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This study aims to investigate the relationships between high-performance work systems (HPWS) on knowledge-sharing behavior (KSB) among Indonesian employees through the mediating role of feeling trusted (FT) and moderating role of generational differences (GD).

Sample were collected from 278 employees working in the Indonesian financial companies. This research used structural equation modeling to investigate the associations of HPWS and KSB. Furthermore, Sobel Test was applicated to test the mediation effect of FT. Finally, Hayes PROCESS was used to test the moderation impact of GD.

The empirical results revealed that HPWS positively impact FT and KSB. Hereafter, FT also positively impacts KSB and then succeeds to mediate the relationships between HPWS and KSB. Finally, GD were failed to moderate the relationships between HPWS and KSB.

To the best of the authors’ knowledge, this study is one of the few studies that illustrate the roles of GD between the relationships between HPWS and KSB.

This study aims to examine the role of knowledge-sharing behaviors within the relationships between high-performance work systems (HPWS) and feeling trusted in work engagement.

The sample consisted from 107 employees working in financial services companies in Jakarta, Indonesia, who underwent an acquisition process. In this study, structural equation modeling (SEM) was used to examine the associations between HPWS and feelings of confidence in job commitment. In addition, the Sobel test was used to test the mediation effect of knowledge-sharing behavior.

This study found that HPWS have a positive relationship with work engagement and knowledge-sharing behaviors. Accordingly, the feeling trusted by supervisors has a positive, non-significant impact on knowledge-sharing behavior. Conversely, the feeling trusted by supervisors has a negative, non-significant impact on work engagement. Finally, this study also found that knowledge sharing does not lead to HPWS and feeling trusted does not improve work engagement.

Although this study was conducted in a multicultural country, the analysis of cultural aspects is insufficient analysis. Therefore, future research should consider the cultural aspects to further this form of research.

Organizations should note that human resource management practices through HPWS play an important role in improving positive employee outcomes. In addition, companies through managers should manage their relationships with subordinates to optimize work engagement.

Financial services companies not only conduct a financial business, but also an information business. This paper is one of the quantitative studies that examines the work engagement of employees from financial companies that have gone through an acquisition process.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

For organizations to remain competitive, knowledge-sharing among employees is vital. Use of high-performance work systems can help to increase such behaviors that become likelier still when employees feel they are trusted by management and the firm.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.