Managerial Knowledge Sharing: The Role of Individual, Interpersonal, and Organizational Factors

By Lin Lu, K. Leung, P. Koch. Management and Organization Review, 2006

393 citations recorded by the source corpus.

Subfields: Artificial Intelligence, Communication, Information Systems and Management

View Paper: https://www.semanticscholar.org/paper/f1ed5717147cac6c9943b8273a3bfdee66d91e03

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Citations in the corpus

A Measure of Variations in Internal Social Capital among Family Firms (2011, methodology): “Knowledge sharing is measured using six items from Lu, Leung, and Koch (2006), which we adapted to capture the degree to which knowledge gained by a firm member is readily transferred to other members of the firm.”
Leadership, Creative Problem-Solving Capacity, and Creative Performance: The Importance of Knowledge Sharing (2013, methodology): “Knowledge Sharing Following previous research (e.g., Lee, 2001; Lu et al., 2006), eight items were used to assess the extent to which employees exchange knowledge with colleagues inside and outside their organization.”
Effects of task and relationship conflicts on individual work behaviors (2011, background): “People are usually unwilling to share their knowledge with coworkers because knowledge sharing may threaten the knowledge owner’s relative competitiveness within an organization (Lu et al., 2006).”
Self-interest and knowledge-sharing intentions: the impacts of transformational leadership climate and HR practices (2013, methodology): “70) for measuring self-interest were adapted from the prior studies of Collins ( 2006 ) and Lu and Leung ( 2006 ).”
Transactional leadership and organizational creativity: Examining the mediating role of knowledge sharing behavior (2017, background): “As the study of Lu, Leung, and Koch (2006) suggested, the leadership styles significantly effects the choice, motivation, and the ability of knowledge sharing.”
How leadership enhances employees’ knowledge sharing: the intervening roles of relational and organizational identification (2011, background): “can impair the organization’s effectiveness (Hansen 1999, 2002; Lin et al. 2009; Lu et al. 2006).”