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Knowledge about competitive environments is a determinant factor for the success of a firm, as it may allow it to anticipate threats and opportunities in its market. This study aims to explore variables that enable or prevent an employee’s intrinsic motivation to share knowledge. It studies the collection and sharing of information that may be a signal of future competitive moves in competitive intelligence (CI) processes.

Canonical correlation was used by utilizing survey data from a company. The study was based on the self-determination theory relating intrinsic motivation to behavior.

The study confirms the importance of different aspects motivating knowledge sharing behavior, such as information system’s support, top management support and information feed-back.

The study is limited to one company, respecting the limitations of a case study, but external validation was impossible to test. Findings showed a strong correlation of some variables with intrinsic motivation and are coherent with other studies in the knowledge sharing field.

Firms introducing knowledge sharing processes should pay attention to the importance of information system support. The relationship with people involved is also important, as in supporting their collaborations and giving feed-back to contributions. Sustaining intrinsic motivation seems a fundamental aspect to the process’ success.

The study indicates the relation of different variables of motivation with motivation. It explores knowledge sharing in a CI process, an important process in firms nowadays. It shows important aspects that ensure continuity of knowledge sharing as informational feed-back and top management support. Canonical correlation was also used, a technique not frequently explored and useful to study correlation among groups of variables.

This study aims to explore the dual-path effects of challenge (CTP) and hindrance time pressure (HTP) on knowledge sharing, which provides theoretical reference for knowledge teams to carry out knowledge sharing smoothly.

This study collected two waves of data and surveyed 416 employees in China. Regression analysis, bootstrapping and structure equitation modeling was adopted to test the hypotheses.

CTP has a positive impact on employee knowledge sharing, while HTP has a negative impact on employee knowledge sharing. Self-efficacy plays a mediating role between CTP and knowledge sharing, and emotional exhaustion plays a mediating role between HTP and knowledge sharing. The perceived organizational support can moderate the relationship between CTP and self-efficacy and between HTP and emotional exhaustion.

This study explains the reasons for the academic controversy about the effect of time pressure, enhances the scholars’ attention and understanding of the dual-path mechanism between time pressure and knowledge sharing and augments the theoretical research of time pressure and knowledge sharing.

The purpose of this paper is to study the influence of cooperative and competitive personalities on tacit knowledge sharing (TKS) by exploring the mediating role of organizational identification (OI) and the moderating role of perceived organizational support (POS) among Chinese employees.

Conducting a network survey of ordinary employees from Chinese listed companies (2019) as the research objects, the authors collect 298 valid samples for research. The authors apply confirmatory factor analysis to test the reliability and validity of the constructs, structural equation modeling to verify the direct effect and the PROCESS macro to test the mediating and moderating effects.

The results show that there is a positive relationship between cooperative personality (COP) and TKS, and there is an inverted U-shaped relationship between competitive personality (CMP) and TKS. OI plays a mediating role between COP and TKS, while POS plays a negative moderating role between COP and TKS.

This paper only takes Chinese employees as the research sample, and future research can make a cross-cultural comparison between the impacts of cooperative and competitive personalities on employees’ behaviors.

The results of this study suggest that enterprises should actively cultivate the COP of employees, and managers should refrain from intervening in the behaviors of employees with COP. At the same time, for employees with CMP, managers should guide them to control their competitive tendency at a reasonable level. The conclusions of this paper also suggest that managers should pay attention to the cultivation of employees’ OI.

This study plugs the gap in research on the impacts of cooperative and competitive personalities on TKS. It makes a contribution to the research development of COP and CMP and their influence mechanisms on employees’ behaviors. In addition, the negative moderating effect of POS on COP–TKS link verifies the correctness of Y theory. Studying the relationships among personality traits (cooperative and competitive personalities), cognition (OI) and behaviors (TKS), this paper makes a contribution to such a research stream.

The purpose of this study is to investigate the cognition of knowledge management (KM) among hospital employees and the relationship between KM and the KM enabler activities (financial, customer, internal business processes, learning and growth) in a regional hospital in Taiwan.

Both qualitative and quantitative research were used in this study. The instrument was conducted using in‐depth interviews of three policy‐makers as participants. The quantitative data were collected from a regional hospital in the Northern part of Taiwan with a 77 percent effective response rate (n=154).

The findings in this paper indicate that the cognition and demand for KM in subordinates is close to the expectations of policy‐makers. The policy‐makers expect subordinates working in the hospital to be brave in taking on new responsibilities and complying with hospital operation norms. KM is emphasized as a powerful and positive asset. Moreover, understanding KM predicts good performance in an organization.

The findings in this paper can be generalized to other regional hospitals. The findings may be applied to a wider population.

This study can provide insights into the perceptions and cognitions of workers in a hospital about KM and the activities of KM enablers. The responses and perceptions observed in the interviews in this study, as well as the quantitative research results could be useful to other hospitals and individuals who engage KM as a new management trend.

This study suggested KM guidelines for policy‐makers who are experienced managers.

This paper aims to examine how knowledge sharing behavior is influenced by three sets of dynamics: a rational calculus that weighs the costs and benefits of sharing; a dispositional preference that favors certain patterns of sharing outcomes; and a relational effect based on working relationships.

Concepts from social exchange theory, social value orientation, and leader‐member exchange theory are applied to analyze behavioral intentions to share knowledge. The study population consists of employees of a large pension fund in Canada. Participants answered a survey that used allocation games and situational vignettes to measure social value orientation, propensity to share knowledge, and perception of cost and benefit.

The results suggest that personal preferences about the distribution of sharing outcomes, individual perceptions about costs and benefits, and structural relationship with knowledge recipients, all affect knowledge sharing behavior significantly. Notably, it was found that propensity to share knowledge is positively related to perceived benefit to the recipient, thus suggesting that evaluation of cost and benefit in social exchange is not limited to self‐interest, but is also influenced by perceived recipient benefit. Moreover, it was found that the relationship with the sharing target (superior or colleague) also influenced sharing.

Most studies emphasize the organizational benefits of knowledge sharing. This study examines knowledge sharing from the perspective of the individual who approaches knowledge sharing as a social exchange that involves perceptions of costs and benefits, preferences about sharing outcomes, and relationship with the sharing target. The study also introduces innovative methods to measure social value orientation and propensity to share knowledge.

The purpose of this paper is to investigate the factors that affect knowledge sharing in a public sector organization.

The paper is based on quantitative research. The data were gathered through questionnaires and analyzed using multiple regression.

Community‐related considerations, normative considerations and personal benefits were three motivators found to have a unique contribution to the variance in knowledge sharing. The following enablers had a significant main effect on knowledge sharing: social interaction, rewards, and organizational support. Two barriers, degree of courage and degree of empathy, which measured organizational climate, were found to have a significant main effect on knowledge sharing. The interaction of normative consideration with social interaction, personal benefit with organizational support, and normative considerations with degree of courage, had a moderating effect on the relationship between motivating factors and knowledge sharing.

The study was conducted in a single public sector organization, which limits the generalizability of the findings to other settings. Another limitation is that attitudes toward knowledge sharing, and knowledge‐sharing behaviors, vary across cultures. Finally, self‐reported data are subject to response bias.

Identifying factors that influence knowledge sharing could help practitioners create a knowledge‐sharing culture that is needed to support knowledge sharing and knowledge management within public sector organizations.

This empirical study will contribute to the theoretical knowledge on knowledge sharing in the public sector, which has been neglected in knowledge‐sharing research.

The relationship between motivation at work and internal knowledge transfers (IKTs) is an important topic in the knowledge management literature, but evidence on the topic is contradictory. This study aims to analyze the mediating role of transactive memory systems (TMSs) in this relationship.

Data were obtained from 208 military knowledge workers (analysts) from a large European army.

The results indicate that intrinsic and identified motivation positively affect IKTs, although fully mediated by the TMS. Introjected motivation, in contrast, has only a slightly significant direct influence and external motivation has no significant effect. As individual motivation is insufficient to speed up knowledge transfer, this paper proposes the solution of implementing a TMS, which generates trust and improves coordination among group members.

This study’s originality stems from both its context and the problem tackled. The context analyzed is the military, a group that has received very little attention in the field of management and business. Individual motivation in job performance has also received little study in a military context and even less research has related individual motivation to IKTs. To supplement the scarcity of existing studies and resolve the possible difficulties identified concerning IKT in the military, this study proposes to analyze the mediating effect of a TMS on the relationship between individual motivation to perform one’s job and IKTs.

The purpose of this paper is to explore the issues on how to achieve crowdsourced real-time captioning of sign language by deaf and hard-of-hearing (DHH) people, such that how a system structure should be designed, how a continuous task of sign language captioning should be divided into microtasks and how many DHH people are required to maintain a high-quality real-time captioning.

The authors first propose a system structure, including the new design of worker roles, task division and task assignment. Then, based on an implemented prototype, the authors analyze the necessary setting for achieving a crowdsourced real-time captioning of sign language, test the feasibility of the proposed system and explore its robustness and improvability through four experiments.

The results of Experiment 1 have revealed the optimal method for task division, the necessary minimum number of groups and the necessary minimum number of workers in a group. The results of Experiment 2 have verified the feasibility of the crowdsourced real-time captioning of sign language by DHH people. The results of Experiment 3 and Experiment 4 have shown the robustness and improvability of the captioning system.

Although some crowdsourcing-based systems have been developed for the captioning of voice to text, the authors intend to resolve the issues on the captioning of sign language to text, for which the existing approaches do not work well due to the unique properties of sign language. Moreover, DHH people are generally considered as the ones who receive support from others, but our proposal helps them become the ones who offer support to others.

THE purpose of this paper is to give some account of the work on spinning and the progress which has been made since S. B. Gates and L. W. Bryant presented their paper to the Society, which was published in more comprehensive form by the Aeronautical Research Committee as R. & M. 1001.