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Impact of personal and cultural factors on knowledge sharing in China

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Abstract

Knowledge sharing has been the focus of research for more than a decade and it is widely recognized that it can contribute to the success of an organisation. However, in comparison with other countries, relatively little work on this topic has been done in the Chinese context. Knowledge sharing is particularly interesting to study in the Chinese context at the individual level, given the unique social and cultural characteristics of this environment. In this paper, we develop a theoretical model to explain how personal factors would affect people’s intention to share their knowledge. The Theory of Reasoned Action and Social Exchange Theory are used in this paper, as are the time dimension of national culture, face, and guanxi. A survey methodology is used to test the model. Face and guanxi orientation both exert a significant effect on the intention to share knowledge. Theoretical and practical implications, as well as directions for future research, are discussed.

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Author information

Authors and Affiliations

  1. University of Science and Technology of China-City University of Hong Kong Joint Advanced Research Center, Renai Road 166#, Dushu Lake, Higher Education Town, Suzhou Industry Park, Suzhou, People’s Republic of China

    Qian Huang

  2. City University of Hong Kong, Tat Chee Avenue, Kowloon, Hong Kong

    Robert M. Davison

  3. School of Management, University of Science and Technology of China, Jinzhai Road 96, Hefei, Anhui, People’s Republic of China

    Jibao Gu

Authors
  1. Qian Huang
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  2. Robert M. Davison
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  3. Jibao Gu
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Corresponding author

Correspondence to Qian Huang.

Appendix

Appendix

Loss of knowledge power: (Kankanhalli et al., 2005)

  1. 1.

    Sharing my knowledge makes me lose my unique value in the organization.

  2. 2.

    Sharing my knowledge makes me lose my power base in the organization.

  3. 3.

    Sharing my knowledge makes me lose my knowledge that makes me stand out with respect to others.

  4. 4.

    Sharing my knowledge makes me lose my knowledge that no one else has.

Codification effort: (Kankanhalli et al., 2005)

  1. 1.

    I do not have the time to codify my knowledge.

  2. 2.

    It is laborious to codify my knowledge.

  3. 3.

    The effort is high for me to codify my knowledge.

  4. 4.

    I am worried that if I share my knowledge, I will have to spend additional time answering follow up questions.

Image: (Kankanhalli et al., 2005)

  1. 1.

    Sharing my knowledge improves my image within the organization.

  2. 2.

    People in the organization who share their knowledge have more prestige than those who do not.

  3. 3.

    Sharing my knowledge improves others recognition of me.

  4. 4.

    When I share my knowledge, the people I work with respect me.

  5. 5.

    When I share my knowledge, my superiors praise me.

Anticipated reciprocal relationships: (Bock et al., 2005)

  1. 1.

    My knowledge sharing would strengthen the ties between existing members in the organization and myself.

  2. 2.

    My knowledge sharing would get me well acquainted with new members in the organization.

  3. 3.

    My knowledge sharing would expand the scope of my association with other members in the organization.

  4. 4.

    My knowledge sharing would draw smooth cooperation from outstanding members in the future.

  5. 5.

    My knowledge sharing would create strong relationships with members who have common interests in the organization.

Anticipated extrinsic rewards: (Bock et al., 2005)

  1. 1.

    I will receive monetary rewards in return for my knowledge sharing.

  2. 2.

    I will receive additional points for promotion in return for my knowledge sharing.

Sense of self-worth: (Bock et al., 2005)

  1. 1.

    My knowledge sharing would help other members in the organization solve problems.

  2. 2.

    My knowledge sharing would create new business opportunities for the organization.

  3. 3.

    My knowledge sharing would improve work processes in the organization.

  4. 4.

    My knowledge sharing would increase productivity in the organization.

  5. 5.

    My knowledge sharing would help the organization achieve its performance objectives.

Attitude toward Knowledge Sharing: (Bock et al., 2005)

  1. 1.

    My knowledge sharing with other organizational members is good.

  2. 2.

    My knowledge sharing with other organizational members is harmful.

  3. 3.

    My knowledge sharing with other organizational members is an enjoyable experience.

  4. 4.

    My knowledge sharing with other organizational members is valuable to me.

  5. 5.

    My knowledge sharing with other organizational members is a wise move.

Subjective Norm: (Bock et al., 2005)

Normative beliefs on knowledge sharing

  1. 1.

    My CEO thinks that 1 should share my knowledge with other members in the organization.

  2. 2.

    My boss thinks that 1 should share my knowledge with other members in the organization.

  3. 3.

    My colleagues think 1 should share my knowledge with other members in the organization.

Motivation to comply (MTC)

  1. 1.

    Generally speaking, I try to follow the CEO’s policy and intention.

  2. 2.

    Generally speaking, I accept and carry out my boss’s decision even though it is different from mine.

  3. 3.

    Generally speaking, I respect and put in practice my colleague’s decision.

Intention to share knowledge: (Ryu et al., 2003)

  1. 1.

    I will make an effort to share knowledge with my colleagues.

  2. 2.

    I intend to share knowledge with my colleagues when they ask.

  3. 3.

    I will share knowledge with my colleagues.

Face saving: (Cheung et al., 2001)

  1. 1.

    I pay a lot of attention to how others see me.

  2. 2.

    I am usually very particular about the way I dress because I do not want others to look down on me.

  3. 3.

    I feel a loss of face when others turn down my favor.

Face gaining:

  1. 1.

    Sharing knowledge with my colleagues will make me gain face.

  2. 2.

    I would like to share my knowledge in public, because it will make me gain face.

GuanxiOrientation: (Zuo, 2002)

  1. 1.

    We expect that our friends will help us in our social life.

  2. 2.

    Chinese society is composed of a kind of personal guanxi net.

  3. 3.

    I enjoy life that includes human concern and kindness.

  4. 4.

    Personal guanxi is an important resource in career development.

  5. 5.

    People should get on with each other harmoniously.

  6. 6.

    I will try to build a good relationship with my colleagues and supervisors.

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Huang, Q., Davison, R.M. & Gu, J. Impact of personal and cultural factors on knowledge sharing in China. Asia Pac J Manage 25, 451–471 (2008). https://doi.org/10.1007/s10490-008-9095-2

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