How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers
Purpose-This study combines the theory of planned behave or (TPB) and the motivational framework to extend the research on online knowledge sharing (OKS) in an organization by exploring the factors that drive the knowledge sharing intentions (KSI) of posters and lurkers. Design/methodology/appro...
| Main Authors: | , , |
|---|---|
| Format: | Journal Article |
| Published: |
Emerald
2020
|
| Online Access: | http://hdl.handle.net/20.500.11937/82050 |
| _version_ | 1848764465297752064 |
|---|---|
| author | Nguyen, Tuyet Mai Malik, Ashish Sharma, Piyush |
| author_facet | Nguyen, Tuyet Mai Malik, Ashish Sharma, Piyush |
| author_sort | Nguyen, Tuyet Mai |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | Purpose-This study combines the theory of planned behave or (TPB) and the motivational framework to extend the research on online knowledge sharing (OKS) in an organization by exploring the factors that drive the knowledge sharing intentions (KSI) of posters and lurkers.
Design/methodology/approach-A field survey with 501 employees in Vietnamese telecommunication companies is used to collect the data, and structural equation modeling (SEM) approach with AMOS 25.0 is used to test all the hypotheses.
Findings-Attitudes toward OKS and subjective norms (SN) influence online KSI for both posters and lurkers. Self-enjoyment have a stronger effect on the attitudes toward OKS for posters than lurkers. Self-efficacy, reciprocity and rewards only affect posters and not lurkers.
Research limitations/implications-This study uses self-efficacy and self-enjoyment to represent intrinsic motivation, and reciprocity and rewards for extrinsic motivation. Future research may use additional motivational factors to provide additional insights.
Practical implications-Managers should pay greater attention to subjective norms and attitudes towards knowledge sharing to motivate all the employees to share knowledge with each other in order to improve organizational performance.
Originality/Value-This is the first study to combine TPB with the motivational framework to explore the factors that drive online knowledge sharing in an organization. |
| first_indexed | 2025-11-14T11:19:47Z |
| format | Journal Article |
| id | curtin-20.500.11937-82050 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T11:19:47Z |
| publishDate | 2020 |
| publisher | Emerald |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-820502021-03-09T04:10:12Z How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers Nguyen, Tuyet Mai Malik, Ashish Sharma, Piyush Purpose-This study combines the theory of planned behave or (TPB) and the motivational framework to extend the research on online knowledge sharing (OKS) in an organization by exploring the factors that drive the knowledge sharing intentions (KSI) of posters and lurkers. Design/methodology/approach-A field survey with 501 employees in Vietnamese telecommunication companies is used to collect the data, and structural equation modeling (SEM) approach with AMOS 25.0 is used to test all the hypotheses. Findings-Attitudes toward OKS and subjective norms (SN) influence online KSI for both posters and lurkers. Self-enjoyment have a stronger effect on the attitudes toward OKS for posters than lurkers. Self-efficacy, reciprocity and rewards only affect posters and not lurkers. Research limitations/implications-This study uses self-efficacy and self-enjoyment to represent intrinsic motivation, and reciprocity and rewards for extrinsic motivation. Future research may use additional motivational factors to provide additional insights. Practical implications-Managers should pay greater attention to subjective norms and attitudes towards knowledge sharing to motivate all the employees to share knowledge with each other in order to improve organizational performance. Originality/Value-This is the first study to combine TPB with the motivational framework to explore the factors that drive online knowledge sharing in an organization. 2020 Journal Article http://hdl.handle.net/20.500.11937/82050 10.1108/JKM-08-2020-0649 Emerald fulltext |
| spellingShingle | Nguyen, Tuyet Mai Malik, Ashish Sharma, Piyush How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers |
| title | How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers |
| title_full | How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers |
| title_fullStr | How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers |
| title_full_unstemmed | How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers |
| title_short | How to motivate employees to engage in online knowledge sharing: Differences between posters and lurkers |
| title_sort | how to motivate employees to engage in online knowledge sharing: differences between posters and lurkers |
| url | http://hdl.handle.net/20.500.11937/82050 |