Influence of Relational Psychological Contract and Affective Commitment in the Intentions of Employee to Share Tacit Knowledge

Abstract

Organizational knowledge represents an organized group of data and information created and maintained by individuals and business through regulations and procedures [1]. It is essentially related to human action and it is part of the company's intangible assets [2]. This continuous and complex interaction works as a reciprocal process based on a psychological contract full of reciprocal expectations which stipulate the terms of trade and engagement between people and organizations. On one hand, organizations offer rewards, while on the other hand, employee provides his contribution, conceptualized as partners willing to invest their resources as they reach their objectives and obtain mutual benefits. When tacit knowledge is shared, it allows the creation ideas that contribute to innovation, the increases of firm value and the development of sustainable competitive advantages among others advantages. This paper is based on a comprehensive literature review, by analyzing scientific papers, whose purpose is to examine the influence of relational psychological contract and affective commitment in the intentions of employee to share tacit knowledge, as factors for the transfer to be successful.

Soft Issues During Cross-Border Mergers and Acquisitions and Industry Performance, China–Pakistan Economic Corridor Based View

“…Based on PC theory, the present study proposed PCDM as a solution to overcome the SIs' effects on KTST practices and FP. The results confirm that PCDM significantly moderates the negative effects of SIs on KTST and FP (Figure 3), which are also aligned with several other studies in the literature (Abdullah, Hamzah, Arshad, Isa, & Ghani, 2011;Bari & Fanchen, 2017;Salazar-fierro & Bayardo, 2015).…”

An Artificial Intelligence and Knowledge-Based System to Support the Decision- Making Process in Sales

“…The basis used to create rules is tacit knowledge -that is, the skills, practical knowledge, or ability to perform work [8] that is the specific knowledge of each manager. Explicit knowledge is already known to all.…”

A Review of Tacit Knowledge: Current Situation and the Direction to Go

“…Henceforth, tacit knowledge was studied by many researchers from different areas, including but not limited to philosophy [30], education [14,19,31], psychology [32,33], business [2,18], computer science [34,35], manufacturing [8] and so on. According to different areas, tacit knowledge is regarded as "skill", "know-how", "working knowledge", "expertise", or ability to perform a job [4].…”

“…Hence, the understanding of the influencing factors is important [65]. Many factors have been reported, which influence TKS either positively or negatively [4]. Examples include trust [70][71][72][73], culture [28], well-being [65], social relationships [74] and so on.…”

“…In recent years, many issues arose from business [1][2][3][4], medicine [5][6][7], manufacturing [8], engineering [9][10][11][12][13], education [14,15] and other areas [16] have pointed to the requirement of tacit knowledge in chorus. A plenty of recent research works indicate that explicit knowledge is important for solving wellformulated problems, and tacit knowledge cannot be substituted in many practical applications [17][18][19][20].…”