Article Analysis: HRM and Knowledge-Sharing Motivation Model Overview

This assignment analyzes the article "A Model of Knowledge-Sharing Motivation" by Marlyne Gagné. The article proposes a model to motivate knowledge sharing among employees, integrating the theory of planned behavior (TPB) and self-determination theory (SDT). The analysis covers the article's purpose, audience, subject, sources, thesis, evidence, limitations, and point of view. It also examines the concepts, use of evidence, conclusion, and implications, including research and practical applications. The assignment evaluates the article's personal reaction, strength of case, overall evaluation, and quality, highlighting the model's focus on HRM practices to encourage knowledge sharing and improve organizational learning. The author emphasizes the importance of HRM practices, such as staffing, job design, performance and compensation systems, managerial styles, and training, to facilitate knowledge sharing. The analysis also points out the lack of detailed explanation regarding the benefits of knowledge sharing and its impact on the organization. The conclusion suggests that the model could encourage further research into knowledge-sharing behaviors.

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

(6 points)
people management practices. International Journal of Human
Resource Management, 16(5), 720–735.
Costa, P. T., Jr., & McCrae, R. R. (1985). Manual for the NEO personality
inventory. Odessa, FL: Psychological Assessment Resources.
Deci, E. L., Ryan, R. M., Gagné, M., Leone, D. R., Usunov, J., & Kornazheva, B. P.
(2001). Need satisfaction, motivation, and well-being in the work
organizations of a former Eastern Bloc country. Personality and Social
Psychology Bulletin, 27(8), 930–942.
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work
motivation. Journal of Organizational Behavior, 26(4), 331–363
Limits:
(6 points)
The paper describes the importance of motivating the knowledge sharing
among the employees. But in some places it lacks describing why there is a
need of knowledge sharing activity among the employees. These turns to be a
limitation for the paper, as the employees would be curious about the benefits
that are going to be come with applying this activity in their workplace.
Point of View:
(6 points)
From the article, it can be understood that the author is trying to convince the
organization to implement knowledge sharing activity. The author has
described the ways HRM practices can encourage the employees to get
indulged in knowledge sharing.
Presentation and Argumentation (CLO 1)
Concepts/
Words:
(6 points)
The main concept of the article is to propose a model that will enable and
motivate the employees of the organization for knowledge sharing. This is
being developed based on two main theories, this are TPB and SDT. This
model can be implemented efficiently if the HRM encourages the sharing
process.
Use of Evidence:
(6 points)
The evidences involved in the article is , the author has viewed several set of
article for describing the model and the way the model can be implemented so
that it can provide benefit.

Conclusion:
(6 points)
Thus from the article it can be concluded that the proposed model will help to
increase the knowledge among the employees of the organization. Beside this,
other factors affecting the organization can be developed so that the
organization can achieve success. The HRM can also influence the knowledge
sharing process and can help to achieve better outcomes for the organization.
Thus, it is expected that these new model will help to make helpful researches
on this topic.
Implications:
(6 points)
Research implications: There are 11 research hypothesis made in this article.
This hypothesis are made, so that the need of motivating the employees for
knowledge sharing can be understood.
Practical implications: Implementing this model will help the organization to
develop knowledge among the employees and will also facilitate in gaining
success.
Evaluation (CLO 3)
Personal
Reaction:
(5 points)
From the article, the author has tried to explain the model of knowledge
sharing motivation. According to me, this article has explained all the
necessary details regarding the knowledge sharing motivation. The paper has
proposed a better model for sharing the knowledge among the employees. I
think, the article needs to describe the benefits more clearly and in detailed, so
that the organization understands the need of these model.
Strength of
Case:
(5 points)
The article has described all the necessary objective related to the model. Thus
it can be considered a well-balanced article. Even the need of motivating the
employees regarding the knowledge sharing has been addressed properly.
Thus this article as a good strength.
Evaluation:
(5 points)
The article has proposed a model that describes the way the knowledge
sharing can be motivated among the people. The article has evaluated all the
points clearly.
Quality:
(5 points)
The quality of the paper is good and has described all the points clearly. The
author has described and reviewed several journals in this article for providing

better support to this article.
Other:
(5 points)
The article has developed and described all the possible outcomes of the
model and the way this model can be implemented.