5 Conclusion and Recommendation

5.1 Introduction

Based on the two-factor theory and the componential model of employee creativity, this study discussed how the employee’s motivation for knowledge sharing affects employee creativity. We proposed and verified the extent of the role of each dimension of the employee’s motivation for knowledge sharing on employee creativity using quantitative methods. The results of current literature and questionnaire data analysis are combined in this chapter to elaborate on the study results and consequences. Recommendations will be offered, as well as future study directions.

5.2 Conclusion

5.2.1 Demographic Variables

• According to the questionnaire data analysis, it can be concluded that:

• The gender ratio of the Industrial Park of Jiujiang National Economic and Technology Development Zone is about 50/50.

• Regarding age distribution, the 26-35 age group is the largest .in the Industrial Park of Jiujiang National Economic and Technology Development Zone.

• Regarding educational background, those with a bachelor’s degree have the most people in the Industrial Park of Jiujiang National Economic and Technology Development Zone.

• In terms of work experience, those with 7-9 years group is the most in the Industrial Park of Jiujiang National Economic and Technology Development Zone.

• General staff accounts for the most regarding position level in the Industrial Park of Jiujiang National Economic and Technology Development Zone.

• In terms of age, educational background, and working experience, the results demonstrate no significant difference in the employee’s motivation for knowledge sharing and employee creativity in the Industrial Park of Jiujiang National Economic and Technology Development Zone.

5.2.2 The Employee’s Motivation for Knowledge Sharing

The results show that:

• Total employee motivation for knowledge sharing of the Industrial park of Jiujiang National Economic and Technology Development Zone is at an agreed level.

• The perception of achievement of the Industrial park of Jiujiang National Economic and Technology Development Zone is at an agreed level.

• The collective emotions and responsibilities of the Industrial park of Jiujiang National Economic and Technology Development Zone are at an agreed level.

• The construction of social relations of the Industrial park of Jiujiang National Economic and Technology Development Zone is at an agreed level.

• Personal interest in the Industrial park of Jiujiang National Economic and Technology Development Zone is at an agreed level.

• Rule Obedience in the Industrial park of Jiujiang National Economic and Technology Development Zone is at an agreed level.

5.2.3 Employee Creativity

Firstly, there is a significant positive correlation between the employee’s motivation for knowledge sharing and employee creativity in the Industrial park of Jiujiang National Economic and Technology Development Zone.

To investigate the correlation between these two variables, we conducted a correlation analysis and tested the significance level of the correlation coefficient.

The results show that: There is a significant positive correlation between the perception of achievement and employee creativity, between the collective emotions and responsibilities and employee creativity, between the construction of social relations and employee creativity, between personal interest and employee creativity, between rule obedience and employee creativity in the Industrial park of Jiujiang National Economic and Technology Development Zone.

Furthermore, there is a significant linear relationship between the employee’s motivation for knowledge sharing and employee creativity in the Industrial park of Jiujiang National Economic and Technology Development Zone. It indicates that the more knowledge-sharing motivation the employee has, the more creative.

Correlation is a necessary condition for a linear relationship. We conducted a linear regression analysis based on the correlation between these two variables to investigate the causal relationship. Meanwhile, the significance level of the linear model was tested.

The results show that: There is a significant linear relationship between the collective emotions and responsibilities and employee creativity, as well as between the construction of social relations and employee creativity, personal interest and employee creativity, and rule obedience and employee creativity in the Industrial park of Jiujiang National Economic and Technology Development Zone.

5.3 Discussion

The results of this study show the same level as related literature on the employee’s motivation for knowledge sharing and employee creativity. Meanwhile, this study’s results show a positive correlation between these two variables, the same with related literature.

5.3.1 The employee’s motivation for knowledge sharing

The perceived level of the employee’s motivation for knowledge sharing in this study is at an agreed level. The result is the same as that of most related literature, such as Zhao Shusong¹⁶² studied the influence of the employee’s motivation for knowledge sharing and performance appraisal on individual knowledge-sharing behavior. All of the subjects worked in high-tech companies. The result showed an agreed level of the employee’s motivation for knowledge sharing. Wang Chenchen¹⁶³ studied the relationship between the employee’s motivation for knowledge sharing and service innovation performance of high-end hotels in different provinces of China. The study statistics indicated that the employee’s motivation for knowledge sharing was at an agreed level. Liu Shujing¹⁶⁴ studied the relationship between reciprocal preference, employee engagement, and the employee’s motivation for knowledge sharing in different types of enterprises. The result showed an agreed level of the employee’s motivation for knowledge sharing. Yu Xiaohua¹⁶⁵ studied the influence mechanism between the employee’s motivation for knowledge sharing and the individual creativity of new-generation knowledge employees. All subjects were post-80s from manufacturing, finance, insurance, real estate, electronic technology, etc. The result showed that the employee’s motivation for knowledge-sharing was at an agreed level.

5.3.2 Employee creativity

In this study, the perceived level of employee creativity is at an agreed level. It is the same as related literature, such as Li Jin¹⁶⁶ studied the impact of HRM practices on employee creativity. The results showed that the level of employee creativity was at an agreed level. Lv Jie¹⁶⁷ studied the importance of individual employee creativity for team creativity. The result showed that employee creativity was at an agreed level. Chen Fei¹⁶⁸ studied the mechanisms influencing employee creativity in the workplace in the Chinese context. The results showed that subjects’ mean score of employee creativity is greater than 3, which means at the level of agreement.

5.3.3 Correlation

We conducted an empirical study to explore the relationship between the employee’s motivation for knowledge sharing and employee creativity. In this study, the result shows a very significant positive correlation and a significant linear relationship between these two variables.

A lot of other literature showed the same results between the employee’s motivation for knowledge sharing and employee creativity. For example, Sun Yingdi¹⁶⁹ studied the mechanism of intrinsic motivation’s effect on employee creativity. The results showed that the employee’s motivation for knowledge sharing significantly positively affects employee creativity. Yi Mou¹⁷⁰ studied the mechanism of a high-performance work system on creativity. The results showed that the employee’s motivation for knowledge sharing as a mediator has a positive effect on motivating high-performance work systems with employee creativity and team creativity involved in communications, technology, automobile manufacturing, finance, real estate and many other industries. Liu Xiong¹⁷¹ studied the mechanisms of the role of implicit knowledge-sharing motives on the relationship between Trust and employee creativity in organizations. The results also showed a significant positive correlation between the employee’s motivation for knowledge sharing and employee creativity. Zhang Jianying¹⁷² studied the mechanism of the employee’s motivation for knowledge sharing on employee creativity among technical and sales staff from various industries in various regions. The results showed that the employee’s motivation for knowledge sharing promotes creativity.

5.4 Recommendation

5.4.1 The employee’s motivation for knowledge sharing

This study verified that the construction of social relations is the most agreed among the five dimensions of the employee’s motivation for knowledge sharing. Therefore, organizations should pay close attention to employee relationship-building to enhance the employee’s motivation for knowledge sharing. It will provide a good foundation for employee relationship building by creating an excellent working atmosphere. There are many ways to create a good working atmosphere, such as improving corporate culture construction. The corporate culture has a leading role for the members; establishing a healthy corporate culture compatible with the organization’s goals will strengthen employee relationships, increase corporate cohesion, and develop synergy to meet organizational goals.

This study also verified that personal interest has the most significant impact on employee creativity among the five dimensions of the employee’s motivation for knowledge sharing. Therefore, organizations should focus on cultivating and enhancing employees’ interest in their jobs and assisting them in maintaining their enthusiasm, thus promoting their growth.

5.4.2 Employee creativity

Employees’ creative ideas should be greatly valued and respected by organizations. Because individual creativity is the cornerstone of team innovation, it is critical to the success of both team members and organizations. Employees should be given the freedom and support they need to contribute creatively.

Organizations can use motivational management to stimulate employees’ inner potential, such as job motivation. A rotation system can be implemented under the principle of matching people and jobs to increase the novelty of employees’. It will provide more challenges, positively inducing their internal drive, enhancing their motivation, and improving their satisfaction so that their motivation and creativity can be maintained.

5.4.3 Correlation

This study provides a theoretical basis for how organizations can improve the employee’s motivation for knowledge sharing and employee creativity and how the dimensions of the employee’s motivation for knowledge sharing are related to employee creativity. As an essential part of capital theory, psychological capital plays an important role in human behavior research. Therefore, organizations should focus on employees’ inner motivation and psychological capital construction. Psychological factors will stimulate employee creativity in practice, stimulate employee creative behavior, and promote the sustainable development of organizations.

This study verified that the employee’s motivation for knowledge sharing positively and significantly affects employee creativity. Therefore, organizations should pay attention to the critical role of the employee’s motivation for knowledge sharing on employee creativity. Organizations can actively encourage employees to share and exchange ideas through various training sessions, sharing sessions, and other group activities. It is conductive a knowledge-sharing environment and increases the effectiveness with which employees’ knowledge, information, technology, and other resources are used within the organization. It can provide employees with more opportunities for exposure and knowledge creativity, thus promoting employee creativity.

5.5 Further Study

This study provides a reference for the employee’s motivation for knowledge sharing and employee creativity for more industries or other similar organizations.

The further step of the study could be improved in the following ways: First, expand sampling regions and the number of enterprises to improve the sample’s representativeness. Increasing the sample size can increase the reliability and validity of the study results and reduce data bias that may result from an inadequate sample size. Second, explore other influences on employee creativity to further improve the model. This study effectively conducted a linear model of the employee motivation for knowledge sharing on employee creativity. In further studies, a team or organizational perspective can be added to this model to refine an integrated theoretical framework of the employee’s motivation for knowledge sharing on employee creativity.