Role of Organizational Trust as Mediation on the Effect of Knowledge Management on Innovative Behavior

Muhamad Ekhsan; Yuan Badrianto

doi:10.59653/ijmars.v2i01.408

Authors

Muhamad Ekhsan Universitas Pelita Bangsa
Yuan Badrianto Universitas Pelita Bangsa

DOI:

https://doi.org/10.59653/ijmars.v2i01.408

Keywords:

Organizational Trust, Knowledge Management, Innovative Behavior

Abstract

This study aims to analyze the direct effect of knowledge management on innovative behavior and examine the mediating role of organizational trust in the relationship. The sample used was 94 employees of manufacturing companies in the Bekasi area. Data collection using a 5-point Likert scale questionnaire. The data were analyzed using Partial Least Square (PLS) to test the research model and its hypotheses. The results prove that knowledge management has a significant positive effect on increasing innovative behavior. In addition, knowledge management is also proven to increase organizational trust. On the other hand, organizational trust has a significant positive effect on increasing employee innovative behavior. The results of path analysis also prove that organizational trust significantly mediates the effect of knowledge management on increasing innovative behavior. Thus this study succeeded in proving the proposed research model along with the four hypotheses. The practical implication is that companies need to pay balanced attention to the implementation of knowledge management programs and the cultivation of organizational trust in order to create an environment conducive to the growth of employee innovative behavior.

Downloads

Download data is not yet available.

References

Abrams, L. C., Cross, R., Lesser, E., & Levin, D. Z. (2003). Nurturing interpersonal trust in knowledge-sharing networks. Academy of Management Perspectives, 17(4), 64–77. https://doi.org/10.5465/ame.2003.11851845

Ahmed, P. K. (1998). Culture and climate for innovation. European Journal of Innovation Management, 1(1), 30–43. https://doi.org/10.1108/14601069810199131

Akhavan, P., Hosseini, S. M., Abbasi, M., & Manteghi, M. (2015). Knowledge-sharing determinants, behaviors, and innovative work behaviors. Aslib Journal of Information Management, 67(5), 562-591. https://doi.org/10.1108/AJIM-02-2015-0018

Alavi, M., & Leidner, D. E. (2001). Review: Knowledge Management and Knowledge Management Systems: Conceptual Foundations and Research Issues. MIS Quarterly, 25(1), 107–136. https://doi.org/10.2307/3250961

Ar, M. A. S., Ulgen, B., Mirdamadi, S. A., & Ar, M. S. (2021). The impacts of technological innovations: The mediating role of knowledge sharing on innovation capability and firm performance. Technology in Society, 64, 101487. https://doi.org/10.1016/j.techsoc.2020.101487

Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267–285. https://doi.org/10.1002/job.138

Camelo-Ordaz, C., García-Cruz, J., Sousa-Ginel, E., & Valle-Cabrera, R. (2011). The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment. The International Journal of Human Resource Management, 22(07), 1442–1463. https://doi.org/10.1080/09585192.2011.561960

Carmeli, A., & Spreitzer, G. M. (2009). Trust, Connectivity, and Thriving: Implications for Innovative Behaviors at Work. The Journal of Creative Behavior, 43(3), 169–191. https://doi.org/10.1002/j.2162-6057.2009.tb01313.x

Chen, C.-J., & Huang, J.-W. (2009). Strategic human resource practices and innovation performance - The mediating role of knowledge management capacity. Journal of Business Research, 62(1), 104–114. https://doi.org/10.1016/j.jbusres.2007.11.016

Du Plessis, M. (2007). The role of knowledge management in innovation. Journal of Knowledge Management, 11(4), 20–29. https://doi.org/10.1108/13673270710762684

Ellonen, R., Blomqvist, K., & Puumalainen, K. (2008). The role of trust in organisational innovativeness. European Journal of Innovation Management, 11(2), 160–181. https://doi.org/10.1108/14601060810869848

García-Morales, V. J., Llorens-Montes, F. J., & Verdú-Jover, A. J. (2006). Antecedents and consequences of organizational innovation and organizational learning in entrepreneurship. Industrial Management & Data Systems, 106(1), 21–42. https://doi.org/10.1108/02635570610642940

Gloet, M., & Terziovski, M. (2004). Exploring the relationship between knowledge management practices and innovation performance. Journal of Manufacturing Technology Management, 15(5), 402–409. https://doi.org/10.1108/17410380410540390

Hamid, S. A., Sabri, S. N. F. M., Roslan, N. A. H., Abdullah, M. S., & Mohsin, S. N. M. (2020). Enhancing innovative work behavior through knowledge sharing behavior among academic staff. Management Science Letters, 10(1), 183–190. https://doi.org/10.5267/j.msl.2019.8.016

Hammond, M. M., Neff, N. L., Farr, J. L., Schwall, A. R., & Zhao, X. (2011). Predictors of individual-level innovation at work: A meta-analysis. Psychology of Aesthetics, Creativity, and the Arts, 5(1), 90–105. https://doi.org/10.1037/a0018556

Holste, J. S., & Fields, D. (2010). Trust and tacit knowledge sharing and use. Journal of Knowledge Management, 14(1), 128–140. https://doi.org/10.1108/13673271011015615

Hülsheger, U. R., Anderson, N., & Salgado, J. F. (2009). Team-level predictors of innovation at work: A comprehensive meta-analysis spanning three decades of research. Journal of Applied Psychology, 94(5), 1128–1145. https://doi.org/10.1037/a0015978

Ipe, M. (2003). Knowledge Sharing in Organizations: A Conceptual Framework. Human Resource Development Review, 2(4), 337–359. https://doi.org/10.1177/1534484303257985

Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/096317900167038

Jones, G. R., & George, J. M. (1998). The experience and evolution of trust: Implications for cooperation and teamwork. Academy of Management Review, 23(3), 531–546. https://doi.org/10.5465/amr.1998.926625

Kanter, R. M. (1988). When a Thousand Flowers Bloom: Structural, Collective, and Social Conditions for Innovation in Organization. In B. M. Staw & L. L. Cummings (Eds.),

Khan, A. M. (2015). Effect of Human Resource Management Practices on Organizational Innovation with Moderating Role of Islamic Principles. Journal of Islamic Business and Management, 5(1), 55-76. http://dx.doi.org/10.12816/0026714

Lee, H., & Choi, B. (2003). Knowledge Management Enablers, Processes, and Organizational Performance: An Integrative View and Empirical Examination. Journal of Management Information Systems, 20(1), 179–228. https://doi.org/10.1080/07421222.2003.11045756

Pieterse, A. N., van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of Organizational Behavior, 31(4), 609–623. https://doi.org/10.1002/job.650

Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41(4), 574. https://doi.org/10.2307/2393868

Scott, S. G., & Bruce, R. A. (1994). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy of Management Journal, 37(3), 580–607. https://doi.org/10.5465/256701

Tan, H. H., & Lim, A. K. H. (2009). Trust in Coworkers and Trust in Organizations. The Journal of Psychology, 143(1), 45–66. https://doi.org/10.3200/jrlp.143.1.45-66

Wang, C. L., & Wang, N. (2012). Knowledge management capability and organizational performance: the mediating roles of dynamic capability. Information and Knowledge Management, 2(8), 1–8.