The Mediating Role of Trust and Organizational Commitment in the Relationship between Strategic Human Resource Management and Knowledge Sharing

Document Type: Research Paper

Authors

1 School of Management, Wuhan University of Technology, Wuhan, China

2 School of Management, Huazhong University of Science and Technology, Wuhan, China

3 School of Business and Economics, University of Management and Technology, Lahore, Pakistan

Abstract

The main purpose of this research project was to investigate the impact of Strategic Human Resource Management practices on knowledge sharing behavior among university faculty members. This research also studied the mediating role of trust and organizational commitment in the relationship between SHRM practices and knowledge sharing behavior. Following the positivist paradigm, this research adopted the quantitative research strategy and collected the data from 700 faculty members of leading universities (top ranked by Higher Education Commission) of Pakistan through a self-administered questionnaire. Bi-variate and multi-variate quantitative analyses were used to test the hypothesis and achieve the research objectives. Structural Equation Modeling through Smart Partial Least Square was used to test the entire key hypothesis. The findings revealed that SHRM practices are vital in creating knowledge sharing behavior among faculty members, organizational commitment partially mediates the relationship among the aforementioned variables, while trust completely mediates the relationship between HR practices and knowledge sharing behavior. Thus, this study provides sufficient guidelines for HR policymakers and administration of public universities on how to make faculty members more committed to their institution and to develop the culture of knowledge sharing by adopting SHRM practices, while helping employees to have socio-emotional relationships so that trust can be developed among them.

Keywords

Main Subjects


Article Title [Persian]

نقش میانجی اعتماد و تعهد سازمانی در رابطه بین مدیریت راهبردی منابع انسانی و تسهیم دانش

Authors [Persian]

  • خالق الرحمان 1
  • اقرا حافظ 2
  • فرحان اسلام 1
  • قمرالدین مایتلو 1
  • علی رضا سید 3
1 دانشکده مدیریت، دانشگاه صنعتی ووهان، ووهان، چین
2 دانشکده مدیریت، دانشگاه علم و صنعت هواژونگ، ووهان، چین
3 دانشکده اقتصاد و بازرگانی، دانشگاه مدیریت و فناوری، لاهور، پاکستان
Abstract [Persian]

هدف اصلی این تحقیق بررسی تاثیر روشهای مدیریت راهبردی منابع انسانی بر رفتار تسهیم دانش در میان اعضای هیئت علمی دانشگاه ها بود. به عبارت دقیق تر، این پژوهش به مطالعه نقش میانجی اعتماد و تعهد سازمانی در رابطه بین روشهای مدیریت راهبردی منابع انسانی و رفتار تسهیم دانش پرداخته است. با پیروی از پارادایم اثبات گرایی، این مطالعه راهبرد پژوهشی کمی را اتخاذ نموده و داده های مربوطه به 700 عضو هیئت علمی دانشگاه های پیشرو (در رتبه بندی اعلام شده توسط کمیسیون آموزش عالی) پاکستان را از طریق یک پرسشنامه (که توسط محققان توزیع و جمع آوری شد) گردآوری کرد. برای آزمودن فرضیه ها و رسیدن به اهداف تحقیق،از تحلیل های کمی تک-متغیره و چند-متغیره استفاده شد.روش مدل سازی معادلات ساختاری در نرم افزار PLS برای آزمودن تمام فرضیه های کلیدی مورد استفاده قرار گرفت. نتایج نشان داد که روشهای مدیریت راهبردی منابع انسانی نقش حیاتی در ایجاد رفتارهای مربوط به تسهیم دانش در میان اعضای هیئت علمی دارند، تعهد سازمانی نقش میانجی نسبی در رابطه بین عوامل پیش گفته دارد، و اعتماد نقش میانجی کامل در رابطه بین روشهای مدیریت انسانی و مدیریت دانشگاه های دولتی ایفا می کند. این مسئله در نحوه متعهد سازی بیشتر اعضای هیئت علمی نسبت به موسسه مربوطه شان و ایجاد فرهنگ تسهیم دانش از طریق به کار گرفتن روشهای مدیریت راهبردی منابع انسانی متجلی می شود. این متغیر همچنین به کارکنان کمک می کند تا روابط اجتماعی-احساسی با هم داشته باشند تا از این طریق حس اعتماد بین آنها افزایش یابد.

Keywords [Persian]

  • رفتار تسهیم دانش
  • روشهای مدیریت راهبردی منابع انسانی
  • اعتماد
  • تعهد سازمانی
  • آموزش عالی
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