Positive reciprocity belief moderates the effects of trust and felt trust on knowledge-sharing intention

Abstract

Few of the many studies on trust have taken felt trust into consideration. In this study we compared the effects of trust and felt trust on employees' knowledge-sharing intention, and tested positive reciprocity belief as a moderator of these relationships. We analyzed survey data from 710 respondents employed at 26 high-tech companies located in Zhejiang and Guangdong Provinces, China, and tested the hypotheses using regression analysis. The results demonstrate that both trust and felt trust promoted the respondents' knowledge-sharing intention, and that both effects were stronger at higher (vs. lower) levels of positive reciprocity belief. To promote knowledge-sharing intention, we recommend that individuals convey their trust in others in addition to demonstrating their own trustworthiness, especially to those who endorse positive reciprocity. Further, organizations should adopt more practices to assure knowledge donors feel appreciated and relied upon.

Charismatic Leadership of School Heads, Supervisory Relationship and Reciprocity Beliefs: Path Model on Work Ethics of Public Elementary School Teachers

“…We encourage people to communicate their trustworthiness and that of others, especially those who support positive reciprocity, to promote the goal of knowledge exchange. Additionally, organizations may use more strategies to make knowledge providers feel trusted and respected (Xiao, Z., & Wang, Y., 2021).…”

Expression of Knowledge Sharing in Virtual Communities of Interest: A Reading Community-Based Research

“…Tyrėjai pabrėžia augantį virtualių bendruomenių reikšmingumą ekonominiame kontekste (Porter, 2004;Klang, Olsson, 1999), jos vis dažniau įvardijamos svarbia kolektyvinio mokymosi forma, o dalijimosi žiniomis veikla virtualiose bendruomenėse yra laikoma socialinių mainų elgesio tipu (Yen, 2022;Jinyang, 2015;Fulk et al, 1996). Žinių dalijimosi procesai organizaciniame kontekste aktyviai tyrinėjami kelis dešimtmečius (Kim, Choi, 2022;Xiao, Wang, 2021;Vandavasi et al, 2020;Probst et al, 2006;Davis, Botkin, 1994, ir kt. ), akcentuojama tinkamos žinių vadybos nauda ir praktinė vertė organizacijoms (Collison, Parcell, 2010;Atkočiūnienė et al, 2009;Probst et al, 2006).…”

“…Skaitmeninės transformacijos veikia organizacijaskaip ir daugelis paslaugų, jos persikelia į virtualią erdvę, formuojasi virtualios praktikos bendruomenės, žinių dalijimasis tampa lengvesnis ir įgalintas naudojant IRT. Žinių dalijimosi procesai nagrinėjami įvairiais aspektais: organizacijoje remiantis individualia perspektyva (Andolšek, Andolšek, 2015); identifikuojant projekto sėkmes akcentuojama socialinių medijų, Facebook bendruomenės vystymasis ir susitelkimas per bendradarbiavimą (Brown, Dustman, 2019), aptariamas abipusis žinių dalijimasis darbo komandose ir dalijimosi socialinė vertė (Kim, Choi, 2022), pozityvus abipusis dalijimasis ir pasitikėjimo kūrimas dalijantis žiniomis (Xiao, Wang, 2021),tiriami žmonių jausmai -pavydas žiniomis besidalijančiam kolegai (Xu et al, 2021), žinių dalijimosi samprata virtualiose bendruomenėse tinklo perspektyvoje (Xiao, Guo, 2018) ir pan. Žinių dalijimasis yra individualus, ne automatinis procesas -žmonės kaip bendruomenės nariai nurodo vidines žinių dalijimosi priežastis, remdamiesi prosocialinėmis, kolektyvinėmis vertybėmis (Kim, Choi, 2022).…”

A Research on The Effect of PsychologicalContract on Knowledge Sharing

“…Güven, çalışanların bilgi paylaşma niyetini destekleyen duygusal bir mekanizma olarak kabul edilir (Xiao & Wang, 2021). Psikolojik sözleşme yoluyla örgütün bir parçası olduğunu algılamak, çalışanlarda güven duygusunu geliştirir (Akram, 2017).…”

“…Psikolojik sözleşme açısından ilişkisel sözleşmeler, çalışanlar adına bağlılık, sadakat, güven ve aidiyet duygusu gibi unsurları içermektedir. Araştırmalar, güvenin örgütte bilgi paylaşım kültürünün oluşturulması ve sürdürülmesinde önemli bir unsur olduğunu göstermektedir (örneğin, Abdullah vd., 2011;Luu, 2016;Xiao & Wang, 2021). Bu nedenle, bilgi paylaşımını geliştirmek için çalışanları işlemsel sözleşmelerden karşılıklı olarak daha tatmin edici ilişkisel sözleşmelere yönlendirmek faydalı olabilir.…”