Characterizing the relationship between conscientiousness and knowledge sharing behavior in virtual teams: An interactionist approach

Qi, Hao; Yang, Weiguo; Shi, Yijun

doi:10.1016/j.chb.2018.09.035

Cited by 37 publications

(37 citation statements)

References 47 publications

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“…Knowledge sharing behavior is defined as individuals transforming their work-relevant ideas, experience and suggestions into understandable and applicable forms for the knowledge receivers (Hao et al, 2019;Kim, 2019). In work settings, KSB can be considered one of the extra-role behaviors such as organizational citizenship behavior (OCB) because these behaviors are not formally prescribed by organizations, difficult to measure, and problematic to formally appraise (Love and Forret, 2008;Edú-Valsania et al, 2016).…”

Section: Lmx and Ksbmentioning

confidence: 99%

“…To further investigate the complex mechanism between LMX and KSB, we draw on the person-context interactionist perspective (Pee and Min, 2017;Hao et al, 2019), to explore the moderating effects of employee characteristics. Judge et al (1997) proposed a higher order construct that they termed "core self-evaluations traits, " defined as a fundamental appraisal of one's effectiveness, worthiness, and capability as a person.…”

Section: The Moderating Role Of Gse and Ilocmentioning

confidence: 99%

“…Organizational knowledge can help organizations underpin competitive advantages and is difficult to imitate or replaced by third parties (Cabrera et al, 2006). Thus, it is considered a worthy, scarce, and highly strategic resource which deserves a great deal of managers' diligent attention (Lee et al, 2018;Hao et al, 2019). In the past few decades, various knowledge management systems or technologies have been designed to facilitate knowledge sharing among employees (Cabrera et al, 2006).…”

Section: Introductionmentioning

confidence: 99%

“…People resist sharing their expertise because knowledge sharing behavior (KSB) usually demands high costs from and imposes risks on them, which may put them in a situation called the KSB dilemma (Cabrera and Cabrera, 2002;Ardichvili et al, 2003;Pee and Lee, 2015). On the one hand, when sharing knowledge, people need to convert their specialized knowledge and unique skills into an understandable and applicable form for the receivers, and this process may take more time and energy (Pee and Lee, 2015;Hao et al, 2019). On the other hand, as the saying "possession is nine-tenths of the law" indicates, employees may not elect to share their idiosyncratic thoughts and experiences with colleagues to keep their individual power and competitive advantages (Jeung et al, 2017;Lee et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…The current study assigns GSE and ILOC as personal moderators for three reasons. First, there has been sufficient research on the relationship between Big-Five personality and KSB (e.g., Barrick and Mount, 1991;Hao et al, 2019), but little attention has been assigned on how the other personality constructs, such as core self-evaluation traits, affect KSB (Judge and Bono, 2001). Second, GSE and ILOC are two key elements of the core self-evaluations traits (Judge et al, 1997).…”

Section: Introductionmentioning

confidence: 99%

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How Leader-Member Exchange Affects Knowledge Sharing Behavior: Understanding the Effects of Commitment and Employee Characteristics

Shi

Yang

2019

Front. Psychol.

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Although leadership is considered a key factor in affecting employees' knowledge sharing behavior (KSB), previous literature has mainly focused on the direct relationship between it and KSB, neglecting the mediators and moderators in this relationship. To address this issue, this study explores when and how leader-member exchange (LMX) promotes KSB by examining affective commitment (AC) as mediator and employee general self-efficacy (GSE) and internal locus of control (ILOC) as boundary conditions. In addition, although these two positive self-view variables (i.e., GSE and ILOC) both exhibit positive effects on various work-related outcomes, based on self-verification theory, we posit that they may exhibit different moderating effects in the LMX-AC-KSB relationship. We empirically validated this moderated mediated model using data collected from 231 supervisor-subordinate pairs from an information technology company in China. The results show that GSE amplifies the mediated relationship between LXM and KSB via AC, but ILOC weakens this mediated relationship. Our study elucidates when and how LMX can effectively facilitate KSB and sheds new and nuanced light on the conceptual distinction between GSE and ILOC. The results of this study might direct managers how to develop relationships with their subordinates and how to maximally facilitate subordinates' KSB.

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Section: Lmx and Ksbmentioning

confidence: 99%

Section: The Moderating Role Of Gse and Ilocmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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How Leader-Member Exchange Affects Knowledge Sharing Behavior: Understanding the Effects of Commitment and Employee Characteristics

Shi

Yang

2019

Front. Psychol.

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Knowledge hiding and knowledge hoarding: A systematic literature review

Oliveira

Curado

Garcia

2021

Knowl Process Manag

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The present study aims to present a consolidated view of the quantitative research on Knowledge Hiding (KHi) and Knowledge Hoarding (Kho), and the relationship with Knowledge Sharing (KS), and propose guidelines for future research. A systematic literature review was adopted, following rigorous procedures. The articles were searched in Scopus, Web of Science, Wiley Online, Science Direct, and Emerald. Fifty different articles were analyzed. The oldest article identified is from 2011. They were published in 33 different journals. Only 16 authors published more than one article on the topic. The four behaviors can be perceived as positive when the individual is committed to the organization and negative when the individual is not committed to the organization. A framework that summarizes the suggestions for future research is presented. Understanding the relationships between KHi and KSc, and between Kho and KSd might facilitate the flow of knowledge in organizations. The paper provides an original contribution by considering KS as two processes, collection and donation, highlighting the oppositional relationship between KHi and KSc, and between KHo and KSd. Furthermore, research gaps and further research lines in the KHi, KHo, and KS area are highlighted.

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Virtuality’s Influence on Performing Information Systems Development

Mangiza,

Brown

2023

South African Institute of Computer Scientists and Information Technologists

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Characterizing the relationship between conscientiousness and knowledge sharing behavior in virtual teams: An interactionist approach

Cited by 37 publications

References 47 publications

How Leader-Member Exchange Affects Knowledge Sharing Behavior: Understanding the Effects of Commitment and Employee Characteristics

How Leader-Member Exchange Affects Knowledge Sharing Behavior: Understanding the Effects of Commitment and Employee Characteristics

Knowledge hiding and knowledge hoarding: A systematic literature review

Virtuality’s Influence on Performing Information Systems Development

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