Human Resource Management Practices and Employee Knowledge Sharing Behaviour in Federal Universities, Nigeria.

Abstract

In this era of global advancement and competition in the education sector, knowledge sharing has become a panacea for organisations to gain and to sustain competitive advantage. Learning institutions are faced with how to manage their employees; motivating people to share knowledge and making knowledge easily accessible. Evidence from literature review showed that inadequate implementation of human resource management practices are responsible for poor employee knowledge sharing behaviour in federal universities. This study was conducted using Multiple Regression Analysis, to examine effect of human resource management practices which is the independent variable decomposed as (job design and employee training) and employee knowledge sharing behaviour the dependent variable measured as (employee knowledge sharing commitment and employee knowledge sharing willingness) in University of Uyo, Akwa Ibom State and University of Calabar, Cross River State, Nigeria. Survey research design was employed while sample size of 364 was selected using Taro Yamane formula. Bowler’s Proportionate Allocation Formula was used to determine each sample size of 139 and 225 for UNIUYO and UNICAL respectively. Data collected were analysed using SPSS version 28. Results from tested hypotheses showed that job design and training had a significant positive effect on employee knowledge sharing behaviour in UNIUYO and UNICAL. Based on the results, it was recommended that management of the institutions should ensure adequate job design to effectively highlight individual duties and responsibilities to encourage employee knowledge sharing behaviour. It also suggested that management should ensure regular training of staff to strengthen the knowledge capacity of the employees.