Suchergebnisse

The use of knowledge exchange systems to facilitate transfer and reuse of knowledge has become commonplace in modern organizations. Factors beyond the technology itself are, however, important for the level and quality of systems usage. Both individual and organizational factors are in this respect central. Based on this acknowledgement, this study develops and tests hypotheses concerning the influence of three work environment characteristics (leadership involvement, employee empowerment, and role clarity) on intrinsic, introjected, and external motivation for knowledge exchange, and further, how these work characteristics and motivation types influence use of knowledge exchange systems. The results show that all work characteristics, as well as intrinsic and external motivation, influence system usage. Introjected motivation, on the other hand, is not related to system usage. Furthermore, the results show that there are significant positive relationships between leader involvement and all motivation types. Employee empowerment is positively related to intrinsic motivation, while role clarity influences introjected and external motivation. Theoretical and practical implications are discussed. Copyright © 2015 John Wiley & Sons, Ltd.