Why a Central Network Position Isn't Enough: The Role of Motivation and Ability for Knowledge Sharing in Employee Networks

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Network Structure, Collaborative Context, and Individual Creativity (2019, background): “evaluate those processes, the use of self-reports appears to be the better established and unambiguous way to measure both knowledge acquisition and knowledge provision (Foss, Minbaeva, Pedersen, & Reinholt, 2009; Reinholt et al., 2011).”
The more the better…or is it? The contradictory effects of HR practices on knowledge sharing motivation and behavior (2016, methodology): “, 2008) and network position (Reinholt et al., 2011), and thus did not measure opportunity-enhancing HR practices as such.”
Understanding the Climate-knowledge Sharing Relation: The Moderating Roles of intrinsic Motivation and Job Autonomy (2016, methodology): “As our goal was to examine employees’ motivations, job autonomy, climate and knowledge-sharing behaviors, we used selfreporting to operationalize and measure the variables, similar to most studies of work motivation (Reinholt et al., 2011) and human behavior (Howard, 1994).”
Knowledge Internalization and Product Development in Family Firms: When Relational and Affective Factors Matter (2016, background): “Organizations cannot internalize knowledge unless the individuals holding it willingly contribute it (Cabrera & Cabrera, 2005; Hislop, 2003; Reinholt et al., 2011).”