Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions

By Hsiu-Fen Lin. Journal of information science, 2007

1,444 citations recorded by the source corpus.

Subfields: Artificial Intelligence, Communication, Demography

View Paper: https://www.semanticscholar.org/paper/3451fa86250612eea1fb2f0333a2ad1695f17da1

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Citations in the corpus

Encouraging knowledge sharing among employees: How job design matters (2009, background): “In fact, several scholars argue that intrinsic motivation is particularly likely to matter for knowledge sharing (Cabrera et al., 2006; Lin, 2007; Osterloh & Frey, 2000).”
Perceptions of organizational politics, knowledge hiding, and employee creativity: The moderating role of professional commitment (2019, background): “…knowledge sharing should not only tie knowledge sharing behaviors with organizational rewards (such as salary incentives, bonuses, or promotion incentives) but also increase their efforts to foster the targeted reciprocal relationships and interpersonal interactions of employees (Lin, 2007).”
The moderating impact of internal social exchange processes on the entrepreneurial orientation–performance relationship (2010, background): “In such cases, managers not only internalize the organization’s goals and seek cooperation throughout the organization (Lin, 2007), but they also are confident that their engagement in open and regular knowledge exchanges with colleagues will be recognized and rewarded.”
Examining the impacts of organizational culture and top management support of knowledge sharing on the success of software process improvement (2016, background): “Moreover, according to knowledge-management literature, two organizational antecedentsdorganizational culture and top management supportdmay critically determine employees' knowledge-sharing activities (Jones, Cline,& Ryan, 2006; Lin, 2007b).”
The more the better…or is it? The contradictory effects of HR practices on knowledge sharing motivation and behavior (2016, background): “…organisations, the knowledge-sharing literature has widely addressed such extrinsic-motivation-enhancing HR practices as monetary bonuses, career promotion or official recognition (Bock et al., 2005; Cabrera et al., 2006; Lin, 2007) and often offered these practices as the first solution to solve”
Knowledge sharing amongst academics in UK universities (2013, result): “In addition, the fact that there is a high level of consistency between attitudes and intentions is consistent with other studies (e.g. Bock et al., 2005; Lin, 2007) is consistent with Fishbein and Ajzens’s (1975) theory of reasoned action (TRA) who suggests that there should be a close coupling bet”
What factors influence knowledge sharing in organizations? A social dilemma perspective of social media communication (2016, background): “At the organizational level, knowledge sharing may be defined as capturing, organizing, reusing, and transferring the experience ‐ based knowledge which resides within the organization and making that knowledge available to all employees (Lin 2007).”
Individual connectedness in innovation networks: On the role of individual motivation (2013, background): “Individual motivation is indicated as the primary trigger for knowledge transfer (Osterloh and Frey, 2000; Lin, 2007) and as key determinant of successful or appropriate behavior by individuals within organizations in general (Deci and Ryan, 1987).”
Knowledge Hiding in Academia: Is Personality a Key Factor? (2015, background): “Although numerous authors discussed the knowledge sharing behaviors in organizations (e.g. Lee, So, and Tang, 2000; Lin, 2007; Lin and Lee, 2004; Srivastava, Bartol, and Locke, 2006; Tangaraja and Rasdi, 2013; Tohidinia and Mosakhani, 2010), few studies have attempted to investigate the knowledge hi”
Knowledge sharing among Malaysian academics: Influence of affective commitment and trust (2013, positive): “Thus, when employees adopt a stronger affective commitment, they are more willing to share their knowledge (Lin, 2007a).”
Motivating Knowledge Sharing in Knowledge Management Systems (2014, background): “Also, Lin (2007a, 2007b) found that expected extrinsic rewards such as salary, bonus, and promotion opportunities were not significantly related to individual knowledge-sharing intentions or general knowledge sharing among employees.”
The effects of network sharing on knowledge-sharing activities and job performance in enterprise social media environments (2016, methodology): “Lin (2007) has also empirically proved that knowledge self-efficacy positively influences attitudes toward knowledge sharing and knowledge-sharing intentions.”
Impact of Rewards and Motivation on Job Satisfaction in Banking Sector of Saudi Arabia (2012, background): “According to Edwards et al. (2006) there is an association between rewards and Job satisfaction; and rewards and motivation.”
Factors Affecting Bloggers' Knowledge Sharing: An Investigation Across Gender (2011, background): “Our research extends this view and acknowledges the multidimensional aspect of trust as it relates to the blogging community and platform. knowledge Sharing and Reciprocity Reciprocity has been discussed as an important factor affecting knowledge sharing [18, 28, 35, 54, 58, 68, 110].”