The Influence Of Knowledge Sharing On Employee Performance With Self-Reward As A Moderating Variable

Maya Kasmita; Sri Meike Jusup; Try Citra Puspitasari Lubis; Rahmat Aji Nuryakin; Dany Febrianto

doi:10.62976/ierj.v4i3.2076

Authors

Maya Kasmita Universitas Negeri Makassar
Sri Meike Jusup Universitas Ichsan Gorontalo
Try Citra Puspitasari Lubis Universitas Ichsan Gorontalo
Rahmat Aji Nuryakin STEBI Bina Essa Bandung Barat
Dany Febrianto Institut Teknologi dan Bisnis Ahmad Dahlan

DOI:

https://doi.org/10.62976/ierj.v4i3.2076

Keywords:

Knowledge Sharing, Employee Performance, Self-Reward, Moderating Variable, Human Resource Management

Abstract

This study aims to investigate the influence of knowledge sharing on employee performance with self-reward as a moderating variable within modern organizational settings. Amidst a competitive and knowledge-based economic dynamic, an organization's capability to distribute and leverage internal intellectual assets serves as a primary determinant of competitive advantage. This research employs a quantitative approach with an explanatory design through structured questionnaires distributed to a sample of professional employees. Data analysis utilizes Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine direct relationships as well as the interaction effect of the moderating variable. Empirical findings indicate that knowledge sharing exerts a positive and significant influence on the enhancement of employee performance. Furthermore, the moderation analysis confirms that self-reward significantly strengthens the positive relationship between knowledge sharing and employee performance, indicating that self-appreciation acts as a psychological catalyst to sustain intrinsic employee motivation. The managerial implications of this study emphasize the importance for organizations to facilitate a knowledge-sharing culture while designing psychological support systems that encourage the reinforcement of self-reward to optimize workforce productivity.

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