The Effect of Knowledge Gathering and Sharing Behavior on the Relationship Between Job Autonomy and Innovative Behavior of Librarians of Ahvaz University Libraries

Abstract

Objective: Job characteristics, including job autonomy, can significantly impact various work-related and behavioral outcomes for an organization’s employees. These outcomes encompass creativity within the work environment, as well as knowledge-related behaviors such as knowledge gathering, knowledge sharing, and innovation. On one hand, job independence provides the conditions necessary for the emergence of knowledge-related behaviors. On the other hand, it can also serve as a catalyst for innovation and innovative behaviors through knowledge behaviors. The primary objective of this study is to explore the role of knowledge gathering and sharing behaviors in the relationship between job autonomy and innovative behavior of librarians of Ahvaz universities. Methodology: This study employed an applied research approach, using an analytical survey method. The statistical population of the research consisted of all librarians working in university libraries in Ahvaz in Iran. To determine the sample size, Morgan’s table was used. Given that the total number of librarians exceeded 120 individuals, a sample size of 92 respondents completed the questionnaires. The research data were analyzed using the Pearson correlation method and structural equation modeling (SEM) in SmartPLS and SPSS. Findings: The research results indicate that knowledge gathering behavior has an effect on the relationship between job autonomy and innovative behavior of librarians of the university libraries of Ahvaz (ᵦ = 0.39). In addition, knowledge sharing behavior has an effect on the relationship between job autonomy and innovative behavior of the university libraries in Ahvaz (ᵦ = 0.42). Conclusion: Giving special attention to human resources as the primary factor in knowledge gathering and sharing, job autonomy, and innovative behavior plays an important role in the development of the knowledge-sharing process and enhancing organizational empowerment in terms of discovering the hidden knowledge held by individuals. The study results highlight the significance of employee job independence across various dimensions: criteria, methods, and schedules. Such independence provides a valuable opportunity for employees to go beyond rigid procedures in their work, actively seeking to learn and share insights with their colleagues. Ultimately, this article aims to offer practical recommendations for achieving organizational goals within university libraries. According to the results, it is suggested that: Employees of university libraries and academic librarians should be encouraged to acquire knowledge and develop essential skills. This empowerment not only enriches their work but also opens up possibilities for innovative behaviors within their job responsibilities. Also, the independence of employees should be taken into consideration. Specifically, employees should be granted discretion and relative freedom when making decisions related to criteria, methods, and timing in performing their duties. This autonomy provides an opportunity for them to leverage their knowledge capacities and introduce new ideas and innovative behaviors within the context of the autonomy granted. By implementing these recommendations, organizations can foster a culture of continuous learning, creativity, and innovation among their library staff