shared only within a certain department, but all departments in the organization can also connect and access so that employees can enrich and supplement each other's knowledge.
Second , leadership is a factor that strongly affects knowledge sharing with β = 0.221, but in reality, employees rate this factor at an average level of Mean = 2.75. Therefore, managers need to make efforts, constantly learn, improve their capacity and professional knowledge, be decisive, know how to arouse and inspire, and constantly motivate knowledge sharing among employees.
In addition, managers need to have a long-term vision to suggest vision development to enhance employee engagement and development.
At the same time, managers also need to show their concern for employees. Managers' concern for employees is more important than compliments in meetings or quarterly and annual performance reviews, and it has a great motivational value that affects knowledge sharing and job satisfaction of employees in the organization.
Maybe you are interested!
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The Research Results of the Thesis Are Consistent with the Stated Scientific Hypothesis, and the Tasks of the Topic Have Been Solved. -
Review of Research Status Related to the Topic -
Limitations and Future Research Directions -
In terms of space, the research topic is the relationship between two subjects in the Asia-Pacific region, the United States and Vietnam, on the economic level. -
Limitations and Future Research Directions
In addition, managers need to ensure fair treatment of all employees, and fairness is achieved based on specific standards that are applied consistently.
Third , communication between members of the organization is the next strongest factor affecting knowledge sharing with β = 0.202. However, employees only rate this factor at an average level of Mean = 3.71. Therefore, managers need to improve communication and communication between leaders and employees, and between employees and employees. Successful relationships always require two-way communication and employees with good communication skills contribute to ensuring smooth knowledge sharing.
Accordingly, managers must set up and arrange work positions and divide work groups reasonably, ensuring connections between people with many years of work experience and young people new to the profession, creating opportunities for communication between members of the organization.
On the other hand, managers need to create conditions for employees to participate in internal and external training courses to help improve their professional knowledge and communication skills.
Fourth is the reward system , this factor has an important level of β = 0.151. In fact, employees rate this factor at an average level of Mean = 3.56. Therefore, to encourage knowledge sharing, managers must ensure that the reward system is fair, consistent, and transparent. Managers need to thoroughly explain to employees the standards of the bonus system, which will further motivate them to share knowledge more enthusiastically and be more satisfied with their work.
And managers need to focus on a good combination of material rewards and spiritual rewards. In the long term, there needs to be an effective talent compensation policy, creating promotion opportunities for those with real capacity to promote the value of available intellectual resources as well as attract good labor from outside.
In addition, all commercial banks need to have a good welfare program, which shows the organization's concern for employees to ensure the working spirit and health of employees in the organization.
Fifth , trust , this is very necessary in the organization but employees rate it only at a medium level Mean = 3.68 and an important level β =
0.083. Therefore, managers need to establish a positive working environment with fairness and transparency in all organizational activities, divide responsibilities and establish clear working processes.
On the other hand, managers of commercial banks in Can Tho province need to thoroughly understand the activities of each department and individual and at the same time issue rules and regulations to protect them when they share knowledge. Only then will employees be confident, bold, and willing to share knowledge to achieve the common goals of the organization.
And the administrator must have a suitable, flexible, non-rigid, non-imposing management style. During the working process, administrators should base on the actual ability, strengths, and weaknesses of each employee to assign them appropriate work in order to
Effectively exploit the knowledge of each member in the organization. Only then will employees place their trust in the manager.
At the same time, arrange and recruit employees according to the set standards. The HR department of commercial banks in Can Tho province needs to focus on selecting suitable personnel for the positions that are lacking people, describe in detail the work, rights and obligations of that position... avoid the situation of personal gain in the process of contacting candidates, losing the trust of employees and affecting knowledge sharing in the organization.
Finally , knowledge sharing, in fact, employees rate this factor at an average level of Mean = 3.75. Therefore, managers should consult widely with employees before making decisions. This makes employees see the fairness within the organization, will create a positive mentality, and build good relationships between members of the organization.
In addition, deploy the Brain-storming philosophy in management. Managers should encourage employees to confidently propose new ideas, initiatives, and improvements in developing products, services, or processes, ways, and methods of working. From there, help employees maximize their capacity and knowledge, leading to increased employee job satisfaction.
At the same time, managers need to organize a culture of learning, mutual support and assistance. A harmonious, cooperative working atmosphere, ready to share knowledge and experience with each other will create a unique culture for the organization. Thereby, it will gradually eliminate the idea of hiding knowledge of employees in the organization.
In addition, managers must always pay attention to supporting and encouraging employees to complete their work well, enhancing teamwork spirit towards the common goals of the organization.
5.3 Limitations of the topic and future research directions
Despite the author's efforts, this study still has many limitations:
Firstly, the study selected samples using the convenience sampling method, non-probability, and was only conducted with enterprises that are commercial banks in Can Tho province. Therefore, the next research direction should choose a large sample.
and conduct surveys in many different provinces and cities, as well as research other sectors and industries of the economy.
Second, in reality, in addition to organizational culture, there may be other factors that affect knowledge sharing such as: training and development, risk acceptance, results orientation, development orientation, competitiveness, etc. Therefore, the next research direction can add these variables to the study to establish the model.
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