When and how knowledge sharing benefits team creativity: The importance of cognitive team diversity

Men, Chenghao; Fong, Patrick S.W.; Luo, Jie; Jin, Zhong; Huo, Weiwei

doi:10.1017/jmo.2017.47

Cited by 62 publications

(57 citation statements)

References 65 publications

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“…Knowledge sharing is one of the major goals of the organizational knowledge management system through which an organization facilitates the transfer of knowledge among its members (Youssef et al, 2017). Over the past two decades, ample research has identified the positive impact of knowledge sharing on individual, team, and organizational productivity and performance (Dong et al, 2017;Quigley et al, 2007), team creativity and innovation (Cheung et al, 2016;Men et al, 2017), and firm innovation capability (Podrug et al, 2017). However, despite these benefits, organizational efforts to promote knowledge sharing are stalled because of employees' adoption of certain knowledge-hiding behaviors (Černe et al, 2014;Connelly et al, 2012;Lanke, 2018;Škerlavaj et al, 2018;Wang et al, 2018) Knowledge sharing and knowledge hiding seem like two sides of the same coin; however, they are distinct, and consequently, knowledge-sharing practices may not reduce knowledge hiding (Connelly et al, 2012;Connelly and Zweig, 2015).…”

Section: Supervisor Knowledge Hiding From Superviseementioning

confidence: 99%

Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status

Arain¹,

Bhatti²,

Hameed³

et al. 2019

JKM

115

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Purpose This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS). Drawing on social learning theory, the authors test the three-way moderated-mediation model in which the direct effect of SKHS on IWB is first mediated by self-efficacy and then further moderated by supervisor and supervisee nationality (locals versus foreigners). Design/methodology/approach The authors collected multi-sourced data from 446 matched supervisor-supervisee pairs working in a diverse range of organizations operating in the Kingdom of Saudi Arabia. After initial data screening, confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in regression analysis with SPSS. Findings Results showed that SKHS had both direct and mediation effects, via the self-efficacy mediator, on supervisee IWB. The mediation effect was further moderated by supervisor and supervisee nationality (local versus foreigners), which highlighted that the effect was stronger for supervisor–supervisee pairs that were local-local or foreigner-foreigner than for pairs that were local-foreigner or foreigner-local. Originality/value This study contributes to both knowledge hiding and IWB literature and discusses the useful theoretical and practical implications of the findings.

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Section: Supervisor Knowledge Hiding From Superviseementioning

confidence: 99%

Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status

Arain¹,

Bhatti²,

Hameed³

et al. 2019

JKM

115

View full text Add to dashboard Cite

show abstract

“…Son et al (2017) also examined the impact of close monitoring on creativity and knowledge sharing and found the mediating role of leader-member exchange. Men et al (2017) investigated when and how knowledge sharing benefitted team creativity, and pointed out the importance of cognitive team diversity.…”

Section: Knowledge Management For Knowledge Sharing and Individual Crmentioning

confidence: 99%

The Effects of Knowledge Sharing on Individual Creativity in Higher Education Institutions: Socio-Technical View

Lee

2018

Administrative Sciences

105

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Knowledge sharing has multifaceted effects on organizations, such as improving work performance, among which creativity is apparently one of the most important parts. Nevertheless, the effects of knowledge sharing on individuals has not been paid attention sufficiently by previous research. Furthermore, knowledge sharing research mainly concerns business organizations rather than public organizations. This study aims to examine the effects of knowledge sharing on individuals in a higher institution of education in Korea, for which a socio-technical view and social capital theory is used to investigate the important antecedents of knowledge contribution, as well as to examine social and technical facets. This study is the first research regarding the relationship between knowledge sharing and individual creativity, and it also identifies the mediating effects of knowledge sharing on individual creativity at an individual level in a higher education institution.

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“…Others have categorized diversity at work by surface-level and deep-level diversity, the first representing overt characteristics such as age and gender, while the second represents psychological characteristics such as attitudes, beliefs, and personality (Harrison, Price, & Bell, 1998). Positive impacts on innovation, creativity, and improved productivity have been ascribed to both surface-level and deep-level diversity and particularly to cognitive team diversity (Men, Fong, Luo, Zhong, & Huo, 2017). Such traits may present advantages for employers of those with ASD as their employment may deepen the team’s deep-level diversity and specifically, cognitive team diversity.…”

Section: Literature Reviewmentioning

confidence: 99%

Employers’ perspectives regarding reasonable accommodations for employees with autism spectrum disorder

Waisman-Nitzan

Gal

Schreuer

2018

Journal of Management & Organization

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Employers who are open to the establishment of a neuro-diverse workforce, including adults with autism spectrum disorder (ASD), often encounter challenges resulting from both personal characteristics and environmental barriers. Employees with ASD demonstrate evident abilities and a high motivation to work, yet their employment rate remains low. This qualitative phenomenological study explored the perspectives of 11 employers of individuals with ASD from the open labour market. Three themes emerged: employers’ perception of employees with ASD; their motivation to employ an employee with ASD; and accessibility of the work environment: reasonable adjustments. The findings support the importance of factors in the work environment that serve to either inhibit or facilitate the inclusion of people with ASD in the open labour market as much as their personal characteristics. The results relate to workplace accessibility within the context of the organization’s management and justice climate.

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When and how knowledge sharing benefits team creativity: The importance of cognitive team diversity

Cited by 62 publications

References 65 publications

Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status

Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status

The Effects of Knowledge Sharing on Individual Creativity in Higher Education Institutions: Socio-Technical View

Employers’ perspectives regarding reasonable accommodations for employees with autism spectrum disorder

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