Purpose

Prevailing corporate culture coupled with affective trust in co-workers and affective organizational commitment may promote or hinder the tendency for people to share knowledge. This study aims to determine whether knowledge-sharing tendency varies from one form of organizational culture to another by examining the concurrent mediation of affective trust in co-workers and affective organizational commitment and provide insights for appropriate knowledge-sharing initiatives.

Design/methodology/approach

Adult learners (N = 408) enrolled in the MBA and MSc postgraduate programs at five private universities in Singapore participated in a two-part self-administered anonymous survey. Data were analyzed with SmartPLS partial-least squares structural equation modeling using a two-stage analytical technique that examined the measurement and structural models.

Findings

The concurrent effects of affective trust in co-workers and affective organizational commitment complementarily mediated the relationship of organizational culture on the knowledge-sharing tendency for adhocracy, clan and market cultures but fully mediated for hierarchy culture.

Practical implications

This study provides insights for managers to understand the characteristics of their organizational culture and choose appropriate practices for improving knowledge-sharing tendency among its employees.

Originality/value

A model is established to determine the type of organizational culture that facilitates knowledge-sharing tendency. It offers new theoretical insights into how and why affective trust in co-workers and affective organizational commitment impact the relationship of organizational culture on knowledge-sharing tendency. Understanding these relationships can provide valuable insights into various strategies for different organizational cultures to increase employees’ knowledge-sharing tendency.

中文翻译：

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组织文化、情感承诺和信任对知识共享倾向的影响

目的

盛行的企业文化加上对同事的情感信任和有效的组织承诺可能会促进或阻碍人们分享知识的趋势。本研究旨在通过检验对同事的情感信任和情感组织承诺的同时中介作用，确定知识共享倾向是否因一种组织文化形式而异，并为适当的知识共享计划提供见解。

设计/方法/方法

在新加坡五所私立大学注册 MBA 和硕士研究生课程的成人学习者 ( N = 408) 参加了一项由两部分组成的自我管理的匿名调查。数据通过 SmartPLS 偏最小二乘结构方程建模使用两阶段分析技术进行分析，该技术检查了测量和结构模型。

发现

对同事的情感信任和情感组织承诺的并行效应互补地介导了组织文化对组织文化、宗族文化和市场文化的知识共享倾向的关系，但对等级文化则完全中介。

实际影响

本研究为管理者了解其组织文化的特征并选择适当的做法以改善其员工之间的知识共享倾向提供了见解。

原创性/价值

建立一个模型来确定促进知识共享趋势的组织文化类型。它为对同事的情感信任和情感组织承诺如何以及为什么影响组织文化与知识共享倾向的关系提供了新的理论见解。了解这些关系可以为不同组织文化的各种策略提供有价值的见解，以增加员工的知识共享倾向。