Knowledge- Sharing (KS)
Knowledge was defined by (Davenport and Prusak 1998 ; Zheng 2005) as a mix of experience, values, information and expert insights which form a framework for evaluating and incorporating new knowledge.
In addition to (Call 2005 ; Abdul Aziz and Lee 2007; Weiling and Kwok 2007) who added that it is gained through experience or association and, it is often embedded not only in documents or but also in organizational routine, processes, practices and norms.
Explicit knowledge on one hand according to (Nonaka, 1994 ; Nonaka, Toyama, and Nagata 2000) is often referred to as ‘know-what’ rather than ‘know-how’, and it can be presented in words and numbers, as well as it has the ability to be shared in manuals, specifications and scientific data. Also (Smith, 2001) added that it can be in general saved in a codified form in databases in different types of media so it can be easily conveyed to the receiver without any misunderstanding, in addition to it can be reused for different purposes within the organization.
On the other hand, tacit knowledge is described by (Nonaka 1994) as it depends upon personal skills, expertise and develops through training and experience, and it is difficult to be transferred through communication with others.
Knowledge-sharing defined according to (Batrol & Srivastava, 2002; Hoof & Ridder, 2004; Lin, 2007; Kim & Lee, 2013) as a process in which individuals exchange knowledge containing their work experiences, expertise, know how, information, ideas, suggestions that jointly create new knowledge.
Furthermore, (Hoof & Rider, 2004; Usoro et al. 2007) added that this process includes two dimensions are; knowledge collecting and knowledge donating.
Moreover, another definition by (Alavi & Leidner 2001; Salisbury 2003; Usoro et al. 2007) described knowledge-sharing as a communication process between two or more participants based on sender –receiver relationship where knowledge is sent and received resulting in improving group performance.
Finally, the researchers describe knowledge-sharing as process where an exchange for tacit and explicit work related knowledge takes place including two sides are collecting and donating knowledge based on mutual trust to learn and build new capabilities for improving the organization's performance.