The Contribution of Technological Factors on Knowledge Sharing Quality among Government Officers in Malaysia

Ismail, Mohd Bakhari; Yusof, Zawiyah Mohammad

doi:10.5772/9557

Cited by 3 publications

(5 citation statements)

References 27 publications

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“…Our findings contribute to the concept of interaction ability in knowledge sharing implementation ( H3 ). This result is in line with previous research studied by Ismail and Yusof (2010a, 2010b) and Mizerski (1977). Although the prior studies have focused on the perceived usefulness as the main theoretical foundations of technology adoption intention, our paper includes “individual” aspects as mobile communication and social media are getting more popular.…”

Section: Discussion Conclusion and Implicationssupporting

confidence: 94%

“…Similarly, we found that H3 was approved results between interaction ability and knowledge sharing participation with the number (c = 0.28, p < 0.05). The results confirmed with the previous study that founded interaction ability is one of the factors that impact knowledge sharing implementation (Ismail and Yusof, 2010a, 2010b). Some scholars believe that the ability of employees to share knowledge initially depend on their interaction skills either verbal or non-verbal (Hendriks, 1999; Riege, 2005).…”

Section: Discussion Conclusion and Implicationssupporting

confidence: 92%

“…Previous studies argue that members are willing to share their information or knowledge because they feel pleased by seeing the positive results of helping other (Hall and Graham, 2004; Lin, 2007a, 2007b; Razmerita et al , 2016). In same way, some researchers (Zhu et al , 2018; Ismail and Yusof, 2010a, 2010b; Jiménez-Jiménez et al , 2014; Kankanhalli et al , 2005; Lin, 2007a, 2007b) have validated that an employee predisposition towards knowledge sharing can be improved when their experiences have positive emotions such as enjoyment of helping others (altruism) by sharing knowledge. Knowledge staff may be motivated to contribute their knowledge by relative helping others owing to their desire to help others (Constant et al , 1994; Davenport et al , 1998).…”

Section: Theoretical Frameworkmentioning

confidence: 93%

“…Third, interaction ability (IA) based on Ismail and Yusof (2010a, 2010b) with three items. IA1: In communication, I have high self-confidence.…”

Section: Methodsmentioning

confidence: 99%

“…Ismail and Yusof (2010a, 2010b) founded that reward or grant system should be aligned with sharing to increase knowledge sharing participation company. Consequently, it is crucial to explore what rewards should be used to directly or indirectly influence an individual’s willingness to share knowledge.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

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Saide

Astuti

Indrajit

et al. 2019

JSTPM

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Purpose As prior study offered further general context of knowledge management approach while misplaced more personal behavior development in the context of knowledge sharing practices, this study examined whether and why personal factors predict knowledge sharing practices. This study aims to integrate and analyze indicators such as altruism, grant, interaction ability and knowledge sharing participation to develop a comprehensive behavioral model. Design/methodology/approach Structural equation modeling was used to check the research hypotheses framework with 268 samples of eight profit companies in Indonesia, divided into broadcasting, banking and services company. Findings The results showed that altruism and interaction ability factors are significantly correlated with knowledge sharing participation. The findings may help companies and workers to initiate knowledge sharing implementation and encourage knowledge sharing in the internal company. Research limitations/implications The research focused on profit company in a single province in Indonesia. Further research may extend the study with a focus on non-profit organizations (e.g. academic institutions) and different geographical areas. Practical implications Managerial ideally creates standardization or regulation that to encourage participation of workers for transfer their knowledge. In this aspect, the company needs to organize, such as formal/informal training and meeting to make their workers more confident to communicate with each other. Originality/value Prior studies explored knowledge sharing behavior in a general sense; this paper examined the phenomenon specifically within the context of broadcasting, banking and services company in Indonesia, then analyzed the potential for a company to enhance their knowledge sharing strategy.

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Section: Discussion Conclusion and Implicationssupporting

confidence: 94%

Section: Discussion Conclusion and Implicationssupporting

confidence: 92%

Section: Theoretical Frameworkmentioning

confidence: 93%

“…Third, interaction ability (IA) based on Ismail and Yusof (2010a, 2010b) with three items. IA1: In communication, I have high self-confidence.…”

Section: Methodsmentioning

confidence: 99%

Section: Theoretical Frameworkmentioning

confidence: 99%

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What we give, we get back

Saide

Astuti

Indrajit

et al. 2019

JSTPM

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Knowledge Sharing Behavior Factors of Public Sector Employees in Jambi, Indonesia

Firdaus

Ahman

2020

JTP

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The purpose of this research is to evaluate the individual, organizational and technological factors that influence knowledge sharing behavior among public sector employees in Jambi City. This is a survey and explanatory research with questionnaires used to obtain data from 86 employees in Jambi's public sector and analyzed using factor analysis. The results showed that individual, organizational, and technological factors, such as awareness and altruism, organizational rewards, and IT application usage, respectively, have a significant effect on knowledge sharing. This is opposed to self-efficacy and top management support.

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Staffs Motivational in Knowledge Transfer Behaviour

Saide¹,

Aini²,

Sanneh³

et al. 2016

IJCSIT

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Previous have highlighted knowledge transfer behaviour (KTB) for an increase organization performance, however an obstacle from the perspective among staffs still exists. The problem is still difficult because staffs will not share their knowledge as they thinking their knowledge is important. This paper investigated factors of staffs motivational that influence KTB among staffs in Riau Province of Indonesia. The survey 400 respondents were used, 325 were returned, and 75 were not returned. Likert and smart PLS to confirmation the conceptual model. This paper conclude factors that reward, trust, and an enjoyment helping colleagues of staffs motivation are factors which influencing the KTB. The results and conclusions are discussed.

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The Contribution of Technological Factors on Knowledge Sharing Quality among Government Officers in Malaysia

Cited by 3 publications

References 27 publications

What we give, we get back

What we give, we get back

Knowledge Sharing Behavior Factors of Public Sector Employees in Jambi, Indonesia

Staffs Motivational in Knowledge Transfer Behaviour

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