EFFECTS OF INTRINSIC AND EXTRINSIC MOTIVATION ON EMPLOYEE KNOWLEDGE SHARING INTENTIONSAN EMPIRICAL FINDING ON BANKING SECTOR OPERATING IN KARACHI

Abstract

Purpose The cause of the research was observed the motivational elements that influence employee attitude and knowledge sharing intentions. Theory of reasoned action has used to dictate roles of extrinsic motivation includes anticipated organizational rewards, reciprocal benefits while ingrained motivation includes enjoyment of people in sharing their knowledge with others and knowledge efficacy. The study aims to find out consequences of intrinsic and extrinsic motivation on knowledge sharing behavior of employees with mediating effect that employee’s attitudes around knowledge sharing will head to improve individual sharing etiquette among employees of banking sector in Karachi. Methodology & Design The research was an explanatory in nature. The primary quantitative statistics were used well-constructed items and close ended questionnaire were adapted. Convenience sampling approach was used to receive information from 386 respondents of various banks. For statistical analysis Pearson’s correlation and multi linear regression were tested. Findings The study has revealed that expected organizational rewards, enjoyment in helping others and reciprocal benefits had significant impact employee sharing knowledge intentions. However knowledge self-efficacy was found insignificant. Practical Implications The reactions of this research will help organizations to grasp importance of sharing knowledge. In addition, it provides knowledge about motivational determinants which have positively contributed towards experiential employee knowledge sharing intentions. To keep employees share their knowledge and expertise can lead organizations towards success and satisfied organizations can use these determinants and implicates in their organizations.