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|Title: ||Exchange ideology, knowledge sharing visibility and KM technology : explaining the effect of organizational reward on employee knowledge sharing behavior|
|Other Titles: ||Jiao huan yi shi, zhi shi gong xiang neng jian du he zhi shi guan li ji shu : jie shi zu zhi jiang li ru he ying xiang cheng yuan zhi shi gong xiang xing wei|
交換意識, 知識共享能見度和知識管理技術 : 解釋組織奬勵如何影響成員知識共享行為
|Authors: ||Zhang, Xi (張兮)|
|Department: ||Department of Information Systems|
|Degree: ||Doctor of Philosophy|
|Issue Date: ||2009|
|Publisher: ||City University of Hong Kong|
|Subjects: ||Knowledge management.|
|Notes: ||CityU Call Number: HD30.2 .Z47 2009|
x, 217 leaves : ill. 30 cm.
Thesis (Ph.D.)--City University of Hong Kong, 2009.
Includes bibliographical references (leaves 184-197)
|Abstract: ||Although knowledge sharing (KS) is a critical step in organizational knowledge
management (KM), most organizations face the serious problem of employees being
unwilling to share knowledge in knowledge management systems (KMS). As a direct
organizational strategy, reward systems have been applied to encourage individual KS
behavior in KMS. However, KS literature offers inconsistent findings on the effect of
organizational reward systems on employees’ KS behavior. Some studies explain the
reward-KS relationship by considering the moderating effect of individual exchange
ideology (EI), but the findings report ambiguous moderating effects of EI in different
task environments. This suggests that the effects of reward on KS are not only
dependent on EI, but also dependent on task environment variables in the KMS, i.e.,
knowledge sharing visibility (KSV).
Considering the ambiguous findings on the effects of reward systems on KS
behavior in KMS, the research goals of this research are: 1) to determine whether
organizational rewards significantly enhance employees’ KS for different EI levels
and different KSV levels, and 2) to investigate how to design KMS to support high
This dissertation has adopted three studies with quantitative and qualitative
methods to achieve these research goals. Study 1 tested the two-way interaction effect
of EI and reward (EI×Reward) on KS in the IT-supported environment. Survey data
were collected from 113 part-time graduate studies in the HKNet project, including
four universities from three regions (Netherland, Hong Kong and Mainland China).
Study 2 tested the three-way interaction effect of EI, reward and KSV
(EI×Reward×KSV) on KS in KMS, with survey data collected from 96 part-time
MBA students who are knowledge workers in different organizations. Study 3
adopted a case method approach with qualitative and quantitative data. The data were
collected from 159 respondents and 16 interviewees in an electronic power service
Chinese company. In the quantitative phase, we re-tested the three-way interaction in
the case company; in the qualitative phase, we investigated how six KM technology
functionalities impacted on three determinants of KSV.
The results of the quantitative studies indicate that the moderating effect of EI
and reward is dependent on levels of KSV. The results of study 1 show that
EI×Reward has a negative influence on the prediction of KS in the low KSV
environment. The results of study 2 with cross-organizational samples and the results
of the quantitative survey of study 3 with samples in Chinese case company both
show that EI×Reward×KSV has a positive interaction on the prediction of employee
KS behaviors in KMS. Specifically, in the KMS with high KSV, the positive effect of
reward on KS is stronger when the employees’ EI is higher.
Results of qualitative interviews in study 3 indicate that some KM technology
functions (i.e., statistical, tracking, knowledge distribution and knowledge storing)
positively impact on KSV in the KMS, while some communication and collaboration
tools (e.g., instant messengers) have a negative influence on KSV.
This research contributes theoretically to KS literature in explaining the
ambiguous findings of previous studies on reward-KS relationship and interaction
effects of EI and reward by considering KSV as third-level moderator. This research
also has theoretical contributions for KMS design literature by showing that KSV can
be enhanced or reduced by adding or deleting some specific technology functions.
Implications for practice, limitations and directions for future studies are offered.|
|Online Catalog Link: ||http://lib.cityu.edu.hk/record=b3008228|
|Appears in Collections:||IS - Doctor of Philosophy |
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