Influence of Human Resource Practices on Employee Behaviour in Federal Tertiary Institutions in Nigeria — Multivariate Approach

Knowledge sharing has become a panacea for organizations to gain and to sustain a competitive advantage in this fast-growing technological era in education sector. Learning institutions are faced with how to manage their employees; motivating people to share knowledge, identifying the key people to share their knowledge, organizing existing knowledge and making knowledge easily accessible. Evidence from literatures review has shown that negligence and inadequate implementation of human resource management variables are responsible for poor employee knowledge sharing behaviour in federal universities. This study was carried out, using Multiple Regression Analysis, to examine the effect of human resource management variables and employee knowledge sharing behaviour in University of Uyo in Akwa Ibom and University of Calabar in Cross River States, Nigeria and to identify gaps relating to compensation practices, performance appraisal, and supervision and employee knowledge sharing behaviour. Survey research design was used in the study. A sample size of 364 was selected for the study using Taro Yamane formula while Bowler’s Proportionate Allocation Formula was used to determine each sample size of 139 and 225 for UNIUYO and UNICAL respectively. The data collected were analysed using SPSS version 28. Results from the test of hypotheses showed that compensation practices had a significant positive effect on employee knowledge sharing behaviour in UNIUYO and UNICAL in Nigeria. Also, it was found that supervision had a significant positive effect on employee knowledge sharing behaviour UNIUYO and UNICAL in Nigeria. Whereas performance appraisal has a positive coefficient but no significant positive effect on employee knowledge sharing behaviour. Based on the results, it was recommended that management of the universities should provide adequate compensation in order to complement workers efforts, boost performance and inspire positive knowledge sharing behaviour. It also suggested that management should ensure suitable and appropriate staff supervision to enhance and strengthen the knowledge capacity of the employees.