Perceived Training Intensity and Knowledge Sharing Among Banking Sector Employees in Turkey: Examining the Moderating Role of Intrinsic Motivation and Self-Efficacy

Abstract

The aim of the present study is to show the links between the domains of knowledge management and human resources management. This study was conducted among employees from multiple organizations (within different organizational frameworks) in the banking sector in Turkey to examine the relationship between perceived training intensity (PTI) and knowledge sharing considering intrinsic motivation and self-efficacy as the moderating variables. Data was collected from 497 employees working in four different types of banking sector organizations (public banks, private banks with Turkish capital, private banks with foreign capital and participation banks). While a positive relationship was found between perceived training intensity and knowledge sharing, it was reported that, intrinsic motivation and self-efficacy had a positive impact on knowledge sharing and moderated this relationship. TÜRKİYE BANKACILIK SEKTÖRÜ ÇALIŞANLARINDA ALGILANAN EĞİTİM YOĞUNLUĞU VE BİLGİ PAYLAŞIMI: İÇSEL MOTİVASYON VE ÖZYETERLİLİĞİN DÜZENLEYİCİ ROLÜNÜN İRDELENMESİ ÖZBu çalışmanın amacı bilgi yönetimi ve insan kaynakları yönetimi alanları arasındaki bağlantıya işaret etmektir. Bu çalışma algılanan eğitim yoğunluğu ve bilgi paylaşımı arasındaki ilişkinin yanı sıra, içsel motivasyon ve özyeterliliğin bu ilişkideki düzenleyici rollerini ortaya koymak amacıyla Türkiye'de bankacılık sektöründe faaliyet gösteren farklı örgütsel çerçevelere sahip çeşitli örgütlerde gerçekleştirilmiştir. Veriler, kamu bankaları, yerli sermayeli özel bankalar, yabancı sermayeli özel bankalar ve katılım bankalarından oluşan dört farklı bankacılık sektörü kuruluşunda çalışan 497 çalışandan toplanmıştır. Çalışma bulguları, algılanan eğitim yoğunluğu ve bilgi paylaşımı arasında pozitif bir ilişki olduğunu ortaya koymaktadır. Bulgular aynı zamanda içsel motivasyon ve özyeterliliğin bilgi paylaşımı üzerinde pozitif etkileri olduğunu ve algılanan eğitim yoğunluğu ile bilgi paylaşımı arasındaki ilişkide düzenleyici role sahip olduklarını olduğunu ortaya koymaktadır.

Testing the Determining Factors of Knowledge Sharing Behavior

“…Thus, every time there is an increase in the knowledge sharing self-efficacy (X1) of Bank Syariah Mandiri in Indonesia, the knowledge sharing behavior (Y2) of Bank Syariah Mandiri in Indonesia will also increase. In line with the research that has been carried out by Bilginoğlu and Yozgat (2018), Chen and Hung (2010), Hsu et al (2007), Kwahk & Park (2016), Pan and Zhang (2018), Safdar et al (2021), Islam et al (2018) and Zhang et al (2016) show that knowledge sharing self-efficacy has a positive effect on knowledge sharing behavior. The results of this study indicate that the middle managers of Bank Syariah Mandiri in Indonesia through their knowledge sharing self-efficacy will gain confidence in what they can do and they will think that their expertise can improve work efficiency which can increase productivity.…”

“…Islamic banking requires individuals who have knowledge sharing self-efficacy which can be manifested in a person’s belief that their knowledge can help solve problems and share work-related ideas. Research that has been carried out by Bilginoğlu and Yozgat (2018), Pan and Zhang (2018), Safdar et al (2021), and Zhang et al (2016) showed that knowledge sharing self-efficacy has a positive effect on knowledge sharing behavior, this finding provides support that individuals with high self-efficacy tend to try hard in doing tasks and experience better positive emotions (Bandura, 1977). Thus, this study hypothesizes that:…”

Innovational Leadership and Knowledge Sharing: The Mediator Role of Self-efficacy

“…There is a positive relationship between self-efficacy and knowledge sharing (Bilginoglu and Yozgat, 2018;Castaneda et al, 2016). Safdar et al (2021), based on a systematic review, concluded that self-efficacy is a predictor of knowledge sharing.…”