The effects of person-environment fit on employees' knowledge contribution
Various individual and organizational factors influencing employees’ knowledge contribution to electronic repositories have been identified but their effects often vary across employees and studies. This study proposes that examining the fit between employees and their organizations may explain t...
Saved in:
| Main Author: | |
|---|---|
| Other Authors: | |
| Format: | Conference or Workshop Item |
| Language: | English |
| Published: |
2014
|
| Subjects: | |
| Online Access: | https://hdl.handle.net/10356/100735 http://hdl.handle.net/10220/19078 http://aisel.aisnet.org/icis2012/proceedings/KnowledgeManagement/1/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | Nanyang Technological University |
| Language: | English |
| Summary: | Various individual and organizational factors influencing employees’ knowledge
contribution to electronic repositories have been identified but their effects often
vary across employees and studies. This study proposes that examining the fit
between employees and their organizations may explain the variations. Analysis of
data from a survey of 211 employees using polynomial regression and response
surface methodology indicates that when employees’ ideals about the level of skill
variety, task identity, organizational innovativeness fit with those in their
organizations, they develop strong commitment and engage in more knowledge
contributions. In contrast, person-environment (PE) misfit in these aspects (i.e.,
shortfall or excess) has deleterious effects. Interestingly, excess in job autonomy,
task significance, and generalized trust does not have negative impact. The PE fit
theory accounts for both employee-side and organization-side effects and enriches
our conceptual understanding of the antecedents of knowledge contribution. It also
highlights new directions for promoting knowledge contribution in practice. |
|---|