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Knowledge sharing is a process whereby information, skill or expertise is reciprocally exchanged among people, friends, and members of family, community or organization .Many organizations are encouraging knowledge sharing behavior among their employee in order to meet the organization’s goals and objectives. Knowledge sharing refers to the provision of task information and knows how to help others and to collaborate with others to solve problems, knowledge sharing plays an important role on increasing organizational trust (Asemahagn and Samadi, 2015).
Organizational trust is a backbone of intention to share knowledge in organization. Organizational trust is a multidimensional construct relating several factors, both personal and behavioral. At the personal level, trust is a trait that comes with the employee from the moment he steps the organization, and trust as behavior that expresses the individual’s willingness to be open to others and shares his own personal experiences with them (Wong, 2014).
This study aimed at identifying the relationship between organizational trust and knowledge sharing among staff nurses through: assessing organizational trust among staff nurses, assessing knowledge sharing among staff nurses and finding out the relationship between organizational trust and knowledge sharing among staff nurses.
This study conducted at Kobri Elkobba Military Hospitals, Egypt.
Subject of study consisted of 100 staff nurses out of 250 staff nurses. selected randomly according to the following criteria. Nurses’ have at least one year of experience.
Tow tools were used for data collection namely, organizational trust questionnaire and knowledge sharing questionnaire.
First tool: Organizational trust questionnaire.
It consisted of two part:
- The first part: Demographic characteristics of staff nurses as: age, gender, marital status, educational qualification, years of experience and attending training course.
- The second part: aimed to assess organizational trust among staff nurses. It was adapted from (Omarov, 2009), and modified by the researcher. It comprised of (22) items. These items were grouped under three dimensions as follows, trust in supervisor (10) items, trust in colleagues (5) items and trust in organization (7) items.
Second tool: Knowledge sharing questionnaire: aimed to assess knowledge sharing among staff nurses. It was adapted from (Wang, 2014) & (Holste, 2013), and modified by the researcher. It comprised of (20) items. These items were grouped under two dimensions as follows:
• Individual knowledge sharing (13) items
• Organizational knowledge sharing (7) items
The result of this study revealed that:
More than three quarters of staff nurses (78%) have high perception level regarding total organizational trust
Less than three quarters of staff nurses (70%) have high perception level regarding total knowledge sharing.
There was statistically significant relation between organizational trust & staff nurses’ demographic characteristics regarding age, education, years of experiences and training courses.
There was statistically significant relation between knowledge sharing & staff nurses’ demographic characteristics regarding education, years of experiences and training courses.
There was a highly statistically significant positive correlation between total organizational trust and total knowledge sharing among staff nurses.
The study concluded that:
There was a highly statistically significant positive correlation between total organizational trust and total knowledge sharing among staff nurses
The main recommendations can be summarized as follows:
• Conducting educational program to educate staff nurse about the important of knowledge sharing process .
• Administrators of hospitals should encourage positive intentions towards knowledge sharing.
• More frequent meetings between staff nurses and their supervisor for better relationships.
• Further research studies are needed for the impact of the relationship between organizational culture and knowledge sharing among staff nurses. Relationship between organizational trust and organizational commitment among nursing manager.