Examining the mechanisms linking guanxi, norms and knowledge sharing: the mediating roles of trust in Taiwan's high-tech firms

Wang, Hsing‐Kuo; Tseng, Jung‐Feng; Yen, Yu‐Fang

doi:10.1080/09585192.2011.654234

Cited by 43 publications

(40 citation statements)

References 81 publications

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“…Furthermore, the results highlight the role of trust as a contextual factor in the Chinese culture, where trustful relationship leads to strong ties (Tortoriello et al, 2012), so there will be less concerns for knowledge being misused (Krackhardt, 1999;McEvily, 2003, 2008). This finding captures the relationship aspect of knowledge transformation, and further contributes to the literature on mechanism of knowledge transformation, as trustful relationship facilitates shared values and understanding of interests among knowledge actors so they are able to engage in knowledge transform at pragmatic boundaries (Wang et al, 2012;Qian et al, 2019).…”

Section: Discussionsupporting

confidence: 59%

“…In the context of China, they are crucial as it is a country where guanxi is embedded in the culture. Guanxi is viewed as interpersonal bonds that are cultivated through long-term relationship building to create certain expectations and duties in daily interactions, business activities and organizational behaviors (Wang et al, 2012). Existing literature about Chinese firms has found that in situations where there is a highly trustful relationship or there is perceived shared understanding of interests and common values, parties are more willing to engage in social exchange and cooperative interactions such as knowledge transfer (Wang et al, 2012;Qian et al, 2019).…”

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confidence: 99%

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Knowledge transfer and boundary conditions

Wang

2019

NEJE

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Purpose -The purpose of this paper is to examine innovative practices and emphasize the mechanism of knowledge transfer across knowledge boundaries. By comparing and discussing the emerging boundary issues in knowledge transfer among small-and medium-sized enterprises (SMEs) registered in the incubation centers in China, this paper identified the main knowledge transfer approach and several contextual and organizational factors impacting knowledge transfer. Design/methodology/approach -The authors conduct 39 semi-structured in-depth interviews with employees working within business incubation centers in China. The study uses thematic analysis for data analysis. Findings -Our results contribute to the literature of knowledge transfer and in particular to our understanding of boundary conditions and knowledge transfer approaches in emerging economies. The results also highlight several contextual and organizational factors which impact knowledge transformation across the pragmatic boundary in the context of China. Practical implications -First, organizations need to establish an effective process with tools to accommodate novelty; second, organizations should be aware of the impact of entrepreneurial orientation on innovative performance; and third, it will help organizations if they adopt and integrate information-rich media in managing innovative practices. Originality/value -This research highlights the impact of contextual and organizational factors of SMEs on knowledge transfer in emerging markets and chooses incubation centers as study subjects, which is an organizational context that has not been thoroughly studied due to its unique nature and emerging complexity.

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Section: Discussionsupporting

confidence: 59%

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confidence: 99%

Knowledge transfer and boundary conditions

Wang

2019

NEJE

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“…Although we tried to minimize the common method bias and enhance the objectivity of the data by measuring KSB using a different source (i.e., supervisors), these problems still cannot be entirely ruled out. For example, in the Chinese culture, guanxi is an important factor affects how followers exchange with their leaders (Wang et al, 2012). Many Chinese workers may focus more on developing "upward" relationships with their leaders and be less willing to invest in "downward" associations with their subordinates (Kim et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

“…Particularly, in China, there is a special form of interpersonal relationship between leaders and followers called workplace guanxi, referring to interpersonal bonds that can create specific expectations and duties (Law et al, 2000). Guanxi plays an important role in affecting the exchange of personal resources and information in China (Wang et al, 2012).…”

Section: Introductionmentioning

confidence: 99%

How Leader-Member Exchange Affects Knowledge Sharing Behavior: Understanding the Effects of Commitment and Employee Characteristics

Shi

Yang

2019

Front. Psychol.

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Although leadership is considered a key factor in affecting employees' knowledge sharing behavior (KSB), previous literature has mainly focused on the direct relationship between it and KSB, neglecting the mediators and moderators in this relationship. To address this issue, this study explores when and how leader-member exchange (LMX) promotes KSB by examining affective commitment (AC) as mediator and employee general self-efficacy (GSE) and internal locus of control (ILOC) as boundary conditions. In addition, although these two positive self-view variables (i.e., GSE and ILOC) both exhibit positive effects on various work-related outcomes, based on self-verification theory, we posit that they may exhibit different moderating effects in the LMX-AC-KSB relationship. We empirically validated this moderated mediated model using data collected from 231 supervisor-subordinate pairs from an information technology company in China. The results show that GSE amplifies the mediated relationship between LXM and KSB via AC, but ILOC weakens this mediated relationship. Our study elucidates when and how LMX can effectively facilitate KSB and sheds new and nuanced light on the conceptual distinction between GSE and ILOC. The results of this study might direct managers how to develop relationships with their subordinates and how to maximally facilitate subordinates' KSB.

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“…EEIN is likely to be associated with attempts to develop high trust relations and to maximize employee voice, shown to assist in retaining staff in developed country contexts (Croucher et al, 2011). A knowledge-sharing strategy may be fostered by high-trust relations, which tend to reduce employees' propensity to hoard knowledge as a source of perceived individual advantage within organizations (Wang et al, 2012).…”

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confidence: 99%

The antecedents of direct management communication to employees in Mauritius

Croucher

Rizov

Goolaup

2014

The International Journal of Human Resource Management

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We measure whether, in a developing country, existence of a 'hard' strategic HR strategy (SHRM) developed at high organizational levels or one designed to enhance employee knowledge inputs and thereby promote employer-employee interdependence (EEIN) is a stronger antecedent of direct communication to employees. We use data from a comprehensive survey of HR practices in Mauritius, one of Africa's most open and successful economies. We find that both SHRM and EEIN are antecedents, but that the latter is stronger in public organizations and in smaller and older companies. We conclude that EEIN is a significant analytic category for explaining management practices especially in an historic sense in this and possibly other developing country contexts.

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Examining the mechanisms linking guanxi, norms and knowledge sharing: the mediating roles of trust in Taiwan's high-tech firms

Cited by 43 publications

References 81 publications

Knowledge transfer and boundary conditions

Knowledge transfer and boundary conditions

How Leader-Member Exchange Affects Knowledge Sharing Behavior: Understanding the Effects of Commitment and Employee Characteristics

The antecedents of direct management communication to employees in Mauritius

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