ABSTRACT

Along with the development of information technology and artificial intelligence, online knowledge sharing has become an essential organizational resource. Online knowledge sharing can contribute to the success of organizations through effective knowledge management which is often enhanced by using artificial intelligence techniques. Young employees often make up the largest segment in organizations, but they tend to start their early career with temporary contracts which impact their likelihood to hide or hoard organizational knowledge. This study examines knowledge self-efficacy, perceived ease of use, organizational rewards, and top management support affecting the online knowledge sharing capability of young employees. A survey was conducted in Vietnam, targeting young employees aged 18–30 in three key industries. Results indicate that knowledge self-efficacy, perceived ease of use, and top management support significantly influence young employees’ online knowledge sharing. Interestingly, organizational rewards were found to only impact lurkers’ online knowledge sharing and work effectively if employees have either high perceived ease of use or top management support.

摘要

随着信息技术和人工智能的发展，在线知识共享已成为必不可少的组织资源。在线知识共享可以通过有效的知识管理为组织的成功做出贡献，而知识管理通常通过使用人工智能技术得到增强。年轻员工通常构成组织中最大的部分，但他们往往以临时合同开始他们的早期职业生涯，这会影响他们隐藏或囤积组织知识的可能性。本研究考察了影响年轻员工在线知识共享能力的知识自我效能、感知易用性、组织奖励和高层管理支持。在越南进行了一项调查，针对三个关键行业的 18-30 岁的年轻员工。结果表明，知识自我效能、感知易用性和高层管理支持显着影响年轻员工的在线知识共享。有趣的是，发现组织奖励只会影响潜伏者的在线知识共享和有效工作，前提是员工具有较高的易用性或高层管理支持。