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Publication date: 8 July 2024

Yanghao Zhu, Yunpeng Xu and Yannan Zhang

The relationship between perceived overqualification and knowledge sharing has always been a hot topic, but scholars have come to different conclusions on this issue. The purpose…

Abstract

Purpose

The relationship between perceived overqualification and knowledge sharing has always been a hot topic, but scholars have come to different conclusions on this issue. The purpose of this study is to integrate conflicting conclusions by considering the moderating role of rewards for knowledge sharing and the mediating role of intrinsic motivation in the relationship between perceived overqualification and knowledge sharing based on self-determination theory.

Design/methodology/approach

The authors collected three-wave survey data from 246 research and development employees in four companies in China.

Findings

The results showed that when rewards for knowledge sharing was higher, employees with perceived overqualification would have higher intrinsic motivation, which could promote their knowledge-sharing behavior. However, when rewards for knowledge sharing was lower, employees with perceived overqualification would have lower intrinsic motivation, thus inhibiting their knowledge-sharing behavior. This result supported the informational function rather than the controlling function of rewards for knowledge sharing.

Originality/value

By considering the important boundary condition of rewards for knowledge sharing, this study reconciles the contradictory conclusions on the relationship between perceived overqualification and knowledge-sharing behavior. At the same time, the authors tell organizations that they can increase the knowledge-sharing behavior of overqualified employees through rewards for knowledge sharing.

Details

Journal of Knowledge Management, vol. 28 no. 9
Type: Research Article
ISSN: 1367-3270

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