Knowledge-sharing practices in higher educational institutes of Islamabad, Pakistan: an empirical study based on theory of planned behavior

Abstract

PurposeKnowledge hoarding is an emerging issue among multiracial employees engaged in public sector higher educational institutes (HEIs) of Islamabad, Pakistan. By considering knowledge-sharing barriers, this study aims to examine the knowledge sharing behavior (KSB) of ethnically diverse public sector staff in perspective of well-known theory of planned behavior (TPB).Design/methodology/approachIt is a cross-sectional survey study, and it has used a self-administered questionnaire for data collection. With proportionate stratified random sampling technique, 273 nonacademic employees associated in 15 public sector HEIs of Islamabad have recorded their responses. Structural equation modeling was employed for empirical hypotheses testing.FindingsResults stated significant and positive effect of cultural diversity management, interpersonal trust and knowledge technology on KSB. Moreover, knowledge-sharing attitude (KSA) fully mediated the relationship between cultural diversity management and KSB and between interpersonal trust and KSB; whereas KSA partially mediated the relationship between knowledge technology and KSB. Moreover, proposed model has explained 45% variation in endogenous construct.Research limitations/implicationsCurrent study contributes to the present literature by investigating the antecedents of knowledge-sharing behavior of multicultural nonacademic staff engaged in public sector HEIs of capital city of Pakistan. Enriching the top management thoughts about problems of diverse workforce, the researcher has explored a noticeable lack in elucidation of such connection. Moreover, formation of knowledge-sharing behavior specifically on ethnic-based diverse employees made a significant addition in existing literature.Practical implicationsThe present research aids academic leadership in designing policies and strategies to enhance knowledge sharing among public sector employees and to create a supportive knowledge-sharing culture.Originality/valueThis study fills the empirical gap in literature by exploring the antecedents and their effect on KSB of nonacademic employees of Islamabad, Pakistan. Moreover, assessing the mediation effect of KSA between CDM and KSB on multicultural public sector employees is another novel inclusion in literature.

Upholding Knowledge Sharing for Organization Innovation Efficiency in Pakistan

“…Furthermore, limited literature is available pertaining to knowledge sharing and innovation in Pakistan [26][27][28]. Past studies have explored the relationship of knowledge sharing with employee intention [28], motivation methods, employee perception and trust [22], cultural diversity [29], absorptive capacity [25], and collaborative culture [23]. However, none of these studies explored the link of knowledge sharing enablers and its impact on organizational innovation efficiency.…”

Knowledge sharing behavior among academics: Insights from theory of planned behavior, perceived trust and organizational climate

“…Noteworthily, examining how salient beliefs influence the TPB constructs enables one to better understand academics’ propensity to respond favorably/unfavorably in ways that determine their intention to exhibit actual KSB (Ajzen, 2011). More specifically, academics tend to perceive social pressure influences (subjective norms) if they must share their knowledge (Raza and Awang, 2020). Likewise, academics’ control beliefs about knowledge sharing difficulty/ease can influence their response to PBC (Al-Kurdi et al , 2020).…”

Exploring Factors that Influence Academics’ Knowledge Sharing Behaviour in Higher Education Institutions

“…When there is a lack of trust among academics, they would be reluctant to share knowledge with others because of the fear of losing their own reputation and position. Therefore, weak inter-organisational bonds can be the negative factor affecting knowledge sharing behaviour among academics (Raza & Awang, 2020). Some of the other important factors that could be associated with affecting knowledge sharing behaviour of the academics are job satisfaction (associated with loyalty towards organisation and willingness to share knowledge) (Bibi & Ali, 2017), job involvement (associated with feeling confident, involved and sufficiently supported) (Fullwood & Rowley, 2017), and psychological elements (associated with the personal position, reputation and sense of self-worth) (Annansingh et al, 2018).…”