PERCEIVED TRAINING INTENSITY AND KNOWLEDGE SHARING: SHARING FOR INTRINSIC AND PROSOCIAL REASONS BÅRD KUVAAS, ROBERT BUCH, AND ANDERS DYSVIK This study investigated the relationship between perceived training intensity and knowledge sharing, including the moderating roles of intrinsic motiva- tion and social and economic exchange perceptions. Data from 310 employ- ees working in three organizations located in Norway revealed a positive re- lationship between perceived training intensity and knowledge sharing for employees with low levels of intrinsic motivation and economic exchange perception, and high levels of social exchange perception. These findings suggest that perceived training intensity increases knowledge sharing only under specific motivational influences. Implications for practice and direc- tions for future research are discussed. © 2012 Wiley Periodicals, Inc Keywords: knowledge management, motivation, training and development Introduction A recent review of the knowledge- sharing literature reveals that knowledge sharing and combina- tion is associated with productivity and performance at the team and organizational levels of analysis (Wang & Noe, 2010). Furthermore, knowledge sharing, or the provision of task information and know-how to help others and to collaborate with others to solve problems, develop new ideas, or implement policies and procedures (Wang & Noe, 2010), is increasingly recog- nized as a source of competitive advantage (Grant, 1996; Riege, 2005) and innovative- ness (van Wijk, Jansen, & Lyles, 2008). Human resource (HR) practices can play a vital role in assisting knowledge sharing in organizations (Mäkelä & Brewster, 2009). Empirical research suggests that collective pay for performance (e.g., Ferrin & Dirks, 2003; Quigley, Tesluk, Locke, & Bartol, 2007; Correspondence to: Robert Buch, BI Norwegian Business School, Department of Leadership and Organizational Behaviour, Nydalsveien 37 Oslo 0484, Norway, E-mail: robert.buch@bi.no Human Resource Management, Human Resource Management, March–April 2012, Vol. 51, No. 2. Pp. 167–188 © 2012 Wiley Periodicals, Inc. Published online in Wiley Online Library (wileyonlinelibrary.com). DOI:10.1002/hrm.21464