Libraries at University of Nebraska-Lincoln



Knowledge sharing has been shown to improve individual and organization performance and innovativeness as a result, has become increasingly important to organizations as most organizations are now considered to operate in a knowledge economy. This study therefore investigated knowledge sharing practice as well as organizational culture and their effect on performance of staff of university libraries. The study employed a survey design with a population sample of 79 library staff derived through purposive sampling techniques from two university libraries in Nigeria. The principle instrument used for data collection was a four-point Likert scale structured questionnaire validated by two experts in measurement and evaluation while the study was guided by four research questions and one formulated and tested null hypothesis. The data collected were analyzed using frequency and simple percentages whereas the only null hypothesis was tested using Pearson Product Moment Correlation (PPMC) and multiple regressions The result of this study did reveal that most library staff keep to punctuality/regularity in work and timely accomplishment of their given task as well as show great commitment to general library duties and exhibit ability to meet the library set objectives and deadline. The study also discovered that organizational culture prevalent in university library were in the area of customers’ (Users) satisfaction, structure, commitment and communication, The outcome of this study also revealed the various knowledge sharing practices of the library staff to include: departmental/unit meetings, general meetings, face-to-face interactions, periodical unit-by-unit meetings, informal interaction sessions, report writing, training and whatsapp group. The study as well found that there were seven major factors militating against knowledge sharing in the university library which invariably affect staff performance. These include; lack of trust among staff; staff idiosyncrasy; lack of organizational policy on knowledge sharing, inhibiting factors of staff performance, inadequate managerial skills, poor verbal/written communication and interpersonal skills and discriminatory attitude of university librarian towards staff. The result of the study further revealed that occupational culture and knowledge sharing practices have significant influence in staff performance in university libraries It is based on the findings and identified challenges facing effective knowledge sharing practices by staff in the university library that recommendations were made which include among other ones that the behavior of the library management needs to symbolize the kinds of values and behaviors that should be realized in every unit/department of the university library on the ground that as change agents, they are keys to the success of this cultural change process and important communicators of new values, university librarians must appreciate their role in maintaining or evolving an organization’s culture and that management of university libraries should note that for them to get the best out of every staff of the library in terms of performance and knowledge sharing, each staff should be seen as more valuable than the organization itself