Abstract:
Purpose
Job design is one of the most popular research practices in Human Resource management
(HRM) and knowledge sharing has become an important and much sought after this kind of
management research practices. The Purpose of this study is to determine the effect or impact
of autonomy, job identity, feedback and motivation on the sharing and openness of employeei
knowledge with the employer in the petroleum industry of Karachi, Pakistan.i
Methodology & Design
The research is explanatory that has cause and effect relationship between variables on the
i basis of quantitative nature. In order to develop the hypothesis, previous research or relevant
literature has been extensively studied. The questionnaire was created and used to identify the
level of affiliation between the independent and dependent variables. The sample size is 213
people. For the analysis of the data collected, the reliability test and regression evaluation were
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functionalized.
Findings
The finding of this research is that autonomy has insignificant impact on knowledge sharing
behavior whereas other independent variables i.e task identity, feedback and introjected
motivation have significant positive impact on knowledge sharing behavior. The overall model
demonstrate the significant value of 0.000 that all independent variables were measured useful. Limitations
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This research study was limited because of the time limitation only three characteristics of the
job characteristics model are taken into account in this study, rest of the remaining two
character named skill verity and task significance could have reinforced this research. The
participants in this research are people working in different organization with officers and
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; senior ranks in petroleum industry.
Recommendations
i i
The research suggests several preferable variables like the remaining characters of job
: characteristics model and find the impact of these variables in more clarified way. For future;
i it is recommended to researcher to consider a more extensive scope of HRM practices and
present more individual level variables.
