<![CDATA[This study aims to investigate the influence of knowledge sharing on employee performance with self-reward as a moderating variable within modern organizational settings. Amidst a competitive and knowledge-based economic dynamic, an organization's capability to distribute and leverage internal intellectual assets serves as a primary determinant of competitive advantage. This research employs a quantitative approach with an explanatory design through structured questionnaires distributed to a sample of professional employees. Data analysis utilizes Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine direct relationships as well as the interaction effect of the moderating variable. Empirical findings indicate that knowledge sharing exerts a positive and significant influence on the enhancement of employee performance. Furthermore, the moderation analysis confirms that self-reward significantly strengthens the positive relationship between knowledge sharing and employee performance, indicating that self-appreciation acts as a psychological catalyst to sustain intrinsic employee motivation. The managerial implications of this study emphasize the importance for organizations to facilitate a knowledge-sharing culture while designing psychological support systems that encourage the reinforcement of self-reward to optimize workforce productivity.]]>
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