The Impacts of Human Resource Management Practices and Attitude of Knowledge Sharing on the Intention to Share Total Quality Management Practices Knowledge

Abstract

The purpose of this study is to investigate the critical factors including environmental and personal factors affecting employees’ attitudes towards and intentions to share total quality management (TQM) practices knowledge in the Taiwanese information technology (IT) industry A research model was developed based on the theory of planned behavior (TPB) and self-determined motivation (derived from self-determination theory or SDT) Surveys distributed to 367 employees in Taiwanese ISO 9001:2000-certified firms were used to test the proposed research model Moreover confirmatory factor analysis was used to estimate the reliability and validity of the measurement model and structural equation modeling was performed to test for quality of fit The analytical results showed that beliefs concerning human resource management (HRM) practices including hypothesis 9 (reward and knowledge sharing attitudes path coefficient=0 134* p＜0 05) hypothesis 12 (work ethic and knowledge sharing attitudes path coefficient=0 139* p＜0 05) hypothesis 7 (subjective norm and knowledge sharing attitudes path coefficient=0 171*** p＜0 001) and hypothesis 5 (organizational climate and knowledge sharing attitude path coefficient=0 491* p＜0 001) have a significant and positive relationship to knowledge sharing attitudes Moreover personal motivational factors (self-determined motivation and intention to share TQM practices knowledge path coefficient=0 260*** p＜0 001) and TPB factors (knowledge sharing attitude and intention to share TQM practices knowledge path coefficient=0 189** p＜0 01 perceived behavior control and intention to share TQM practices knowledge path coefficient=0 241*** p＜0 001 and subjective norm and intention to share TQM practices knowledge path coefficient=0 311*** p＜0 001) showed a positive association with IT employees’ intentions to share TQM practices Furthermore empirical evidence confirmed that the organizational climate and subjective norms as viewed through the lens of knowledge sharing attitudes and perceived behavior control had a positive if indirect influence on employees’ sharing intentions This phenomenon supports the integrate prospective TPB model and self-determined motivation constructs proposed in the study This empirical result is vital for top managers of firms using TQM strategies who wish to establish norms encouraging employees to share TQM practices with coworkers The results of this study supported the theoretical integration and proposed motivational perceptions Future studies may build on these results by using diversity variables cross-cultural participants and different industries to examine and expand upon our understanding of TQM practices and the knowledge sharing domain

Date of Award	2014 Sept 24
Original language	English
Supervisor	Shuang-shii Chuang (Supervisor)