The facilitation of knowledge sharing and innovative behavior in a demanding organizational context

Abstract

This master thesis investigated the relationship between perceived training intensity and innovative behavior through the mediating role of knowledge sharing as well as the moderating roles of self-efficacy and coworker support on this relationship. We hereby considered perceived training intensity as a challenge stressor and opportunity for growth and development in light of the conceptual challenge-hindrance framework of stressors. The data from 113 employees working in a Norwegian metal company revealed non-significant results with regards to the relationship between perceived training intensity and innovative behavior, as well as the mediating role of knowledge sharing on this relationship. Moreover, no empirical support was found with regards to the moderating role of coworker support on this relationship. Still, we found a significant moderating role of self-efficacy on the relationship between perceived training intensity and knowledge sharing, however, it was non-significant in the full model. These findings suggest that self-efficacy helps individuals to cope with organizational demands and challenges, which results into a higher display of knowledge sharing. Implications for theory and practice, limitations as well as directions for future research are discussed. Key words: training, innovation, knowledge sharing, self-efficacy, coworker support