- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
Extensive previous work has studied individuals' knowledge sharing behavior (KSB) in a virtual environment, revealing several key factors. However, prior work focused solely on simple correlations between these factors and KSB. And relatively little attention has been assigned to the complex relationships between them. This study argued that better understanding of the complex relationships may be more important because the nature and wide scope of the determinants of KSB may yield different interaction effects. Thus, to better understand the interaction effects of contextual factors and personal factors on KSB, this study adopted a person-situation interactionist approach which proposes that conscientiousness (C), job demands of skill variety (JDSV), and knowledge sharing self-efficacy (KSSE) have joint effects on virtual team (VT) members' KSB. We empirically validated the main effects and the two-way and three-way interaction effects using data collected from 219 VT members from an information technology company. Our results showed that (1) C, JDSV, and KSSE are all positively related to KSB; (2) KSSE positively moderates the relationship between C and KSB; and (3) JDSV and KSSE jointly moderate the relationship between C and KSB. This study offers a new research perspective on knowledge sharing and integrates personality traits theories, Job Characteristics Model, Job Demands-Resources Model, and social cognitive theory into a single research model to examine the underlying mechanisms and boundary conditions of KSB in a virtual environment. The results of the study might direct VT mangers how to recruit members and when to redesign members' job and foster their KSSE.
Discussion and conclusions
The current study sought to examine under what conditions conscientious employees participating in a VT will perform more KSB. To address this problem, we consulted the current literature focusing on personality, job design, self-efficacy, and KSB to develop a person-situation perspective which incorporated both individual factors (e.g., C and KSSE) and contextual factors (e.g., JDSV). This approach combines personality traits theories, JCM, JD-R model, and SCT to study the underlying mechanisms and boundary conditions of VT members’ KSB. Our results supported the majority of our hypotheses and revealed three key findings: (1) the main effects test indicated that C, JDSV, and KSSE were all positively related to KSB; (2) the two-way interaction effects test showed that KSSE positively moderates the relationship between C and KSB, and furthermore, when KSSE was high, C was positively related to KSB; (3) the three-way interaction effect test revealed that C, JDSV, and KSSE jointly affected employees’ KSB. Specifically, we 455 found that (3.1) VT members will perform the most KSB when values of JDSV and KSSE were both high; (3.2) when both JDSV and KSSE were high and JDSV was low, C was positively related to KSB; (3.3) when JDSV was high and KSSE was low, C was negatively related to KSB. These findings confirm and extend existing literature to enhance our understanding of KSB in a virtual 459 workplace setting.