Exploitation of shared knowledge and creative behavior: the role of social context

2019 ◽  
Vol 24 (2) ◽  
pp. 279-300 ◽  
Author(s):  
Sang Soo Kim
Keyword(s):  
Social Context ◽  
Relationship Conflict ◽  
Shared Knowledge ◽  
Empirical Examination ◽  
Content Type ◽  
Knowledge Exploitation ◽  
Creative Behavior ◽  
Worker Support ◽  
The Relationship

Purpose This study aims to examine how exploitation of shared knowledge is related to creative behavior by focusing on the roles of social contextual factors – perceived co-worker support and perceived relationship conflict. Design/methodology/approach The proposed research model in this study posits the following: exploitation mediates the relationship between shared knowledge and creative behavior and perceived co-worker support and perceived relationship conflict moderate the relationship between shared knowledge and creative behavior. For an empirical examination, the model was tested by PLS-SEM using 457 responses gathered from workers of different companies in Korea. Findings It turned out that knowledge exploitation fully mediates the relationship between shared knowledge and creative behavior. Also, the findings revealed that the stronger the perceived co-workers support is the stronger the relationship between shared knowledge and knowledge exploitation becomes. In contrast, perceived relationship conflict has a negative moderating effect on the relationship. Originality/value This study helps to deepen the understanding of how knowledge sharing impacts creative behavior in light of social context and the active utilization of shared knowledge. In addition, this study attempts to provide new perspectives by suggesting double aspects of perceived relationship conflict, which eventually extending the previous research on conflict in the field of knowledge management and creative behavior.

The power of peers

2018 ◽  
Vol 24 (1) ◽  
pp. 214-233 ◽  
Author(s):  
Benedetta Bellò ◽  
Veronica Mattana ◽  
Michela Loi
Keyword(s):  
Social Context ◽  
Self Efficacy ◽  
Complex Dynamics ◽  
Mediating Effect ◽  
Entrepreneurial Intentions ◽  
Hierarchical Regression ◽  
Content Type ◽  
Conducting Research ◽  
The Relationship

Purpose Although the role of creativity in the entrepreneurial process has long been analysed, only recently scholars have begun addressing its influence on entrepreneurial intentions, showing that complex dynamics characterise this relationship. The purpose of this paper is to understand the surrounding mechanisms (moderation and mediation) that connect creativity to entrepreneurial intentions, with a focus on social context and entrepreneurial self-efficacy. Design/methodology/approach A structured questionnaire was administered to a sample of 507 students from 17 to 21 years old. The effect of creativity on entrepreneurial intentions and the moderating role of social context were tested with a three-step hierarchical regression, while the mediating effect of self-efficacy was tested by a multiple regression analysis based on the bootstrapping method. Findings The results reveal that: peers who encourage entrepreneurship moderate the relationship between creativity and entrepreneurial intentions by strengthening this relationship, and entrepreneurial self-efficacy mediates the relationship between creativity and entrepreneurial intentions. Research limitations/implications In light of these results, institutions should draw attention to how creative potential in students differs in order to provide new educational programmes to strengthen self-efficacy in entrepreneurial students and support encouraging social context of peers in which entrepreneurial intentions can be fostered. Originality/value The study, by responding to the suggestions of conducting research on the interface between creativity and entrepreneurship (Shane and Nicolaou, 2015), brings new empirical details regarding the mechanisms that link creativity to entrepreneurial intentions. Furthermore, it casts light on the interaction between dispositional and social variables, showing the crucial role of peers in enhancing the interaction between creativity and intentions.

Leader-member exchange differentiation and team creativity

2015 ◽  
Vol 36 (7) ◽  
pp. 798-815 ◽  
Author(s):  
Hongdan Zhao
Keyword(s):  
Moderated Mediation ◽  
Relationship Conflict ◽  
Mediation Model ◽  
Team Creativity ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
The Relationship

Purpose – The purpose of this paper is to examine the effect of leader-member exchange (LMX) differentiation on team creativity by developing a moderated mediation model. The model focuses on the mediating role of relationship conflict in linking LMX differentiation with team creativity and the moderating role of team-member exchange (TMX) median in influencing the mediation. Design/methodology/approach – The authors tested the model with a time-lagged field survey data from 358 employees and 98 supervisors belonging to 98 teams in a large diversified company with more than 15,000 employees, based in Shanghai, Southeastern China. In the first stage (T1), employees assessed LMX, TMX, relationship conflict, and control variables. In the second stage (T2), the leaders were asked to report team creativity. Findings – Results indicated that the relationship between LMX differentiation and team creativity was mediated by relationship conflict. Moderated mediation analyses further revealed that relationship conflict mediated the relationship between LMX differentiation and team creativity for only those teams with low-TMX median. Research limitations/implications – Testing the moderated mediation model helps to advance our theoretical understanding of the intervening processes that underlie the effect of LMX differentiation on team creativity. The findings may also help Chinese managers to inform the importance of helping subordinates better adapt to LMX differentiation, reducing relationship conflict, and constructing high-quality TMX relationships within groups, in order to promote team creativity. Originality/value – This empirical study provides preliminary evidence of the mediating role of relationship conflict in the negative relationship between LMX differentiation and team creativity. The moderated mediation model also extends the existing finding by showing that not only the quality of social exchange relationships with a supervisor (i.e. LMX) but also with team members (i.e. TMX), can moderate the impact of LMX differentiation on team outcomes.

Job resources and satisfaction across gender: the role of work–family conflict

2018 ◽  
Vol 33 (4/5) ◽  
pp. 372-385
Author(s):  
Marijana Matijaš ◽  
Marina Merkaš ◽  
Barbara Brdovčak
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Job Resources ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Content Type ◽  
Worker Support ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this paper is to examine the direct effects of job autonomy and co-worker support on job satisfaction, and the mediational role of work–family conflict (WFC) in the relationship between these job resources and job satisfaction in men and women. Design/methodology/approach A cross-sectional design was used. Participants (n=653) completed the WFC scale (Netemeyer et al., 1996), the job autonomy scale (Costigan et al., 2003), a scale of co-worker support (Sloan, 2012) and a new short multidimensional scale of job satisfaction. Findings Higher job autonomy and co-worker support contribute positively to job satisfaction in women and men. Co-worker support has an indirect effect on job satisfaction via WFC in women, but not in men. The WFC did not mediate the relationship between job autonomy and satisfaction in men and women. Originality/value This paper contributes to the research on the effects of job resources on WFC and job satisfaction, and on gender differences in the relationship between work and family.

Moderating role of employee engagement on conflict–politics relationship

2019 ◽  
Vol 26 (6) ◽  
pp. 1781-1798 ◽  
Author(s):  
Poonam Mishra ◽  
Amitabh Deo Kodwani
Keyword(s):  
Employee Engagement ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Self Report ◽  
Relationship Conflict ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role ◽  
Openness To Diversity

Purpose The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes. Design/methodology/approach A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model. Findings The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice. Research limitations/implications The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies. Practical implications The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization. Originality/value The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

Role of consumer vanity and the mediating effect of brand consciousness in luxury consumption

2019 ◽  
Vol 28 (7) ◽  
pp. 800-811 ◽  
Author(s):  
Nikita Sharda ◽  
Anil Bhat
Keyword(s):  
Structural Equation ◽  
Mediating Effect ◽  
Luxury Brands ◽  
Empirical Examination ◽  
Luxury Consumption ◽  
Specific Product ◽  
Content Type ◽  
Product Features ◽  
The Relationship

Purpose There has been substantial research on luxury globally, but there is a dearth of studies empirically investigating the key relationships affecting luxury consumption. The aim of this paper is to consider the role of consumer vanity and brand consciousness and to set their relationships in context of luxury consumption. Design/methodology/approach To measure consumer vanity, brand consciousness, attitude towards luxury brands and purchase intentions, pre-established scale items were adopted. Self-administered questionnaires were distributed through luxury exhibitions and festivals in major cities of India. A sample of n = 342 luxury consumers was analysed using structural equation modelling. Findings The findings support that brand consciousness is mediating the relationship between consumer vanity and luxury consumption. Luxury consumers are primarily driven by achievement vanity. They are likely to evaluate luxury brands based on their price, fame and their ability to portray their professional achievements. They incur unreasonable costs to acquire the expensive, famous and prestigious luxury brands and conspicuously consume them to display their success and accomplishments. Research limitations/implications The study provides an in-depth explanation of how consumer vanity is leading to consumption of luxury brands. The marketers may benefit by focussing on promotion of their brand's symbols and logos than on specific product features. Originality/value This is the first empirical examination understanding the mediating effect of brand consciousness as a mediator between consumer vanity and luxury consumption.

Blaming leaders for team relationship conflict? The roles of leader-member exchange differentiation and ethical leadership

2014 ◽  
Vol 5 (2) ◽  
pp. 134-146 ◽  
Author(s):  
Mingjian Zhou ◽  
Shuisheng Shi
Keyword(s):  
Ethical Leadership ◽  
Design Methodology ◽  
Relationship Conflict ◽  
Leader Member Exchange ◽  
Content Type ◽  
Lmx Theory ◽  
Member Exchange ◽  
The Relationship ◽  
Extended Power

Purpose – The purpose of this paper is to extend our understanding of the role of leaders in team relationship conflict. Leader-member exchange (LMX) differentiation was hypothesized to be positively related to team relationship conflict. Additionally, ethical leadership was hypothesized to moderate relations between LMX differentiation and team relationship conflict. Design/methodology/approach – Hypotheses were examined in a sample of 79 working teams. Data were collected via a questionnaire containing measures of LMX, team relationship conflict and ethical leadership. Findings – Hypotheses were supported by the data. LMX differentiation was positively related to team relationship conflict, and ethical leadership weakened the relationship between LMX differentiation and team relationship conflict. Originality/value – This is the first theoretical analysis and empirical study of relationships between LMX differentiation and team relationship conflict. Theoretically, by using LMX theory to account for team-level outcomes, this study extended power of LMX theory. Practically, these results suggest that leaders may be responsible for team relationship conflict.

Orchestrating enterprise social media for knowledge co-creation: an interactionist perspective

2019 ◽  
Vol 50 (1) ◽  
pp. 57-74
Author(s):  
Fatuma Namisango ◽  
Maria Miiro Kafuko ◽  
Gorretti Byomire
Keyword(s):  
Social Media ◽  
Social Context ◽  
Content Type ◽  
Enterprise Social Media ◽  
Enterprise Social Networks ◽  
Interactionist Perspective ◽  
Employee Relationships ◽  
Conceptual Paper ◽  
The Relationship

Purpose This paper aims to present a conceptual framework of four knowledge co-creation processes in enterprise social media (ESM). From an interactionist perspective, the paper proposes a model on the role of ESM and enterprise social networks (ESNs) in facilitating knowledge co-creation processes. Design/methodology/approach This conceptual paper revisits existing literature on ESM, ESNs and social knowledge management to propose, hypothetically, the relationship between ESM, ESN and knowledge co-creation processes. Findings ESM enhances employee-to-employee interaction, which allows employees to co-create knowledge in a social context. Firstly, ESM affords employees to create ESNs for knowledge co-creation. Secondly, the structure of employee-to-employee interaction in ESNs will influence knowledge co-creation processes. Thirdly, ESNs provide the mechanism through which ESM affordances enable or constrain knowledge co-creation in the organisation. Practical implications ESM creates a social context that allows employees to share, apply and recreate or reproduce knowledge in the process of knowledge co-creation. The action possibilities of ESM perceived and actualised by employees will enable or constrain knowledge co-creation. Such influences are fuelled by the structural properties of employee relationships on ESM. Originality/value The paper elucidates the concept of knowledge co-creation based on a representation of user activities in ESM. This paper suggests that knowledge co-creation is a salient outcome of both individual-to-individual interactions on ESM and individual-to-ESM interactions enabled by ESM affordances.

Burning hearts in conflict

2017 ◽  
Vol 28 (1) ◽  
pp. 50-73 ◽  
Author(s):  
Kjell B. Hjerto ◽  
Bård Kuvaas
Keyword(s):  
Job Satisfaction ◽  
Team Performance ◽  
Team Effectiveness ◽  
Cognitive Task ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Content Type ◽  
Intragroup Conflict ◽  
The Relationship

Purpose The purpose of this study is to investigate the relationships between three conflict types, cognitive task conflict, emotional relationship conflict and emotional task conflict, and team effectiveness (team performance and team job satisfaction). Design/methodology/approach The authors conducted a group-level ordinary least square regression analysis of 61 working teams to investigate the study variables, and possible interaction effects among them. In an auxiliary analysis (36 teams), they analyzed the role of mood dimensions (hedonic valence and general conflict activation) as mediators to the relationship between cognitive task conflict and team effectiveness. Findings Cognitive task conflict was negatively related to team performance, emotional relationship conflict was negatively related to team job satisfaction and emotional task conflict was positively related to team performance, all controlled for the effect of each other. The relationship between cognitive task conflict and team job satisfaction was negatively moderated by team size. Mood valence mediated the relationship between cognitive task conflict and team performance, and between cognitive task conflict and team job satisfaction. Research limitations/implications Several possible research lines emanate from the current field study. First of all, the authors suggest that emotional task conflict may be of particular interest, as this is hypothesized and found to be incrementally positively related to team performance. Second, their auxiliary study of the mediating effect of mood valence on the relationship between cognitive task conflict and performance may spur curiosity concerning the role of mood as a mediator of the relationship between task or cognitive conflicts and team effectiveness. Practical implications The practitioner should be advised to try to facilitate the distribution of intragroup conflict in their teams in the direction of an increased level of emotional task conflict (positive for performance) at the expense of cognitive task conflict (negative for performance) and emotional relationship conflict (negative for satisfaction). The practitioner should allow intragroup conflicts to be highly activated (intense), as long as the interactions are strictly directed to the task in hand, and not being personal. In addition, a positive mood in teams may significantly strengthen the team's resilience against adverse consequences of conflicts. Originality/value The three conflict types in this three-dimensional intragroup conflict model (3IC) have never been tested before, and the findings open for a conflict type – emotional task conflict – that may generally be conducive for the teams’ performance, evaluated by the teams’ supervisors. This is a conflict type where people simultaneously are emotional and yet task oriented. To the authors’ knowledge, this is a novelty, and they hope that it may encourage further research on this conflict type.

The relation of servant leadership with followers' organizational citizenship behaviour (OCB): mediating role of generalized self-efficacy (GSE) and organization–based self-esteem (OBSE)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tapas Bantha ◽  
Sanjeev P. Sahni
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Self Efficacy ◽  
Self Esteem ◽  
Empirical Examination ◽  
Content Type ◽  
Mediational Role ◽  
The Relationship

Purpose This study aims to understand the relationship between servant leadership (SL) and followers’ organizational citizenship behaviour (OCB) along with the mediational role of generalized self-efficacy (GSE) and organization-based self-esteem (OBSE) on the relationship. Design/methodology/approach A review of literature on leadership has been carried out to formulate a conceptual model that has focussed on the relationship between SL and followers’ OCB. The paper has also drawn the role of GSE and OBSE with relation to SL and followers’ OCB. Findings The literature has highlighted the importance of SL in promoting followers’ OCB, GSE and OBSE, and the positive relation of GSE and OBSE with followers’ OCB is also demonstrated. Research limitations/implications This is a conceptual work that has drawn from secondary material. A further empirical examination can help validate the ideas that have been proposed here. Practical implications This paper has highlighted the role of SL in organizations. It has also provided ample scope for practitioners to rethink about their current leadership style/approach and to plan their approach in such a way that can facilitate followers’ OCB, GSE and OBSE, which may result in organizational productivity and sustainability. Originality/value This paper has tried to connect two mediators, i.e. GSE and OBSE with SL in the Indian context that has been studied differently concerning different contexts, and that may add a new dimension to the discourse on SL.

Edu-tourist’s perceived service quality and perception – the mediating role of satisfaction from foreign students’ perspectives

2017 ◽  
Vol 72 (2) ◽  
pp. 156-170 ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Hasliza Hassan ◽  
Aahad Osman-Gani ◽  
Fadi Abdel Muniem Abdel Fattah ◽  
Md. Aftab Anwar
Keyword(s):  
Service Quality ◽  
Purchase Intention ◽  
Tourism Industry ◽  
Mediating Effect ◽  
Empirical Examination ◽  
Content Type ◽  
Perceived Service Quality ◽  
Intention To Purchase ◽  
The Relationship

PurposeThe purpose of this paper is to test a conceptual model that takes into account both edu-tourists’ perception and perceived service quality in explaining purchase intention of academic degrees from the foreign universities. Design/methodology/approachThe study is based on an empirical examination with applying multivariate data analysis. The data were collected through survey questionnaires and analysed by using structural equation modelling procedure. FindingsThe survey result discovered that the relationship between perceived service quality and edu-tourist’s satisfaction was significant and positive. The relationship between edu-tourist’s satisfaction and intention to purchase was also significant and positive. Meanwhile, edu-tourist’s satisfaction partially mediates the relationship between their perceived service quality and intention to purchase. Nevertheless, this research also explored that the edu-tourist’s satisfaction plays a significant mediating effect in between the relationship of perception and intention to purchase. Research limitations/implicationsThis empirical study will contribute in understanding the behaviour of international students to construct the theoretical knowledge on the edu-tourism industry, which has been neglected in tourism research. Originality/valueThe paper will be of use to the management and policymakers in the higher education sector in understanding the customer’s expectation for the edu-tourism destination. This study contributes to the growing literature on education travel destination, where the researchers investigated the role of tourist’s satisfaction by using perception and perceived service quality towards their intention to visit a destination for education tourism. In addition, understanding the role satisfaction on the relationship between perception and perceived service quality towards the purchase intention will make both scientific and practical contributions for the decision-makers.

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