In this quantitative case study, the correlation between knowledge sharing (independent variable) and job satisfaction and self-efficacy (dependent variables) was examined, controlling for knowledge sharing of independent and corporate trainers (participants). Participants included 44 independent professional trainers and corporate trainers at one California American Society Training and Development Chapter. Data collection was obtained by using the Likert Scale integrated Power Information Sharing, Performance-Based Rewards and Training Scales survey from Vandenberg, Richardson, and Eastman (1999) and Riordan, Vandenberg and Richardson (2005). In a one-tailed test, results of the data showed a significant, positive correlation between knowledge sharing and job satisfaction of trainers, r = .775, N = 44, p < .001. As knowledge sharing increased, there was a corresponding increase in job satisfaction. There was also a significant, positive correlation between knowledge sharing and trainers' self-efficacy, r = .787, N = 44, p < .001, one-tailed. As knowledge sharing increased, there was a corresponding increase in self-efficacy. When trainers share their knowledge, whether they are reinforced for it (extrinsic), they have strong positive self-efficacy and job satisfaction. Consequently, the more knowledge the trainers share, the stronger their job satisfaction and self-efficacy. The results from the study suggest additional research on knowledge sharing should be conducted to include independent trainers' job satisfaction and self-efficacy.
|Adviser||Janice M. Spangenburg|
|Subjects||Management; Occupational psychology; Organizational behavior|
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