What makes a high performer share knowledge

IF 1.6 Q3 MANAGEMENT
M. Endres, Kyle T. Rhoad
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引用次数: 12

Abstract

Purpose Knowledge sharing is an important individual behavior that benefits teams and organizations. However, little is known about environments with both team and individual rewards. The purpose of this study is to investigate high-ability team members’ knowledge sharing in an environment with both team and individual rewards. The motivation, opportunity and ability framework was specifically applied to a work situation with face-to-face interaction and objective performance measures. Design/methodology/approach Survey data were gathered from college baseball players in varied regions of the USA. Findings Unexpectedly, individual ability was negatively related to individual knowledge sharing. However, as pro-sharing norms increased, all players reported higher knowledge sharing, especially the highest-ability players. Research limitations/implications Limitations include that the sample is small and team members were not from the same teams, prohibiting aggregation to a higher level of analysis. The study is cross-sectional and self-reported, as well. The sample was homogeneous and young. Practical implications In work environments where rewards are both individual- and team-based, the high performers may ignore team knowledge sharing because they are more successful working as individuals. Social implications In work environments where rewards are both individual- and team-based, the high performers may ignore team knowledge sharing because they are more successful working as individuals. Development of pro-sharing norms can be critical for encouraging these team members with the potential to have a strong impact on the lower-performing team members, as well as to inspire further knowledge sharing. Originality/value The baseball team member sample is unique because of the team and individual performance aspects that include objective ability measures.
是什么让一个高水平的人分享知识
知识共享是一种重要的个人行为,有利于团队和组织。然而,我们对团队奖励和个人奖励并存的环境知之甚少。摘要本研究旨在探讨在团队奖励与个人奖励并存的环境下,高能力团队成员的知识分享行为。动机、机会和能力框架特别适用于面对面互动和客观绩效衡量的工作情况。设计/方法/方法调查数据收集自美国不同地区的大学棒球运动员。出乎意料的是,个人能力与个人知识共享呈负相关。然而,随着支持分享规范的增加,所有参与者都报告了更高的知识共享,尤其是能力最高的参与者。研究限制/含义限制包括样本很小,团队成员不是来自同一个团队,禁止聚合到更高层次的分析。这项研究是横断面的,也是自我报告的。样品均质且年轻。在奖励以个人和团队为基础的工作环境中,高绩效者可能会忽略团队知识共享,因为他们作为个人工作更成功。在奖励以个人和团队为基础的工作环境中,高绩效者可能会忽略团队知识共享,因为他们作为个人工作更成功。制定支持分享的规范对于鼓励这些有可能对表现较差的团队成员产生强烈影响的团队成员以及激发进一步的知识共享至关重要。原创性/价值棒球队成员样本是独一无二的,因为团队和个人的表现方面包括客观的能力测量。
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来源期刊
CiteScore
3.40
自引率
29.40%
发文量
28
期刊介绍: This international journal contributes to the successful implementation and development of work teams and team-based organizations by providing a forum for sharing experience and learning to stimulate thought and transfer of ideas. It seeks to bridge the gap between research and practice by publishing articles where the claims are evidence-based and the conclusions have practical value. Effective teams form the heart of every successful organization. But team management is one of the hardest challenges faced by managers.
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