The moderating role of personality in the relationship between trust and knowledge sharing behaviour
Human knowledge and intellectual capital are valuable assets of many organizations. Managing knowledge effectively, and facilitating its flow, could lead to knowledge creation and innovation, which are fundamental to organizational progress. Knowledge creation and retention have become an inseparabl...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Published: |
2014
|
| Subjects: | |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | Human knowledge and intellectual capital are valuable assets of many organizations. Managing knowledge effectively, and facilitating its flow, could lead to knowledge creation and innovation, which are fundamental to organizational progress. Knowledge creation and retention have become an inseparable part of organizational activities, specifically in knowledge intensive organizations. Knowledge creation, sharing and application are routine functions of Knowledge intensive organizations such as universities and higher institutes. The credibility of knowledge management in the business sector for enhancing business process, has led academic sectors to include KM in their strategic plan.
Knowledge management tries to effectively manage and leverage knowledge within an organization. Knowledge management can incorporate different components such as business processes, information technology, and Individual behavior. This study is mainly concentrated on Knowledge sharing at the individual level which is an important element of knowledge management.
The major objective of this study is to evaluate the relationship between different dimensions of interpersonal trust and KS behavior. The study also endeavors to investigate whether personality traits are an important variable in that relationship. The study attained interesting and insightful findings regarding the concept of interpersonal trust and different forms of knowledge sharing behavior (solicited and voluntary). The findings of the study may also have some applications for HR practitioners in terms of optimizing KS and the learning process in work groups, teams, and departments. |
|---|