after the acquisition is knowledge storage, which is concerned with documenting,
categorizing, structuring, and storing knowledge to make it accessible (Kaufmann, 2014).
Knowledge sharing behavior (KSB) is defined as the activity of sharing individuals’
experience and professional knowledge with others within teams/organizations to help them
learn new ideas (Ortiz et al., 2017). Finally, k nowledge applic ation behavior add resses
the ways and behaviors in which individuals apply knowledge to expedite the goals of the
organization (Holsapple, 2013).
Individual behavior is typically determined by personality traits (Jadin et al., 2013).
Therefore, regarding the importance of individual-related factors (e.g. personality) as a
predictor of employees’knowledge behavior at work (Mount et al., 2006; Hsieh et al., 2011),
this study used the theory of planned behavior (TPB) to explain the relationship between
personality and individual behavior. This theory explains some background factors as
personality influences intentions and behaviors (e.g. individuals’KM behavior) at work
(Ajzen, 1991). One of the personality models that is widely used is the big five personality
(BFP) traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism)
(McCrae and Costa, 1987), which strongly predicts work behavior (Mount et al., 2006).
In addition, social exchange theory (SET) is widely used to demonstrate the relationship
between BFP and KSB as a social exchange behavior (Moghavvemi et al., 2017).
There have been few studies that have empirically examined the relationship between
individual differences like personality traits and individuals’KM behaviors in
organizational contexts (Wang and Noe, 2010; Connelly et al., 2014). Most of the studies
have only investigated the influence of some dimensions of BFP traits on some dimensions
of KM behaviors, such as knowledge sharing or knowledge acquisition behaviors (Kim and
Lee, 2010; Matzler et al., 2008, 2011; Cui, 2017).
In addition, there is a lack of consistency and consensus among the results of these
studies. Consequently, it seems that very few studies comprehensively examined the
relationship between all dimensions of BFP traits and four main KM behavior at
the individual level. Organizations should motivate their employees to involve KM practices
(Donate and de Pablo, 2015). The literature stresses that human factors are crucial for KM
success (Cabrera et al., 2006). Therefore, the purpose of this study is to highlight personality
traits as essential factors for boosting KM behaviors among individuals in organizations.
This study aims to identify which BFP traits are significant in determining individuals’KM
behaviors including knowledge acquisition, storage, sharing, and application.
KM refers to certain organizational approaches to achieve organizational goals through
theeffectiveuseofknowledge(Zhanget al., 2015). Most researchers have emphasized that
KM is a multidimensional construct (García-Sánchez et al., 2017). The four main processes
of KM at both individual and organizational levels that are commonly addressed
in the literature are acquisition or creation, storage/retrieval, sharing/transfer, and
usage/application (Alavi and Leidner, 2001; García-Sánchez et al., 2017). This research
uses the term of KM behavior as knowledge acquisition, sharing, storage, and application
activities at the i ndividual level .
Knowledge can be tacit or explicit. Tacit knowledge is personal and resides in the
individual’s mind. Therefore, this kind of knowledge is rarely formalized and transferred
because of its unstructured format. On the other hand, explicit knowledge can be readily
stored, codified,accessed, and verbalized in various formatssuch as the electronic databases
and written information (Kaufmann, 2014).
Knowledge acquisition behavior refers to seeking, gathering, and acquiring new
knowledge within or outside of the organization ( Jantunen, 2005; Kim and Lee, 2010).