Kim, Nam Nguyen; Hang, Nga Nguyen Thi
A icle
Rewa ds, knowledge sha ing and indi idual wo k
pe o mance: an empi ical s udy
Cogen Business & Managemen
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Rewa ds, knowledge sha ing and indi idual wo k
pe o mance: an empi ical s udy
Nam Nguyen Kim & Nga Nguyen Thi Hang
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Rewa ds, knowledge sha ing and indi idual wo k pe o mance: an
empi ical s udy
nam nguyen Kima and nga nguyen hi hangb
aFacul y o Business adminis a ion, Ho Chi Minh uni e si y o Banking, Ho Chi Minh Ci y, Vie nam; bFacul y o accoun ing
and audi ing, Ho Chi Minh uni e si y o Banking, Ho Chi Minh Ci y, Vie nam
ABSTRACT
he banking indus y is cu en ly s i ing o adap o he apid de elopmen o
echnology, c ea ing compe i i e ad an ages h ough knowledge managemen
ac i i ies. his s udy in es iga es he impac o ewa ds on knowledge sha ing beha io
and i s subsequen in luence on indi idual wo k pe o mance wi hin he banking
sec o . he esea ch in ol es analyzing 263 su ey esponses om employees wo king
in bo h p i a e and public sec o banks. We employ a linea s uc u al model o
e alua e he p oposed esea ch hypo heses using sPss and aMOs 20 so wa e. his
s udy shows ha ewa ds solely a ec he explici knowledge sha ing. Mo eo e , bo h
aci and explici knowledge sha ing signi ican ly and posi i ely con ibu e o indi idual
wo k pe o mance. addi ionally, he s udy unco e s he media ing ole o explici
knowledge sha ing in he ela ionship be ween ewa ds, aci knowledge sha ing, and
indi idual wo k pe o mance. his s udy holds signi ican implica ions o manage s in
he banking sec o when designing ewa d sys ems o os e knowledge sha ing (bo h
aci and explici ) and indi idual wo k pe o mance wi hin he o ganiza ion, pa icula ly
in Vie nam.
IMPACT STATEMENT
Knowledge managemen is becoming inc easingly impo an in knowledge-in ensi e
indus ies such as banking. his s udy p o ides e idence o he ela ionship be ween
ewa ds and knowledge sha ing beha io in he banking sec o in Vie nam. Fu he mo e,
knowledge sha ing among employees wi hin an o ganiza ion con ibu es o he
enhancemen o indi idual wo k pe o mance. Wi h hese indings, he a icle o e s
deepe insigh s in o he cons uc ion o a ewa d sys em in he banking sec o o
s imula e knowledge-sha ing ac i i ies and imp o e indi idual wo k pe o mance.
1. In oduc ion
in ecen decades, he e has been a g owing in e es among esea che s in he ield o knowledge man-
agemen . acco ding o Man edi la illa e al. (2018) knowledge plays a c ucial ole in he mode n econ-
omy and c ea i e indus ies. as a esul , knowledge managemen has eme ged as a po en ool, se ing
as a c ucial o ganiza ional esou ce o enhance o e all e iciency (Yeboah, 2023). One essen ial elemen
o he knowledge managemen sys em is knowledge sha ing (as a -Ul-haq & anwa , 2016; Yeboah, 2023),
which has gained inc easing a en ion om o ganiza ions aiming o c ea e, sha e, and u ilize knowledge
mo e e ec i ely (Be aies & choui e , 2023; hen onen e al., 2016; san hose & law ence, 2023).
he ac o sha ing knowledge b ings se e al bene i s o bo h o ganiza ions and indi iduals. By ans-
o ming pe sonal knowledge in o o ganiza ional knowledge, knowledge sha ing con ibu es o he o ga-
niza ional g ow h (Wang & Wang, 2012), while allowing indi iduals o acqui e o ganiza ional knowledge
and en ich hei own knowledge base (Wang & Wang, 2012). ahmad and Ka im (2019) u he emphasize
ha knowledge sha ing ac i i ies yield ad an ages no only o he o ganiza ion bu also o he
© 2024 he au ho (s). Published by in o ma uK Limi ed, ading as aylo & F ancis g oup.
CONTACT nga nguyen hi Hang ngan [email protected]. n Facul y o accoun ing and audi ing, Ho Chi Minh uni e si y o Banking, 36 on
ha Dam s ee , nguyen hai Binh Wa d, Dis ic 1, Ho Chi Minh Ci y, Vie nam.
h ps://doi.o g/10.1080/23311975.2024.2359372
his is an open access a icle dis ibu ed unde he e ms o he C ea i e Commons a ibu ion License (h p://c ea i ecommons.o g/licenses/by/4.0/), which
pe mi s un es ic ed use, dis ibu ion, and ep oduc ion in any medium, p o ided he o iginal wo k is p ope ly ci ed. he e ms on which his a icle has been
published allow he pos ing o he accep ed Manusc ip in a eposi o y by he au ho (s) o wi h hei consen .
ARTICLE HISTORY
Recei ed 13 June 2023
Re ised 28 Feb ua y 2024
accep ed 14 May 2024
KEYWORDS
explici knowledge; aci
knowledge; pe o mance;
sha e; banking
REVIEWING EDITOR
angela Ma inez,
Uni e sidad de cas illa-la
Mancha, spain
SUBJECTS
c i ical Managemen
s udies; co po a e
go e nance; human
Resou ce Managemen ;
O ganiza ional s udies
2 n. ngUYen KiM anD n. ngUYen hi hang
indi iduals engaged in knowledge sha ing. hus, he p ocess o sha ing and main aining knowledge
wi hin an o ganiza ion assumes i al signi icance, as i acili a es he c ea ion and sus enance o a com-
pe i i e ad an age (abbas e al., 2020; abdelwhab ali e al., 2019; almulhim, 2020; alMulhim, 2021;
enwe euzo e al., 2023; sikombe & Phi i, 2019). al-Faou i (2023) suggue s ha knowledge-based man-
agemen is essen ial o o ganiza ional success. Knowledge managemen can lead o inno a ion (abbas
e al., 2020)and he in eg a ion o inno a ion wi h knowledge-sha ing ac i i ies c ea es he po en ial o
maximizing p o i s (Zhang e al., 2022).
acco ding o Wang and Wang (2012) knowledge sha ing no only di ec ly helps imp o e o ganiza-
ional pe o mance bu can also be enhanced h ough in e media ies c ea ed by knowledge-sha ing
ac i i ies.
indi iduals a e he holde s and owne s o knowledge, he e o e, knowledge-sha ing ac i i ies and he
ela ionships among indi iduals wi hin an o ganiza ion con ibu e o he success o knowledge manage-
men (hen onen e al., 2016). P e ious s udies, such as Bock and Kim (2002), chow and chan (2008),
chang and chuang (2011), and hen onen e al. (2016) ha e emphasized he ole o knowledge sha ing
a he indi idual le el. When indi iduals sha e knowledge wi hin an o ganiza ion, i con ibu es o he
accumula ion o knowledge o he o ganiza ion. he e o e, indi iduals wi hin he o ganiza ion who pos-
sess, sha e, and u ilize knowledge play a c ucial ole in he knowledge-sha ing ac i i ies o he
o ganiza ion.
some p e ious s udies ha e explo ed knowledge sha ing beha io a he indi idual le el (abdelwhab ali
e al., 2019; chang & chuang, 2011; Zhang e al., 2017). howe e , he esea ch ocus has mainly been on
in en ion o beha io o knowledge sha ing (hen onen e al., 2016), wi h limi ed s udies examining he
consequences o knowledge sha ing beha io . some s udies ha e examined he impac o knowledge sha -
ing beha io on pe o mance a he o ganiza ional le el (alMulhim, 2023a, 2023b; Byukusenge & Munene,
2017; Du e al., 2007; law & ngai, 2008; Wang & Wang, 2012). hen onen e al. (2016) and Mana e al.
(2018) a gue ha he e is s ill a lack o esea ch examining he ela ionship be ween knowledge sha ing
beha io and wo k pe o mance a he indi idual le el. he e o e, mo e s udies a e needed o in es iga e
he ela ionship be ween knowledge sha ing beha io and pe o mance a he indi idual le el.
he 4 h indus ial e olu ion has p opelled he apid de elopmen o inancial echnology, leading o
he esu gence o he banking sec o and an inc eased demand o high-quali y human esou ces in his
ield. i can be s a ed ha he banking indus y in Vie nam is a knowledge-in ensi e sec o . acco ding
o da a om he gene al s a is ics O ice, in 2021, he p opo ion o ained wo ke s aged 15 and abo e
engaged in he ‘ inance – banking – insu ance’ sec o wi hin he economy was he highes , and his
p opo ion has been s eadily inc easing o e he yea s, om 82.9% in 2015 o 86.8% in 2021.
in addi ion, he banking sec o is pa icula ly unique, as i equi es employees no only o possess
excellen knowledge and p o essional expe ise bu also o ha e a deep unde s anding o a ious com-
plex legal documen s, such as banking laws, ci il laws, business laws, land laws, and o eign in es men
laws. he esea ch indings o hen onen e al. (2016) demons a e ha he knowledge-sha ing ac i i ies
o highly educa ed employees con ibu e o enhancing hei wo k pe o mance. he e o e, selec ing
employees o esea ch endea o s wi hin he banking sec o is app op ia e.
Knowledge sha ing beha io (KsB) is in luenced by a ious ac o s: o ganiza ional commi men and
suppo (Za emohzzabieh & Mohd Rasdi, 2023), di e si y clima e and wo kplace belongingness
(enwe euzo , 2021), espec ul engagemen (enwe euzo e al., 2023), demog aphical (neza a i e al.,
2023). Building upon he ounda ion o Blau’s Blau (1964) social exchange heo y, se e al s udies ha e
examined he in luence o ewa d ac o s on knowledge-sha ing beha io s. Rewa ds a e conside ed an
impo an ac o in p omo ing knowledge sha ing beha io (Kaushal & nyoni, 2022). howe e , se e al
s udies ha e shown inconsis en esul s ega ding e ec s o expec ed ewa ds on knowledge sha ing
beha io (nguyen & Malik, 2020). in ligh o p e ious s udies, Muqadas e al. (2017) a gue ha ha
inc easing ewa ds o knowledge sha ing does no necessa ily s imula e knowledge sha ing ac i i ies.
Kaushal and nyoni (2022) aise he ques ion as o why, o da e, he e has no been a comp ehensi e
unde s anding o he easons why ewa ds ail o p omo e knowledge sha ing beha io among employ-
ees in some cases.
he indings o he analysis by Kaushal and nyoni (2022) on he ela ionship be ween ewa ds and
knowledge sha ing beha io , d awing om nume ous p io s udies, ha e demons a ed inconsis en
cOgen BUsiness & ManageMen 3
esul s. his ela ionship can be posi i e (abdelwhab ali e al., 2019; Ja aid e al., 2020; nguyen & Malik,
2020; Rezaei e al., 2023), nega i e (hau e al., 2013), o neu al (hung e al., 2011; lin, 2007;
Za emohzzabieh & Mohd Rasdi, 2023). he e o e, ahmad and Ka im (2019) sugges ha u u e esea ch
should u he explo e he di e se impac s o di e en o ms o knowledge sha ing, such as aci and
explici knowledge, as hey may lead o a ying ou comes.
al hough he ela ionship be ween ewa ds and knowledge sha ing has been examined by se e al
s udies, he majo i y o esea ch has ocused on he sha ing o explici knowledge, wi h ew s udies
in es iga ing he ela ionship be ween ewa ds and he sha ing o aci knowledge and explici knowl-
edge. aci knowledge is di icul o sha e and is mo e esou ce-in ensi e and ime-consuming compa ed
o explici knowledge (hau e al., 2013). he esea ch indings by Za emohzzabieh and Mohd Rasdi (2023)
demons a e signi ican di e ences in knowledge sha ing be ween g oups o knowledge wo ke s and
non-knowledge wo ke s. he e o e, explo ing he ela ionship be ween ewa ds and he sha ing o aci
and explici knowledge wi hin a model o enhance indi idual wo k pe o mance will o e a mo e com-
p ehensi e explana ion o he p e iously iden i ied inconsis ency in ela ionships ound in ea lie li e a-
u e. addi ionally, he connec ion be ween ewa d sys ems and Knowledge-sha ing Beha io wi h
indi idual Wo k Pe o mance (iWP) has also emained ela i ely unexplo ed in p e ious s udies (hen onen
e al., 2016).
in line wi h ha esea ch di ec ion, we conside knowledge sha ing o be di ided in o wo ypes:
explici knowledge sha ing (eKs) and aci knowledge sha ing ( Ks) (Wang & Wang, 2012). abbas, hussain,
e al. (2019) also a gue ha ‘implici ’ and ‘explici ’ knowledge a e ypical undamen al ypes o knowl-
edge. he dis inc ion be ween aci and explici knowledge will p o ide a deepe unde s anding o he
ewa d sys em wi hin o ganiza ions o s imula e knowledge sha ing ac i i ies among indi iduals in a
meaning ul way. Whe he he ewa d sys em can incen i ize employees’ knowledge sha ing beha io and
subsequen ly imp o e indi idual wo k pe o mance (iWP) in he banking sec o o eme ging ma ke s like
Vie nam is he d i ing o ce behind ou s udy. Fu he mo e, he ela ionship be ween he ewa d sys em,
KsB, and iWP has been unde explo ed in p e ious s udies (hen onen e al., 2016).
in Vie nam, o ou knowledge, apa om he s udy by nguyen and Malik (2020), he e has been no
in-dep h esea ch speci ically examining he ela ionship be ween expec ed ewa ds, KsB, and iWP in he
banking sec o . nguyen and Malik (2020) app oach KsB in a gene al sense wi hou dis inguishing
be ween explici and aci knowledge sha ing.
his s udy makes signi ican con ibu ions based on exis ing li e a u e ega ding he ela ionship
be ween ewa d sys ems and KsB wi h iWP. he a icle p o ides a mo e comp ehensi e unde s anding
o ewa d sys ems o p omo ing knowledge sha ing ac i i ies wi hin he knowledge-in ensi e indus y,
especially in eme ging ma ke s like Vie nam. his esea ch also ex ends he heo e ical unde s anding o
he connec ion be ween ewa ds and bo h aci and explici knowledge sha ing, deepening insigh s in o
he ela ionship be ween ewa ds and knowledge sha ing p esen ed in p io li e a u e.
Fu he mo e, his wo k o e s insigh s in o mechanisms o enhancing indi idual wo k pe o mance
h ough pe sonal knowledge sha ing componen s wi hin he o ganiza ion. as no ed by hen onen e al.
(2016), he e emains a lack o esea ch demons a ing he ela ionship be ween knowledge sha ing and
indi idual wo k pe o mance. he indings o his s udy un eil he media ing ole o explici knowledge
sha ing in he associa ion be ween implici knowledge sha ing and indi idual wo k pe o mance. las ly, his
esea ch p o ides p ac ical suppo o he design o app op ia e ewa d sys ems o os e knowledge-sha ing
ac i i ies and imp o e indi idual wo k pe o mance o employees in he banking sec o .
o add ess his esea ch gap, ou s udy aims o answe he ollowing ques ions:
Ques ion 1: Do expec ed ewa ds s imula e knowledge sha ing beha io among indi iduals in he banking
sec o o Vie nam?
Ques ion 2: Does knowledge sha ing beha io imp o e indi idual wo k pe o mance in he banking sec o
o Vie nam?
o answe hese ques ions, he s udy is s uc u ed in o sec ions, including li e a u e e iew; esea ch
me hodology, model, and hypo heses; esea ch indings and discussions. Finally, he s udy concludes and
discusses implica ions o he esea ch.
4 n. ngUYen KiM anD n. ngUYen hi hang
2. Li e a u e e iew
KsB is in luenced by a ious ac o s, including indi idual and o ganiza ional ac o s (abdelwhab ali e al.,
2019; Ja aid e al., 2020). in he con ex o o ganiza ional ac o s, expec ed ewa ds a e conside ed an
impo an componen in encou aging KsB. social exchange heo y (se ) and social cogni i e heo y
(sc ) a e wo ele an heo ies o explain knowledge sha ing beha io in o ganiza ions (Za emohzzabieh
& Mohd Rasdi, 2023). acco ding o social exchange heo y (Blau, 1964), indi iduals ypically compa e he
bene i s and cos s associa ed wi h engaging in knowledge sha ing beha io . in e nal and ex e nal mo i-
a ions a e also u ilized o explain indi iduals’ knowledge sha ing beha io wi hin o ganiza ions h ough
he ewa d sys em. Building upon he mo i a ion heo y, nguyen and Malik (2020) a gue ha he mo i-
a ion o sha e knowledge can also s em om he ewa ds p o ided by he o ganiza ion.
in gene al, he heo e ical amewo k o social exchange heo y (se ) is conside ed sui able o
explaining he ela ionship be ween ewa ds and he knowledge-sha ing beha io o indi iduals wi hin
an o ganiza ion. social exchange is unde s ood as a wo-way ansac ion, whe e gi ing some hing en ails
ecei ing some hing in e u n (islam e al., 2022). acco ding o se , employees wi hin an o ganiza ion
in e ac wi h each o he based on hei assessmen o he bene i s and cos s o hemsel es when engag-
ing in ha ela ionship. hey will s i e o maximize bene i s and minimize cos s when sha ing knowl-
edge wi h o he s (Za emohzzabieh & Mohd Rasdi, 2023). he e o e, ewa ds incen i ize employees o
sha e knowledge wi h one ano he wi hin he o ganiza ion.
Based on he heo y o social capi al, sha ing knowledge among indi iduals can lead o mu ual syn-
e gies based on he p inciple o ecip oci y. hen onen e al. (2016) a gue ha , wi hin an o ganiza ion,
indi iduals sha ing knowledge o en ela es o hei own expe ise, and hey also ha e he capaci y o
ecei e ele an knowledge in e u n. Fu he mo e, when indi iduals sha e knowledge, i gene a es a
signi ican pool o knowledge and shapes he o mal knowledge ne wo k wi hin he o ganiza ion. as a
esul , employees pa icipa ing in knowledge sha ing can con ibu e addi ional skills and knowledge,
he eby enhancing hei indi idual wo k pe o mance.
Knowledge sha ing is he p ocess o ans e ing knowledge o o he membe s o an o ganiza ion in
a manne consis en wi h decision-making (abdelwhab ali e al., 2019). Ru en e al. (2016) a gue ha
knowledge sha ing e lec s he willingness o sha e wi h o he s he knowledge an indi idual possesses
wi hin an o ganiza ion. Knowledge sha ing encompasses bo h explici knowledge sha ing and aci
knowledge sha ing. aci knowledge is knowledge ha canno be easily exp essed o a icula ed; i
esides wi hin an indi idual’s mind. in con as o explici knowledge, aci knowledge is di icul o cod-
i y and ans e h ough con en ional mechanisms such as documen s, designs, and p ocedu es. aci
knowledge s ems om pe sonal expe ience, which is subjec i e and challenging o sys ema ize. hau
e al. (2013) sugges ha explici knowledge is conside ed easie o ans e o o he s. On he o he
hand, aci knowledge holds highe alue as i ela es o di ec obse a ion and he beha io o employ-
ees and in ol es mo e complex ways o acqui ing knowledge om o he s. he e o e, inhe en ly, aci
knowledge is mo e di icul o sha e han explici knowledge.
2.1. Expec ed ewa ds and knowledge sha ing
he ewa d e e s o he bene i s ha employees ecei e when hey sha e knowledge wi hin he o gani-
za ion (nguyen & Malik, 2020). in his s udy, he ewa d s uc u e encompasses bo h mone a y bene i s
(bonuses, incen i es, e c.) and non-mone a y bene i s ( ecogni ion, app aisal, e c.) when employees
engage in knowledge sha ing wi hin he o ganiza ion (Ja aid e al., 2020).
expec ed ewa ds a e conside ed an impo an ac o in luencing KsB. expec ed ewa ds can come om
ex e nal sou ces, such as sala y inc eases o mone a y bonuses p o ided o employees based on knowledge
sha ing, and om in e nal sou ces, including ecogni ion and acknowledgmen o employees’ con ibu ions o
he o ganiza ion. Bo h expec ed ewa ds om ex e nal and in e nal sou ces play a c ucial ole in mo i a ing
employees o sha e knowledge (abdelwhab ali e al., 2019). Kaushal and nyoni (2022) ind ha he ewa d
sys em needs o be used o ecognize highe achie emen s because in such cases, wo ke s eel acknowl-
edged and hono ed o he con ibu ions hey ha e made. an e ec i e ewa d sys em will encou age employ-
ees o enhance hei e o s in knowledge sha ing, leading o imp o ed pe o mance (nguyen & Malik, 2020).
cOgen BUsiness & ManageMen 5
he posi i e ela ionship be ween expec ed ewa ds (RW) and knowledge sha ing beha io has been
ound in p e ious s udies such as Kim and lee (2006), seonghee and Bo yung (2008) and cheng e al.
(2009). Recen s udies including abdelwhab ali e al. (2019), Ja aid e al. (2020) and nguyen and Malik
(2020) also suppo he no ion ha expec ed ewa ds ha e a posi i e impac on knowledge sha ing
beha io . howe e , whe he he ewa ds a e su icien o s imula e employees o sha e explici and aci
knowledge is a ma e ha his esea ch aims o explo e, as employees may lose a compe i i e ad an-
age i hey sha e knowledge wi h o he s (hosen, chong, e al., 2021hosen, Ogbeibu, e al., 2021).
he e o e, his s udy p oposes he ollowing hypo heses:
hypo hesis h1: RW posi i ely in luence Ks.
hypo hesis h2: RW posi i ely in luence eKs.
2.2. Taci knowledge sha ing and explici knowledge sha ing
some p io s udies ha e ca ego ized knowledge in o wo ypes: aci knowledge and explici knowledge.
aci knowledge is pe sonal and con ex -speci ic, as i elies on subjec i e pe cep ion, in ui ion, senses,
ideas, expe ience, alues, and emo ions a ached o an indi idual. con e sely, explici knowledge e e s
o knowledge ha can be communica ed h ough o mal language, is sys ema ic in na u e (nonaka &
akeuchi, 1995; Reycha & Weisbe g, 2009a).
he con e sion om aci knowledge o explici knowledge has been discussed in he seci model
(socializa ion, ex e naliza ion, combina ion, and in e naliza ion) by nonaka and akeuchi (1995). he
ansi ion om aci knowledge o explici knowledge is based on he p ocess o ex e naliza ion,
which in ol es exp essing hidden knowledge in o clea concep s. his p ocess enables indi iduals o
a icula e implici knowledge in o explici knowledge by w i ing, eco ding, d awing, o making i
conc e e and angible (Reycha & Weisbe g, 2009b). Building upon he ex e naliza ion p ocess
(Reycha & Weisbe g, 2009b) also a gue ha employees holding aci knowledge will ha e a compe -
i i e ad an age o e o he s wi hin he o ganiza ion. h ough an exchange ela ionship, employees
sha e aci knowledge h ough ex e naliza ion o con e i in o explici knowledge o he bene i o
he o ganiza ion. in e u n, hey should ecei e co esponding ewa ds as compensa ion. he e o e,
employees who a e willing o sha e aci knowledge a e also likely o be willing o sha e explici
knowledge.
Based on he heo y o a ional ac ion, hau e al. (2013) a gue ha knowledge sha ing among employ-
ees is based on a a ional conside a ion o he bene i s and cos s de i ed om hei knowledge sha ing.
aci knowledge is mo e di icul o sha e compa ed o explici knowledge, and hus sha ing aci knowl-
edge incu s highe cos s han sha ing explici knowledge. he e o e, when employees a e willing o sha e
aci knowledge, which is conside ed a ‘mo e aluable’ ype o knowledge, he e is no eason o hem no
o be willing o sha e explici knowledge, a ype o knowledge ha is seen as ‘less cos ly’. his means ha
employees who a e willing o sha e aci knowledge a e also willing o sha e explici knowledge.
Building on he seci model, Reycha and Weisbe g (2009b) examine he ela ionship be ween Ks and
eKs. hey ind ha employees who a e willing o sha e hei aci knowledge a e likely o be willing o
sha e hei explici knowledge in o de o ecei e ecogni ion om he o ganiza ion in he o m o mon-
e a y and non-mone a y bene i s. hei indings a e u he suppo ed by hau e al. (2013), which
demons a es a posi i e ela ionship be ween Ks and eKs. he e o e, his s udy p oposes he ollowing
hypo hesis:
hypo hesis h3: Ks posi i ely in luences eKs.
2.3. Knowledge sha ing and indi idual wo k pe o mance
hen onen e al. (2016) o e h ee possible easons o explain he ela ionship be ween KsB and iWP.
Fi s , knowledge sha ing is ela ed o an indi idual’s expe ise, meaning ha knowledge sha ing can
inc ease he unde s anding, complemen a i y, and expansion o an indi idual’s p o essional knowledge
wi hin he o ganiza ion. second, knowledge sha ing os e s a sense o cohesion among membe s wi hin
6 n. ngUYen KiM anD n. ngUYen hi hang
he o ganiza ion. hi d, based on he p inciple o ecip oci y, indi iduals who sha e knowledge a e also
likely o ecei e ele an knowledge ela ed o hei own wo k, leading o imp o ed indi idual job pe -
o mance. Reycha and Weisbe g (2009a) show ha employees can enhance hei indi idual job pe o -
mance h ough lea ning when hey sha e knowledge and le e age esou ces.
ahmad and Ka im (2019) p o ide e idence ha knowledge sha ing enhances e ec i eness in ask
comple ion, p oblem-sol ing, and decision-making, leading o imp o ed employee wo k pe o mance.
almulhim (2020) sugges s ha knowledge sha ing e ec i ely inc eases job sa is ac ion among wo ke s,
os e s inno a ion in hei wo k, and enhances o e all wo ke e iciency. hus, employees’ knowledge
sha ing no only bene i s he o ganiza ion bu also di ec ly bene i s hemsel es. Mu ual knowledge-sha ing
ac i i ies among employees will assis hem in enhancing hei p o essional expe ise and job- ela ed
skills, he eby con ibu ing o he imp o emen o indi idual wo k pe o mance.
his ela ionship is also suppo ed by se e al p e ious s udies such as Reycha and Weisbe g (2009a),
seng and huang (2011), Masa’deh e al. (2016), and hen onen e al. (2016). Based on his ounda ion,
he s udy p oposes he ollowing hypo heses:
hypo hesis h4: Ks posi i ely in luences iWP.
hypo hesis h5: eKs posi i ely in luences iWP.
Based on he a gumen s and hypo heses p esen ed abo e, he s udy p oposes an expec ed model as
shown in Figu e 1.
3. Resea ch me hods
3.1. Sample
his s udy selec s he banking indus y o in es iga e because i is acing inc easing compe i i e p es-
su e. Knowledge managemen ac i i ies a e emphasized in he con ex o apid echnological de elop-
men s. he selec ed banks o he su ey encompass bo h public and p i a e sec o s. he esea ch
sample was collec ed using a con enience sampling me hod. he s udy dis ibu ed 420 su ey ques ion-
nai es, and a e sc eening, he inal sample size used o his s udy was 263 esponses om employees
in he banking indus y in Vie nam. he esponse a e me he equi emen , co esponding o a a e o
62.6% o he 263 esponses, males accoun ed o 39.2% and emales accoun ed o 60.8%. he majo i y
o esponden s had a uni e si y deg ee, accoun ing o 72.2% and pos g adua e deg ee accoun s o
27.8%. he age dis ibu ion was as ollows: 21-30 yea s old accoun ed o 46%, 31-40 yea s old accoun ed
o 26.2%, 41-50 yea s old accoun ed o 20.5%, and o e 50 yea s old accoun ed o 7.3%.
since he su ey i ems we e inhe i ed om p e ious s udies o igina ing in english, hey we e ans-
la ed in o Vie namese and adap ed o sui he esea ch con ex . he ques ionnai e i ems o each s uc-
u e we e e iewed by esea ch expe s in he same ield o ensu e accu acy. o es he cla i y o he
ques ionnai e i ems and ensu e he eliabili y o he measu emen scales, a p elimina y su ey was con-
duc ed wi h 20 Mas e ’s s uden s in he inance and banking ield who we e cu en ly wo king a com-
me cial banks in Vie nam. a e ensu ing he cla i y o he ques ionnai e i ems, he s udy p oceeded wi h
he o mal su ey.
Figu e 1. Resea ch model.
cOgen BUsiness & ManageMen 7
3.2. Measu emen
he a iables in his s udy a e measu ed using a 5-poin like scale, whe e (1) ep esen s ‘s ongly
Disag ee’ and (5) ep esen s ‘s ongly ag ee’. he eliabili y o he measu emen scales is assessed using
c onbach’s alpha coe icien .
RW: his cons uc includes 4 obse ed a iables, which is adap ed om abdelwhab ali e al. (2019)
and Ja aid e al. (2020). a sample i em includes, ‘i will ecei e ewa ds such as sala y inc ease in e u n
o my knowledge sha ing’. he c onbach’s alpha coe icien o his cons uc is 0.872.
eKs and Ks: eKs consis s o 6 obse ed a iables adop ed om Wang and Wang (2012). a sample
i em includes, ‘People in my o ganiza ion equen ly sha e exis ing epo s and o icial documen s wi h
membe s o my o ganiza ion’. When analyzing he c onbach’s alpha o his scale, a iable eKs6 (People
in my o ganiza ion a e equen ly o e ed a a ie y o aining and de elopmen p og ams) is excluded
due o i s lowe han 0.3 in e -i em co ela ion coe icien . he e o e, he emaining 5 obse ed a iables
in his scale ha e a c onbach’s alpha coe icien o 0.881.
simila ly, he Ks scale consis s o 7 obse ed a iables adap ed om Wang and Wang (2012). a sam-
ple i em includes, ‘People in my o ganiza ion equen ly sha e knowledge based on hei expe ience’. One
obse ed a iable, Ks7 (People in my o ganiza ion will sha e lessons om pas ailu es when hey eel
necessa y), is excluded due o i s lowe han 0.3 in e -i em co ela ion coe icien . hus, his scale consis s
o 6 obse ed a iables wi h a c onbach’s alpha coe icien o 0.906.
iWP: his scale consis s o 5 obse ed a iables ob ained om hen onen e al. (2016) and Walumbwa
e al. (2008). iWP was measu ed by asking he esponden s o compa e hei pe o mance, on a scale om
1-5, wi h ha o hei colleagues who we e doing simila wo k. a sample i em includes, ‘how good you a e
in you wo k compa ed o you colleagues’. he c onbach’s alpha coe icien o his cons uc is 0.884.
he linea s uc u al equa ion Modelling (seM) was u ilized o analyzing and es ing he esea ch
hypo heses h ough he use o sPss and aMOs so wa e.
4. Resul s and discussion
4.1. Measu emen model
o e alua e he measu emen model, con i ma o y Fac o analysis (cFa) is conduc ed. he cFa esul s
a e epo ed as ollows: cMin/d = 2.080; cFi = 0.942; li = 0.932; RMsea = 0.064.
Fo he RW scale: c onbach’s alpha = 0.872; composi e eliabili y (cR) = 0.873; a e age a iance
ex ac ed (aVe) = 0.633. Fo he Ks scale: c onbach’s alpha = 0.906; cR = 0.907; aVe = 0.593. Fo he
eKs scale: c onbach’s alpha = 0.881; cR = 0.882; aVe = 0.600. Fo he iWP scale: c onbach’s alpha =
0.884; cR = 0.887; aVe = 0.631.
an aVe o 0.5 o g ea e indica es adequa e con e gence and a cR alue g ea e han 0.7 indica es
he p esence o in e nal consis ency (hai e al., 2014). Based on hese esul s, he cons uc s demon-
s a e unidimensionali y, con e gen alidi y, and disc iminan alidi y. he cFa esul s indica e ha he
measu emen models i he da a adequa ely (see able 1).
o ensu e ha he common Me hod Bias (cMB) does no pose a h ea o he alidi y o he esea ch
da a, he su ey ques ionnai e was designed in a way ha gua an ees he anonymi y o esponden s,
ensu ing a ho ough and accu a e esponse p ocess. addi ionally, he s udy employed ha man’s
single- ac o es o examine issues s emming om cMB h ough p incipal componen analysis. he
esul s e ealed ha he i s un o a ed ac o accoun ed o 32.76% o he a iance, which is less han
he h eshold o 50% (Podsako e al., 2003), and no single ac o eme ged. hese indings sugges ha
cMB does no appea o be a signi ican conce n a ec ing he da a.
4.2. S uc u al model
his s udy employs he s uc u al equa ion modelling (seM) o es he model. he analysis esul s indi-
ca e ha he indices cMin/d = 2.069, cFi = 0.942, li = 0.933, and RMsea = 0.064, all me he equi e-
men s p oposed by hai e al. (2014). he e o e, he s uc u al model is deemed app op ia e.
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