Online knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that investigates the moderating impacts of innovation on self-efficacy, extrinsic and intrinsic rewards on employees’ online knowledge sharing behaviour in public and private sector companies.,This research analysed 200 responses to test the moderating effects of organisational innovation on the relationship between self-efficacy and rewards and online knowledge sharing behviours. The analysis was carried out using component-based partial least squares (PLS) approach and SmartPLS 3 software.,The results reveal that self-efficacy significantly affects online knowledge sharing behaviour in firms, regardless of the organisation type. Extrinsic rewards encourage employees in private companies to share knowledge online, whereas intrinsic rewards work effectively in public companies. Additionally, the study found the moderating role of organisational innovation in examining the relationship between rewards and online knowledge sharing behaviour.,Future research may consider different dimensions such as knowledge donating and collecting behaviours as well as motives, such as self-enjoyment, reciprocity or social interaction ties, which may be investigated to get a deeper understanding of online knowledge sharing behaviour.,Firms must tailor training and rewards to suit employees’ abilities and needs so as to align with organisation type and innovation.,The study’s distinctive contribution is the under-researched context of Vietnamese public and private sector banks for investigating the moderating effects of organisational innovation on micro and meso factors on online knowledge sharing behaviour.

中文翻译：

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认知过程，奖励和在线知识共享行为：组织创新的调节作用

在线知识共享是维持组织竞争优势的关键过程。本文旨在建立一个新的概念框架，研究创新对自我效能感，外在和内在奖励对公共和私营部门公司员工在线知识共享行为的调节作用。本研究分析了200种响应，以测试调节作用创新对自我效能和奖励与在线知识共享行为之间关系的影响。使用基于组件的偏最小二乘（PLS）方法和SmartPLS 3软件进行了分析。结果表明，无论组织类型如何，自我效能感都会显着影响公司的在线知识共享行为。外在奖励鼓励私营公司的员工在线共享知识，而内在奖励在上市公司中有效地发挥作用。此外，该研究还发现组织创新在检验奖励与在线知识共享行为之间的关系中的调节作用。未来的研究可能会考虑不同的维度，例如知识捐赠和收集行为以及动机，例如自我享受，互惠或社会互动关系，可以进行调查以更深入地了解在线知识共享行为。公司必须根据员工的能力和需求量身定制培训和奖励措施，以使其与组织类型和创新相一致。