Social Capital as a Motive of Employee’s Knowledge Sharing in Family Firms

Kód výsledku v IS VaVaI

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Výsledek na webu

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DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

Social Capital as a Motive of Employee’s Knowledge Sharing in Family Firms

Popis výsledku v původním jazyce

Knowledge sharing is recognized as compulsory and prominent determinant of effective knowledge management in case of obtaining competitive advantages which assure a long-term firm survival. Similarly, family firms are identified as different in nature having an everlasting challenge to survive in the long run while the social capital of those firms is entertaining its stakeholders. Accordingly, this study focuses on exploring the motives of knowledge sharing of employees in a sophisticated social capital of family firms in Sri Lanka. This study is located in interpretivistic paradigm believing multiple realities in the world. Qualitative multiple case study methods served as the strategy of inquiry while semi-structured in-depth interviews supported for data collection. The sample of respondents for this study was 28 respondents who were selected purposefully from 20 family firms operate in Sri Lanka. Social capital theory provided theoretical rigor for the analysis. The analysis began with transcribing, coding and categorizing of interviews and Atlas.ti 7 software assisted to identify initial codes. Subsequently, subthemes were taken manually based on initial codes. While the unit of analysis was dyad; individual respondent and the firm, thematic analysis influenced by grounded theory helped to explore the motives of employee’s knowledge sharing. Five main categories namely social tie, social trust, social goals, social recognition and social support facilitated the key findings of the study. Development of familial culture through the generation of owners and employees, interdependencies among employees in job performance in the job &amp; outside the job, maintaining personal relationships among employees &amp; owners, job challenges and goals in the job have motivated employees to share their knowledge in family firms in Sri Lanka. Complying with the social exchange theory, employee’s behavior has shown their intrinsic motivation to have a ‘give and take” concept expecting future benefits for their present actions. Extrinsic forces from the firms to employees to share their knowledge do not emerge in the context of Sri Lanka. These findings confirm that knowledge sharing behavior of employees in a strong social capital could be managed only as an intrinsic motive.

Název v anglickém jazyce

Social Capital as a Motive of Employee’s Knowledge Sharing in Family Firms

Popis výsledku anglicky

Knowledge sharing is recognized as compulsory and prominent determinant of effective knowledge management in case of obtaining competitive advantages which assure a long-term firm survival. Similarly, family firms are identified as different in nature having an everlasting challenge to survive in the long run while the social capital of those firms is entertaining its stakeholders. Accordingly, this study focuses on exploring the motives of knowledge sharing of employees in a sophisticated social capital of family firms in Sri Lanka. This study is located in interpretivistic paradigm believing multiple realities in the world. Qualitative multiple case study methods served as the strategy of inquiry while semi-structured in-depth interviews supported for data collection. The sample of respondents for this study was 28 respondents who were selected purposefully from 20 family firms operate in Sri Lanka. Social capital theory provided theoretical rigor for the analysis. The analysis began with transcribing, coding and categorizing of interviews and Atlas.ti 7 software assisted to identify initial codes. Subsequently, subthemes were taken manually based on initial codes. While the unit of analysis was dyad; individual respondent and the firm, thematic analysis influenced by grounded theory helped to explore the motives of employee’s knowledge sharing. Five main categories namely social tie, social trust, social goals, social recognition and social support facilitated the key findings of the study. Development of familial culture through the generation of owners and employees, interdependencies among employees in job performance in the job &amp; outside the job, maintaining personal relationships among employees &amp; owners, job challenges and goals in the job have motivated employees to share their knowledge in family firms in Sri Lanka. Complying with the social exchange theory, employee’s behavior has shown their intrinsic motivation to have a ‘give and take” concept expecting future benefits for their present actions. Extrinsic forces from the firms to employees to share their knowledge do not emerge in the context of Sri Lanka. These findings confirm that knowledge sharing behavior of employees in a strong social capital could be managed only as an intrinsic motive.

Druh

D - Stať ve sborníku

CEP obor

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OECD FORD obor

50204 - Business and management

Projekt

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Návaznosti

S - Specificky vyzkum na vysokych skolach<br>I - Institucionalni podpora na dlouhodoby koncepcni rozvoj vyzkumne organizace

Rok uplatnění

2019

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název statě ve sborníku

MIC 2018 Managing Global Diversities

ISBN

978-961-7023-92-3

ISSN

1854-4312

e-ISSN

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Počet stran výsledku

7

Strana od-do

255-261

Název nakladatele

University of Primorska Press

Místo vydání

Koper

Místo konání akce

Bled

Datum konání akce

30. 5. 2018

Typ akce podle státní příslušnosti

EUR - Evropská akce

Kód UT WoS článku

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