THE MEDIATING EFFECT OF PROACTIVE KNOWLEDGE SHARING AMONG TRANSFORMATIONAL LEADERSHIP, COHESION, AND LEARNING GOAL ORIENTATION ON EMPLOYEE PERFORMANCE

The background of this study is based on the controversial relationship between transformational leadership and employee performance. Empirical and theoretical models resolve the controversy by building a new concept based on proactive knowledge sharing. The study established the influence of transformational leadership, cohesion and learning goal orientation on proactive knowledge sharing and employee performance. A total of 7 hypotheses were developed to solve the study problem, while purposive sampling was used in data collection. The respondents consisted of 6 employees of Sharia Banking in Indonesia. The SEM results indicate that five hypotheses were significant, while 2 were insignificant. Furthermore, proactive knowledge sharing strongly mediates the relationship between the studied variables. These results confirm the withdrawal of the new concept in improving employee performance.

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Supervisor Knowledge Sharing and Employee Knowledge Sharing: The Moderating Roles of Learning Goal Orientation and Affective Organizational Commitment

Sustainability ◽

10.3390/su13084176 ◽

2021 ◽

Vol 13 (8) ◽

pp. 4176

Author(s):

Seckyoung Loretta Kim

Keyword(s):

Organizational Commitment ◽

Knowledge Sharing ◽

Goal Orientation ◽

Social Exchange ◽

Positive Relationship ◽

Affective Organizational Commitment ◽

Learning Goal ◽

Learning Goal Orientation ◽

High Level ◽

The Relationship

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

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Team Leaders Matter in Knowledge Sharing: A Cross-Level Analysis of the Interplay between Leaders’ and Members’ Goal Orientations in the Chinese Context

Management and Organization Review ◽

10.1017/mor.2018.24 ◽

2018 ◽

Vol 14 (4) ◽

pp. 715-745 ◽

Cited By ~ 3

Author(s):

Jiamin Zhang ◽

Yi Wang ◽

Marina Yue Zhang

Keyword(s):

Knowledge Sharing ◽

Goal Orientation ◽

Goal Orientations ◽

Team Leaders ◽

Team Members ◽

Learning Goal ◽

Learning Goal Orientation ◽

Approach Orientation ◽

And Performance ◽

The Relationship

ABSTRACTThis article investigates the impact of cross-level interplay between team members’ and their leaders’ goal orientations (learning, performance approach, and performance avoidance) on knowledge sharing using samples from design teams in two companies in China. Our results show that team leaders’ learning goal orientation plays a critical moderating role. Specifically, team leaders’ learning goal orientation strengthens the positive relationship between team members’ learning orientation and knowledge sharing; positively moderates the relationship between team members’ performance approach orientation and knowledge sharing; and weakens the negative relationship between team members’ performance avoidance orientation and knowledge sharing. Team leaders’ performance approach orientation demonstrates a positive moderating effect when there is congruence between the performance approach orientation of leaders and members. Finally, team leaders’ performance avoidance orientation negatively moderates the relationship between team members’ learning and performance approach orientation on knowledge sharing. This research enhances our understanding of the conditions under which knowledge sharing occurs among team members, using the lens of Trait Activation Theory.

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When Learning Goal Orientation Leads to Learning From Failure: The Roles of Negative Emotion Coping Orientation and Positive Grieving

Frontiers in Psychology ◽

10.3389/fpsyg.2021.608256 ◽

2021 ◽

Vol 12 ◽

Author(s):

Wenzhou Wang ◽

Shanghao Song ◽

Xiaoxuan Chen ◽

Wenlong Yuan

Keyword(s):

Goal Orientation ◽

Negative Emotion ◽

Mediating Effect ◽

Learning Goal ◽

Learning Goal Orientation ◽

Grief Recovery ◽

Learning From Failure ◽

Emotion Coping ◽

The Impact ◽

The Relationship

Considering failure is a common result in project management, how to effectively learn from failure has becoming a more and more important topic for managers. Drawing on the goal orientation theory and grief recovery theory, the purpose of this paper is to clarify the impact of learning goal orientation on learning from failure. Furthermore, this paper examines the mediating effect of two negative emotion coping orientations (restoration orientation and loss orientation) and the moderating effect of positive grieving in this relationship. The results indicated that: (1) A learning goal orientation is positively related to learning from failure; (2) As a dual-path mediation model, restoration orientation and loss orientation mediate the relationship between a learning goal orientation and learning from failure; and (3) Positive grieving negatively moderates the relationship between a loss orientation and learning from failure.

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The mediating effect of goal orientation in the relationship between perfectionism and active-passive procrastination

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v30i2.195-219 ◽

2017 ◽

Vol 30 (2) ◽

pp. 195-219

Author(s):

MinSik Choi ◽

TaeYong Yoo

Keyword(s):

Goal Orientation ◽

Positive Relationship ◽

Negative Relationship ◽

Mediating Effect ◽

Personal Standards ◽

Learning Goal ◽

Learning Goal Orientation ◽

Evaluative Concerns ◽

Personal Standards Perfectionism ◽

The Relationship

The purpose of this study was to examine the mediating effect of goal orientation in the relationship between employee’s perfectionism and active-passive procrastination. Data were collected from 227 Korean employees who were working in various organization. First, the results indicated that there were significantly positive relationship between personal-standards perfectionism and learning goal orientation, and significantly negative relationship between personal-standards perfectionism and avoiding goal orientation. On the other hand, there were negative relationship between evaluative concerns perfectionism and learning goal orientation, and positive relationship between evaluative concerns perfectionism and avoiding goal orientation. Second, the learning goal orientation positively related with active procrastination and negatively related with passive procrastination. On the other hand, the avoiding goal orientation positively related with passive procrastination and negatively related with active procrastination. Third, there were full mediating effects of avoiding goal orientation in the relationship between perfectionism and active-passive procrastination. Based on the results, we discussed the implications and limitations of the study, and the directions for the future research.

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The effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v28i2.173-197 ◽

2015 ◽

Vol 28 (2) ◽

pp. 173-197

Author(s):

Nakyoung Lee ◽

TaeYong Yoo

Keyword(s):

Goal Orientation ◽

Negative Feedback ◽

Self Efficacy ◽

Mediating Effect ◽

Orientation Data ◽

Learning Goal ◽

Learning Goal Orientation ◽

Failure Tolerance ◽

Feedback Acceptance ◽

The Relationship

The first purpose of this study was to investigate the effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The second purpose was to examine the mediating effect of subordinate's learning goal orientation on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The third purpose was to examine the moderating effect of subordinate's gender on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation. Data were collected from 246 employees in a number of companies. It was found that superior's belief about possibility of subordinate's ability change is positively related to subordinate's failure tolerance and negative feedback acceptance, but superior's belief about possibility of subordinate's ability change is not related to subordinate's self efficacy. Learning goal orientation partially mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, negative feedback acceptance. Learning goal orientation fully mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's self efficacy. And gender moderated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation because the positive relationship between two variables is stronger in the case of male subordinate than female subordinate. Finally, the implication of this study and the direction for future research were discussed.

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EFFECT OF MANAGEMENT INNOVATION, TRANSFORMATIONAL LEADERSHIP, AND KNOWLEDGE SHARING ON MARKET PERFORMANCE OF INDONESIAN CONSUMER GOODS COMPANY

Jurnal Aplikasi Manajemen ◽

10.21776/ub.jam.2021.019.02.18 ◽

2021 ◽

Vol 19 (2) ◽

pp. 424-434

Author(s):

Agus Purwanto ◽

◽

John Tampil Purba ◽

Innocentius Bernarto ◽

Rosdiana Sijabat ◽

...

Keyword(s):

Transformational Leadership ◽

Knowledge Sharing ◽

Consumer Goods ◽

Market Performance ◽

Consumer Good ◽

Mediating Effect ◽

Management Innovation ◽

Leadership Management ◽

Innovation Knowledge ◽

The Relationship

Transformational leadership greatly influences the management innovation and market performance of consumer good companies enterprises. According to the survey data about 244 employees of consumer goods companies, an empirical study was conducted on the relationship between transformational leadership, management innovation, knowledge sharing, market performance of consumer good companies enterprises, and analysis was made on the mediating effect of management innovation and knowledge sharing. The results showed that knowledge sharing has no significant effect on the market performance of consumer goods companies. Management innovation has not a significant effect on the market performance of consumer goods companies. Transformational leadership has no significant effect on the knowledge sharing of consumer goods companies. Transformational leadership has a significant effect on management innovation of consumer goods. Transformational leadership has no significant positive effect on the market performance of consumer goods companies.

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