The effect of group-oriented incentive systems on the knowledge provider was enhanced when more positive norms for knowledge sharing existed among dyad members. The recipient’s self-efficacy had a stronger relationship with performance goals when the recipient trusted the provider. Finally, self-set goals and knowledge sharing had both direct and interactive effects on individual performance.
| Construct | Cites | Category | Questions given? | Content validity | Pretests | Response type | Notes |
|---|---|---|---|---|---|---|---|
| Self-Efficacy | Bandura, 1997, Bandura, 1991, Gist, 1992, Lee, 1994, Locke, 1986 | no | no | none | 0-100 scale | ||
| Self-Set Goal Level | Mento et al., 1992 | no | no | none | |||
| Norms for Knowledge Sharing | NEW | yes | no | none | 7-point Likerttype scale ranging from "very little" to "to a very great extent." | ||
| Trust | NEW | yes | no | none | 7-point Likerttype scale ranging from "very little" to "to a very great extent." |
Narda R. Quigley, Paul E. Tesluk, Edwin A. Locke, and Kathryn M. Bartol. A Multilevel Investigation of the Motivational Mechanisms Underlying Knowledge Sharing and Performance. Organization Science, 18(1):71–88, February 2007. doi:10.1287/orsc.1060.0223.
@article{quigley_multilevel_2007,
author = {Quigley, Narda R. and Tesluk, Paul E. and Locke, Edwin A. and Bartol, Kathryn M.},
doi = {10.1287/orsc.1060.0223},
issn = {1047-7039, 1526-5455},
journal = {Organization Science},
language = {en},
month = {February},
number = {1},
pages = {71-88},
title = {A {{Multilevel Investigation}} of the {{Motivational Mechanisms Underlying Knowledge Sharing}} and {{Performance}}},
volume = {18},
year = {2007}
}