Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior

Knowledge sharing behavior (KSB) plays a key role in gaining and sustaining competitive advantage and organizational success. However, scholars have paid less attention to the issue of knowledge sharing in the context of higher education institutions (HEIs). Although considerable evidence exists ind...

Full description

Saved in:

Bibliographic Details
Main Author:	Karim, Dewan Niamul
Format:	Thesis
Language:	eng eng eng
Published:	2019
Subjects:	HF5001-6182 Business
Online Access:	https://etd.uum.edu.my/9040/1/s99060_01.pdf https://etd.uum.edu.my/9040/2/s99060_02.pdf https://etd.uum.edu.my/9040/3/99060%20REFERENCES.docx
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-uum-etd.9040
record_format	uketd_dc
spelling	my-uum-etd.90402022-10-06T02:18:21Z Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior 2019 Karim, Dewan Niamul Abdul Majid, Abdul Halim School of Business Management School of Business Management HF5001-6182 Business Knowledge sharing behavior (KSB) plays a key role in gaining and sustaining competitive advantage and organizational success. However, scholars have paid less attention to the issue of knowledge sharing in the context of higher education institutions (HEIs). Although considerable evidence exists indicating that HRM practices affect employees’ KSB, there is still a lack of understanding of how and whether these practices promote KSB within organizations. Thus, the present study aimed at filling the gaps by examining the relationship between HRM practices (selective staffing, extensive training, job security, promotion, performance appraisal, autonomous job design, and participation) and KSB in the HEIs of Bangladesh. Based on the self-determination theory, this study also examined public service motivation (PSM) as a mediating mechanism in that relationship. This study employed a cross-sectional research design in which a questionnaire survey was used for collecting data from the full-time faculty members serving in the selected 16 private universities in Bangladesh. Using a systematic sampling method, a total of 359 useable questionnaires were received with a response rate of 55.23%. The partial least squares-structural equation modeling (PLS-SEM) was used to test the hypothesized relationship. The study revealed that four HRM practices (selective staffing, extensive training, autonomous job design, and participation) have significant positive relationships with KSB, whereas the other three HRM practices (job security, promotion and performance appraisal) are not significantly associated with KSB. Moreover, PSM mediates the relationship between five HRM practices (extensive training, job security, performance appraisal, autonomous job design, and participation) and KSB. However, the mediating effects of PSM between the remaining two HRM practices (selective staffing and promotion) and KSB are found to be insignificant. Based on the empirical findings, practitioners and policy-makers should pay more attention to integrating HRM practices and PSM to foster knowledge sharing behavior at HEIs. 2019 Thesis https://etd.uum.edu.my/9040/ https://etd.uum.edu.my/9040/1/s99060_01.pdf text eng public https://etd.uum.edu.my/9040/2/s99060_02.pdf text eng public https://etd.uum.edu.my/9040/3/99060%20REFERENCES.docx text eng public other doctoral Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng eng
advisor	Abdul Majid, Abdul Halim
topic	HF5001-6182 Business
spellingShingle	HF5001-6182 Business Karim, Dewan Niamul Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior
description	Knowledge sharing behavior (KSB) plays a key role in gaining and sustaining competitive advantage and organizational success. However, scholars have paid less attention to the issue of knowledge sharing in the context of higher education institutions (HEIs). Although considerable evidence exists indicating that HRM practices affect employees’ KSB, there is still a lack of understanding of how and whether these practices promote KSB within organizations. Thus, the present study aimed at filling the gaps by examining the relationship between HRM practices (selective staffing, extensive training, job security, promotion, performance appraisal, autonomous job design, and participation) and KSB in the HEIs of Bangladesh. Based on the self-determination theory, this study also examined public service motivation (PSM) as a mediating mechanism in that relationship. This study employed a cross-sectional research design in which a questionnaire survey was used for collecting data from the full-time faculty members serving in the selected 16 private universities in Bangladesh. Using a systematic sampling method, a total of 359 useable questionnaires were received with a response rate of 55.23%. The partial least squares-structural equation modeling (PLS-SEM) was used to test the hypothesized relationship. The study revealed that four HRM practices (selective staffing, extensive training, autonomous job design, and participation) have significant positive relationships with KSB, whereas the other three HRM practices (job security, promotion and performance appraisal) are not significantly associated with KSB. Moreover, PSM mediates the relationship between five HRM practices (extensive training, job security, performance appraisal, autonomous job design, and participation) and KSB. However, the mediating effects of PSM between the remaining two HRM practices (selective staffing and promotion) and KSB are found to be insignificant. Based on the empirical findings, practitioners and policy-makers should pay more attention to integrating HRM practices and PSM to foster knowledge sharing behavior at HEIs.
format	Thesis
qualification_name	other
qualification_level	Doctorate
author	Karim, Dewan Niamul
author_facet	Karim, Dewan Niamul
author_sort	Karim, Dewan Niamul
title	Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior
title_short	Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior
title_full	Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior
title_fullStr	Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior
title_full_unstemmed	Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior
title_sort	relationship between hrm practices, public service motivation, and knowledge sharing behavior
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2019
url	https://etd.uum.edu.my/9040/1/s99060_01.pdf https://etd.uum.edu.my/9040/2/s99060_02.pdf https://etd.uum.edu.my/9040/3/99060%20REFERENCES.docx
_version_	1747828514440085504

Relationship between HRM Practices, Public Service Motivation, and Knowledge Sharing Behavior

Similar Items