Although research establishes a link between knowledge-intensive human resource (HR) practices (KIHRP) and knowledge-intensive team (KIT) performance, knowledge is limited about the underlying mechanisms and boundary conditions that determine this relationship. This study integrates the ability–motivation–opportunity (AMO) framework and theory of team adaptation into an information processing perspective to present a cohesive model that explains the mediating role of team knowledge sharing and reflexivity processes, and moderation of organization's technological knowledge management (KM) capability to explain the effect of KIHRP on KIT performance. Data were collected in three waves and from three sources consisting of 380 knowledge workers from 123 teams in 74 organizations in Pakistan. The findings indicate that KIHRP relates positively to KIT performance directly as well as via team knowledge sharing and reflexivity processes where the organization's technological KM capability further strengthens this relationship.

中文翻译：

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技术知识管理能力如何补充知识密集型人力资源管理实践以提高团队成果：有调节的中介分析

尽管研究在知识密集型人力资源 (HR) 实践 (KIHRP) 和知识密集型团队 (KIT) 绩效之间建立了联系，但关于决定这种关系的基本机制和边界条件的知识有限。本研究将能力-动机-机会（AMO）框架和团队适应理论融入信息处理视角，提出一个内聚模型，解释团队知识共享和反思过程的中介作用，以及组织技术知识管理（KM）的调节作用。 ) 能够解释 KIHRP 对 KIT 性能的影响。数据分三波从三个来源收集，包括巴基斯坦 74 个组织 123 个团队的 380 名知识工作者。研究结果表明，KIHRP 与 KIT 绩效直接相关，并通过团队知识共享和反身性流程，组织的技术知识管理能力进一步加强了这种关系。