What is it about?

This study focuses on understanding how certain practices or strategies related to managing and supporting employees can influence their willingness to share their knowledge with others in the organization. A cross-sectional survey was done. The study results show that when companies adopt practices that highly engage and support their employees, it leads to better sharing of knowledge within the organization. The results also suggest that companies should focus on hiring employees carefully, giving them independence in their work, motivating them with meaningful tasks, establishing effective performance management and career development practices, and investing in training and development opportunities for employees. These actions will help support the company's ability to innovate and come up with new ideas and solutions.

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Why is it important?

Promoting knowledge sharing among employees is vital for companies with an innovation-based competitive advantage. The results indicate that highly committed HRM positively impacts knowledge dissemination in the organisation. Hence, such practices support company innovativeness as well. It means companies must show employees that employee efforts in sharing knowledge are valued and recognized to increase staff's willingness to share what they know.


This study’s objective is to understand better the relationship between staff knowledge-sharing and HRM. If sharing knowledge is important for companies, especially because it helps them be more innovative, they should pay special attention to the human resource practices mentioned in this study. First, when hiring employees, companies should consider their ability to work well in teams, communicate effectively, and show a willingness to learn. Second, employees should have enough freedom to make decisions about their work. Third, employees share knowledge more when they have challenging and non-routine tasks. Fourth, collaboration with others and personal development should be included in performance evaluations, and superiors should also be evaluated based on how well they support their subordinates. Fifth, when considering promotions, companies should value sharing knowledge and helping others develop. Finally, companies should support employee training and development in areas important for sharing knowledge, such as communication, information technology, and problem-solving.

Assoc. Prof. Jana Matošková
Tomas Bata University in Zlín

Read the Original

This page is a summary of: The effectiveness of high-commitment human resource practices for employee knowledge sharing, Journal of Management & Organization, June 2023, Cambridge University Press, DOI: 10.1017/jmo.2023.33.
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