MOIS 508 Dr. Dina Rateb Presented by: Sarah Youssef

Behavioral Intention Formation in Knowledge Sharing: Examining the Roles of Extrinsic Motivators, Social-Psychological Forces and Organizational Climate

MOIS 508Dr. Dina Rateb

Presented by:Sarah Youssef

Main Aim of the Research

To study the factors enhancing or hindering employees’ knowledge-sharing intentions.

Introduction

CIT Industry Development

E-GovernmentE-BusinessE-Knowledge

E-Readiness

• Knowledge is the base for a firm’s competitive advantage.

• Knowledge resides within individuals.

• Comprehensive knowledge sharing is the exception and not the rule.

• 3 Factors leading to limited knowledge-sharing:Human TendenciesIndustry CompetitionIndividual Incentive structure - competition

Theoretical Framework



E-Readiness

Insights from existing literature:Motivational forces affecting individuals’ knowledge-sharing behavior

derive from:

1. Personal Belief Structures• Time & Effort• Personal vs. Public Good dilemma• Negative effect of providing unsound or irrelevant information

2. Institutional StructuresFeatures of an organizational climate encouraging knowledge-sharing:• Trust• Open environment• Tolerance of well-reasoned failure• Pro-social norms

Theoretical Framework



E-Readiness

Theory of Reasoned Action (TRA) – an individual’s decision is done rationally and based on their intention which is in turn determined by their attitude towards and subjective norm regarding the behavior.

Initial Qualitative research: Interviews in 5 Korean Companies.

Resultant set of Motivational Drivers• Economic: Anticipated Extrinsic Rewards

• Social-Psychological: Anticipated Reciprocal Relationships and Sense of Self-Worth

• Sociological: Fairness (trust), Innovativeness (tolerance) and Affiliation (pro-social)

The Research Hypotheses



E-Readiness

1. The more favorable the attitude towards knowledge sharing is, the greater the intention to share knowledge will be.

2. The greater the anticipated extrinsic rewards are, the more favorable the attitude towards knowledge sharing will be.

3. The greater the anticipated reciprocal relationships are, the more favorable the attitude towards knowledge sharing will be.

4. The greater the sense of self-worth through knowledge sharing behavior is, the more favorable the attitude towards knowledge sharing will be.

5. The greater the sense of self-worth through knowledge sharing behavior is, the greater the subjective norm to share knowledge will be.

The Research Hypotheses



E-Readiness

6. The greater the subjective norm to share knowledge is, the greater the intention to share knowledge will be.

7. The greater the subjective norm to share knowledge is, the more favorable the attitude towards knowledge sharing will be.

8. The greater the extent to which the organizational climate is perceived to be characterized by fairness, innovativeness and affiliation, the greater the subjective norm to share knowledge will be.

9. The greater the extent to which the organizational climate is perceived to be characterized by fairness, innovativeness and affiliation, the greater the intention to share knowledge will be.

Measurement & Data Collection



E-Readiness

• Self-administered, pre-tested questionnaire.

• 30 Korean organizations

• 300 questionnaires

• 259 responses (86 % response rate)

• 105 incomplete & rejected

• Total – 154 responses from 27 organizations across 16 industries.

Results



E-Readiness

1. The more favorable the attitude towards knowledge sharing is, the greater the intention to share knowledge will be. Supported

2. The greater the anticipated extrinsic rewards are, the more favorable the attitude towards knowledge sharing will be.

Not Supported - Opposite

3. The greater the anticipated reciprocal relationships are, the more favorable the attitude towards knowledge sharing will be. Supported

4. The greater the sense of self-worth through knowledge sharing behavior is, the more favorable the attitude towards knowledge sharing will be. Not Supported

5. The greater the sense of self-worth through knowledge sharing behavior is, the greater the subjective norm to share knowledge will be. Supported

Results



E-Readiness

6. The greater the subjective norm to share knowledge is, the greater the intention to share knowledge will be. Supported

7. The greater the subjective norm to share knowledge is, the more favorable the attitude towards knowledge sharing will be. Supported

8. The greater the extent to which the organizational climate is perceived to be characterized by fairness, innovativeness and affiliation, the greater the subjective norm to share knowledge will be. Supported

9. The greater the extent to which the organizational climate is perceived to be characterized by fairness, innovativeness and affiliation, the greater the intention to share knowledge will be. Supported

Conclusions



E-Readiness

• The need for extrinsic rewards might actually hinder the development of favorable attitudes towards knowledge sharing.

• The primary motive for favorable attitudes towards knowledge sharing is anticipated reciprocal relationships and the subjective norm regarding knowledge sharing.

• Sense of self-worth strengthens the subjective norm regarding knowledge sharing.

• An organizational climate conductive to knowledge sharing has a strong influence on formation of the subjective norm and directly affects individual’s intentions to engage in knowledge sharing behaviors.

Limitations



E-Readiness

• Cross-sectional not longitudinal data.

• Limited to highly collectivist national culture of Korea.

• Findings may be vulnerable to single-source bias.

• Overlooked barriers such as natural barriers e.g. time, cognitive barriers & structural barriers e.g. authority & status.

Research Improvement Suggestions



E-Readiness

• Include individual’s actual knowledge-sharing behavior.

• Differentiate between types of knowledge assets.

• Examine knowledge-sharing beyond the organizational boundaries.

• Recognize that individuals share knowledge directly with others or indirectly via technological tools.

Recommendations



E-Readiness

• Enhance social & mutual relationships among employees.

• Provide feedback (whether engaged or not engaged in knowledge sharing).

• Do Not stress on extrinsic rewards as the primary motivators.

Thank You…

Questions?

MOIS 508 Dr. Dina Rateb Presented by: Sarah Youssef

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