Organizational Attributes and Knowledge Sharing Behavior: An Application of Social Exchange Theory

ABSTRACT The objective of this empirical research is to identify the relationships between three organizational attributes: perceived leadership influence (PLI), perceived organizational support (POS), and innovative work culture (IWC)—and knowledge sharing behavior (KSB) among non‐management employees working in Bangladeshi service sector organizations, with perceived organizational commitment (POC) and perceived organizational reputation (POR) acting as mediators, based on social exchange theory. The study employed a quantitative research approach using a cross‐sectional survey design based on the perceptions of 384 non‐management employees. IBM SPSS 29 was used for descriptive statistics, while partial least squares structural equation modeling (PLS‐SEM), using SmartPLS 4.1.0.3, was employed to assess the measurement and structural models. First, significant positive relationships between all three independent constructs (POS, PLI, and IWC)—and the dependent construct (KSB) were identified. Second, significant positive relationships between all three independent constructs and the two mediators (POC and POR) were found. Third, the two mediators were found to have significant positive relationships with the dependent construct, KSB. Regarding the mediating effects, both mediators were found to partially mediate all three direct relationships. This empirical study is among the first to use constructs such as perceived leadership influence and innovative work culture, which have been rarely studied in academia. Furthermore, it is among the first attempts conducted within an emerging country context, based on responses from non‐management employees in different service‐based organizations. This research may advance the existing literature and provide practical guidelines to the top management of service sector organizations for encouraging knowledge sharing behavior among employees.