Table 1 Questionnaire items and data sources.
Dimension | Questionnaire item | Source |
|---|---|---|
(1) Organizational culture (Cronbach’s α = 0.949) | ||
Artifacts | 1. My colleagues and I get along really well. (0.838) | |
2. I perceive that the company’s environment is filled with vigor. (0.833) | ||
3. I perceive that the supervisor handles matters in a considerably conscientious manner. (0.836) | ||
Espoused values | 1. My colleagues and I share the same values and form consistent views easily. (0.860) | |
2. I am capable of implementing my tasks on my own. (0.863) | ||
3. I have a great service attitude that conforms to the company’s image as a whole. (0.830) | ||
Basic assumption | 1. I perceive that the company treats its employees impartially. (0.829) | |
2. I perceive that the company emphasizes interactions between humans. (0.875) | ||
3. To me, the company’s standards and regulations are robust and comprehensive. (0.934) | ||
(2) Structural capital (Cronbach’s α = 0.962) | ||
Organizational Capital | 1. My supervisor is willing to endow some authority to their subordinates so that they feel committed to contributing their knowledge and have adequate influence. (0.858) | |
2. My company is willing to provide adequate time, funds, and other resources to encourage employees to import new knowledge. (0.901) | ||
3. My company encourages and assists its employees to engage in learning through non-formal methods. (0.883) | ||
Innovation Capital | 1. I perceive that our higher-level supervisors are capable of leading to company to achieve new visions. (0.920) | |
2. I perceive that our supervisor is capable of using diverse methods to help employees develop new skills. (0.912) | ||
3. I feel that I actively improve my own skills to meet job requirements. (0.884) | ||
Process Capital | 1. Our company has a comprehensive human resource training program for its employees. (0.871) | |
2. Our company provides fast and high-quality services to meet customer demands. (0.882) | ||
(3) Human resource management practices (Cronbach’s α = 0.953) | ||
Human resource planning | 1. Employees in our organization have clear career paths. (0.882) | |
2. Employees who wish to get promoted in our company have more than one potential position awaiting them. (0.879) | ||
Training and development | 1. Our company provides training, assessment, and analysis for its employees. (0.895) | |
2. Our supervisors assist employees to apply their training contents into work tasks. (0.894) | ||
3. Our company would survey whether all employees had attained the training objectives through post-training outcomes assessments. (0.887) | ||
Remuneration and benefits | 1. Remuneration at our company is strongly impartial and is based on each employee’s contribution to the company. (0.868) | |
2. Remuneration adjustments at our company are based on job efficiency, remuneration, and benefits. (0.867) | ||
3. Our company discusses its remuneration scheme with its employees. (0.783) | ||
(4) Relational capital (Cronbach’s α = 0.968) | ||
Mutual trust | 1. I feel that mutual trust can be perceived among colleagues. (0.912) | Sarkar et al. (2001) |
2. I feel that my colleagues treat one another with honesty. (0.891) | ||
3. I feel that my colleagues treat one another with impartiality. (0.896) | ||
Commitment | 1. I am willing to share knowledge with my colleagues. (0.906) | |
2. I am willing to contribute the necessary resources with my colleagues. (0.935) | ||
Information exchange | 1. I often communicate with my colleagues. (0.906) | |
2. I often engage in formal or non-formal information exchanges with my colleagues. (0.909) | ||
3. It is easy for me to gain cooperation with my colleagues. (0.891) | ||
(5) Knowledge sharing (Cronbach’s α = 0.960) | ||
Knowledge sharer | 1. I am willing to provide my recorded work experiences as a reference for my colleagues. (0.866) | Spencer (2003); Hendrinks (1999); Bock and Kim (2002); Bock et al. (2005); Betz (1987); Subramanian and Nilakanta (1996); Becerra-Fernandez and Sabherwal (2001); Nonaka and Takeuchi (1995) |
2. I am willing to provide my experiences and opinions during meetings or discussions. (0.908) | ||
3. I gladly encourage other colleagues to acquire new knowledge or skills. (0.921) | ||
Knowledge recipient | 1. I am willing to trust the knowledge acquired from colleagues. (0.920) | |
2. I would apply and convert the knowledge acquired from colleagues into my own knowledge. (0.917) | ||
3. I would actively consult a colleague who is adept in certain skill. (0.885) | ||
Knowledge sharing intentions | 1. I would actively share my own knowledge with the hope of acquiring recognition from supervisors and praise from colleagues. (0.860) | |
2. I perceive that rewards can be earned more easily through sharing knowledge with other colleagues as opposed to performing other tasks. (0.829) | ||
(6) Innovation performance (Cronbach’s α = 0.956) | ||
Stimulating innovation | 1. I would propose different solutions to resolve problems at work. (0.904) | |
2. I would actively propose new ideas so increase the likelihood of these ideas being adopted. (0.949) | ||
3. I actively assess the feasibility, advantages, or drawbacks of new ideas. (0.942) | ||
Service innovation | 1. I feel that I am able to use service innovation to construct an efficient and comprehensive service procedure that provides more competitive services. (0.942) | |
2. I feel that I can seek new service skills and methods in my job. (0.877) | ||
