What makes employees apply knowledge? A hybrid analytical approach in predicting knowledge application behaviour

Purpose This study proposes and empirically tests a framework for predicting employee knowledge application (KA) behaviour. Specifically, it examines the influence of ability-motivation-opportunity (AMO)-enhancing human resource (HR) practices, information and communication technology (ICT) support, leader-member exchange quality and employee commitment as the predictors of knowledge application behaviour. Design/methodology/approach Empirical data are collected from 206 employees working in Brunei’s private sector organisations. Asymmetric Partial least squares-structural equation modelling (PLS-SEM) is first employed to test the research framework. Subsequently, an asymmetric fuzzy-set qualitative comparative analysis (fsQCA) was applied to identify the necessary conditions for knowledge application and explore causal recipes for sufficient configurations based on the factors for predicting KA. Findings The results of PLS-SEM only provide empirical support for the significant role of motivation-enhancing human resource management (HRM) practices and employee commitment as KA’s predictors. On the other hand, the results of fsQCA reveal that there were four causal combinations of factors that led to KA. Originality/value By developing an integrated framework for predicting employees’ KA behaviour, this study contributes to prior research on KA from the employee’s standpoint, which has been relatively underexplored in the KM literature. Additionally, this study complements extant research shedding light on the potential presence of multiple configurational paths that may lead to KA behaviour, thereby adding significant nuances to our current understanding of KA phenomenon.