05367939 - 2009 Fourth International Conference on Computer...

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The Impact of Performance Management Orientations and Appraisal Justices on Employee’s Knowledge Sharing Behaviors Pengcheng Zhang School of Management Huazhong University of Science and Technology Wuhan, China e-mail: zhangpch@mail.hust.edu.cn Wenxing Liu School of Management Huazhong University of Science and Technology Wuhan, China kekexili24@163.com Abstract —This paper explored the approaches and effects of performance management orientation and appraisal justice on knowledge sharing behaviors. Results showed intrinsic motivation, extrinsic motivation and control orientation in performance appraisal system had significant positive, weak positive and U shaped separately relation with knowledge sharing behaviors. Distribution justice had the greatest effect on KSBs, while interactive justice not only moderated the effect of extrinsic motivation orientation on knowledge sharing behaviors, but mediated the effect of performance management orientations on knowledge sharing behaviors. Keywords extrinsic motivation; intrinsic motivation; control; performance appraisal justice; knowledge sharing behaviors I. INTRODUCTION Although current studies on knowledge sharing behaviors have been explored in many ways, such as leadership style and organization climate[1][2], few literatures linked performance appraisal (PA) to knowledge sharing behaviors. It illustrated that managers had two types of orientations at least when designing a PA system: monitoring and motivation. However, which type would be more appropriately applied to evaluate knowledge workers is still in disputes. Justice of PA is a key criteria indicating PA effectiveness and perceptions of distributive, procedural or interactional justice, are related to attitudes such as organizational commitment, turnover intentions and OCB. However, only a few of literatures focused on its impacts on knowledge sharing behaviors. In fact, McDermott & O’Dell used lots of cases to testify that employees’ willing to sharing knowledge could be motivated by reasonable performance evaluation [3]. Yet, these empirical studies have not indicated the role of PA justice in PA orientation-knowledge sharing relationships. Performance appraisal is an important management tool to influence employees’ knowledge sharing behaviors, but systematic and empirical studies are still lacked. Hence, we attempt to probe effects of different PA orientations toward knowledge sharing behaviors. Meanwhile, we also try to examine the effects of PA justice on knowledge sharing and the role of justice in relationships between PA orientation and knowledge sharing behaviors. II. II THEORY AND HYPOTHESIS A. PA orientations and knowledge sharing behaviors Compared with task performance, however, knowledge sharing is not stipulated by the organization, so motivating and constraining effects on task performance will not happen inevitably for knowledge sharing behaviors. Still, there are two approaches of realization: One approach is via intrinsic
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05367939 - 2009 Fourth International Conference on Computer...

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