Team climate, empowering leadership, and knowledge sharing

Abstract

Purpose -The purpose of this research is to investigate the impact of team climate and empowering leadership on team members' knowledge-sharing behavior.Design/methodology/approach -A research model was developed based on prior knowledge management studies. Survey data were collected from 434 college students at a major US university, who took courses that required team projects. The partial least squares technique was applied to test the research model.Findings -Team climate and empowering leadership significantly influence individuals' knowledge-sharing behavior by affecting their attitude toward knowledge sharing. These two constructs also have significant direct effects on the knowledge-sharing behavior.Research limitations/implications -The student sample and US setting might limit the generalizability of the findings. Nonetheless, this study is based on and extends prior research, which provides a deepened understanding of knowledge sharing in the team context.Practical implications -This research has practical implications for how to design teams to facilitate knowledge sharing. It suggests that cohesive, innovative teams with members trusting one another and led by empowering leaders will have a higher level of knowledge sharing.Originality/value -This research originally examines the effects of both team climate and empowering leadership on knowledge sharing. Little prior research has carried out such an integrated analysis. This paper will have significant value for organizations trying to redesign teams to enhance knowledge management.

Knowledge management and measurement: a critical review

“…Based on the conclusions of several authors (Anantatmula and Kanungo, 2010, Bishop et al, 2008, Mullich, 2001, Quaddus and Xu, 2005, Mason and Pauleen, 2003, Xue et al, 2011, the main KM success factors reported are:…”

The influence of demographic and organizational factors on knowledge sharing among employees in organizations

“…The organizational climate questionnaire was adapted from [34] and also from [35]. The empowering leadership questionnaire (ELQ) is based on standardized ELQ questionnaire [36] adapted by [35].…”

“…The empowering leadership questionnaire (ELQ) is based on standardized ELQ questionnaire [36] adapted by [35]. The extrinsic and intrinsic drivers (motivators) questionnaires were adapted from [34,37].…”

“…The attitude toward knowledge sharing questionnaire was adapted from [34,35], the intention to share knowledge was adapted from [34]. Finally, the knowledge sharing behaviour questionnaire is Reychav & Weisberg's ETKS questionnaire [32] adapted according to [35].…”

Perceptions of Knowledge Sharing Among Small Family Firm Leaders: A Structural Equation Model

“…Expanding on this view, knowledge sharing is considered by Xue, Bradley & Liang (2011) to be a social behaviour, with team climate acting as an enabling factor in knowledge sharing activity, and empowering leadership as a driving force using both supportive and participative management tools. This echoes Connelly and Kelloway's (2003) suggestion that leadership commitment to knowledge sharing directly impacts the employee's perception of a sharing climate, and ultimately leads to greater sharing activity.…”