Strengthening knowledge sharing and job dedication

2019 ◽  
Vol 41 (1) ◽  
pp. 73-87 ◽  
Author(s):  
Min-Ling Liu ◽  
Chieh-Peng Lin ◽  
Mei-Liang Chen ◽  
Pei-Chun Chen ◽  
Kuang-Jung Chen
Keyword(s):  
Knowledge Sharing ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Equation Modeling ◽  
High Tech ◽  
Content Type ◽  
Affective Tone ◽  
Job Demand ◽  
Moderated Mediation Model ◽  
The Relationship

Purpose The purpose of this paper is to propose a moderated mediation model to explain how corporate social responsibility (CSR) and ethical leadership influence knowledge sharing and job dedication through the mediating mechanism of positive affective tone and cognitive meaningfulness. Design/methodology/approach The research hypotheses were empirically tested using a survey of employees from the high-tech industry in Taiwan. The research constructs in this study were measured using five-point Likert scales modified from existing literature. The survey data were empirically analyzed with two-step structural equation modeling (SEM) and regression analysis. Findings The empirical results of this study reveal that CSR and ethical leadership positively relate to positive affective tone and cognitive meaningfulness. Knowledge sharing is positively affected by positive affective tone whereas job dedication is positively affected by positive affective tone and cognitive meaningfulness. While the relationship between positive affective tone and job dedication is positively moderated by job demand, the relationship between cognitive meaningfulness and job dedication is negatively moderated by job demand. Originality/value This study elucidates the ethical influences from organizations (i.e. CSR) and leaders (i.e. ethical leadership) respectively to explain affective and cognitive processes involved in work situations. At the same time, by clarifying the moderating role of job demand, this study provides valuable implications for managers to effectively leverage job demand for increasing employees’ job dedication.

Group organizational citizenship behavior and knowledge sharing

2019 ◽  
Vol 50 (1) ◽  
pp. 117-135 ◽  
Author(s):  
Yasha Afshar Jalili ◽  
Farideh Salemipour
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Emotional Climate ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine the influence of organizational citizenship behavior’s sub-constructs including altruism, civic virtue, sportsmanship, conscientiousness and courtesy on knowledge sharing behavior (KSB). It also pays attention to the effects of group emotional climate on the relationship between organizational citizenship behavior and knowledge sharing. Design/methodology/approach This research was conducted based on the quantitative research strategy by applying structural equation modeling. Using a random sampling method, this research surveyed 116 participants and analyzed the data via partial least equation modeling. Findings The results claim that altruism, conscientiousness and civic virtue have a significant effect on KSB, while the relationship between courtesy and sportsmanship with KSB were not significant. Furthermore, the findings depict that positive and negative workgroup emotional climate would impede or enhance KSB among people with a high level of altruism, conscientiousness and civic virtue. Practical implications Given the importance of knowledge sharing in the today knowledge economy, by comprehending the influence of group organizational citizenship behavior’s sub-constructs on knowledge sharing, managers would improve organizational knowledge sharing by developing a culture encouraging altruism, conscientiousness and civic virtue as a substitute for incentive pay. Moreover, promoting an emotionally supportive climate fosters knowledge sharing within people. Originality/value This study makes three distinct additions to the knowledge sharing literature. First, although there are little studies that investigate the relationship between organizational citizenship behaviors (OCB) and KS, a few of them examine the effects of OCB’s sub-constructs on KS behavior. Second, this is one of the first studies that examined the moderating role of workgroup emotional climate regarding knowledge sharing. Finally, examining the effect of OCB’s sub-constructs on KS in an Iranian public sector would contribute to the literature by broadening the examination of the constructs in a different context.

Developing job performance: mediation of occupational commitment and achievement striving with competence enhancement as a moderator

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chieh-Peng Lin ◽  
Chu-Mei Liu ◽  
Hui-Ting Chan
Keyword(s):  
Social Interaction ◽  
Job Performance ◽  
Self Efficacy ◽  
Structural Equation ◽  
Occupational Commitment ◽  
Equation Modeling ◽  
High Tech ◽  
High Tech Industry ◽  
Content Type ◽  
The Relationship

PurposeThis study draws upon the theory of eudaimonic motivation to develop a model that explains job performance in high-tech industry. This study aims to clarify through what mediating mechanism employees' social interaction and self-efficacy can substantially influence their job performance. At the same time, competence enhancement is examined as a moderator that influences the effects of social interaction and self-efficacy.Design/methodology/approachThe hypotheses developed in this study were empirically tested by collecting three-source data from a leading international business company in Taiwan's high-tech industry. The survey data of this study were first analyzed using confirmatory factor analysis and hierarchical regression analysis for testing the hypotheses of the study. Post hoc tests were then performed using structural equation modeling and bootstrapping analysis for the purpose of double verifications.FindingsThis study finds that social interaction and self-efficacy relate to job performance via the full mediation of occupational commitment and achievement striving. Besides, the relationship between social interaction and occupational commitment is positively moderated by competence enhancement, while the relationship between self-efficacy and occupational commitment is negatively moderated by competence enhancement.Originality/valueThis work shows important findings that complement previous research on personnel performance and competence. First, this work confirms that social interaction and self-efficacy play critical roles for indirectly influencing job performance through the full mediation of occupational commitment and achievement striving among engineers in high-tech industry. Second, the moderating effects of competence enhancement on the relationships between social interaction and occupational commitment and between self-efficacy and occupational commitment are confirmed by this study.

How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zahid Hameed ◽  
Rana Muhammad Naeem ◽  
Marria Hassan ◽  
Muhammad Naeem ◽  
Muhammad Nazim ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

Impact of ethical leadership on organizational climate and its subsequent influence on job commitment: a study in hospital context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bhanu Mishra ◽  
Jyoti Tikoria
Keyword(s):  
Organizational Climate ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Equation Modeling ◽  
Public And Private ◽  
Content Type ◽  
Organizational Policies ◽  
Public And Private Hospitals ◽  
Relationship Of ◽  
The Relationship

PurposeIndividuals often look up to external influencers (leaders) that determine their conduct and form their perception regarding organizational policies and practices which constitute their organizational climate. The importance of organizational climate has been realized off late in various job outcomes among doctors, such as commitment, turnover, etc. Therefore this study aims to investigate the relationship of ethical leadership with organizational climate that may further affect the commitment of doctors in Indian hospitals.Design/methodology/approachAn empirical study has been done in 10 public and private Indian hospitals using a questionnaire survey. Data were collected from a sample of 537 doctors, which were further analyzed statistically using structural equation modeling (SEM) through AMOS and SPSS software.FindingsThe results show a significant influence of ethical leadership on organizational climate and organizational climate further has significant relationship with commitment of doctors in Indian hospitals.Practical implicationsThe study has important implication for hospital administration, to identify and place an ethical leadership team at the top, which will further influence the behavior of the followers (doctors). This will further lead to formation of favorable organizational climate fostering commitment in doctors.Originality/valueThis is one of the few studies that determines the relationship of ethical leadership with organizational climate and it's further influence on commitment of doctors in large (500 beds and above) public and private hospitals in Indian context.

How ethical leadership cultivates radical and incremental innovation: the mediating role of tacit and explicit knowledge sharing

2019 ◽  
Vol 35 (5) ◽  
pp. 849-862 ◽  
Author(s):  
Hui Lei ◽  
Anh Thi Lan Ha ◽  
Phong Ba Le
Keyword(s):  
Knowledge Sharing ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Explicit Knowledge ◽  
Organizational Capabilities ◽  
Incremental Innovation ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Tacit And Explicit Knowledge

Purpose The purpose of this paper is to examine the effect of ethical leadership on radical and incremental innovation through the mediating roles of tacit and explicit knowledge sharing (KS). Design/methodology/approach The paper used a quantitative research method and structural equation modeling to test the research hypotheses based on a sample of 365 participants from 115 Vietnamese firms. Findings The results indicated that ethical leadership is positively related to radical and incremental innovation. In addition, tacit and explicit KS significantly mediate the relationship between ethical leadership and the two types of innovation. Research limitations/implications This study is cross-sectional, which limits its ability to control the specific features of the correlations among the factors in the long term. Practical implications The findings of this study suggest that leaders should invest in practicing and applying a moral lens to motivate positive KS behaviors of employees and organizational capabilities for innovation. Originality/value This study significantly fills gaps in the literature and advances the understanding of how ethical leadership fosters employees’ KS to improve radical and incremental innovation.

Towards a moderated mediation model of innovative work behaviour enhancement

2014 ◽  
Vol 27 (4) ◽  
pp. 642-659 ◽  
Author(s):  
Jol M. Stoffers ◽  
Beatrice I.J.M. Van der Heijden ◽  
Guy L.A. Notelaers
Keyword(s):  
Firm Performance ◽  
Structural Equation ◽  
Moderated Mediation ◽  
Equation Modeling ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Relationship

Purpose – The purpose of this paper is to investigate a moderated mediation model of innovative work behaviour enhancement. Perceived firm (organizational and market) performance was assumed to moderate the relationships between leader-member exchange (LMX) and organizational citizenship behaviour (OCB), on the one hand, and employability, on the other hand. In a preciously validated human resources management (HRM) model, employability appeared to be a full mediator in the relationship between LMX and OCB, and innovative work behaviour, being the outcome measure. Design/methodology/approach – Data were collected from a sample of 487 pairs of employees and their immediate supervisors working in 151 small and medium-sized enterprises (SMEs). Structural equation modeling (SEM) was used to confirm the factor structure of the baseline model variables, including LMX, OCB, employability, and innovative work behaviour. The moderating effect of firm performance was tested using multi-group SEM. Findings – Results indicated that firm performance had a substantial influence on the baseline model's relationships. More specifically, firm performance appeared to moderate partially a mediation model wherein LMX was assumed to be associated with innovative work behaviour, through employability, being the mediator. Moreover, firm performance also appeared to moderate conclusively a model with employability as a mediator in the relationship between OCB and innovative work behaviour. Originality/value – To the best of our knowledge, this is the very first study that investigates a mediation model of innovative work behaviour enhancement moderated by firm performance. It appears that high- vs low-performance firms present very different organizational environments for an employee to work in. Obviously, these situational factors affect workers’ employability. This study adds particular knowledge to the scholarly literature in this field since not much is known about the science and practice of HRM within SMEs.

Moderating role of power distance in the relationship between leader-leader exchange (LLX) and knowledge sharing: is feedback-seeking behavior a missing link?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rayees Farooq ◽  
Nachiketa Tripathi
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Power Distance ◽  
Equation Modeling ◽  
Feedback Seeking ◽  
Content Type ◽  
Seeking Behavior ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of leader-leader exchange (LLX) on knowledge sharing through feedback-seeking behavior. The study also explores the moderating role of power distance. Design/methodology/approach A cross-sectional data of 290 knowledge workers from manufacturing and service firms in India were taken as a sample of the study. The hypotheses were tested using confirmatory factor analysis, structural equation modeling and hierarchical regression. Findings The results showed that LLX positively affects knowledge sharing and feedback-seeking behavior mediates the relationship between LLX and knowledge sharing. Moreover, power distance does not moderate the relationship between LLX and knowledge sharing. Originality/value The present study one of its kind explores the relationship between LLX, feedback-seeking behavior, knowledge sharing and power distance.

Arousing a positive climate for knowledge sharing through moral lens: the mediating roles of knowledge-centered and collaborative culture

2019 ◽  
Vol 23 (8) ◽  
pp. 1586-1604 ◽  
Author(s):  
Hui Lei ◽  
Nguyen Khoi Do ◽  
Phong Ba Le
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Organizational Outcomes ◽  
Equation Modeling ◽  
Collaborative Culture ◽  
Chinese Firms ◽  
Content Type ◽  
Research Findings ◽  
The Relationship ◽  
Positive Climate

Purpose The purpose of this paper is to investigate the correlation between ethical leadership (EL), collaborative culture (CC), knowledge-centered culture and employees’ behaviors toward knowledge sharing (KS) in Chinese firms. Design/methodology/approach The paper used structural equation modeling to examine the level of how EL, CC and knowledge-centered culture impact on tacit and explicit KS of employees via the data collected from 319 participants in 51 Chinese firms. Findings The research findings show collaborative and knowledge-centered culture mediates the relationship between EL and employees’ KS behaviors. It highlights the necessity of practicing EL style to develop a positive climate aimed at positively improving tacit and explicit KS of employees. Research limitations/implications Future studies should focus on investigating the relationship between EL, CC and knowledge management process or the other variables to explore and maximize their potential and benefits toward key organizational outcomes. Practical implications This paper offers leaders a deeper understanding of the effective pathways to build positive climates for fostering employees’ tacit and explicit KS. Originality/value This paper is unique in the attempts to increase the understanding of moral lens by which EL might successfully arouse a positive organizational culture and foster KS behaviors in their firms.

scholarly journals Religiousness in times of job insecurity: job demand or resource?

2014 ◽  
Vol 19 (7) ◽  
pp. 755-778 ◽  
Author(s):  
Bert Schreurs ◽  
Hetty van Emmerik ◽  
Nele De Cuyper ◽  
Tahira Probst ◽  
Machteld van den Heuvel ◽  
...  
Keyword(s):  
Structural Equation ◽  
Job Insecurity ◽  
Religious Faith ◽  
Equation Modeling ◽  
Negative Effects ◽  
Content Type ◽  
Job Demand ◽  
Role Of Religion ◽  
The Relationship

Purpose – Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact in predicting burnout and change-oriented behavior. Design/methodology/approach – The authors conducted moderated structural equation modeling on survey data from a sample of 238 employees confronted with organizational change. Findings – Results were largely consistent with the “religion as a demand” hypothesis: religion exacerbated rather than buffered the negative effects of job insecurity, so that the adverse impact of job insecurity was stronger for highly religious employees than for employees with low levels of religiousness. Religious employees appear to experience more strain when faced with the possibility of job loss. Originality/value – The results of this study challenge and extend existing knowledge on the role of religion in coping with life stressors. The dominant view has been that religion is beneficial in coping with major stressors. The results of this study, however, suggest otherwise: religion had an exacerbating rather than a buffering effect on the relationship between job insecurity and outcomes.

Sense of calling and career satisfaction of hotel frontline employees

2016 ◽  
Vol 28 (2) ◽  
pp. 346-365 ◽  
Author(s):  
Kyoung-Joo Lee
Keyword(s):  
Knowledge Sharing ◽  
Personal Development ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Service Providers ◽  
Research Result ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this study is to investigate the relationship between sense of calling and career satisfaction of hotel frontline employees and to analyze the mediation role of knowledge sharing with organizational members given the rapidly growing academic interest in the meaning of work. Design/methodology/approach – Based on a survey of 357 frontline employees in 12 super-deluxe hotels in Korea, this study performed confirmatory factor analysis and structural equation modeling analysis to test the hypothesis of causal relationships in the research model. Findings – Drawing on self-determination theory (SDT), this study shows that sense of calling has a positive and significant effect on the career satisfaction of hotel frontline employees and that the relationship was mediated by active participation in knowledge sharing with supervisors and coworkers. Practical implications – The research result highlights the significance of service providers’ calling orientation on career satisfaction and their pursuit of skills and knowledge for higher personal development and performance to achieve career success. Originality/value – Based on SDT, this study deepens our understanding on the process of how calling orientation leads to career satisfaction and knowledge sharing behavior in organizations.

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