Knowledge sharing and innovative work behavior: The case of Vietnam

Abstract

Employees' knowledge sharing and innovative work behavior play an important role for the development of Vietnam telecommunication enterprises. Knowledge sharing along with two central processes; namely knowledge donation and collection, fosters employees' innovative work behavior of Vietnam telecommunication enterprises. Based on a sample size survey of 396 Vietnam telecommunication employees and exploration factor analysis (EFA), confirmatory factor analysis (CFA) and structural equation modeling (SEM), the study determines factors such as trust, enjoyment in helping others, knowledge self-efficacy, management support, using information and communication technology significantly influence knowledge donation and collection. At the same time, knowledge donation and collection have positive impacts on employees' innovative work behavior of Vietnam telecommunication enterprises. Finally, several suggestions for enhancing employees' knowledge sharing and innovative work behavior of Vietnam telecommunication enterprises managers are given. .

Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development

“…Recently, there has been an increasing interest in examining the relationships between knowledge sharing and IWB (Nguyen et al , 2019; Akram et al , 2018; Hassan et al , 2018; Akhavan et al , 2015; Mura et al , 2013). For instance, a study conducted by Phung et al (2017) found that employee willingness to share their knowledge between one another enable the organization to promote IWB.…”

Factors Influencing Knowledge Sharing In Higher Education: An Empirical Study Of Students In Vietnam

“…Trust is considered a cost-effective technique to enhance knowledge sharing within organizations (Dyer & Singh, 1998), and is believed to influence the knowledge sharing of people (Bulan & Sensuse, 2012), even in virtual teams or virtual communities (Chang & Chuang, 2011). It affects the processes of knowledge donating and collecting (Nguyen et al, 2019). Thus, we postulated that the more people trust others, the more people share knowledge with others.…”

“…An organization's success is associated with workers' motivation and a strong desire to share knowledge with customers. Individuals may be motivated to share knowledge as they enjoy helping others (Alhawary et al, 2017;Nguyen, et al, 2019). Considering these views, it was hypothesized that: H2: Enjoyment in helping others has a positive relationship with knowledge sharing.…”

“…Knowledge self-efficacy is the ability to apply knowledge in solving problems in the workplace (Asllani & Luthans, 2003) and re-emphasized by Hang and Huy (2021). Knowledge self-efficacy can help motivate people to share knowledge with colleagues (Ling et al, 2010;Bulan & Sensuse, 2012;Haque et al, 2015;Alhawary et al, 2017;Nguyen et al, 2019). In higher education, selfefficacy has been proven to affect knowledge sharing among students in research with a small scope of the study (Kalu & Usiedo, 2019).…”

“…(Hanh et al, 2021), and are therefore recognizing the importance of knowledge sharing. Several NGUYEN & DO studies have aimed to find the determinants of knowledge sharing behavior (Wangpipatwong, 2009;Nassuora, 2011;Rehman et al, 2011;Zia-ur-Rehman et al, 2011;Bulan & Sensuse, 2012;Huy, 2012;Supar, 2012;Areekkuzhiyil, 2016;Baig & Waheed, 2016;Alhawary et al, 2017;Nguyen et al, 2019;Ariati et al, 2020;Pawłyszyn et al, 2020). Nam et al (2021) mentioned we need apply IoTS in education field.…”