The Impact of Job Characteristic on Psychological Empowerment: Centered on the Mediating Effect of Career Growth Opportunity and Informal Learning

2020 ◽  
Vol 22 (1) ◽  
pp. 29-53 ◽  
Author(s):  
전정호
Keyword(s):  
Informal Learning ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Growth Opportunity ◽  
Career Growth ◽  
Job Characteristic ◽  
The Impact

scholarly journals Do new ways of working increase informal learning at work?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ruud Gerards ◽  
Andries de Grip ◽  
Arnoud Weustink
Keyword(s):  
Informal Learning ◽  
Bootstrap Method ◽  
Organizational Knowledge ◽  
Mediating Effect ◽  
Content Type ◽  
New Ways Of Working ◽  
Learning At Work ◽  
Using Data ◽  
The Impact ◽  
Demand Control

PurposeThe purpose of this paper is to provide a first investigation of how new ways of working (NWW) and their various facets relate to employee informal learning at work, while accounting for a range of known antecedents of informal learning.Design/methodology/approachThe job demand–control model and the job demands–resources model underpin our hypotheses on how NWW would relate to informal learning. The hypotheses are tested using the Preacher and Hayes (2008) bootstrap method for mediation analysis, accounting for the potential mediating effect of the frequency with which employees receive feedback.FindingsThe analyses show that NWW positively relate to informal learning at work. This relation is mediated by the frequency with which employees receive feedback. Further analysis shows that one particular NWW facet – access to organizational knowledge – is an independent driver of informal learning, hardly mediated by receiving feedback.Practical implicationsThe results suggest that managers who seek new ways to stimulate informal learning can do so by giving their employees more access to organizational knowledge, for instance, by leveraging the potential of modern ICT.Originality/valueThis empirical paper is the first study on the impact of NWW on informal learning at work. Using data on the Dutch working population, it provides novel insights for several strands of literature as well as for practitioners.

scholarly journals The Influence Mechanism of Supervisor Developmental Feedback on the Enactment of Employees’ Creative Ideas: A Moderated Chain Mediation Model Based on Psychological Empowerment

2021 ◽  
Vol 12 ◽  
Author(s):  
Haiman Liu ◽  
Jiancheng Long
Keyword(s):  
Work Engagement ◽  
Positive Emotions ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Mediation Model ◽  
Time Data ◽  
Creative Idea ◽  
Developmental Feedback ◽  
The Impact ◽  
The Relationship

Employees’ creative idea enactment is critical for organizational creativity assessment and innovation implementation. In the paper, we want to develop and verify a moderated chain mediation model to explore the impact of supervisor developmental feedback on the enactment of employees’ creative ideas, and to investigate the moderating role of psychological empowerment further. Hierarchical regression analyses of the multi-time data from 375 employees in China indicate that positive emotions and work engagement, respectively mediate the relationship between supervisor developmental feedback and employees’ creative idea enactment. Simultaneously, positive emotions and work engagement form chain mediation between supervisor developmental feedback and creative idea enactment. Besides, we find that psychological empowerment negatively moderates the relationship between supervisor developmental feedback and employees’ positive emotions, as well as moderates the chain mediating effect of this paper. The present study not only contributes to the literature on feedback and innovation, but also provides practical guidance on how to seek remedies to facilitate employees’ creative idea enactment from the perspective of human resource management.

Informal learning effort and attitude toward knowledge sharing in times of workplace conflict: curious case of joyous exploration and deprivation sensitivity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sharath Baburaj ◽  
Manish Kumar
Keyword(s):  
Knowledge Sharing ◽  
Informal Learning ◽  
Group Dynamics ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Content Type ◽  
Hr Managers ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

PurposeThe study examined the impact of two dimensions of curiosity: joyous exploration (JE) and deprivation sensitivity (DSv) on informal learning effort (ILE) and attitude toward knowledge sharing (ATKS). The authors further explored the mediating effect of learning culture (LC) in the organization on the relationship of the two curiosity dimensions with ILE and ATKS. Additionally, the authors investigated the moderating effect of group dynamics in the form of intragroup task conflict (ITC) and relationship conflict (IRC) on the relationship of curiosity variables with LC, ILE and ATKS.Design/methodology/approachSurvey instrument was distributed to 790 knowledge workers in various organizations through their HR managers. 403 responses were returned and used in the study.FindingsJE, the self-determined manifestation of curiosity, impacts all elements of ILE and ATKS, while DSv influences a few aspects of ILE. The effect of JE on the dependent variables is, however, more substantial at low levels of ITC. ITC and IRC independently impact ILE, but only ITC moderates the relationships involving JE (but not DSv). LC emerges from JE (but not from DSv) and partially mediates its association with ILE and ATKS.Originality/valueThrough this work, we demonstrate the differential relevance of the curiosity dimensions and the intragroup conflict types – and their interaction effect – on learning effort and attitude toward knowledge sharing. The findings of the study open new avenues for interventions within the workplace learning and knowledge sharing domain.

Entrepreneurial culture and innovative work behaviour: the mediating effect of psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hoa Thi Nhu Nguyen ◽  
Huong Thi Thien Nguyen ◽  
Anh Thi Lan Truong ◽  
Thao Thi Phuong Nguyen ◽  
Anh Van Nguyen
Keyword(s):  
Psychological Empowerment ◽  
Mediating Effect ◽  
Organizational Level ◽  
Content Type ◽  
Entrepreneurial Culture ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact ◽  
The Relationship

Purpose This paper aims to explore how entrepreneurial culture (EC) and psychological empowerment (PE) support innovative work behaviour (IWB) of employees in organizations. First, it examines the impact of EC on IWB. It also explores the mediating effect of PE to support the EC – IWB relationship. Accordingly, it suggests a mechanism model to explain the relationship between EC and IWB. Design/methodology/approach This is an empirical research using quantitative methods. Data were collected via both face-to-face and online surveys from 308 employees in Vietnamese enterprises. The partial least squares-based structural equation modelling (PLS-SEM) approach was applied to test hypotheses in the research model. Findings Significant R-square values were achieved for both EC – PE and PE – IWB relationships, according to the PLS-SEM. The most interesting finding is the full mediating role of PE in the relationship between EC and IWB. Despite the non-significance in the direct impact of EC on IWB, the role of EC in promoting IWB is important in an indirect way through PE. The significant role of PE in facilitating IWB has been proven. Originality/value This research is one of the initial attempts to empirically build the roadmap from EC, as a typical type of organizational culture, through the mediating effect of PE to improve IWB. This roadmap provides top managers with a hierarchical view that effectively cascading interventions from the organizational level, such as EC, through a significant mediator as PE at the group level, and then down to IWB as a result at the individual level.

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