HRM and knowledge-transfer: a micro analysis in a Middle Eastern emerging market
研究了阿联酋815名员工中人力资源管理对知识交换的影响，发现个人感知和外在动机有正向作用，但组织承诺感知仅通过内在动机和社交互动间接影响知识交换。
This is a study surrounding the interplay between Human Resource Management (HRM) and knowledge transfer within an emerging institutional petro-state. It seeks to link HRM and knowledge transfer through individual-level mechanisms in response to the recent calls for more research on micro-foundations. Our findings provide empirical evidence for HRM-related factors influencing knowledge exchange in a sample of 815 employees in the national context of the UAE. We found that individual-level perceptions and extrinsic motivation have a positive impact on knowledge exchange; however, we found evidence to suggest only an indirect effect of individual perceptions of organisational commitment to knowledge exchange, via individual intrinsic motivation and social interaction. Unlike some existing accounts from the Western world, individual perceptions of organisational commitment to knowledge sharing had no direct positive impact on knowledge exchange – an issue that may be ascribed to the distinct institutional setting of the UAE. This paper adds to the existing literature on HRM and knowledge exchange by bringing to bear new evidence from a Middle Eastern emerging market setting – an area thus far relatively neglected in the literature.