I have done research on knowledge sharing practices using wikis in organizations. I think that there is no standard recipe really to enable employees' adaptability and commitment. If you make knowledge secure and restricted there will be a problem. If you make it open there will also be problems. But one reflection on your question maybe to look at communities of practice by Lave & Wenger. This is because I believe one way to deal with adaptation and commitment is to create conditions for common purpose and common interest among employees. I think that maybe one way to help be more committed and engaged by sharing their knowledge and expertise. Hope it helps.  

In our organization (the university), knowledge sharing is not abundant but rather rare. The hindering factors, behind the lack of knowledge sharing, are at least two: 1) A young person with a high degree finds it difficult to get knowledge from an older person because of thinking that it is against the "ego" or self-pride. 2) The media including the internet has "planted" an illusion of  wide knowledge per person, so some will think of no necessity for knowledge sharing.

You may be surprised if you know that my old colleagues of close age & me do have frequent knowledge sharing with no inhibitions. Each one of us becomes very pleased to learn from the other & this causes better inter-relations which serve the university.

I recommend the practice of sharing knowledge through formal meetings at the team, group and departmental levels. again, the use of informal gathering where colleagues assemble to socialize is a good knowledge sharing platform too. The most important of all is the creation of a condusive artmosphere that assures the knowledge owner that he/she is not at risk by sharing his/her tacit knowledge so that such persons can freely share their knowledge without any fear.

It is not only knowledge.  It is preparation for adaptability, new knowledge, and practice in using the new knowledge  The first of these means a very different educational system which provides generic tools and applied exercises in using them in both practical and creative ways;  the second requires the sharing of new knowledge that is necessary for adaptation;  the third is the provision of situations in which new knowledge can be used for practice and for actual application.

See: http://www.k12center.org/rsc/pdf/session5-levin-paper-tea2012.pdf

Knowledge sharing may be a result of commitment, rather than an antecedent of commitment. I have a few studies in this area that you may find of interest.

Eileen Z. Taylor

yes it seems as inverse too, i want to check this relation in past literature, please share the links

Dear Maria,

You raise a very relevant issue with regards to Tacit Knowledge transfer & knowledge sharing. You (and others in this thread) may like to peruse/cite my papers on this topic.

https://www.researchgate.net/publication/274377935_Mandating_the_Transfer_of_Tacit_Knowledge_in_Australian_Universities

https://www.researchgate.net/publication/274465463_Workplace_Dimensions_Tacit_Knowledge_Sharing_in_Universities

https://www.researchgate.net/publication/241631264_Knowledge_sharing_with_enhanced_learning_and_development_opportunities

I hope they are of some help. Good luck!

Regards,

RC

Article Mandating the Transfer of Tacit Knowledge in Australian Universities

Article Workplace Dimensions: Tacit Knowledge Sharing in Universities

Article Knowledge sharing with enhanced learning and development opportunities

Article The role of employee knowledge and behavior towards sustaina...

Article The role of employee knowledge and behavior towards sustaina...