This study examined the factors that determine a workers willingness
to share private knowledge gained on the job. The recent vogue in
knowledge management studies typically assumes that workers
naturally are willing to share what they have learned, but economic theory suggests that there should be powerful disincentives to share. We
explored justice practices, individual personality, the psychological
contract, organizational commitment and their relationships to worker
ownership. Results indicated that procedural and distributive justice
had opposite effects on knowledge ownership, while psychological
contract breach and continuance commitment had positive, direct
effects on knowledge ownership
