Enabling innovative ability: knowledge sharing as a mediator

2014 ◽  
Vol 114 (5) ◽  
pp. 696-710 ◽  
Author(s):  
Yen-Ku Kuo ◽  
Tsung-Hsien Kuo ◽  
Li-An Ho
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Design Methodology ◽  
Service Innovation ◽  
Content Type ◽  
Four Dimensions ◽  
Workplace Friendship ◽  
Data Collection Instrument ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationships among job satisfaction, workplace friendship, knowledge sharing and service innovation. Design/methodology/approach – This is an empirical study that targets electronic information engineers at the science parts located in Taipei, Hsinchu and Tainan (n=851), utilizing a survey questionnaire as the data collection instrument to test the relationship among the four dimensions. Findings – The results indicated that: first, both job satisfaction and workplace friendship have demonstrated a significant effect on service innovation; second, knowledge sharing significantly moderates the effect of job satisfaction and workplace friendship on service innovation. Originality/value – The present study adds value by examining the moderating effect of knowledge sharing. The results can contribute to the strategic planning of human resource development in order to enhance the capability of service innovation in the technological industry.

The role of salesperson brand selling confidence in enhancing important sales management outcomes: a social identity approach

2018 ◽  
Vol 33 (3) ◽  
pp. 277-290 ◽  
Author(s):  
Bashar S. Gammoh ◽  
Michael L. Mallin ◽  
Ellen Bolman Pullins ◽  
Catherine M. Johnson
Keyword(s):  
Job Satisfaction ◽  
Cross Section ◽  
Design Methodology ◽  
Sales Management ◽  
Measurement Model ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Social Identity Approach

Purpose The purpose of the study is to address the gap in understanding how the brand influences sales outcomes by focusing one’s attention on the salesperson perceptions of the brand and the salesperson brand selling confidence. Design/methodology/approach The study uses a cross-section survey of professional salespeople. SmartPLS was used to estimate the measurement model and test the hypothesized path relationships. Findings The study’s results indicate that salespeople who believe in the strength of the brands they represent are more likely to identify with the brand, are more confident in selling the brand and, overall, tend to perform better, have higher job satisfaction and are more committed to their companies. Originality/value This paper contributes to the sales literature by further exploring the relationship between the brand and sales function in the firm. This area has recently received academic attention but has not yet considered the mediating processes that connect the two areas. This study identifies perceptions of brand strength and brand selling confidence as mechanisms that mediate the impact of brand on sales outcomes.

Mattering in digital labor

2019 ◽  
Vol 34 (4) ◽  
pp. 307-324
Author(s):  
Eliane Bucher ◽  
Christian Fieseler ◽  
Christoph Lutz
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
Social Recognition ◽  
Amazon Mechanical Turk ◽  
Content Type ◽  
Four Dimensions ◽  
Individual Perceptions ◽  
Digital Labor ◽  
The Relationship ◽  
Insight Into

Purpose Online gig labor platforms bring together a global and fast-growing workforce to complete highly granular, remote and decontextualized tasks. While these environments might be empowering to some workers, many others feel disenfranchised and removed from the final product of their labor. To better understand the antecedents of continued participation in forms of crowdsourced digital labor, the purpose of this paper is to explore the relationship between worker’s ability to create a narrative of their work mattering regardless, and their continued work engagement (WE) in these work setups. Design/methodology/approach The authors approach the relationship between individual mattering and digital WE through a longitudinal study among workers on the crowdworking platform Amazon Mechanical Turk. The authors further provide qualitative insight into individual perceptions of mattering based on essay data. Findings The authors develop a measure of mattering in crowdworking with four dimensions: reliance, social recognition, importance and interaction. Reliance is the most pronounced dimension, followed by interaction, importance and social recognition. In the final longitudinal model, only importance affects WE positively, while the other three mattering dimensions do not have a significant effect. Originality/value The findings indicate that individuals who feel that they themselves and their work “count” and “make a difference” will be more engaged in their digital labor. By clarifying the dimensionality of mattering in crowdwork and studying its differentiated effect on WE, the paper makes a contribution to research on crowdwork and the future of work. Beyond the theoretical contributions, the finding that perceived importance fosters WE has important implications for task and platform design.

Negotiating with work friends: examining gender differences in team negotiations

2017 ◽  
Vol 32 (4) ◽  
pp. 558-566 ◽  
Author(s):  
Uta Herbst ◽  
Hilla Dotan ◽  
Sina Stöhr
Keyword(s):  
Gender Differences ◽  
Design Methodology ◽  
Team Composition ◽  
Laboratory Studies ◽  
Single Gender ◽  
Content Type ◽  
Mba Students ◽  
Workplace Friendship ◽  
The Relationship ◽  
Practical Implications

Purpose This study aims to investigate whether a team of females negotiates differently than a team of males, and whether (workplace) friendship moderates the relationship between single-gender team composition and negotiation outcomes. Design/methodology/approach The authors used two laboratory studies and paired 216 MBA students into single-gender teams of friends and non-friends, and then engaged them in several dyadic multi-issue negotiations. Findings The results show that on average, male teams of non-friends reached significantly better outcomes than female teams of non-friends. However, and interestingly, female teams of friends perform equally to male teams of friends. Research limitations/implications The authors contribute both to the negotiations and the workplace friendship literature because very little research has examined negotiation among friends at work and in particular team negotiations. In addition, the authors also contribute to the literature on gender differences in negotiations because existing research has rarely examined the differences between all-male and all-female teams and especially the relationship between same-sex teams and their effects on negotiation outcomes. Practical implications This research has clear implications to managers with regard to team composition. Specifically, a winning all-female team should not be changed! Originality/value This is the first study to examine the relationship between workplace friendship, gender and negotiation outcomes.

Examining the relationship between trustworthiness and students’ attitudes toward knowledge sharing

2017 ◽  
Vol 66 (1/2) ◽  
pp. 16-27 ◽  
Author(s):  
Henry Boateng ◽  
Franklin Gyamfi Agyemang ◽  
Abednego Feehi Okoe ◽  
Tiniwah Deborah Mensah
Keyword(s):  
Linear Regression ◽  
Knowledge Sharing ◽  
Design Methodology ◽  
Positive Relationship ◽  
Sampling Technique ◽  
Design Technique ◽  
Content Type ◽  
Convenience Sampling ◽  
Students Attitudes ◽  
The Relationship

Purpose This study aims to ascertain the relationship between trustworthiness and students’ attitudes toward knowledge sharing. Design/methodology/approach For this study, the authors used the survey research design technique. Data were collected from students pursuing a degree in Business and Administration. Convenience sampling technique was used to select the participants. A total of 400 students participated in the study. Multiple linear regression was used to analyze the data. Findings The results show that trustworthiness, integrity, benevolence and ability have a positive relationship with students’ attitudes toward knowledge sharing. Originality/value Studies investigating the relationship between trustworthiness and students’ attitudes toward knowledge sharing is rare, especially in Ghana.

How is HRD related to other disciplines? The analysis of 100 most frequently cited empirical articles published in three HRD journals

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jaekyo Seo ◽  
Suhyung Lee ◽  
Alexandre Ardichvili
Keyword(s):  
Content Analysis ◽  
Human Resource Development ◽  
Design Methodology ◽  
Academic Disciplines ◽  
Upward Trend ◽  
Content Type ◽  
New Information ◽  
Research Themes ◽  
The Relationship ◽  
Theoretical Foundations

Purpose Human resource development (HRD) as an applied discipline is an example of a scholarly field that has emerged through the collaboration of scholars and practitioners with backgrounds in various foundational disciplines. This study interested in both the influence of other disciplines on HRD research and in HRD’s influence on other disciplines. The purpose of this study is to take stock of the relationships between HRD research and research in other academic disciplines affecting and affected by HRD research. Design/methodology/approach The study used content analysis of the top 100 most frequently cited empirical articles published in three HRD journals between 2000 and 2019 to identify disciplinary foundations of HRD research. The influence of HRD on other disciplines was scrutinized through citation analysis of work citing the top 100 articles. In addition, categorizing the 100 articles into six research themes, the influence of six research themes on citation patterns was explored. Findings The findings indicated that empirical research in HRD, as represented by the top 100 articles, relied mainly on theories and frameworks from two disciplines, management and psychology. Another important finding is that the top 100 HRD articles were cited most often in management publications and the rate of citation in management journals has been growing rapidly since 2005. The citation frequency of HRD articles in other disciplines including psychology, social sciences, education and medicine and nursing shows a general upward trend as well. In addition, there was a difference in disciplines providing theoretical foundations to the HRD articles and citing the articles depending on six predominant research themes, identified in HRD articles. Originality/value This study empirically identified theories and disciplines contributing to HRD research, considering the influence of cited research on the HRD articles through content analysis. In addition, the findings of this study broadened the understanding of the relationship between HRD research and other disciplines by examining the contributions of HRD articles to other disciplines. Finally, this research provided new information regarding the changes in dominant themes in HRD research over time.

From “personal” to “interpersonal”: a multilevel approach to uncovering the relationship between job satisfaction and knowledge sharing among IT professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yang Lei ◽  
Qiang Zhou ◽  
Jifan Ren ◽  
Xiling Cui
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Attribution Theory ◽  
Mediating Effect ◽  
Information Technology Professionals ◽  
Linear Modeling ◽  
Paired Data ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine how job satisfaction (JS) affects two types of knowledge sharing (KS), in-role KS and extra-role KS. It also investigates the mediating effect of knowledge sharing self-efficacy (KSSE) and the moderating effect of team collaborative culture (TCC) between JS and two types of KS. Design/methodology/approach This study applies attribution theory to develop a cross-level model and validate it through paired data collected from 322 information technology professionals nested within 80 teams. Hierarchical linear modeling is used to test the hypotheses. Findings JS positively influences in-role and extra-role KS via KSSE and TCC positively moderates the relationship between JS and extra-role KS. Originality/value This study is one of the first to investigate the mechanism underlying the influence of JS on two types of KS. It also identifies the mediating and moderating effects of this mechanism.

Unlocking the “black box” in the talent management employee performance relationship: evidence from Ghana

2016 ◽  
Vol 39 (12) ◽  
pp. 1546-1566 ◽  
Author(s):  
James Kwame Mensah ◽  
Justice Nyigmah Bawole ◽  
Nisada Wedchayanon
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Affective Commitment ◽  
Banking Sector ◽  
Employee Performance ◽  
Talent Management ◽  
Work Attitudes ◽  
Content Type ◽  
Four Dimensions ◽  
The Relationship

Purpose Combining insights from the social exchange and signalling theories, the purpose of this paper is twofold: first, to investigate the relationship between talent management (TM) practices and four dimensions of talented employees’ performance; and, second, to examine the mediating role of job satisfaction and affective commitment on this relationship in the Ghanaian banking context. Design/methodology/approach Structural equation modelling was used to survey data from 232 employees who are part of a talent pool in the Ghanaian banking sector. Findings The findings of this paper showed that TM practices increase positive talented employee performance of task, contextual and adaptive, whereas it reduces counterproductive behaviours. Second, talented employee work attitudes of job satisfaction and affective commitment partially mediate the relationship between TM practices and four dimensions of talented employees’ performance. Research limitations/implications This study used cross-sectional data; hence, conclusions regarding causality cannot be made. Practical implications Management and organisations implementing and intending to implement TM practices should implement and invest in TM practices that will trigger employee work attitudes to achieve full employee performance. Originality/value This paper advances the literature by exploring the relationship between TM practices and four dimensions of talented employees’ performance.

The influence of corporate psychopaths on job satisfaction and its determinants

2016 ◽  
Vol 37 (6) ◽  
pp. 965-988 ◽  
Author(s):  
Clive Roland Boddy ◽  
Ross Taplin
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Design Methodology ◽  
Direct Link ◽  
Workplace Conflict ◽  
Content Type ◽  
Corporate Psychopaths ◽  
One Step ◽  
Corporate Social ◽  
The Relationship

Purpose The purpose of this paper is to investigate job satisfaction and workplace psychopathy. Design/methodology/approach Job satisfaction has previously been seen as a function of various constructs. The authors take one step back from the literature to re-examine the relationship not just between job satisfaction, workplace conflict, organizational constraints, withdrawal from the workplace and perceived levels of corporate social responsibility, but also between all of these constructs and the presence of corporate psychopaths. Findings The authors find that there is a direct link between corporate psychopaths and job satisfaction. There are also indirect links through variables such as conflict, since corporate psychopaths influence conflict and other variables. Originality/value Importantly, the research establishes that psychopathy is the dominant predictor of job satisfaction.

Workplace identity as a mediator in the relationship between learning climate and job satisfaction during apprenticeship

2016 ◽  
Vol 28 (2) ◽  
pp. 54-65 ◽  
Author(s):  
Michela Cortini
Keyword(s):  
Job Satisfaction ◽  
Vocational Training ◽  
Design Methodology ◽  
Central Italy ◽  
Learning Climate ◽  
Content Type ◽  
Non Profit ◽  
Workplace Identity ◽  
The Relationship

Purpose – The purpose of this paper was to explore if and to what extent workplace identity can mediate the relationship between learning climate dimensions and job satisfaction in a group of apprentices. Design/methodology/approach – Data were gathered thanks to a non-profit organization devoted to vocational training. Participants (N = 87) were apprentices working in different job contexts in central Italy. Findings – Results showed that the relationship between learning climate and job satisfaction was mediated by workplace identity. Originality/value – To the author’s knowledge, this is the first attempt to evaluate the effect of learning climate and workplace identity on job satisfaction during apprenticeship.

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.

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