Earticle

다국적기업의 경쟁우위를 강화할 수 있는 중요한 수단으로 제기되고 있는 것이 기업 내 지식 이전이다. 글로벌 학습을 통해 본사의 기업 특유 (firm-specific) 지식뿐 아니라 해외자회사 특유 (subsidiary-specific)의 지식을 국제간에 이전함으로써 새로운 경쟁우위를 창출하는 것이 글로벌 경영활동에 참가하는 기업의 이점이다. 이런 관점에서 본 연구는 다음과 같은 세 가지 목적을 가지고 있다. 첫째, 지난 15년간 (2000년 – 2014년)에 이루어진 관련연구들을 분석하여, 다국적기업의 국제간 지식이전에 영향을 주는 다양한 영향요인을 도출하는 것이다. 둘째, 문헌연구를 통해 도출한 다양한 영향요인들을 종합적으로 고려하여 국제간 지식이전에 관한 보다 간결하면서 체계적인 모형 (일명 a two-gap mode)을 개발하는 것이다. 셋째, 투 갭 모형에 근거하여 본사와 해외자회사간에 존재하는 지식 갭 (knowledge gap)을 줄일 수 있는 명제들을 제시하는 것이다.

Knowledge transfer has become one of the most important means to create and sustain the competitiveness of MNCs. It is MNCs’ another advantage that they can enhance global competitiveness through the intra-transfer of not only HQs’ firm-specific knowledge but also foreign subsidiaries-specific knowledge developed from global learning. This paper has three purposes that can be summarized as follows. First, to better understand international knowledge transfer within a MNC, we reviewed top management and international business journal during 2000∼2014 and found 12 key determining factors of international knowledge transfer. Second, based on these 12 key factors, we designed a conceptual model (called two-gap model) explaining an intra-MNC’s knowledge transfer. It's more concise and systematic than the Knowledge Transfer Analysis (KTA) framework. Third, based on a two-gap model, we put forward several propositions which depicted how to reduce knowledge gap between HQs and overseas subsidiaries. We believe that the two-gap model could help a MNC’s knowledge transfer process and can be utilized for the successful outcome of knowledge transfer.

Although knowledge transfer between two different parties occurs in IS development projects, the majority of prior studies focused on knowledge transfer from IT consultants to clients. Considering two parts of knowledge transfer in IS development projects, we must consider both ‘where knowledge is transferred from’ and ‘where it is transferred to’. Therefore, in this study, we attempt to describe two different routes of knowledge transfer, such as knowledge transfer from an IT consultant to a client and knowledge transfer from a client to an IT consultant. In this regard, we have examined the effect of two different routes of knowledge transfer on system implementation success in IS development project. Specifically, we adopted the knowledge stock-flow theory to examine the causal relationship between IT consulting firms and clients in terms of knowledge transfer and eventual system implementation success. Survey data collected from 213 pairs of individuals (both clients and IT consultants) were used to test the model using three different analytic approaches such as PLS (partial least squares) and two types of mediated regression techniques. We found that knowledge transfers partially mediated both the relationships between IT consultants’ IT skills (project members’ business knowledge) and system implementation success. Furthermore, the effects of each knowledge transfer were distinguished by depending on the types of system, such as ERP or groupware. Our attempts have significant implications for both research and practice given the importance of effective knowledge transfer to IT consulting.

The information and communication technology (ICT) value creation process is inherently unobservable. In addition to the direct effect of ICT on productivity, some information or knowledge can create value through other knowledge activities. In this paper, we study the impact of ICT on productivity through R&D. We tested the mediating effect of R&D between ICT and productivity using panel data from 47 US industries from 1987 to 2013 from the Bureau of Labor Statistics. The results show that R&D partially mediates ICT and productivity. That is, ICT directly increases productivity, and some of its effects can be realized through R&D. Recipients who acquire knowledge through ICT have to interpret codified ideas and apply them to practice. The increased absorptive capacity that can be developed through R&D improves interpretation ability, allowing employees to share more complex ideas. Thus, ICT helps people to effectively communicate, but some information and knowledge can be realized and applied through R&D knowledge activities. This is the first study empirically examining the process of ICT value creation through R&D. It also provides practical guidelines for knowledge management, such as making decisions about ICT and R&D investments that are better done concurrently rather than individually to maximize their impact on productivity.

The purpose of this study is to examine the relationship between IT human capability and knowledge transfer and the role of absorptive capacity between them. From the test of both measurement and structural model using Partial Least Squares (PLS), IT human capability is found to be significant to absorptive capacity and knowledge transfer. Absorptive capacity is also significantly related to knowledge transfer. The interesting result found in this study is that the path of absorptive capacity drawn from IT human capability to knowledge transfer is stronger than the direct relationship between IT human capability and knowledge transfer, indicating that absorptive capacity plays an important role in knowledge transfer. This result indicates that IT personnel with stronger technical skill, interpersonal skill and management capability are more likely to acquire and learn knowledge effectively from outside expertise. Moreover, this study shows that absorptive capacity, the individual’s ability to utilize external knowledge is derived from IT human capability and strongly effects on transferring knowledge from outsourcing vendors. This study suggests IT related managers that the development of IT human capability and absorptive capacity should be recognized for a successful exploitation of outside knowledge within a firm. It is also a necessary condition for a successful IT implementation and maintenance independently and economically from outside vendors.

본 연구는 한국 모기업으로부터 해외자회사에게 이전되는 지식의 정도에 영향을 미치는 요인들을 지식특성과 조직특성을 중심으로 실증적으로 분석하였다. 128개의 해외자회사들로부터 이 메일을 통해 자료를 수집하여 회귀분석을 실시하였다. 실증분석 결과에 의하면, 지식특성 중에서 지식의 복잡성과 암묵성이 지식이전에 부(-)의 영향을 미치는 것으로 드러났으며 조직특성 중에서는 자회사의 흡수역량이 정(+)의 영향을 미치는 것으로 밝혀졌다. 하지만 조직특성 중에서 자회사의 경영자율성과 커뮤니케이션 효율성은 통계적으로 유의하지 않은 것으로 나타났다. 그리고 통제변수로서 문화적 거리, 자회사의 설립연한, 모기업의 해외투자 경험, 자회사의 소유형태를 포함한 회귀분석 결과에서는 문화적 거리만 통계적으로 유의하게 나타났다. 그러나 일반적인 예상과는 달리, 문화적 거리가 멀수록(즉 한국과 문화적으로 차이가 큰 나라일수록) 지식이전의 정도가 높은 것으로 확인되었다.

This study empirically analyzed the determinants of knowledge transfer from Korean parents to their foreign subsidiaries with a specific emphasis on knowledge and organization characteristics. Using the data collected from 129 subsidiaries through e-mail, a multiple regression analysis was carried out. The regression results showed that tacitness and complexity of knowledge negatively influence knowledge transfer while absorptive capacity of subsidiary employees have a positive impact on it. However. such organizational characteristics as subsidiary autonomy and communication efficiency are statistically insignificant as determinants of knowledge transfer. Among control variables, only cultural distance turned out statistically significant. Contrary to the hypothesis, however, cultural distance showed a negative relationship with knowledge transfer.

다국적기업 내 조직 간에 언어장벽이 존재할 경우에 기업 전체의 차원에서 효율적인 경영이 어렵다는 것은 주지의 사실이다. 그러나 지금까지 국제경영의 주류 학계에서는 이러한 주제에 대해서 다소 간과해 온 경향이 있었다. 최근 들어서 북유럽의 일부 학자들을 중심으로 언어장벽에 의한 의사소통의 문제가 다국적기업의 경영에 미치는 부정적인 효과에 대해서 탐구하는 연구들이 나타나기 시작했다. 그러나 이들 연구는 대부분 서술적인 논문에 그치거나, 혹은 몇몇 기업들을 대상으로 사례분석을 통한 결론을 이끌어 내고 있다. 이에 본 연구는 언어장벽과 사회적 지식의 보유 수준이 지식의 이전에 어떠한 영향을 미치는지에 대한 연구모형과 가설을 설정하고, 이를 한국기업들의 베트남 자회사를 대상으로 실증적으로 분석하였다. 실증분석의 결과는 다음과 같다. 첫째, 명시적 지식보다는 암묵적 지식의 경우에 이전이 더 어렵다. 둘째, 언어장벽은 지식의 이전, 특히 암묵적 지식의 이전에 부정적인 영향을 미친다. 셋째, 모기업 관리자의 해외자회사에 대한 사회적 지식의 보유 정도는 지식이전에 있어서 언어장벽의 영향을 감소시켜주는 조절효과를 낳는 것은 아니고, 지식이전에 직접적으로 긍정적인 영향을 미친다.

Language barrier is considered as one of the most critical problems in managing foreign subsidiaries of a multinational corporation. However, the issue has been somewhat neglected in the academic field of international business. Recently, researches on language problems in multinational management have been conducted by some scholars particularly in Scandinavian countries. From a methodological perspective, however, these studies have tend to be descriptive in nature and drawn conclusions basically from case studies. For this reason, the current study attempts to analyze the impact of language problem on multinational management. In specific, it empirically investigates the influence of language barrier and social knowledge on knowledge transfer to foreign subsidiaries from the parent company. Collecting survey data from 52 Vietnamese subsidiaries of Korean firms, this study performs a t-test and regression analysis. Major conclusions from the empirical analysis are as follows: Firstly, explicit knowledge is transferred more easily than implicit knowledge. Secondly, language barrier in general has a negative impact on knowledge transfer. From a more precise analysis, however, it is found out language barrier negatively influences the transfer of implicit knowledge only, and has no impact on explicit knowledge transfer. Finally, contrary to the hypothesis, it was rejected that social knowledge has a moderating effect between language barrier and knowledge transfer. Instead, it directly affects the transfer of implicit knowledge in a positive direction. This study has a limitation of small number of sample firms. Thus, future study in this field needs to increase the number of sample firms and attempt to select host countries other than Vietnam.

기업 간 관계를 관리하는 효과적인 거버넌스 구조(governance structure)는 기업 간 관계의 성공에 매우 중요한 역할을 한다. 특히 기업 간 관계가 국경을 초월한 해외에서 이루어질 때, 기업 간의 문제를 조정하기 위한 효과적인 거버넌스 구조의 역할은 더욱 중요성을 갖게 되는 것이다. 실제 해외에서 비즈니스 프로세스를 소싱(Sourcing)하고 있는 업체와 서비스 제공 업체들은 해외 소싱 성공을 위한 효과적인 거버넌스 구조에 대해 매우 중요하게 인식하고 있다. 하지만 이에 대한 실증적인 연구는 부재한 실정이다. 본 연구에서는 IT 집약적인 비즈니스 프로세스 소싱에 있어서 고객과 서비스 제공업체 사이의 지식이전이 BPO 성공에 중요한 역할을 한다고 보고, 이전되는 지식 유형에 적절하고 효과적인 거버넌스 구조에 대한 연구를 프랑스 회사들의 해외 소싱 사례를 통하여 수행하고자 한다.

The structure chosen to govern knowledge transfer in Inter Organizational Relationship(IOR) is often argued to be critical to the success of IOR. However, little research is done on the effective governance structure for knowledge transfer in global Business Process Outsourcing(BPO). The objective of this study is to explore the effective governance structure for knowledge transfer in IT intensive global BPO. Ground theory building methodology is used for this study. First, a generic framework on governance structure for knowledge transfer is derived from extant literature. The framework consists of potentially important constructs to study the governance mechanism for knowledge transfer. For the governance mechanism, this study focused on hierarchy/market structure, formal/informal control mechanisms and information systems. For knowledge type, the study focuses on sensitive knowledge, codifiable knowledge and non codifiable knowledge. This framework is applied to case analyses of two firms to explore effective governance mechanism to transfer each type of knowledge. As results of this study, pertinent propositions for future academic inquiry are derived.

본 연구는 글로벌 소프트웨어 개발에 있어서 본사와 해외 개발 사이트 간의 지식이전이 성공적인 소프트웨어 개발에 영향을 미친다고 보고, 지식이전에 영향을 미치는 요인을 분석하였다. 커뮤니케이션 인프라, 파트너쉽, 거버넌스 구조를 독립변수로 보고, 이들 독립변수와 지식이전과의 관계를 실증 분석하였다. 실증 분석은 최근 프랑스 기업들의 해외 개발 거점으로서 발전하고 있는 Mauritius의 기업들에 대한 설문 조사를 토대로 이루어졌다. 본 연구의 결과는 최신 트렌드인 글로벌 소프트웨어 개발을 계획하거나 수행 중인 기업들에게 효과적인 지식이전을 위한 해결책을 제시해 주고 있는데, 이러한 점이 본 연구의 의의라고 할 수 있다.

In a global software development project, knowledge transfer between a corporate headquarter and offshore development sites is considered to be important for effective software development. This article presents empirical research that investigates factors influencing knowledge transfer in global software development. The factors evaluated in this study are: 1) quality of communication infrastructure, 2) quality of partnership and 3) types of governance mechanism. Questionnaires were collected from offshore development sites in Mauritius. While the quality of both the partnership and communication infrastructure were found to be determinants to knowledge transfer, hierarchical governance had a negative impact on knowledge transfer. Although the results are similar to the previous studies done within an organizational boundary, implications of the results are far different due to the geographical distance among offshore locations. Future research is called for to investigate the relationships between governance type and knowledge transfer.

Knowledge residing in the heads of employees has always been regarded as one of the most critical resources within a firm. However, many tries to facilitate knowledge transfer among employees has been unsuccessful because of the motivational and cognitive problems between the knowledge source and the recipient. Social capital, which is defined as ”the sum of the actual and potential resources embedded within, available through, derived from the network of relationships possessed by an individual or social unit [Nahapiet and Ghoshal, 1998],” is suggested to resolve these motivational and cognitive problems of knowledge transfer. In Social capital theory, there are two research streams. One insists that social capital strengthens group solidarity and brings up cooperative behaviors among group members, such as voluntary help to colleagues. Therefore, social capital can motivate an expert to transfer his/her knowledge to a colleague in need without any direct reward. The other stream insists that social capital provides an access to various resources that the owner of social capital doesn't possess directly. In knowledge transfer context, an employee with social capital can access and learn much knowledge from his/her colleagues. Therefore, social capital provides benefits to both the knowledge source and the recipient in different ways. However, prior research on knowledge transfer and social capital is mostly limited to either of the research stream of social capital and covered only the knowledge source’s or the knowledge recipient’s perspective. Social network theory which focuses on the structural dimension of social capital provides clear explanation about the in-depth mechanisms of social capital’s two different benefits. 'Strong tie' builds up identification, trust, and emotional attachment between the knowledge source and the recipient; therefore, it motivates the knowledge source to transfer his/her knowledge to the recipient. On the other hand, ‘weak tie' easily expands to 'diverse' knowledge sources because it does not take much effort to manage. Therefore, the real value of 'weak tie' comes from the 'diverse network structure,' not the 'weak tie’ itself. It implies that the two different perspectives on strength of ties can co-exist. For example, an extroverted employee can manage many 'strong' ties with 'various' colleagues. In this regards, the individual-level structure of one’s relationships as well as the dyadic-level relationship should be considered together to provide a holistic view of social capital. In addition, interaction effect between individual-level characteristics and dyadic-level characteristics can be examined, too. Based on these arguments, this study has following research questions. (1) How does the social capital of the knowledge source and the recipient influence knowledge transfer respectively? (2) How does the strength of ties between the knowledge source and the recipient influence knowledge transfer? (3) How does the social capital of the knowledge source and the recipient influence the effect of the strength of ties between the knowledge source and the recipient on knowledge transfer? Based on Social capital theory and Social network theory, a multi-level research model is developed to consider both the individual-level social capital of the knowledge source and the recipient and the dyadic-level strength of relationship between the knowledge source and the recipient. 'Cross-classified random effect model,' one of the multi-level analysis methods, is adopted to analyze the survey responses from 337 R&D employees. The results of analysis provide several findings. First, among three dimensions of the knowledge source’s social capital, network centrality (i.e., structural dimension) shows the significant direct effect on knowledge transfer. On the other hand, the knowledge recipient's network centrality is not influential. Instead, it strengthens the influence of the strength of ties between the knowledge source and the recipient on knowledge transfer. It means that the knowledge source's network centrality does not directly increase knowledge transfer. Instead, by providing access to various knowledge sources, the network centrality provides only the context where the strong tie between the knowledge source and the recipient leads to effective knowledge transfer. In short, network centrality has indirect effect on knowledge transfer from the knowledge recipient's perspective, while it has direct effect from the knowledge source’s perspective. This is the most important contribution of this research. In addition, contrary to the research hypothesis, company tenure of the knowledge recipient negatively influences knowledge transfer. It means that experienced employees do not look for new knowledge and stick to their own knowledge. This is also an interesting result. One of the possible reasons is the hierarchical culture of Korea, such as a fear of losing face in front of subordinates. In a research methodology perspective, multi-level analysis adopted in this study seems to be very promising in management research area which has a multi-level data structure, such as employee-team-department- company. In addition, social network analysis is also a promising research approach with an exploding availability of online social network data.

The objective of this research is to identify the process of knowledge transfer and to examine the effect of IT human capability on knowledge transfer in information systems outsourcing. Through a field survey, it is found that clients' IT human capability significantly affects on cooperative learning with vendors and knowledge transfer from vendors to clients. The survey also shows that clients' trust with vendors indirectly enhances the knowledge transfer by increasing the cooperative learning. This study provides a solution of knowledge transfer problem in information systems outsourcing. Also it brings out issues that can be accrued in the outsourcing situation, such as clients' dependency on vendors and knowledge asymmetries developed in favor of the vendors. These issues should be topics for future research on information systems outsourcing.

In this study, we investigate the possibility of deploying a recently emerging Internet-based technology, called Web log or Blog, to address the problems of knowledge transfer and sharing, particularly in the case of tacit knowledge. We examined the use practice of four blogs and then identified several properties relevant to knowledge transfer and sharing. They include the specific style of blog format, content ownership attribution, posted article organization, communication tools and method, news feed function, and various links from/to outside websites. These features were argued to facilitate knowledge transfer and sharing. In particular, we discussed a great deal about the structure of comments and links as tools for collaboration and idea sharing, which enables the knowledge conversion processes (socialization, externalization, combination, and internalization). We then provide several guidelines to develop blogs as a knowledge management tool.

본 연구는 한국기업들의 중국 현지 자회사들을 대상으로 이들의 지식 이전효과와 현지국에서 연구개발(R&D) 활동 실행여부에 따라 경영성과에 차이가 나타나는지를 살펴봄으로써 지식이전효과에 영향을 미치는 요인이 무엇인지를 밝히고자 한다. 이를 위하여 본 연구에서는 코트라 중국 총괄본부가 2010년 실시한 중국 진출 한국계 외자기업을 대상으로 한 그랜드 서베이 자료를 사용하였다. 연구결과 재중 한국계 외자기업의 모기업과 현지 법인간의 지식이전에 따른 경영성과는 현지국에서 연구개발(R&D) 활동을 실행하는지 여부에 따라 차이가 있는 것으로 나타났다. 즉 중국 현지에 본사와 별도의 공정을 배치한 자회사가 본사와 동일한 공정을 배치한 경우보다 현지 연구개발(R&D) 활동을 실행 한 자회사의 경영성과가 더 양호한 것으로 나타났다. 자회사의 현지 연구개발(R&D) 활동이 해당 자회사의 경영성과를 향상시킨다는 것을 밝힘으로써 지식이전효과의 영향요인을 확인하였다.

This study aims to examine the difference in the effects of knowledge transfer of subsidiaries and administrative performances according to the execution of local R&D with the subjects of local subsidiaries of Korean companies which have advanced into China and also figure out the factors that affect the effects of knowledge transfer. Thereupon, this article uses the data of a grand survey on Korean companies advancing into China which was conducted by the Chinese general headquarter of KOTRA in 2010. This research uses for final analysis the survey data on 241 local subsidiaries excluding the ones that are not proper for this research. The result shows that the administrative performances according to the knowledge transfer between the parent companies and local corporations of Korean companies located in China differ by the implementation of local R&D. In other words, it was shown that subsidiaries which conducted local R&D indicated greater administrative performances than headquarters with an overall local production system, headquarters with an overall local production system compared with additional processing companies, or companies with the same processing. This can figure out the factors affecting the effects of knowledge transfer by proving that subsidiaries improve their administrative performances through local R&D.

다국적 경영조직은 본사와 자회사간, 그리고 자회사 상호간의 지식의 확산과 공유를 통해 독특한 글로벌 경쟁우위를 유지한다. 이러한 조직단위간의 지식이전의 상당 부분은 인적자원의 이동을 통해 이뤄지며 따라서 높은 인적 의존도를 갖는다. 실제 글로벌 경영의 지식기반을 유지하는데 있어서 해외주재원들의 역할은 특유하다. 본사에서 해외자회사로의 지식이전, 자회사가 소재하는 현지시장에서의 지식습득, 그리고 귀국 후 본사로의 지식 역이전이 대부분 주재원을 통해 이뤄진다는 점에서, 본 연구는 해외주재근무 자체를 지식기반 관점으로 조명하였다. 다국적기업의 지식기반의 성과는 해외주재원의 의지와 역량에 크게 의존할 것이며, 효율적 지식이전을 위한 주재원 개인의 동기와 조직적 메커니즘의 조화가 무엇보다 중요할 것이다. 최근 다양해진 대안적 형태의 해외주재근무의 활용을 비롯한 전략적 접근(SIHRM)이 다국적기업 지식기반을 위해 도움이 될 것이다. 본 연구는 해외주재 근무의 지식기반 관점의 이론적 틀을 마련하는데 주력하였다.

This is a theory-building article that integrates multiple theoretical insights to explore the perspective in which the expatriations result in successful and effective knowledge transfer of multinational corporations(MNCs). A review of earlier studies on knowledge flows, expatriates and repatriates is used to develop a set of theoretical propositions reflecting the relationship between knowledge characteristics and expatriation practices as a contribution towards a knowledge-based perspective on global assignments.

This research aims to study and confirm enabling factors affecting the knowledge transfer and business process of community enterprise groups in Pattani province, Thailand. Key informants were community enterprise entrepreneurs; 30 people were selected purposively with criteria. This study used a mixed-methods approach and conducted semi-structured interviews to collect data. Qualitative data were analyzed using content analysis and classification, while quantitative data were analyzed using descriptive statistics with frequency, percentage, mean, and standard deviation. Moreover, inferential statistics chi-square value, Phi Cramer's V, and multiple regression analysis with the R program for statistical computing were employed to analyze the relationship between the variables, test the research hypothesis, and create forecasting equations. The research results revealed that the overview of enabling factors had a very high relationship (Cramer's V=0.965). Regarding community enterprise, it was found that enabling factors related to the knowledge transfer and business process consisted of four factors: regulations and administrative guidelines, business plan, reinforcement, and brainstorming. Reinforcement was the factor with the highest degree of correlation (Cramer's V=0.873) and predictor of influence on the knowledge transfer and business process (R₂=0.670, p<0.05). This study's findings can lead to the developing of guidelines for promoting community enterprises properly and timely. These guidelines are expected to be used to develop knowledge about business models for community enterprises, which will help to improve their competency and competitiveness.

Despite the growing interest in using deep reinforcement learning (DRL) for drone control, several challenges remain to be addressed, including issues with generalization across task variations and agent training (which requires significant computational power and time). When the agent’s input changes owing to the drone’s sensors or mission variations, significant retraining overhead is required to handle the changes in the input data pattern and the neural network architecture to accommodate the input data. These difficulties severely limit their applicability in dynamic real-world environments. In this paper, we propose an efficient DRL method that leverages the knowledge of the source agent to accelerate the training of the target agent under task variations. The proposed method consists of three phases: collecting training data for the target agent using the source agent, supervised pre-training of the target agent, and DRL-based fine-tuning. Experimental validation demonstrated a remarkable reduction in the training time (up to 94.29%), suggesting a potential avenue for the successful and efficient application of DRL in drone control.

The purpose of this research is to explore whether social network sites (SNS) increases individual creativity by social network user characteristics through knowledge transfer antecedents. Date is collected through an online questionnaire from 220 SNS users and structural equation modeling is employed to analyze data. Results indicate that user characteristics including social interaction and social relationship positively were positively related to knowledge transfer antecedents namely, knowledge sharing and collective collaboration, however, social influence was positively related to only knowledge sharing. The study also introduces SNS user playfulness as a moderator between knowledge transfer antecedents and individual creativity. The study offer a new research model to explore the impact of SNS based knowledge transfer on SNS user outcome based on SNS user characteristics. The finding of study provide guidance to SNS practitioners on enhancing individual creativity.

Based on the Theory of Reasoned Action, this study develops a comprehensive model to investigate the influence of transformational leadership (TL) on internal knowledge transfer (IKT) within project teams. In this model, TL is considered the independent variable, IKT is the dependent variable, and employee creativity (EC) is the mediating variable. Furthermore, the study examines the moderating effect of power distance (PD) on the relationship between TL and IKT within teams. To address these research objectives, the study adopts a quantitative research design, collecting data through a structured survey questionnaire distributed to employees in manufacturing enterprises. The sample comprises 308 respondents, representing diverse roles and hierarchical levels within project teams, providing a robust dataset for analysis. Hierarchical regression analysis was employed as the primary method to test the proposed hypotheses, allowing the researchers to examine both direct and indirect effects within the model and the moderating influence of power distance. Additionally, exploratory and confirmatory factor analyses were conducted to validate the measurement model, ensuring the constructs were appropriately captured. The findings indicate that TL significantly and positively impacts employees' willingness to participate in IKT processes. It demonstrates that TL fosters a collaborative environment conducive to knowledge sharing among team members. Moreover, EC partially mediates the relationship between TL and IKT, highlighting the importance of creativity as a mechanism through which leadership styles influence knowledge-sharing behaviors. Additionally, the study uncovers that power distance negatively moderates the positive effect of TL on employees' willingness to transfer knowledge. In contexts where PD is higher, the positive influence of TL on knowledge-sharing behaviors may be weakened. These findings contribute to the existing body of literature by offering new insights into the interplay between leadership styles, employee behaviors, and knowledge management processes within organizations. They also provide actionable recommendations for organizations aiming to enhance their IKT practices. Specifically, companies can focus on developing leadership strategies that encourage creativity and reduce hierarchical barriers to foster a culture of knowledge sharing. By understanding these dynamics, businesses can improve employee engagement in knowledge transfer activities and optimize the overall effectiveness of IKT processes within project teams.