Understanding the Climate-knowledge Sharing Relation: The Moderating Roles of intrinsic Motivation and Job Autonomy
By O. Llopis, N. J. Foss. 2016
131 citations recorded by the source corpus.
Abstract A cooperative organizational climate is often argued to promote knowledge-sharing behaviors among employees. However, research indicates that managerial interventions aimed at shaping the organizational climate can be difficult to execute. We develop and test a contingency model of intrinsic motivation and job autonomy as moderators of this relationship. We find that the social climate for cooperation better predicts knowledge sharing when employees show low levels of intrinsic motivation and have high levels of job autonomy. This suggests that a cooperative climate and intrinsic motivation are substitutes with respect to their impact on knowledge-sharing behaviors, while climate and job autonomy are complements. We find support for these ideas in data gathered from a sample of 170 employees of a knowledge-intensive firm.
Subfields: Communication
View Paper: https://www.semanticscholar.org/paper/df4f5c7f5493a894a6e49afa500a1d64b64c2263
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In Communication
Citations in the corpus
- Different motivations for knowledge sharing and hiding: The role of motivating work design (2019, background): “…(which is related to intrinsic motivation) than when they are doing it for rewards or when they are performance oriented (close to external regulation, defined below; Llopis & Foss, 2016; Lou, Fang, Lin, & Peng, 2013; Poortvliet, Janssen, Van Yperen, & Van de Vliert, 2007; Rhee & Choi, 2016).”
- When Putting Work Off Pays Off: The Curvilinear Relationship between Procrastination and Creativity (2020, unknown): “Indeed, research has suggested that intrinsic motivation for a given behavior and a context supporting that behavior can operate as substitutes (Llopis & Foss, 2016).”