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Special and required knowledge represents a critical resource in companies, as knowledge is frequently only available among individual employees. By handling knowledge in a planned manner, it is possible to achieve a competitive advantage in a market environment. However, the transfer of knowledge is a challenge that can be overcome by asking for knowledge. In this context, a problem of management accounting consists of the knowledge management systems to be designed and the incentives to influence behaviour. The author dedicates an experimental laboratory study to the knowledge acquisition of employees. For this purpose, two previously unexamined influencing factors are identified, for which unknown influences on knowledge seeking are disclosed. On the one hand, the effect of a price for knowledge is taken up to compensate for an effort resulting from knowledge sharing. For this, marginal cost consideration is applied, at which the selected price for knowledge is derived. On the other hand, an induced status is designed using the visibility of the individual qualification from the evaluation of individual relative performance information. Based on theoretical explanatory approaches, six hypotheses are derived which, in addition to the two influencing factors price for knowledge and visibility of individual qualifications, also examine their interaction and the development over time. In particular, the interaction of the two influencing factors provides added value that can be used in corporate practice. The critical analysis of the empirical results and the theoretical considerations clearly show the relevance of knowledge seeking as an essential part of knowledge management.
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