HRM practices and innovation performance with the mediating effect of knowledge sharing: empirical evidence from Emirati ICT companies

Kaabi, Amna Ahmed Al; Ajmal, Mian M.; Elanain, Hossam Abu

doi:10.1504/ijil.2018.10013009

Cited by 5 publications

(7 citation statements)

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“…Cultural diversity management (CDM) and knowledge sharing CDM has been measured by HRDM. Al-Kaabi and Ahmed (2017) investigated the effect of HRDM on KS. After conducting a survey of 500 employees engaged in 3 firms of ICT industry…”

Section: Hypotheses Development and Conceptual Frameworkmentioning

confidence: 99%

Knowledge sharing in multicultural organizations: evidence from Pakistan

Raza

Awang

2020

HESWBL

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PurposeTaking higher educational institutes (HEIs) operating in Islamabad metropolitan, and Pakistan as research context, the purpose of this paper is to identify the antecedents of knowledge sharing behavior (KSB) and to check their causal effect in perspective of culturally diverse academic staff. In addition, the authors suggest certain policies for HEIs that can raise knowledge sharing practices in multicultural environment.Design/methodology/approachIt is a cross-sectional study, quantitative in nature, and has used a self-administered questionnaire for data collection. With proportionate stratified random sampling technique, 278 academic employees working in three faculties from six public sector universities operating in Islamabad metropolitan have recorded their responses. This research also applied confirmatory factor analysis and structural equation modeling to examine the proposed hypothesis of this inquiry.FindingsThe empirical results indicate significant and positive effect of cultural diversity management, interpersonal trust, and leader-empowering behavior on KSB, whereas knowledge technology has insignificant effect on KSB of culturally diverse academic staff. Moreover, proposed model has explained 54 percent variation in endogenous construct.Practical implicationsThe present research aids academic leadership in designing policies and strategies to enhance knowledge sharing among faculty members and to create a supportive knowledge sharing culture.Originality/valueThis study fills the empirical gap that exists in literature by exploring the antecedents and their effect on KSB of multicultural academic staff associated in public sector HEIs in Islamabad metropolitan, Pakistan.

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Section: Hypotheses Development and Conceptual Frameworkmentioning

confidence: 99%

Knowledge sharing in multicultural organizations: evidence from Pakistan

Raza

Awang

2020

HESWBL

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“…Jurnal Pengurusan 58(2020) https: //doi.org/10.17576/pengurusan-2020-58-11 3 such as communication, information systems, rewards, organization structure, job satisfaction, organizational culture, organizational climate, leadership, the norm of reciprocity and trust, and intrinsic-extrinsic, and motivation (Ali, Paris & Gunasekaran 2019;Chmielecki 2017;Goh et al 2020;Kaabi, Elanain, & Ajmal 2018;Kucharska & Bedford 2019;Razmerita, Kirchner & Nielson 2016). All the information and knowledge sharing is entirely dependent on the provider and supplier knowledge, not knowledge recipient (Hussein et al 2016).…”

Section: G a L L E Y P R O O Fmentioning

confidence: 99%

“…Jurnal Pengurusan 58(2020) https://doi.org/10.17576/pengurusan-2020-58-11 4 2017; Panir, Xiolin & Zijun 2019). However, without no doubt, Kaabi et al (2018) and Maimone (2018) approved that technology is accepted for learning and knowledge, and very dominant in knowledge management area.…”

Section: G a L L E Y P R O O Fmentioning

confidence: 99%

Investigating Information and Communication Technology (ICT) Usage, Knowledge Sharing and Innovative Behavior among Engineers in Electrical and Electronic MNCs in Malaysia

Ibrahim

Mohamad

Shah

2020

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Innovative behavior is vital for organizations as competition based on innovation can serve as a basis for sustainable development, especially for multinational companies in the Electrical and Electronic sector in Malaysia. Grounded by the social cognitive theory, this study utilized a research framework examining ICT usage as a predictor of innovative behavior with knowledge sharing (knowledge giving and knowledge receiving) as mediating variables. A total of 309 engineers from multinational companies in the electrical and electronic manufacturing firms in Malaysia participated in this study. By using partial least squares structural equation modeling (PLS-SEM) for analysis, the study revealed that ICT usage has a significant relationship with knowledge receiving. It also found that knowledge receiving played a mediating role in the relationship between ICT usage and innovative behavior. The findings of this study are useful to both academics and practitioners who wish to understand the predictors of innovative behavior so that the innovative behavior can be inculcated among organizational members, and thus, increasing the success of the companies.

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“…Al-Bahussin and El-Garaihy (2013) elucidated that HRM practice is an important ancestor of organizational culture and knowledge management to create a positive link to organizational innovation. Kaabi et al ’s (2018) findings indicated that KS activity positively mediates relationship between HRM practices and innovation performance. Recognizing the potential role of KS behaviors in linking antecedents and key outcomes of organization, scholars spotlighted that investigating the potential mediating mechanism of knowledge resources and/or KS process between organizational factors (such as high-involvement HRM practices and leadership) and specific aspects of innovation is very needful in increasing the understanding and effective pathway to stimulate each aspects of innovation capability (Al-Bahussin and El-Garaihy, 2013; Le and Lei, 2019; Than et al , 2021).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 87%

“…However, little research has examined antecedents or conditions that encourage KS processes of employees for innovation Than et al, 2021). In addition, although several studies indicated the importance of HRM practices in the creation of an appropriate climate for KS activities, little to study has investigated mechanism of how HRM practices directly affect different aspects of KS activities of employees (Kaabi et al, 2018;Than et al, 2021). Given the importance of HRM practices and the theoretical gaps with respect to its influence on specific aspects of KS process, this study attempts to bring the answers for second research question:…”

Section: Impacts Of Highinvolvement Hrm Practicesmentioning

confidence: 99%

Impacts of high-involvement HRM practices on organizational innovation capability: the mediating mechanism of tacit and explicit knowledge sharing

Cao

Nguyen

2021

IJIS

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Purpose Given the important role of knowledge sharing (KS) processes for organizational innovation, the purpose of this study is to investigate the mediating roles of tacit and explicit KS in bridging the relationship between high-involvement human resource management (HRM) practices and specific aspects of innovation capability, namely, product and process innovation. Design/methodology/approach Analysis of moment structures and structural equation modeling are applied to examine the correlation among the constructs based on the survey data collected from 111 manufacturing and service firms. Findings The empirical findings reveal that KS processes positively mediate the relationship between high-involvement HRM practices and innovation capability. It highlights the important role of explicit KS in fostering aspects of innovation capability compared to the effects of tacit KS on aspect of innovation capability. Practical implications Vietnamese firms should pay much attention to high-involvement HRM practices to improve their innovation capabilities. In addition, fostering the willingness of employees for sharing tacit knowledge (e.g. experiences, uncommon understandings and insights) and explicit knowledge (e.g. formal information, official documents and reports and procedures and policies) is one of the most optimal solutions for firms to pursuit product and process innovation capability. Originality/value This paper significantly contributes to increasing knowledge and insights on the correlation between high-involvement HRM practices and specific forms of innovation. The understanding on mediating role of KS processes contributes to advancing the body of knowledge of HRM practices and innovation theory.

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HRM practices and innovation performance with the mediating effect of knowledge sharing: empirical evidence from Emirati ICT companies

Cited by 5 publications

References 0 publications

Knowledge sharing in multicultural organizations: evidence from Pakistan

Knowledge sharing in multicultural organizations: evidence from Pakistan

Investigating Information and Communication Technology (ICT) Usage, Knowledge Sharing and Innovative Behavior among Engineers in Electrical and Electronic MNCs in Malaysia

Impacts of high-involvement HRM practices on organizational innovation capability: the mediating mechanism of tacit and explicit knowledge sharing

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