Purpose

Knowledge sharing (KS) among employees is critical to successfully developing complex products and systems (CoPS) but is often hampered by employees’ low motivations. The purpose of this study is to investigate how extrinsic and intrinsic rewards influence employees’ explicit knowledge sharing (EKS) and tacit knowledge sharing (TKS) in the CoPS development context. This study also examines the moderating effects of transformational leadership on the relationships between two types of rewards and two types of KS.

Design/methodology/approach

This study builds a research model based on expectancy value theory and Maslow’s hierarchy of needs. To test hypotheses, the authors surveyed 257 employees in CoPS projects and analyzed data with the partial least squares structural equation modeling and hierarchical linear modeling.

Findings

The results of this study demonstrate that extrinsic rewards exert no effect on EKS but negatively affect TKS, while intrinsic rewards significantly promote both EKS and TKS. Moreover, transformational leadership positively moderates the abovementioned relationships.

Originality/value

This study extends the research scenario of KS motivations and responds to the call for shedding light on contextual factors influencing KS. This study also offers a comprehensive theoretical perspective to understand KS motivations. Practically, this study provides managers with suggestions about how to use different rewards to encourage different KS practices.

中文翻译：

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CoPS 发展背景下的奖励和知识共享：变革型领导的调节作用

目的

员工之间的知识共享 (KS) 对于成功开发复杂的产品和系统 (CoPS) 至关重要，但经常受到员工积极性低下的阻碍。本研究的目的是调查在 CoPS 发展背景下，外在和内在奖励如何影响员工的显性知识共享 (EKS) 和隐性知识共享 (TKS)。本研究还检验了变革型领导对两种奖励和两种 KS 之间关系的调节作用。

设计/方法/方法

本研究建立了基于期望值理论和马斯洛需求层次理论的研究模型。为了检验假设，作者调查了 CoPS 项目中的 257 名员工，并使用偏最小二乘结构方程模型和分层线性模型分析了数据。

发现

本研究的结果表明，外在奖励对 EKS 没有影响，但对 TKS 产生负面影响，而内在奖励显着促进 EKS 和 TKS。此外，变革型领导积极调节上述关系。

原创性/价值

本研究扩展了 KS 动机的研究场景，并响应了阐明影响 KS 的背景因素的呼吁。本研究还提供了一个全面的理论视角来理解 KS 动机。实际上，这项研究为管理者提供了关于如何使用不同的奖励来鼓励不同的 KS 实践的建议。