Employee Behavioral Intention to Adopt Knowledge Management Systems (KMS) in Bangladesh

The practice of knowledge management systems (KMS) is gradually growing in Bangladesh in both private and public sector. However, most of the Bangladeshi organizations face problem for successfully implementation of information system and it's acceptances by users (Imran, 2009). Prior research of knowledge management in Bangladesh focuses on the practices and implementation of the knowledge management system, there is a lack of a comprehensive review of the critical factors that influences on the KMS adoption. To have a comprehensive understanding of the situation, its necessity to investigate the factors affecting acceptance of knowledge management system by the employees in Bangladesh. Therefore, the main objective of this study was to evaluate and validate an integrated model of Unified Theory of Acceptance and Use of Technology (UTAUT) with KMS diffusion model to know the influences of the adoption of knowledge management in Bangladesh. By applying convenience sampling method, current study collected data from respondents from public and private organizations. Data was collected from 210 valid respondents with a closed-end questionnaire. Collected data was examined through Partial Least Square approach (PLS) to assess the relationships among studied variables. The current study revealed that individual factors and organization factors have no significant influence on performance expectancy. Moreover, the results indicate that performance expectancy and effort efficiency have significant influence on behavior intention to use KMS. Our finding also indicated that social influence, facilitating conditions, external pressure, perceived risk have no significant influence on usage behavior of the employee. In addition, the study has demonstrated that strong correlation KM system characteristic with usage behavior of KMS. The evidence from this study suggests that a knowledge-friendly culture enriches the predictive power of usages behavior of KMS by the employee in Bangladesh. Finally, findings of this paper will be help organizations policy maker to take proper initiative to emphasis on this specific area to motivate Bangladeshi employees to attract more KMS users.