Purpose

This study aims to theorize a knowledge-based perspective on organizational commitment and turnover intentions among knowledge workers. The authors contribute by examining the impact of knowledge sharing, and managerial human capital respectively, on commitment and turnover in a sample of 274 knowledge workers (engineers) from India. Additionally, the authors examine the crucial moderating role of intra-firm causal ambiguity on these relationships.

Design/methodology/approach

Using structural equation modeling and analysis of survey responses, the authors test a moderated mediation model to provide evidence of the positive impact of knowledge sharing and human capital, respectively, on turnover intention, mediated by organizational commitment. More importantly, the authors theorize and present evidence on the moderating role of intra-firm causal ambiguity, on these relationships.

Findings

The authors find that knowledge sharing behaviors are both intrinsically and extrinsically motivating for knowledge workers, which results in their emotional attachments and higher levels of identification and commitment, which subsequently results in lower turnover intention. Our findings also highlight the role of intra-firm causal ambiguity in making things difficult for organizations to retain talented employees in tough environments.

Originality/value

The authors provide a knowledge-based perspective of commitment and turnover in knowledge-intensive work contexts. The authors also contribute by provide an interesting account of the role of intra-firm causal ambiguity in knowledge processes leading to commitment.

中文翻译：

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知识工作者之间的知识共享、组织承诺和离职意愿：基于知识的视角

目的

本研究旨在对知识工作者的组织承诺和离职意向建立基于知识的观点。作者通过分别研究知识共享和管理人力资本对来自印度的 274 名知识工作者（工程师）样本的承诺和营业额的影响做出贡献。此外，作者还研究了公司内部因果模糊对这些关系的关键调节作用。

设计/方法/方法

使用结构方程模型和调查响应分析，作者测试了一个有调节的中介模型，以提供知识共享和人力资本分别对组织承诺介导的离职意向的积极影响的证据。更重要的是，作者对公司内部因果模糊对这些关系的调节作用提出了理论和证据。

发现

作者发现，知识共享行为对知识工作者具有内在和外在的激励作用，从而导致他们的情感依恋和更高水平的认同和承诺，从而导致较低的离职意愿。我们的研究结果还强调了公司内部的因果模糊性在使组织难以在艰难的环境中留住有才能的员工方面的作用。

原创性/价值

作者提供了知识密集型工作环境中承诺和离职的基于知识的观点。作者还提供了一个有趣的说明，即公司内部因果模糊在导致承诺的知识过程中的作用。