HRM practices and faculty’s knowledge sharing behavior: mediation of affective commitment and affect-based trust
基于巴基斯坦七所公立高校198份问卷数据，研究发现人力资源管理实践通过情感承诺和基于情感的信任完全中介影响教师的知识共享行为，对高校政策制定者和管理者有参考价值。
This study intends to empirically examine the mediating effects of affective commitment and affect-based trust on the relationship between human resource management (HRM) practices and faculty’s knowledge sharing behavior. On the basis of 198 survey responses from seven public higher educational institutions of Lahore, our structural equation modeling results indicate that HRM practices play a critical role in stimulating faculty’s knowledge sharing behavior. Moreover, the results of intervening variables such as affective commitment and affect-based trust also confirmed full mediation among HRM practices and faculty’s knowledge sharing behavior. The practical implications for Universities HR policy makers and Head of Departments and at the end, limitations and direction for future research are also discussed. However, this study makes significant contribution in the existing literature by empirically testing how HRM practices influence faculty’s knowledge sharing behavior via affective commitment and affect-based trust in Public higher education institutions of Pakistan.