scholarly journals EMPLOYEES’ EXTRINSIC MOTIVES AND KNOWLEDGE SHARING: INTERVENING ROLE OF AN INTRINSIC MOTIVE

2018 ◽  
Vol 6 ◽  
pp. 282-287
Author(s):  
Ravindra Hewa Kuruppuge ◽  
Aleš Gregar ◽  
Ladislav Kudláček ◽  
Chandana Jayawardena
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Organizational Identification ◽  
Sampling Technique ◽  
Family Businesses ◽  
Hierarchical Regression ◽  
Business Context ◽  
Sample Characteristics ◽  
The Relationship

Drives of knowledge sharing in businesses not only arise extrinsically from employees but also intrinsically. Accordingly, this study focuses on examining the effect of employee’s organizational identification (intrinsic motive) on the relationship between the organizational climate (extrinsic motive) and employee’s knowledge sharing in family businesses in Sri Lanka. Measures of organizational climate, organizational identification, and knowledge sharing were collected by a questionnaire survey of 126 employees working in family businesses. Stratified random sampling technique selected respondents from diverse firms and jobs. While descriptive and correlation analysis elaborated the sample characteristics, the results of the hierarchical regression indicated that extrinsic motivational factors of organizational climate have strong positive relations to employees’ knowledge sharing. Additionally, results confirmed that employees’ intrinsic motivational factor of organizational identification mediates the relationship between organizational climate and employees’ knowledge sharing. Theoretically, this study contributes to linking employees’ extrinsic and intrinsic motives of knowledge sharing in family business context to expand the employees’ behavioural theories. Practically, managers of family businesses would find new avenues to promote employees’ knowledge sharing.

Narcissistic Leadership and Employees' Knowledge Sharing: Influence of Organizational Identification and Collectivism

2018 ◽  
Vol 46 (8) ◽  
pp. 1317-1329 ◽  
Author(s):  
Xiaohong Xiao ◽  
Fengzhong Liu ◽  
Fangfang Zhou ◽  
Silu Chen
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Hierarchical Regression ◽  
Paired Data ◽  
Mediating Role ◽  
Negative Effect ◽  
The Relationship

We examined the effects of narcissistic leadership on employees' knowledge sharing by analyzing the mediating role of organizational identification and the moderating role of collectivism. Using structural equation modeling and hierarchical regression we analyzed 228 sets of paired data obtained from employees and their immediate supervisors at organizations in China. We found that narcissistic leadership had a negative effect on knowledge sharing among our respondents, and that organizational identification fully mediated the relationship between narcissistic leadership and knowledge sharing. Moreover, collectivism positively moderated the relationship between narcissistic leadership and knowledge sharing. Implications for research and practice are discussed.

scholarly journals Work Engagement as a Consequence of Work Overload and Intimidation: The Moderating role of Spiritual Leadership and Organizational Climate

2021 ◽  
Vol 7 (3) ◽  
pp. 651-665
Author(s):  
Ayesha Bakhtawar ◽  
Muhammad Adnan ◽  
Zainab
Keyword(s):  
Organizational Climate ◽  
Employee Engagement ◽  
Spiritual Leadership ◽  
Sampling Technique ◽  
Sales Force ◽  
Future Studies ◽  
Work Overload ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the study seeks to proposed and test a research model that investigates impact of work-overload on employee engagement and employee psychological wellbeing via mediating role of intimidation and moderating role of spiritual leadership and organizational climate by employing moderation-mediation- moderation model Design/Methodology/Approach: The data was collected from 351 pharmaceutical employees working as sales force. The study issuing convenient sampling technique. Smart PLS-SEM was used for data analysis. Findings: The result of SEM findings revealed that spiritual leadership fails to moderate the relationship in the perspective of existing framework whereas organization climate moderates the relationship between intimidation and employee engagement, which indicates that even the intimidated employees got engaged in their work in the presence of supportive organization climate. Implications/Originality/Value: The study framework and methodology contribute in the existing literature and creates future horizons for the scholars. Longitudinal data might be valuable in future studies for establishing causal extrapolations between study variables. Future studies could benefit from incorporating cross-cultural study. Our insights can even be extended to employees in plenty of other workplaces wherein everyday organizational interactions are necessary

Effect of Knowledge Sharing and Interpersonal Trust on Psychological Capital and Emotional Intelligence in Higher-educational Institutions in India: Gender as a Moderator

2021 ◽  
pp. 231971452110115
Author(s):  
Syed Aktharsha Usman ◽  
Kellyann Berube Kowalski ◽  
Vignesh Sethu Andiappan ◽  
Satyanarayana Parayitam
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Sharing ◽  
Psychological Capital ◽  
Educational Institutions ◽  
Hierarchical Regression ◽  
Higher Educational Institutions ◽  
Organizational Excellence ◽  
Higher Educational ◽  
The Relationship

The objective of the present study is to empirically examine the effect of knowledge sharing and trust on psychological capital and emotional intelligence (EI). The study also investigates the relationship between psychological capital and EI on organizational excellence. The role of gender as a moderator is examined in these relationships. The survey data were collected from 792 faculty members from three premier higher educational institutions from the southern part of India. After checking the psychometric properties of the survey instrument, data were analysed using hierarchical regression. The results obtained demonstrate that (a) knowledge sharing is significantly and positively related to psychological capital and EI, (b) trust is significantly and positively related to psychological capital and EI, (c) psychological capital and EI are significantly and positively related to organizational excellence and (d) gender moderated the relationship between (a) knowledge sharing and psychological capital, (b) knowledge sharing and EI, (c) trust and psychological capital, and (d) trust and EI. The implications for management are discussed.

Empowerment and organizational identification

2019 ◽  
Vol 49 (2) ◽  
pp. 571-596 ◽  
Author(s):  
Alper Ertürk ◽  
Taner Albayrak
Keyword(s):  
Organizational Identification ◽  
Process Analysis ◽  
Hierarchical Regression ◽  
Content Type ◽  
Mediating Role ◽  
Leader Integrity ◽  
Member Exchange ◽  
Conditional Process Analysis ◽  
The Relationship

Purpose The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees’ organizational identification. Specifically, the authors posit the mediating role of leader‒member exchange (LMX) and the moderating role of leader trustworthiness in the relationship. Design/methodology/approach Data were collected through survey from 236 white-collar employees working in 20 private companies in Turkey. The authors tested the model using hierarchical regression and conditional process analysis. Findings Findings of this study are as follows: first, LMX mediates the relationship between empowerment practices and organizational identification, second, leader integrity, a dimension of trustworthiness, moderates the relationship between empowerment practices and LMX and the relationship between LMX and organizational identification and, third, leader integrity moderates the indirect effect of empowerment practices on organizational identification via LMX. These direct and indirect effects are stronger when leaders have higher integrity than when they have lower integrity. Originality/value This study enhances the understanding of the mechanism through which empowerment practices influence employees’ organizational identification.

scholarly journals Pengaruh Voice Behavior pada Creative Performance dengan Stressors sebagai Variabel Pemoderasi

2018 ◽  
Vol 1 (1) ◽  
pp. 93-107
Author(s):  
Toni Sulistyo ◽  
Susanto Tirtoprojo
Keyword(s):  
Mass Media ◽  
Sampling Method ◽  
Sampling Technique ◽  
Hierarchical Regression ◽  
Voice Behavior ◽  
Creative Performance ◽  
Media Companies ◽  
Convenience Sampling ◽  
The Relationship

This study attempts to determine: 1) Influence of voice behavior on creative performance. 2) The moderation role of challenge stressors on the relationship between voice behavior and creative performance. 3) The moderation role of hindrance stressors on the relationship between voice behavior in creative performance. The population of this study were employees of mass media companies in Surakarta using convenience sampling method with a population of mass media companies and a sample of 150 employees. The sampling technique in this study uses the convenience sampling method. The test in this study uses the instrument test in the form of validity test with the method of confirmatory factor analysis (CFA) and reliability testing with the Cronbach's Alpha method. Testing the hypothesis in this study using hierarchical regression with the help of SPSS 25.0 program. Moderation testing in this study uses the calculation of the formula Baron & Kenny (1986). The results of the research suggest that that: 1) Voice behavior had a positive and significant effect on creative performance. 2) Challenge stressors moderate the influence of voice behavior on creative performance. 3) Challenge stressors moderate the influence of voice behavior on creative performance.

The quasi-moderating role of organizational culture in the relationship between rewards and knowledge shared and gained

2014 ◽  
Vol 18 (1) ◽  
pp. 19-37 ◽  
Author(s):  
Serdar Durmusoglu ◽  
Mark Jacobs ◽  
Dilek Zamantili Nayir ◽  
Shaista Khilji ◽  
Xiaoyun Wang
Keyword(s):  
Organizational Culture ◽  
Knowledge Sharing ◽  
Hierarchical Regression ◽  
Content Type ◽  
Organizational Learning Theory ◽  
Supportive Culture ◽  
Technical Theory ◽  
The Relationship ◽  
Moderating Role

Purpose – The purpose of this paper is to clarify the role of organizational culture and rewards in stimulating the sharing and gaining of knowledge. Design/methodology/approach – Hierarchical regression using survey data. Findings – The analyses show that rewards and organizational culture of knowledge transfer influence the knowledge shared and knowledge gained. Moreover, culture and rewards interact to influence knowledge gained, but not knowledge shared which leads to the conclusion knowledge gaining can be induced by rewards, even in the absence of a supportive culture. Research limitations/implications – The findings are consistent with socio-technical theory (STT) and the discussion positions this perspective as useful for future knowledge management studies. This research confirms that knowledge sharing and gaining are uniquely different activities that respond differently to culture and rewards. Originality/value – This study combines the work of different fields by focusing on knowledge sharing and gaining in a single study. Through this process, a bridge between organizational learning theory and STT is revealed.

scholarly journals The Moderating Role of Organizational Identification on the Relationship between Perceived Organizational Career Management and Intention to Leave

2017 ◽  
Vol 12 (11) ◽  
pp. 73
Author(s):  
Erkan Taskiran
Keyword(s):  
Organizational Identification ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Career Management ◽  
Hierarchical Regression ◽  
Organizational Career Management ◽  
The Relationship ◽  
Moderating Role

The available literature suggests that perceived organizational career management is seen as an antecedent of intention to leave and organizational identification is considered to be superior in predicting employees’ turnover intentions. Thus, this study aims at investigating the effect of perceived organizational career management on intention to leave and to determine the moderating role of organizational identification in this relation. The data was collected from 256 employees from the banking sector in the city of Istanbul, Turkey. Hierarchical regression analysis was employed to the gathered data to test the hypotheses developed for the study. The results indicated that perceived organizational career management correlated negatively with intention to leave. It was also found out that organizational identification served as a moderator for the relationship between POCM and intention to leave. Thus, the results point out that the effect of employees’ perceived organizational career management on their intention to leave varies when they identify themselves with their organizations.

scholarly journals EFFECT OF HR DIVERSITY MANAGEMENT PRACTICES ON EMPLOYEE KNOWLEDGE SHARING: EXAMINING THE MEDIATING ROLE OF TRUST ON LEADERSHIP AND MODERATING ROLE OF COOPERATIVE NORMS

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Irfan Raza ◽  
Keyword(s):  
Knowledge Sharing ◽  
Management Practices ◽  
Sampling Technique ◽  
Diversity Management ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

Purpose:This study was aimed at exploring the effect of HR diversity management practices on employees’ knowledge sharing with mediating role of trust on leadership and moderating role of cooperative norms. Methodology: Quantitative-method research design was conducted in the study and data was collected from 4 large organizations of Pakistan for analysis. Convenient sampling technique was applied and sample size for the study was 256. Thirty-six Likert-type questions were used to collect responses with á = 0.853. Findings: The results demonstrate that HR diversity management has a significant positive effect on employee knowledge sharing. The trust of leadership has a mediating role between HR diversity management and knowledge sharing. Findings also show that cooperative norms have a moderating role between HR diversity management and knowledge sharing; cooperative norms also moderate the relationship of trust on leadership and employee knowledge sharing. Practical Implications: There are significant academic and practical implications which are briefly described in the last part of the study.

ANALISA PENGARUH IKLIM ORGANISASI DAN KOMPETENSI TERHADAP KINERJA PEGAWAI PT HUTAMA KARYA

2018 ◽  
Vol 5 (1) ◽  
Author(s):  
Erik Wardhana, MM.
Keyword(s):  
Organizational Climate ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Free Variable ◽  
Independent Variables ◽  
Dependent Variables ◽  
Correlational Approach ◽  
Survey Research Methods ◽  
The Relationship

This study entitled "Analysis of Effect of Climate Organization and Competence Againt Employee PT. Hutama Karya ". The purpose of this study was to obtain information on the relationship between the free variable that organizational climate (X1) and competence (X2) with the dependent variable is employee performance (Y), either partially or simultaneously, This study used survey research methods with the correlational approach and predictive, which aims for the relationship and influence between independent and dependent variables. The sampling technique can be done randomly (simple random sampling) of 852 employees, which is considered to resprentatif is 89 people. And to solve problems, to analyze and examine the relationship and influence between the independent variables on the dependent variable used models kausalistik through regression analysis with SPSS 14.0

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

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