Journal of Information Science
http://jis.sagepub.com/ Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions Hsiu-Fen Lin Journal of Information Science 2007 33: 135 originally published online 15 February 2007 DOI: 10.1177/0165551506068174 The online version of this article can be found at: http://jis.sagepub.com/content/33/2/135
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Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions
Department of Shipping and Transportation Management, National Taiwan Ocean University, Taiwan, R.O.C.
Received 1 December 2005 Revised 30 March 2006 Abstract.
Numerous scholars and practitioners claim that motivational factors can facilitate successful knowledge sharing. However, little empirical research has been conducted examining the different kinds of motivation (extrinsic and intrinsic) used to explain employee knowledge sharing behaviors. By integrating a motivational perspective into the theory of reasoned action (TRA), this study examines the role of both extrinsic (expected organizational rewards and reciprocal benefits) and intrinsic (knowledge self-efficacy and enjoyment in helping others) motivators in explaining employee knowledge sharing intentions. Based on a survey of 172 employees from 50 large organizations in Taiwan, this study applies the structural equation modeling approach to investigate the research model. The results showed that motivational factors such as reciprocal benefits, knowledge self-efficacy, and enjoyment in helping others were significantly associated with employee knowledge sharing attitudes and intentions. However, expected organizational rewards did not significantly influence employee attitudes and behavior intentions regarding knowledge sharing. Implications for organizations are discussed.
Keywords: knowledge sharing; theory of reasoned action; extrinsic motivation; intrinsic motivation
organizations [2, 3]. Dyer and Nobeoka  indicated that knowledge sharing could be defined as the activities of how to help communities of people work together, facilitating the exchange of their knowledge, enhancing organizational learning capacity, and increasing their ability to achieve individual and organizational goals. Moreover, numerous researchers have indicated that the organizational value of employee knowledge increases when it is shared [5–8]. Only when employees are willing to share knowledge with colleagues can organizations begin to manage knowledge...
Motivation is known as the powerful force that causes the change from desire to willpower in life. Hunger is one example of motivation which creates the desire to eat. Motivation can also be defined as the procedure that starts guides and continues goal oriented actions. Motivation is generally used to explain the reason for a person’s actions. Another example of motivation is when a student is really motivated to get into medical school, so he/she studies every night for it. There are many theories of motivation proposed by various psychologists. Instinct theory, drive theory, and humanistic theory are some of the examples of motivation theories
Motivational studies are very important especially for managers in big companies. These studies deliver insights into the way employees perform at work and this gives the employer or the manager the techniques required to increase worker productivity.
During the summer of year 2012 I worked at a construction site in Colombo Sri Lanka. I was undergoing training for a field supervisor job. We were building a twelve story office complex building in Colombo. The construction company I worked for was called Sierra Construction Company which is one of the leading construction contractors in Sri Lanka. During the time I was working for them, they were working on three different projects. As I remember, the...
...Creating a knowledgesharing culture in organizations today is a norm. Please comment.
The most valuable asset with any organization is intellectual capital i.e knowledge. Hence it is inevitable for organizations to create, nurture and develop this asset to achieve sustainable advantage in the market.
Organizations can leverage the power of knowledge and bring innovation in their product and service offerings, achieving higher customer satisfaction, higher revenues, profits etc. Ultimately it helps the organization meet its business objectives.
A knowledgesharing culture encourages people to work together more effectively and collaborate to share information. It makes the organizational knowledge more productive. Hence creating a knowledgesharing culture has become a norm in organizations
Why is sharingknowledge important? Can you list a few reasons?
As mentioned earlier, the only sustainable competitive advantage is knowledge and continuous innovation. To achieve this, knowledgesharing is important.
Today’s age is characterized by employees with high mobility. The concept of lifetime employment does not exist any longer. People change jobs for professional advancement and career growth. Hence when employees leave the organisation, their...
... 1. Explain the concepts of Motivation.
Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal directed behaviors. It can be considered a driving force; a psychological drive that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas.
Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex.
Motivation is an inner drive to behave or act in a certain manner. These inner conditions such as wishes, desires, goals, activate to move in a particular direction in behavior.
Motivation – Basic concepts and theories
According to Arnold, there are 3 components of motivation:
* direction – what a person is trying to do
* effort – how hard a person is trying
* persistence – how long a person keeps on trying
Direction might point the way, but effort is what establishes momentum, and persistence determines how far the change is carried (in time as well as in magnitude of outcome). Hence, Arnold’s 3 components are suitable to describe the level of...
Three types of motivational theory can be seen in different organization. The theories are: Maslow’s hierarchy theory, Herzberg’s theory and vroom’s theory.
Maslow’s theory indicates that where motivation fulfills the demand and needs of an employee. Maslow discovered the theory in 1943. This theory can be shown as pyramid. There are down to top approach in this theory. A new comer always needs his job for satisfying himself by getting food and shelter which is a psychological need. The second lower one is security and safety. An employee of an organization always needs his job security and freedom in the organization or either he will get demotivated. The middle step is social class. Employee always wants social class. If he doesn’t get the job he deserves, then the employee will be demotivated. That is why any employee needs this social class and standard that he deserves. Then he will have some Esteem needs which include recognition, independent, status etc. In that situation, money is not the primary factor. He wants recognition and status and he wants to get promoted and his need will be higher comparing to the previous step. The last and first in the pyramid is self actualization. This is the satisfactory level and it indicates that he is satisfied with what he’s doing. This is the level which is the fulfillment of personal potential.
On the other hand, herzberg’s theory is different where the focus point is avoiding unpleasantness. There are 2...
...Articles About Motivation
Articles on motivation and on how to get motivated.
Motivation is the power that activates the engine of success, and moves you to act and do things.
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Topic 6: Motivation and rewards
In this topic you have covered an important theory of motivation called Expectancy Theory. Let's apply this theory to your university study, specifically the upcoming essay assessment.
There are three expectancy factors that will affect your motivation to succeed:
* Expectancy is your belief that working hard on your essay will result in the production of a good quality piece of work (i.e. a least a high pass or credit although more able students may have higher expectations)
* Instrumentality is that your successful performance according to the marking criteria will attain a desired mark.You just need to trust your lecturer with this one.
* Valence is the value you place on having strong written communication skills. Take this as given. Employers are telling us that this is one of the most important skills they are looking for in graduates.
This activity is addressing the first factor - expectancy. I have found many students don't work hard on essays because their past efforts did not seem to bring much reward. If you follow the advice below carefully and continue torespond to feedback then you will, with practice, be a much better writer than you are now by the time you graduate.
Time spent on the activities below will save you time and valuable marks when you go to write your essay.
Complete Tasks A, B and C. Sample answers below.
Task A -...
Every Individual has specific goal to achieve. These goals are only achievable if the individual is enthusiastic about the goal. One of the most key factors that lead one to their goals is the drive. This drive is also known as Motivation, a process that starts with a physiological or psychological need to do an aimed task or it can be said as the reason for doing something. Though motivation is essential in our life it cannot be purchased like we purchase other necessities. But luckily, motivation can be cultivated. All we need to do is make up our mind to change, push our fears aside and reach out for our goals. Motivation can be very interesting if you look deep into it. If you reward something, you can get more of the behavior you want. But if you punish something, you get the less of the behavior you want.
Motivation is involved in our daily life mentally and physically and it is beyond our level of control. Whether it is about reading a book to attain knowledge or going to get a glass of water when you feel thirsty, it is motivation which causes one to act. So this proves that “we are familiar with the experience of being urge or driven to behave in certain ways, and of desiring to act in a particular manner in order to achieve certain and ends or objectives” (Vernon 1969, p1).
As in the book “Intrinsic Motivation”, 1975,...
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Motivation is defined as a set of energetic forces that originates from both inside and outside an employee and not only initiates work-related effort but also determines its direction, intensity and persistence. Motivation is of two types: intrinsic motivation and extrinsic motivation. Intrinsic motivation is defined as the motivation that comes from within and is not influenced by monetary rewards (Bainbridge, para 1). Examples of the...