How does managerial coaching influence knowledge sharing in the workplace? A perspective of proactive motivation model

IF 3.1 Q2 MANAGEMENT
Beenish Arshad, Hamid Hassan, Akbar Azam
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引用次数: 0

Abstract

Purpose

Drawing upon the Proactive Motivation Model, this study aims to investigate the relationship between managerial coaching and employee knowledge-sharing behavior via psychological safety and learning goal orientation. This study also proposes that employee psychological safety and learning goal orientation sequentially mediate the relationship between managerial coaching and employee knowledge-sharing behavior.

Design/methodology/approach

This study used a time-lagged quantitative research design to test the proposed hypotheses. Using a self-administered questionnaire, data was gathered from 220 employees of information technology companies in Pakistan. This study used Partial Least Squares Structural Equation Modeling (PLS-SEM) two-stage approach to test the measurement and structural models.

Findings

The findings of the study support that there is an indirect relationship between managerial coaching and employees’ knowledge-sharing behaviors via psychological safety and learning goal orientation. In addition, the findings also support the sequential mediation of psychological safety and learning goal orientation in the proposed model.

Practical implications

The results of this study highlight that managers can play a vital role in fostering proactive resource-sharing behaviors of employees in knowledge-intensive organizations.

Originality/value

There is limited research on the relationship between managerial coaching and employees’ knowledge-sharing behavior. This study has analyzed this relationship using a motivational perspective. It makes important theoretical contributions by investigating the mechanisms through which managerial coaching influences employees’ knowledge-sharing behavior in organizations.

管理辅导如何影响工作场所的知识共享?从主动激励模型的角度看
目的本研究以积极主动激励模型为基础,旨在通过心理安全和学习目标导向研究管理者辅导与员工知识共享行为之间的关系。本研究还提出,员工心理安全和学习目标导向会依次调解管理者辅导与员工知识共享行为之间的关系。研究采用自填式问卷,从巴基斯坦 220 名信息技术公司员工中收集数据。本研究采用偏最小二乘法结构方程模型(PLS-SEM)的两阶段方法来检验测量模型和结构模型。研究结果研究结果支持管理者辅导与员工知识共享行为之间通过心理安全和学习目标导向存在间接关系。此外,研究结果还支持了所建模型中心理安全和学习目标导向的顺序中介作用。原创性/价值关于管理辅导与员工知识共享行为之间关系的研究十分有限。本研究从激励的角度分析了这种关系。它通过研究管理辅导对组织中员工知识共享行为的影响机制,做出了重要的理论贡献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
6.00
自引率
7.70%
发文量
71
期刊介绍: Management Research Review publishes a wide variety of articles outlining the latest management research. We emphasize management implication from multiple disciplines. We welcome high quality empirical and theoretical studies, literature reviews, and articles with important tactical implications. Published 12 times a year, the journal prides itself on quick publication of the very latest research in general management. The key issues featured include: Business Ethics and Sustainability Corporate Finance Entrepreneurship and Small Business Management Industrial Relations Information and Knowledge Management International Business Human Resource Management Organizational Theory and Behaviour Production and Operations Management Strategic Management and Leadership
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