PurposeSharing of knowledge has always been accredited as the indispensable segment of knowledge management. As knowledge management practices are growing within the organizations, it is important that correspondingly, valid and reliable knowledge sharing behavior scales are developed to avoid validation issues. Therefore, this composition describes the development and validation of multi-dimensional tacit knowledge sharing behavior scale.Design/methodology/approachHerein, two analytical techniques, namely, exploratory and confirmatory factor analysis have been used to derive the composition of the constructs.FindingsThe study proposes four-dimensional tacit knowledge sharing behavior scale for services which include voluntarily tacit knowledge donation, involuntary tacit knowledge collection, involuntarily tacit knowledge collection and voluntary tacit knowledge collection.Research limitations/implicationsA more holistic approach to the tacit knowledge sharing behavior construct has been proposed, which is helpful in contributing to the literature of tacit knowledge sharing behavior of employees. Additionally, it has made an attempt to eliminate the gap as voiced by most of the literature related to tacit knowledge sharing in service industries which has focused upon western service sectors and limited research is available in the Asian context.Practical implicationsThe ingenuity of the scale lies in the fact that it measures voluntary and involuntary aspects of tacit knowledge sharing behavior of employees which can be used by the organization to develop knowledge management plans and knowledge sharing practices based on the identified strategies.Originality/valueThe study is one of its kind that has considered various aspects namely, knowledge donation, knowledge collection, voluntary knowledge sharing and involuntary knowledge sharing together.

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The awareness towards organizational advantage through knowledge sharing among individuals has gained its significance globally. Numerous illustrations in the field of knowledge sharing behaviour indicate that in order to achieve the benefits of sharing knowledge within organizations, it is essential to understand the perceptions of individuals towards knowledge sharing behaviour. For this purpose, the middle management employees of the service sector in J&K region of India were surveyed to elicit the relationship between knowledge-sharing behaviour, self-learning through knowledge sharing, and self-satisfaction with respect to learning through knowledge sharing. The end results of the study indicate a positive relationship between all the variables. Recommendations in the present study have been made to enhance knowledge sharing among individuals of the service sector. This study contributes to the knowledge sharing behaviour literature from the individual perspective.

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