ABSTRACT

The study draws upon expectancy theory and proposes a reverse relationship between rewards, knowledge sharing, and job performance. Knowledge sharing behaviours including knowledge donation, collection, and lurking are modelled to intervene between this relationship. The study was conducted with employees who had used online knowledge platforms in organisations from three industries in Vietnam, namely, tele-communications, banking, and insurance. A pilot study was undertaken prior to the formal survey to ensure clarity and validity of the questionnaires. The results show that job performance was significantly related to knowledge donating and collecting but not related to lurking. Knowledge donating, collecting, and lurking also have a significant impact on intrinsic rewards respectively and that top management support moderates the effect of knowledge donating, knowledge collecting, and lurking on intrinsic rewards. The study extends expectancy theory into online knowledge sharing literature and suggest for optimising organisational resources and maximising knowledge sharing values.

摘要

该研究借鉴了期望理论，并提出了奖励、知识共享和工作绩效之间的反向关系。对包括知识捐赠、收集和潜伏在内的知识共享行为进行建模以干预这种关系。该研究是在越南三个行业（即电信、银行和保险）的组织中使用在线知识平台的员工进行的。在正式调查之前进行了一项试点研究，以确保问卷的清晰度和有效性。结果表明，工作绩效与知识捐赠和收集显着相关，但与潜伏无关。知识捐赠、收集、和潜伏也分别对内在奖励有显着影响，高层管理人员的支持调节了知识捐赠、知识收集和潜伏对内在奖励的影响。该研究将期望理论扩展到在线知识共享文献中，并为优化组织资源和最大化知识共享价值提出建议。