scholarly journals Thank you for sharing! How knowledge sharing and information availability affect public employees’ job satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Caroline Fischer ◽  
Matthias Döring
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Management Practices ◽  
Positive Impact ◽  
Social Process ◽  
Relevant Information ◽  
Content Type ◽  
Information Availability ◽  
Related Information ◽  
The Impact

PurposeThis study aims to examine the impact of job-related knowledge sharing on information availability and job satisfaction for information-receiving employees in the public sector. Following self-determination theory, the study suggests that job satisfaction is only partly affected by knowledge sharing itself, but particularly through the availability of job-related information enabling the information receiver to work effectively.Design/methodology/approachThe hypotheses are tested with data from the US Federal Employee Viewpoint Survey from 2018. Additionally, results are replicated with earlier waves of the survey.FindingsResults show the positive impact of job-related knowledge sharing on job satisfaction, whereby the availability of job-relevant information mediates this relationship partially.Practical implicationsThis study confirms that managers should provide room for social interactions when introducing knowledge management practices.Originality/valueThe results emphasize that knowledge sharing is a highly social process in which support and relatedness play a significant role in success in addition to the diffusion of information itself.

The impact of emotional intelligence and servant leadership on employee job satisfaction

2021 ◽  
Vol 13 (2) ◽  
pp. 205-217
Author(s):  
Pallavi Jha ◽  
Sanjay Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Servant Leadership ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Work Productivity ◽  
Content Type ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
The Impact

Purpose The concept of emotional intelligence (EI) and servant leadership (SL) are two variables that have been essential for the organization leaders to ensure a healthy and happy work–life for their subordinates. The purpose of this study to be conducted was for leaders understand the role EI and SL play in maintaining employee job satisfaction and help them to create engaging environment and bring effectiveness in the work productivity of the assets. Design/methodology/approach Quantitative method was used and a total of 150 people were taken as a sample which consisted of several leaders and their subordinates and an emotional intelligence questionnaire by NHS and SL: multidimensional questionnaire was floated to rate the leaders EI and SL behavior comparing it with the leaders self-rating. The result was analyzed using SPSS, Pearson correlation and regression was used to understand the significance level and reliability of all the independent and dependent variables, respectively. Findings Through correlation and regression, it was found that presence of EI and SL style in a leader plays a huge role in employee job satisfaction. It was also found that EI and SL are the substantial predictor which have positive impact over employee job satisfaction. Originality/value The outcome of the study will help the leaders understand the significance that the EI and SL have in their role to maintain employee job satisfaction, as well as the training and development measures for leaders.

Impact of employee job satisfaction and commitment on customer perceived value

2019 ◽  
Vol 38 (3) ◽  
pp. 737-755
Author(s):  
Hanen Charni ◽  
Isabelle Brun ◽  
Line Ricard
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Positive Impact ◽  
Perceived Value ◽  
Content Type ◽  
Customer Perceptions ◽  
Employee Job Satisfaction ◽  
Customer Perceived Value ◽  
The Impact ◽  
Formative Index

Purpose The purpose of this paper is to analyse the impact of employee job satisfaction and affective commitment as perceived by customers on customer perceived value, more specifically its benefits dimensions. Design/methodology/approach A total of 652 panellists from a large Canadian polling firm self-administer a web-based questionnaire. To measure customer perceived value, a formative index is used which contributes to topical literature through a unique methodology. Hypotheses are tested using a structural equation model. Findings An analysis of the direct, indirect and total effects confirms the unique positive impact of employee job satisfaction and affective commitment, as perceived by customers, on the emotional, social, relationship and epistemic benefits, as well as on the formative index of customer perceived value. Practical implications Customer perceptions of employee attitudes (job satisfaction and affective commitment) represent a unique opportunity for banks to differentiate their value proposition in a hypercompetitive market. Originality/value This study is the first to consider customer perceptions of employee job satisfaction and affective commitment in relation to a formative index of customer perceived value and its related benefits dimensions.

Distributed leadership and exploratory and exploitative innovations: mediating roles of tacit and explicit knowledge sharing and organizational trust

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sarra Berraies ◽  
Khadija Aya Hamza ◽  
Rached Chtioui
Keyword(s):  
Knowledge Sharing ◽  
Distributed Leadership ◽  
Explicit Knowledge ◽  
Positive Impact ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Content Type ◽  
Knowledge Intensive ◽  
The Impact ◽  
Tacit And Explicit Knowledge

Purpose The aim of this paper is to highlight the impact of distributed leadership (DL) on exploitative and exploratory innovations through the mediating effects of organizational trust (OT) and tacit and explicit knowledge sharing (KS). Design/methodology/approach Focusing on a quantitative approach, an empirical study was performed within a sample of information and communication technology Tunisian firms. The data collected was analyzed through the Partial Least Squares (PLS) method. Findings Findings revealed that DL is a driver of tacit and explicit KS, and exploitative and exploratory innovations. It also highlighted that tacit KS is associated with these two types of innovation. In this line, results showed that tacit KS plays a mediating effect between DL and exploitative and exploratory innovations. Moreover, our research highlighted that DL has a positive impact on OT that in turn boosts tacit and explicit KS. Originality/value This paper investigates the links between DL and exploitative and exploratory innovations within knowledge intensive firms (KIFs) that have never been studied in the literature within the context of business firms. This paper pioneers the examination of the mediating roles of explicit and tacit KS and OT in these links as well. This paper highlights the importance of DL for KIFs and sheds the light on how this collectivist approach of leadership creates an atmosphere of trust and fosters tacit and explicit KS to boost exploitative and exploratory innovations.

A new model for investigating the role of knowledge management system on the mental health of employees

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ali Mazaherinezhad ◽  
Aram Mahmood Ahmed ◽  
Marwan Yassin Ghafour ◽  
Omed Hassan Ahmed ◽  
Saqib Ali ◽  
...  
Keyword(s):  
Mental Health ◽  
Knowledge Management ◽  
Knowledge Sharing ◽  
Psychological Empowerment ◽  
Positive Impact ◽  
Critical Parameters ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
The Impact ◽  
Sharing Behavior

Purpose Knowledge management (KM) implementation is the ideal solution for enhancing employee’s abilities like mental health and performance. This study aims at testing the impact of KM mechanism on personnel’s mental health at the Iran University of Medical Sciences. Design/methodology/approach The study is a descriptive, correlational and applied one. The library and field studies have been used to collect data through the questionnaire. The proposed model and the data have been analyzed using Smart PLS software. A questionnaire has been conducted by an arbitrary sampling method. Findings The results have shown that the main factors of KM have a direct, meaningful positive impact on innovation. Besides, the critical parameters of KM success, strategy and process have a significant and direct positive effect on the tendency for knowledge-sharing behavior. Further, the direct relationship of the trend for knowledge-sharing behavior with the mental health of employees has positively been confirmed. The results have also indicated that psychological empowerment has a positive and significant effect on the mental health of employees. Research limitations/implications This study has investigated the four parameters (i.e. key factors for KM success, KM strategy, KM processes and psychological empowerment) impacting the knowledge-sharing intention, conduct of the people and the mental health of the employees. Scholars can investigate other personal and organizational parameters such as probable backgrounds of the knowledge-sharing intention, conduct and the mental health of the employees. Practical implications These findings will be essential in the understanding of the interplay among various signals in theory and the understanding of patients’ choices in the electronic health (e-health) community in practice. The results have implications for existing health management and e-health literature. The present paper will help policymakers, healthcare executives and project managers to effectively set their operations and make them maintainable, prevent unpredicted obstacles and better allocate their resources. Overall, the result of this paper will guide researchers who are working in the field of e-health. Originality/value The findings can develop robust knowledge-sharing platforms and offer insightful suggestions for management practitioners in emerging markets.

Relationship between knowledge sharing and job satisfaction: a systematic review

2018 ◽  
Vol 119 (5/6) ◽  
pp. 295-312 ◽  
Author(s):  
Ghulam Murtaza Rafique ◽  
Khalid Mahmood
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Knowledge Sharing ◽  
English Language ◽  
Positive Impact ◽  
Data Extraction ◽  
Google Scholar ◽  
Content Type ◽  
Language Studies ◽  
The Relationship

Purpose The purpose of this study was to systematically collect and review the English language studies that provided empirical evidence for the existence of relationship between knowledge sharing (KS) and job satisfaction (JS) and their impact on each other. Design/methodology/approach A systematic review of the literature was conducted searching Google Scholar, LISTA, ISI Web of Knowledge, Scopus and ProQuest Dissertation and Theses. Searches were completed through March 2017. Language limit was applied; and manual searching from review articles and some key studies using backward and forward citation from Google Scholar was also completed. Studies determining the relationship or correlation between KS and JS were included and books were excluded in this review. Data extraction and critical appraisal were performed to determine the risk of bias of each study. Findings The findings clearly reveal that these two variables had a significant relationship with and were influenced by each other. It is concluded that KS had a positive impact on JS and, similarly, JS had strong effect on KS among the individuals working in different organizations. Originality/value This review is first to examine the relationship between KS and JS and their impact on each other by systematically collecting and reviewing the English language studies. This study has theoretical and practical implications for managers and HR departments.

scholarly journals The impact of knowledge management on job satisfaction

2016 ◽  
Vol 20 (4) ◽  
pp. 621-636 ◽  
Author(s):  
Aino Kianto ◽  
Mika Vanhala ◽  
Pia Heilmann
Keyword(s):  
Job Satisfaction ◽  
Knowledge Management ◽  
Knowledge Sharing ◽  
Knowledge Worker ◽  
Well Being ◽  
Working Environment ◽  
Strong Impact ◽  
Data Set ◽  
Content Type ◽  
The Impact

Purpose This paper aims to propose that knowledge management (KM) could be a way to nurture job satisfaction and examine how KM can increase individual employees’ job satisfaction. Design/methodology/approach A theoretical model concerning the connections between five facets of KM (knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention) and job satisfaction is proposed. It is then empirically tested with a structural equation modelling partial least squares analysis of a survey data set of 824 observations, collected from the members of a Finnish municipal organisation. Findings Existence of KM processes in one’s working environment is significantly linked with high job satisfaction. Especially intra-organisational knowledge sharing seems to be a key KM process, promoting satisfaction with one’s job in most employee groups. Interestingly, significant knowledge-based promoters of job satisfaction differ as a function of job characteristics. Practical implications KM has a strong impact on employee job satisfaction, and therefore, managers are advised to implement KM activities in their organisations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work. Originality/value This paper produces knowledge on a type of consequence of KM that has been largely unexplored in previous research, individual job satisfaction. Also, it promotes moving the KM literature to the next stage where the impact of KM practices is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue.

The effect of the employee perceived training on job satisfaction: the mediating role of workplace stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Harun Sesen ◽  
Senay Sahil Ertan
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Positive Impact ◽  
Workplace Stress ◽  
Nursing Assistants ◽  
Full Time ◽  
Certified Nursing Assistants ◽  
Content Type ◽  
Mediating Role ◽  
The Impact

Purpose This study aims to mediate the impact of workplace stress and job satisfaction on nurses’ perception of training. It sheds light on the links between job satisfaction, Certified Nursing Assistants’ perception of training and workplace stress in nursing homes. Design/methodology/approach A cross-sectional questionnaire was distributed in 12 different elderly home care centres in Northern Cyprus during September to October 2017. The sampling frame consists of 317 full-time Certified Nursing Assistants who completed measures of perception of training, job satisfaction and workplace stress. This paper used structural equation modelling to test a theoretical model and hypothesis. Findings The findings emphasize that Certified Nursing Assistants’ perception of training has a positive impact on their job satisfaction and negative impact on workplace stress while workplace stress mediates the relationship between their perception of training and job satisfaction. The results indicate that while the motivation for training and support for training have an effect on job satisfaction, access to training and benefits for training do not yield any significant impact on it and workplace stress plays a mediating role. Originality/value This study confirms that the CNAs’ perception of training and job stress affect the emergence of job satisfaction, and workplace stress mediated the relation between training and satisfaction posited by social exchange theory.

Interorganisational partnerships and knowledge sharing: the perspective of non-profit organisations (NPOs)

2014 ◽  
Vol 18 (5) ◽  
pp. 867-885 ◽  
Author(s):  
Dinesh Rathi ◽  
Lisa M. Given ◽  
Eric Forcier
Keyword(s):  
Social Media ◽  
Knowledge Sharing ◽  
Management Practices ◽  
Business Partnerships ◽  
Content Type ◽  
Non Profit ◽  
Networking Tool ◽  
External Relationships ◽  
Use Of Social Media ◽  
The Impact

Purpose – This paper aims first to identify key interorganisational partnership types among non-profit organisations (NPOs) and second to determine how knowledge sharing takes place within each type of partnership. Results explore the value of social media specifically in facilitating external relationships between NPOs, firms and the communities they serve. Design/methodology/approach – Empirical qualitative analysis of exploratory interviews with 16 Canadian NPOs generates a non-exhaustive classification of partnership types emerging from these organisations, and their defining characteristics in the context of interorganisational knowledge sharing. Findings – Overall eight categories of partnerships from the sampled NPOs emerged from the analysis of the data. These include business partnerships, sector partnerships, community partnerships, government partnerships, expert partnerships, endorsement partnerships, charter partnerships and hybrid partnerships. Using examples from interviews, the sharing of knowledge within each of these partnerships is defined uniquely in terms of directionality (i.e. uni-directional, bi-directional, multi-directional knowledge sharing) and formality (i.e. informal, semi-formal or formal knowledge sharing).Specific practices within these relationships also arise from examples, in particular, the use of social media to support informal and community-driven collaborations. Twitter, as a popular social networking tool, emerges as a preferred medium that supports interorganisational partnerships relevant to NPOs. Originality/value – This research is valuable in identifying the knowledge management practices unique to NPOs. By examining and discussing specific examples of partnerships encountered among NPOs, this paper contributes original findings about the implications of interorganisational knowledge sharing, as well as the impact of emerging social technologies on same.

Determinants of job satisfaction in a lean environment

2017 ◽  
Vol 8 (2) ◽  
pp. 134-152 ◽  
Author(s):  
Denise Rodríguez ◽  
Hendrik Van Landeghem ◽  
Virginia Lasio ◽  
Dirk Buyens
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Positive Impact ◽  
Job Demands ◽  
Research Approach ◽  
Job Autonomy ◽  
Content Type ◽  
Action Research Approach ◽  
Core Self ◽  
The Impact

Purpose The purpose of this paper is to analyze the situational and dispositional determinants of job satisfaction in environments created by implementing employee-supportive lean. Design/methodology/approach The research uses a questionnaire to measure the determinants of job satisfaction (perceived job demands, perceived job autonomy and core self-evaluations) and job satisfaction. Afterwards, the paper proposes a conceptual framework and uses hierarchical multiple regression to test the relationships among perceived job demands, perceived job autonomy, core self-evaluations and job satisfaction. Additionally, the study describes the implementation of employee-supportive lean in four small companies using an action research approach. Findings The findings reveal that perceived job demands has a negative impact on job satisfaction. In addition, the authors find that perceived job autonomy and core self-evaluations have a positive impact on job satisfaction. Finally, the results show that core self-evaluations buffer the impact of perceived job demands on job satisfaction. Originality/value The present research underscores the importance of work and personal characteristics for employees’ job satisfaction in an environment created by implementing employee-supportive lean.

The mediating role of job satisfaction in the relationship of vertical trust and distributed leadership in health care context

2016 ◽  
Vol 11 (2) ◽  
pp. 722-738 ◽  
Author(s):  
Ajay K. Jain
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Distributed Leadership ◽  
Positive Impact ◽  
Public Hospitals ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at investigating the effect of vertical trust on distributed leadership (DL) and performance as mediated by job satisfaction, and further to observe the role of DL in carrying out the effect of satisfaction on employees’ performance. Design/methodology/approach As grounded in the organizational citizenship behavior (OCB) literature, the author proposes that employees’ participation in DL should be viewed as an extra role behavior, as leadership functions are not directly related to their job description. The study uses large-scale survey data from a study in one of Denmark’s largest public hospitals (N = 1,439). Findings The results of structural equation modelling (SEM) analysis showed that job satisfaction mediates the relationship between vertical trust and DL, and DL had a positive impact on job performance. Furthermore, the results showed that job satisfaction had a positive impact on DL and employees’ performance. Moreover, DL has positively affected employees’ performance, and it carries the impact of job satisfaction on performance. Research limitations/implications The study showed that trust and job satisfaction are important triggers of DL. Furthermore, results are interesting because literature so far has shown an insignificant relationship between satisfaction and performance. Here, the author establishes that the satisfaction–performance relationship is mediated by DL. The findings should motivate health care organizations to introduce structures and educate formal leaders so that DL can be enabled. Originality/value This should be the first study that relates trust and DL in an empirical manner. As grounded in the OCB literature, results also showed the significance of job satisfaction as a mediator variable.

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