 Pay for individual performance and knowledge sharing: A new explanation based on the nonlinear effectShaorong Jin, Jialiang Pei, Pengxiang Nian, Wenzhu Lu and Sibin Wu Journal of Business Research, 2025, vol. 189, issue C Abstract: The innovation process is inseparable from knowledge sharing. How to stimulate employee knowledge sharing has always been researched by scholars. This study develops a nonlinear research model based on self-determination theory to explore how and when pay for individual performance (PFIP), as a form of extrinsic reward, stimulates employee knowledge sharing. The multiphase and multisource data was collected from 385 employees at 8 Chinese firms to test the hypotheses. The results show that PFIP has an inverted U-shaped effect on employee intrinsic motivation, which in turn influences knowledge sharing. In addition, the indirect curvilinear effect is moderated by core self-evaluation and empowering leadership. The findings are vital for scholars and managers to design and adopt an effective compensation system to encourage knowledge sharing and, consequently, improve knowledge management practices. Keywords: Pay for individual performance; Intrinsic motivation; Knowledge sharing; Self-determination theory (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:eee:jbrese:v:189:y:2025:i:c:s0148296324006659 DOI: 10.1016/j.jbusres.2024.115161 Access Statistics for this article Journal of Business Research is currently edited by A. G. Woodside More articles in Journal of Business Research from Elsevier |
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