Organizational Culture Shock and Knowledge Transfer Behavior Among Newly Hired Engineering PhDs in Firms: A Self-Determination Perspective

Engineering PhDs are expected to act as key knowledge brokers between universities and firms. Drawing on self-determination theory (SDT), we examined the associations among organizational culture shock (OCS), SDT motivations, and knowledge transfer behavior (KTB) of newly hired engineering PhDs in Chinese firms. We also explored whether these associations varied across subgroups defined by gender, career goal at PhD entry, prior industry collaboration experience, and dissertation orientation. Data were collected from 466 engineering PhDs within one year after they entered firms. Structural equation modeling (SEM) analysis revealed that OCS was negatively associated with KTB, including indirect associations through the three types of SDT motivations. Autonomous motivation was positively associated with KTB, whereas controlled motivation and amotivation were negatively associated with it. Multi-group SEM analyses further indicated that the strength of the structural pathways varied across subgroups defined by gender, career goal at PhD entry, industry collaboration experience, and dissertation orientation. These findings suggest that OCS may represent a micro-level barrier to university–industry knowledge transfer. They also indicate that firms and universities may help support knowledge transfer by facilitating PhDs’ adjustment and autonomous motivation.