Understanding “disengagement from knowledge sharing”: engagement theory versus adaptive cost theory

2015 ◽  
Vol 19 (3) ◽  
pp. 476-496 ◽  
Author(s):  
Dianne Ford ◽  
Susan E. Myrden ◽  
Tim D Jones
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Knowledge Workers ◽  
Empirical Support ◽  
Future Research ◽  
Job Engagement ◽  
Health And Wellness ◽  
Online Questionnaire ◽  
Content Type ◽  
Engagement Theory

Purpose – The purpose of this paper is using competing hypotheses (a spillover hypothesis, based on Engagement Theory, and a provisioning hypothesis, based on Adaptive Cost Theory) to help explain why employees become disengaged from knowledge sharing. Design/methodology/approach – Employed knowledge workers completed an online questionnaire regarding their job characteristics, their general health and wellness, perceived organizational support, job engagement and disengagement from knowledge sharing. Findings – The findings provide empirical support for Adaptive Cost Theory and illustrate the relationship between Engagement Theory and the Disengagement from Knowledge Sharing. In particular, this research illustrates the importance of health and wellness for preventing disengagement from knowledge sharing. In addition, the findings introduce a new finding of tensions between job engagement and knowledge sharing, which supports knowledge workers’ complaints of “being too busy” to share. Research limitations/implications – This study uses cross-sectional methodology; however, the participants are employed and in the field. Given the theoretical arguments that disengagement from knowledge sharing should be either short term or transient, future research should follow-up with diary methods to capture this to confirm the study’s conclusions. Practical implications – The findings of this study provide some insight for practitioners on how to prevent disengagement from knowledge sharing. New predictors and an interesting tension between job engagement and knowledge sharing are identified. Originality/value – This study examines an alternative explanation for the lack of knowledge sharing in organizations, and uses competing theories to identify the reasons for the disengagement from knowledge sharing.

Instilling affective commitment: insights on what makes knowledge workers want to stay

2016 ◽  
Vol 39 (3) ◽  
pp. 266-288 ◽  
Author(s):  
Sharmila Jayasingam ◽  
Muhiniswari Govindasamy ◽  
Sharan Kaur Garib Singh
Keyword(s):  
Knowledge Sharing ◽  
Service Sector ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Retention ◽  
Future Research ◽  
Content Type ◽  
Knowledge Based ◽  
The Impact

Purpose – This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships. Design/methodology/approach – A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses. Findings – The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment. Research limitations/implications – One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker. Practical implications – Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge. Originality/value – From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

Impacts of cooperative and competitive personalities on tacit knowledge sharing among Chinese employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ying Zhang ◽  
Haoyu Chen ◽  
Ersi Liu ◽  
Yunwu He ◽  
Edwin Cheng
Keyword(s):  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Mediating Role ◽  
Tacit Knowledge Sharing ◽  
Moderating Role

Purpose The purpose of this paper is to study the influence of cooperative and competitive personalities on tacit knowledge sharing (TKS) by exploring the mediating role of organizational identification (OI) and the moderating role of perceived organizational support (POS) among Chinese employees. Design/methodology/approach Conducting a network survey of ordinary employees from Chinese listed companies (2019) as the research objects, the authors collect 298 valid samples for research. The authors apply confirmatory factor analysis to test the reliability and validity of the constructs, structural equation modeling to verify the direct effect and the PROCESS macro to test the mediating and moderating effects. Findings The results show that there is a positive relationship between cooperative personality (COP) and TKS, and there is an inverted U-shaped relationship between competitive personality (CMP) and TKS. OI plays a mediating role between COP and TKS, while POS plays a negative moderating role between COP and TKS. Research limitations/implications This paper only takes Chinese employees as the research sample, and future research can make a cross-cultural comparison between the impacts of cooperative and competitive personalities on employees’ behaviors. Practical implications The results of this study suggest that enterprises should actively cultivate the COP of employees, and managers should refrain from intervening in the behaviors of employees with COP. At the same time, for employees with CMP, managers should guide them to control their competitive tendency at a reasonable level. The conclusions of this paper also suggest that managers should pay attention to the cultivation of employees’ OI. Originality/value This study plugs the gap in research on the impacts of cooperative and competitive personalities on TKS. It makes a contribution to the research development of COP and CMP and their influence mechanisms on employees’ behaviors. In addition, the negative moderating effect of POS on COP–TKS link verifies the correctness of Y theory. Studying the relationships among personality traits (cooperative and competitive personalities), cognition (OI) and behaviors (TKS), this paper makes a contribution to such a research stream.

Knowledge sharing, commitment and opportunism in new product development

2015 ◽  
Vol 35 (7) ◽  
pp. 1056-1074 ◽  
Author(s):  
Richard C M Yam ◽  
Cliff Chan
Keyword(s):  
Product Development ◽  
Knowledge Sharing ◽  
New Product Development ◽  
Structural Equation ◽  
New Product ◽  
Future Research ◽  
Online Questionnaire ◽  
Managerial Implication ◽  
Content Type ◽  
Business Partners

Purpose – In today’s market, firms are riding on the wave of globalisation to enhance competitiveness through corporate collaboration in new product development (NPD). In joint NPD, huge amounts of information and knowledge are interchanged among business partners. However, industrial experience and past research have indicated that knowledge sharing among firms invite opportunism, that is, knowledge being leaked or misused by others. To determine the means to rectify the problems of opportunism in joint NPD, the purpose of this paper is to investigate the effect of commitment and knowledge sharing on opportunism. Design/methodology/approach – An online questionnaire survey was conducted to verify the research model with 312 valid responses from manufacturing firms. The survey data were analysed by structural equation modelling, and the findings were verified by follow-up interviews. Findings – Contradictory to most studies, this study finds that knowledge sharing among committed business partners suppresses, rather than invites, opportunism. Research limitations/implications – This finding is new in the literature with strong managerial implication. Firms that hesitate to share their knowledge with others because of the fear of opportunism should commit more seriously to their business partners so that they could share knowledge for better NPD. Originality/value – This study has reversed the sceptical belief of knowledge sharing leading to opportunism. This new belief will encourage corporate collaboration in joint NPD. However, for a comprehensive view on opportunism in inter-firm NPD, other governance mechanisms, that is, contract and trust, should also be studied in future research.

Public spaces as workplace for mobile knowledge workers

2016 ◽  
Vol 18 (3) ◽  
pp. 209-223 ◽  
Author(s):  
Cheuk Fan Ng
Keyword(s):  
Organizational Support ◽  
Knowledge Workers ◽  
Public Spaces ◽  
Virtual Space ◽  
Social Characteristics ◽  
Future Research ◽  
Specific Work ◽  
Content Type ◽  
Work Tasks ◽  
Cognitive Work

Purpose This purpose of this paper is to review the relationships between the physical and social characteristics of public and semi-public spaces and work behaviors of mobile knowledge workers employed by organizations. Design/methodology/approach This is a literature review of research from several disciplines on teleworking from multiple settings, particularly in public and semi-public spaces. Findings This review suggests that both the physical and social characteristics of public and semi-public spaces can constrain the cognitive work and communication of knowledge workers. The physical characteristics include amount of space, layout, ambient conditions and internet and Wi-Fi connectivity. To be effective, mobile workers perform different tasks at different workplaces that support those specific work tasks. Planning and coordinating work tasks for different workplaces is time-consuming and requires anticipation of constraints and effort to overcome obstacles encountered in these places. Research limitations/implications Little empirical research focusing on these new workplaces is available. There is much need for future research that uses larger, representative samples and a diversity of methods. As this paper is based on a review of a small number of studies currently available in peer-reviewed journals written in English, the findings should be considered tentative. Practical implications Understanding how the design of the physical workplace, work processes, organizational support and its interface with the virtual space support successful mobile work is crucial for organizations. Corporate real estate and facility managers of public and semi-public spaces should support mobile workers’ needs for internet and Wi-Fi connectivity and provide separate spaces for cognitive work and private business conversations. Originality/value This paper extends the research about teleworking from home to working in public and semi-public spaces.

The mediating effects of ego-resilience in the relationship between organizational support and resistance to change

2018 ◽  
Vol 13 (1) ◽  
pp. 104-124
Author(s):  
Aristides Isidoro Ferreira ◽  
Carla Cardoso ◽  
Timo Braun
Keyword(s):  
Organizational Support ◽  
Resistance To Change ◽  
Empirical Support ◽  
Organizational Level ◽  
Future Research ◽  
Change Processes ◽  
Behavioral Reactions ◽  
Content Type ◽  
Ego Resilience ◽  
The Relationship

Purpose This study drew upon conservation of resources and organizational support theory to develop a deeper understanding of the antecedents of affective and behavioral reactions to change processes. The purpose of this paper is to construct a theoretical framework based on previous findings of change management research to suggest that the relationship between organizational support and resistance to change is mediated by ego-resilience. This framework was then validated empirically. Design/methodology/approach To test this model, the mediation relationship was examined using regression analysis with bootstrapping. The sample consisted of 323 employees from private and public organizations. Findings The results confirmed that the relationship between organizational support and affective and behavioral reactions to imposed change is mediated by ego-resilience. The theoretical model was thus validated for use in future research. Research limitations/implications This study’s findings have implications for organizations regarding how managers guide their employees through change processes. The research’s limitations arise from the use of convenience non-probability sampling and cross-sectional, self-reported data, which only allow for a tentative generalizability of the results. Originality/value The findings show that organizational change processes are affected by factors on both the individual (i.e. ego-resilience) and organizational level (i.e. organizational support). This study’s results thus provide empirical support for the conclusion that ego-resilience mediates the indirect relationship between organizational support and employees’ resistance to change.

The antecedents and dimensionality of knowledge-sharing intention

2018 ◽  
Vol 42 (1/2) ◽  
pp. 125-142 ◽  
Author(s):  
Seung-hyun Han
Keyword(s):  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Human Resource Development ◽  
Organizational Support ◽  
Explicit Knowledge ◽  
Two Dimensions ◽  
Integrative Model ◽  
Future Research ◽  
Content Type ◽  
Situational Variables

Purpose This paper aims to focus on the relationships between situational/dispositional variables and an individual’s intention to knowledge sharing, and has theoretical implications for researchers in human resource development and management, as well as implications for practicing managers in organizations. First, this study examines whether an integrative model of knowledge sharing reveals an impact of various antecedents on sharing of knowledge between individuals, which has been rarely explored in a single study. In particular, this study is interested in examining whether the two dimensions improve individual sharing of explicit and tacit knowledge, respectively. Design/methodology/approach A quantitative survey design approach is used as the research method for data collection. Initially, a pilot study is conducted to examine the psychometric properties of the measures. A 120-item questionnaire is used to measure personality traits, organizational climate and knowledge-sharing intention. The main study is conducted at the Korean IT companies, which have knowledge management system and actively share knowledge between R&D engineers. Findings The results of regression analyses indicate that conscientiousness, openness and extroversion of dispositional variables are positively related to an individual’s intention to share knowledge. Of situational variables, organizational support and identity are positively related to knowledge sharing, and reward is negatively associated with knowledge-sharing intention. Theoretical and practical implications for future research are discussed. Originality/value Scholars focused with increasing emphasis over the past 20 years on an organization’s ability to facilitate, utilize and share knowledge as critical components of organizational success. Several scholarly attempts tried to explain the antecedents of knowledge sharing. Despite an increasing demand for a coherent and integrated approach to knowledge sharing, empirical efforts remain largely absent with regard to how knowledge transfer and knowledge-sharing practices among individuals are affected by dispositional and situational variables. Also, individual intention to share knowledge was primarily measured as a unidimensional concept. This is a surprising oversight, given that tacit knowledge and explicit knowledge are critical. Indeed, these may be collectivized successfully for the firm’s driver. To address this gap in our understanding of the personal dynamics involved in knowledge-sharing practices, this study seeks to investigate whether dispositional and situational variables lead to changes in individual’s intention to share tacit and explicit knowledge.

scholarly journals Knowledge sharing in open source software communities: motivations and management

2015 ◽  
Vol 19 (4) ◽  
pp. 791-813 ◽  
Author(s):  
Zilia Iskoujina ◽  
Joanne Roberts
Keyword(s):  
Knowledge Sharing ◽  
Open Source ◽  
Open Source Software ◽  
Online Communities ◽  
Descriptive Analysis ◽  
Online Questionnaire ◽  
Content Type ◽  
The Individual ◽  
The Impact

Purpose – This paper aims to add to the understanding of knowledge sharing in online communities through an investigation of the relationship between individual participant’s motivations and management in open source software (OSS) communities. Drawing on a review of literature concerning knowledge sharing in organisations, the factors that motivate participants to share their knowledge in OSS communities, and the management of such communities, it is hypothesised that the quality of management influences the extent to which the motivations of members actually result in knowledge sharing. Design/methodology/approach – To test the hypothesis, quantitative data were collected through an online questionnaire survey of OSS web developers with the aim of gathering respondents’ opinions concerning knowledge sharing, motivations to share knowledge and satisfaction with the management of OSS projects. Factor analysis, descriptive analysis, correlation analysis and regression analysis were used to explore the survey data. Findings – The analysis of the data reveals that the individual participant’s satisfaction with the management of an OSS project is an important factor influencing the extent of their personal contribution to a community. Originality/value – Little attention has been devoted to understanding the impact of management in OSS communities. Focused on OSS developers specialising in web development, the findings of this paper offer an important original contribution to understanding the connections between individual members’ satisfaction with management and their motivations to contribute to an OSS project. The findings reveal that motivations to share knowledge in online communities are influenced by the quality of management. Consequently, the findings suggest that appropriate management can enhance knowledge sharing in OSS projects and online communities, and organisations more generally.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

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