A Model of Knowledge-Sharing Motivation

Article Analysis Tables
Article Information (CLO 1)
Title:
(1 point) A MODEL OF KNOWLEDGE- SHARING MOTIVATION
Author(s):
(1 point) MARLYNE GAGNE
Source:
(1 point) https://onlinelibrary.wiley.com/doi/abs/10.1002/hrm.20298
Analysis Information (CLO 1)
Purpose:
(6 points)
The aim of the article is to describe a model that will motivate the knowledge
sharing. The knowledge sharing is a result of combination of two theories this
are , theory of planned behavior(TPB) and self-determination theory(SDT). The
article also provides suggestion so that the five major factors related to human
resource management can be designed efficiently. Managing the resources
and effectively using knowledge will help the organizations to draw advantages
in the competitive marketing. The implementation of the knowledge
managements system is completely dependent on the behavior of the
employees within the organization. The aim is to increase the capability of
knowledge sharing within the employees of the organization.

Audience:
(6 points)
The article describes a model for knowledge sharing motivation and is
developed by combing two theories TPB and SDT. These model is used to
improve the knowledge sharing capability within the organization. This deals
with motivating the employees of the organization. The implementation of SDT
with the TPB theory helps to provide motivation, this enhances the prediction
of knowledge sharing behavior. These is also used to provide knowledge about
designing the HRM practices, so that they will promote the knowledge sharing.
Subject:
(6 points)
The paper aims at describing a model that will motivate the knowledge sharing
process within an organization. The model explains the effect that gets
generated with the practices performed by the HRM on the knowledge sharing
motivation. The theory of self-determination provides a framework with
multidimensional and contains two second order level types for motivating the
people. This are autonomous and controlled motivation. Autonomous
motivation is referred to as the motivating the employees by engaging them
into volitionally activities and controlled motivation is referred to the one that
is being forcefully implemented on the employee.

Sources:
(6 points)
Ajzen, I., & Fishbein, M. (1980). Understanding attitudes and predicting social
behavior. Englewood Cliffs, NJ: Prentice-Hall.
Amabile, T. M. (1979). Effects of external evaluations on artistic creativity.
Journal of Personality and Social Psychology, 37(2), 221–233.
O’Neill, B. S., & Adya, M. (2007). Knowledge sharing and the psychological
contract. Journal of Managerial Psychology, 22(4), 411–436.
Roca, J. C., & Gagné, M. (2008). Understanding elearning continuance intention
in the workplace: A self-determination theory perspective. Computers
in Human Behavior, 24(4), 1596–1604.
Rosen, B., Furst, S., & Blackburn, R. (2007). Overcoming barriers to knowledge
sharing in virtual teams. Organizational Dynamics, 36(3), 259–273.
Srivastava, A., Bartol, K. M., & Locke, E. A. (2006). Empowering leadership in
management teams: Effects on knowledge sharing, effi cacy, and
performance. Academy of Management Journal, 49(6), 1239–1251.
Primary Details (CLO 1)
Thesis:
(6 points)
The objective of the article is to create a model that will motivate the
employees of an organization in knowledge sharing. These model is being
developed by combining two theory this includes, TPB and SDT. The motivation
is required to be shared among the employees so that the knowledge sharing
activity gets increased among the employees. Developing the knowledge
sharing capability among the employees, the HRM practices plays a major role
in this. They have the capability to encourage the employees to get involved in
this activity This becomes necessary to train the managers so that the manager
can encourage the employees to fulfill the norms and basic physiological
needs. However, the aim of the model is to focus on the motivational process
that will affect the knowledge sharing behavior.
Evidence: Cabrera, E. F., & Cabrera, A. (2005). Fostering knowledge sharing through