Influential Factors for Teachers' Creativity: Mutual Impacts of Leadership, Work Engagement, and Knowledge Creation Practices

2013 ◽  
Vol 26 (3) ◽  
pp. 33-58 ◽  
Author(s):  
Sang Hoon Bae ◽  
Ji Hoon Song ◽  
Sunyoung Park ◽  
Hye Kyoung Kim
Keyword(s):  
Work Engagement ◽  
Knowledge Creation ◽  
Influential Factors

Identifying the Influential Factors of Knowledge Sharing in E-Learning 2.0 Systems

2020 ◽  
pp. 603-622
Author(s):  
Bing Wu
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Knowledge Creation ◽  
Self Efficacy ◽  
Structural Equation ◽  
Success Factors ◽  
Influential Factors ◽  
Perceived Usefulness ◽  
Positive Effects ◽  
E Learning

As the E-Learning 2.0 system is a tool to help members manage knowledge in an effective way, this study attempts to verify the constructs of knowledge creation self-efficacy, subjective norms, perceived usefulness, organizational climate, attitudes toward knowledge sharing and the intention to engage in knowledge sharing. A sample of 284 participants from companies in China that have already implemented E-Learning 2.0 systems participated in this study. Structural equation modeling is conducted to test the research hypotheses. Research results show that (1) Knowledge creation self-efficacy, perceived usefulness and organizational climates are found to have positive effects on the intentions toward knowledge sharing in E-Learning 2.0 systems; (2) Meanwhile, system success factors of communication quality and service quality are suggested to influence the perceived usefulness of E-Learning 2.0 systems; (3) As we expected, the intentions toward knowledge sharing in E-Learning 2.0 have positive effects on knowledge-sharing behavior. Therefore, by highlighting the role of the organizational climate, the findings of current research provide practical insights for understanding how organizations should reinforce fairness, innovativeness and affiliation to create a climate of reciprocity.

Employee championing behavior in the context of organizational change: a proposed framework for the business organizations in Bangladesh

2020 ◽  
Vol 14 (5) ◽  
pp. 735-757 ◽  
Author(s):  
M. Nazmul Islam ◽  
Fumitaka Furuoka ◽  
Aida Idris
Keyword(s):  
Organizational Change ◽  
Conceptual Framework ◽  
Work Engagement ◽  
Influential Factors ◽  
Business Leaders ◽  
Future Research ◽  
Organizational Alignment ◽  
Business Organizations ◽  
Content Type ◽  
Trust In Leadership

Purpose The purpose of this paper is to propose a conceptual framework for ensuring employee championing behavior (ECB) during organizational change for business organizations in Bangladesh. Design/methodology/approach On the basis of previous literature, this paper proposed a framework for ensuring ECB during organizational change. Findings This paper proposed transformational leadership (TL), which enhances the championing behavior of the employee. In addition, valence, work engagement and trust in leadership act as potential mediators between TL and championing behavior. This paper also proposed organizational alignment (OA) as a potential moderator that influences ECB in the context of organizational change. Research limitations/implications This paper highlights numerous influential factors that enhance ECB. This proposed conceptual framework will be validated by the empirical evidence in future research. Practical implications This paper provides new insights for business leaders to understand the importance of ECB during organizational change. Moreover, this research underlined the effectiveness of valence, work engagement and trust in leadership and OA to nurture ECB in the time of organizational change, which helps managers of the business organizations to make efficient strategies to tackle organizational change. Originality/value This paper adopted Kurt Lewin’s change management theory and integrated with different factors associated with organizational change (TL, valence, work engagement, trust in leadership and OA) to propose a model to understand the mechanism of enhancing ECB in the context of change in Bangladesh’s business organizations.

Identifying the Influential Factors of Knowledge Sharing in E-Learning 2.0 Systems

2016 ◽  
Vol 12 (1) ◽  
pp. 85-102 ◽  
Author(s):  
Bing Wu
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Knowledge Creation ◽  
Self Efficacy ◽  
Structural Equation ◽  
Influential Factors ◽  
Perceived Usefulness ◽  
Equation Modeling ◽  
Positive Effects ◽  
E Learning

As the E-Learning 2.0 system is a tool to help members manage knowledge in an effective way, this study attempts to verify the constructs of knowledge creation self-efficacy, subjective norms, perceived usefulness, organizational climate, attitudes toward knowledge sharing and the intention to engage in knowledge sharing. A sample of 284 participants from companies in China that have already implemented E-Learning 2.0 systems participated in this study. Structural equation modeling is conducted to test the research hypotheses. Research results show that (1) Knowledge creation self-efficacy, perceived usefulness and organizational climates are found to have positive effects on the intentions toward knowledge sharing in E-Learning 2.0 systems; (2) Meanwhile, system success factors of communication quality and service quality are suggested to influence the perceived usefulness of E-Learning 2.0 systems; (3) As we expected, the intentions toward knowledge sharing in E-Learning 2.0 have positive effects on knowledge-sharing behavior. Therefore, by highlighting the role of the organizational climate, the findings of current research provide practical insights for understanding how organizations should reinforce fairness, innovativeness and affiliation to create a climate of reciprocity.

Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

2020 ◽  
pp. 1-16
Author(s):  
Anita Sandmeier ◽  
Debbie Mandel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Deutschsprachige Version ◽  
Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

The Conceptualization and Measurement of Job Crafting

2016 ◽  
Vol 60 (4) ◽  
pp. 173-186 ◽  
Author(s):  
Philipp Wolfgang Lichtenthaler ◽  
Andrea Fischbach
Keyword(s):  
Factor Structure ◽  
Work Engagement ◽  
Job Demands ◽  
Job Crafting ◽  
Future Research ◽  
Validity Study ◽  
German Version ◽  
Total N ◽  
Structure Reliability ◽  
German Speaking

Abstract. This research redefined the job demands–resources (JD-R) job crafting model ( Tims & Bakker, 2010 ) to resolve theoretical and empirical inconsistencies regarding the crafting of job demands and developed a German version of the Job Crafting Scale (JCS; Tims, Bakker, & Derks, 2012 ) in two separate studies (total N = 512). In Study 1 the German version of the JCS was developed and tested for its factor structure, reliability, and construct validity. Study 2 dealt with the validity of our redefined JD-R job crafting model. The results show that, like the original version, the German version comprises four job crafting types, and the German version of the JCS is a valid and reliable generic measure that can be used for future research with German-speaking samples. Evidence for the redefined JD-R job crafting model was based on findings relating job crafting to work engagement and emotional exhaustion.

Validation of the Procrastination at Work Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 767-776
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Max Korpinen ◽  
Urška Smrke ◽  
...  
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Psychometric Characteristics ◽  
The Czech Republic ◽  
The United Kingdom ◽  
Confirmatory Factor ◽  
And Performance ◽  
Context Specific ◽  
Negative Links ◽  
Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

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