For organizations, knowledge is a crucial resource. Managing and promoting the sharing of knowledge is a complex task that cannot be addressed solely by implementing infrastructures for knowledge management. Individual employees or entire departments often prefer to withhold knowledge: having a knowledge advantage can grant employees a power edge regarding personnel decisions. Julia Deike develops a model of the factors relevant to knowledge sharing in the context of New Institutional Economics. The model and its extensions provide examples of how incentive mechanisms can promote but also hinder knowledge transfer. It may be more advantageous for the organization to accept knowledge withholding than to create incentives for complete knowledge sharing.