fellow employees in order to willing to share new knowledge. Info Article

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“…From the view of the individual, knowledge sharing involves listening and talking with others, gather information, tasks and knowledge in order to help them do something better, solve problems faster, learn from their experiences and develop new ideas (Bates & Khasawneh, 2005;Elianto & Wulansari, 2016).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Enhancing Capability of Human Resources Innovation

Sugianto

Hartono

2017

JDM

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This study aims to analyze the interrelationship of the variables of knowledge collection, knowledge contribution, organizational learning, and human resource innovation capability at Sultan Agung Semarang Islamic Hospital. This study also aims to develop a model of the role of communication variables in moderating the equation of enhancement of human resource innovation capability at Sultan Agung Semarang Islamic Hospital. The population in this study were all the permanent nurses at Sultan Agung Islamic Hospital who worked on the hemodialysis action room, surgery room, ICU, and SEC which totaled 75 people. Method of sampling in this research using census method. This research was analyzed using Sruktural Equation Modeling (SEM) with Partial Least Square (PLS) method using SmartPLS 2.0 M3 software. The results showed that knowledge gathering had a significant positive effect on the contribution of knowledge and to the capability of human resource innovation. Contribution of knowledge has a significant positive effect on organizational learning and on human resource innovation capability. Organizational learning has a significant positive effect on the capability of human resource innovation. Info Article

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Building Knowledge Sharing Intention with Interpersonal Trust as a Mediating Variable

Cited by 10 publications

References 0 publications

The Role of Knowledge Sharing to Improve the Quality of Human Resources

The Role of Knowledge Sharing to Improve the Quality of Human Resources

A Model for Improving Human Resource Performance in the Context of Knowledge Donating

Enhancing Capability of Human Resources Innovation

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