Spreading the Light of Knowledge

Given the strategic importance of knowledge in current competitive business environment, it becomes imperative to unfold the possible avenues to motivate the employees to share knowledge with fellow-members in the organization. The article investigates, mechanism of influence of job satisfaction on knowledge sharing behavior of Indian IT- professionals from the lens of social-exchange theory and Job demands-Resources (JD-R) model. A longitudinal study of 106 respondents from Indian IT firms indicates that job satisfaction directly and indirectly encourages the individual to share their knowledge. Specifically, the authors found trust in management and psychological safety mediated this relationship. Implications of their findings for practice and limitations of the study and directions for future research have also been discussed.

Download Full-text

Leader Humor and Knowledge Sharing Behavior: The Role of Leader-Member Exchange

Jurnal Manajemen ◽

10.24912/jm.v25i1.704 ◽

2021 ◽

Vol 25 (1) ◽

pp. 76

Author(s):

Muhammad Rasyid Abdillah

Keyword(s):

Knowledge Sharing ◽

Social Exchange ◽

Social Exchange Theory ◽

Sem Analysis ◽

Leader Member Exchange ◽

Knowledge Sharing Behavior ◽

Member Exchange ◽

The Relationship ◽

Sharing Behavior

A function in using humor in the workplace is to build relationships between employees involved in such behavior. This study seeks to explain the relationship between leader humor and knowledge-sharing behavior using social exchange theory. Specifically, this study endeavors to explain the mechanism process underlying the relationship between leader humor and knowledge-sharing behavior through the leader-member exchange. To test the hypotheses, the current study collected data from employees working at communication and information company in Pekanbaru City, Riau, Indonesia with utilizing PLS-SEM analysis. The finding shows that leader humor can encourage employee knowledge sharing behavior through the relationship quality between leaders and employees.

Download Full-text

Out-of-Place Content: How Repetitive, Offensive, and Opinion-Challenging Social Media Posts Shape Users’ Unfriending Strategies in Spain

Social Sciences ◽

10.3390/socsci10120460 ◽

2021 ◽

Vol 10 (12) ◽

pp. 460

Author(s):

Beatriz Jordá ◽

Azahara Cañedo ◽

Márton Bene ◽

Manuel Goyanes

Keyword(s):

Social Media ◽

Social Exchange ◽

Social Exchange Theory ◽

Exchange Theory ◽

Future Research ◽

Individual Values ◽

Individual Level ◽

The Individual ◽

The Relationship ◽

Depth Interviews

Filtering strategies enable social media users to remove undesired content from their feeds, potentially creating homophilic environments. Although previous studies have addressed the individual-level factors and content features that influence these decisions, few have solely focused on users’ perceptions. Accordingly, this study applies social exchange theory to understand how users socially construct the process of unfriending. Based on 30 in-depth interviews with young Spaniards, we identify a widespread pattern of rejection over repetitive, opinion-challenging, and offensive posts, which we conceptualize as out-of-place content, a type of social media stimulus that hinders substantive online exchanges and challenges users’ understanding of social reality and individual values. This study contributes to current literature on unfriending by suggesting that filtering strategies are implemented gradually when posts overwhelm users’ tolerance threshold. Our findings also suggest that their deployment hinges on the closeness of the relationship between peers and social commitments formed in specific platforms. Future research is needed to assess to what extent the patterns identified in our interviews are present in the overall population.

Download Full-text

Does workplace spirituality influence knowledge-sharing behavior and work engagement in work? Trust as a mediator

Management Science Letters ◽

10.5267/j.msl.2021.8.001 ◽

2022 ◽

Vol 12 (1) ◽

pp. 51-66 ◽

Cited By ~ 1

Author(s):

Jawad Khan ◽

Muhammad Usman ◽

Imran Saeed ◽

Amna Ali ◽

Hena Gul Nisar

Keyword(s):

Knowledge Sharing ◽

Employee Engagement ◽

Social Exchange ◽

Work Engagement ◽

Social Exchange Theory ◽

Workplace Spirituality ◽

Mediating Effect ◽

Positive Outcomes ◽

Knowledge Sharing Behavior ◽

Sharing Behavior

Management scholars view workplace spirituality as the main factor behind building trust among employees and playing a pivotal role in enhancing the organization's positive outcomes, i.e., knowledge sharing behavior & work engagement. Underpinning social exchange theory, we explored the linkage between workplace spirituality, knowledge sharing behavior, and work engagement. We further studied to look at the mediating effect of trust between workplace spirituality and positive outcomes. Data was collected from six private companies, the total number of respondents was (n=196). The study's analysis showed that workplace spirituality substantially positively impacts knowledge sharing behavior and work engagement. Furthermore, the link between workplace spirituality, knowledge sharing behavior, and work engagement is positively and statistically significantly mediated by trust. Thus, this work contributes significantly to the research paradigm by presenting workplace spirituality as a solution for high-rise trust among employees, fostering employee engagement in their work, and improving the capacity of knowledge-sharing behavior. Additionally, at the end of this study, theoretical and managerial suggestions, future avenues, and limitations are stated.

Download Full-text

Trust on Knowledge-Sharing Behaviour Among Academicians in Public Universities: A Review

Journal of IT in Asia ◽

10.33736/jita.813.2018 ◽

2018 ◽

Vol 8 (1) ◽

pp. 1-6

Author(s):

Arenawati Sehat Sehat Omar

Keyword(s):

Knowledge Sharing ◽

Social Exchange ◽

Resource Sharing ◽

Social Exchange Theory ◽

Public Universities ◽

The Public ◽

Knowledge Sharing Behavior ◽

The University ◽

Sharing Behavior ◽

Theoretical Assessment

Universities are probably the places, where knowledge is freely and openly shared among the academicians. Although, the knowledge sharing is hardly presented within the university level these days in reality. Academic institutions, specifically the public universities are now experiencing the ever rising faculty demands for quality expertise and resource sharing. As a consequence, knowledge sharing has become a rising concern in academia. The study has aimed to assess the factors concerned with knowledge sharing among academicians in public universities. The study has reviewed the knowledge-sharing behaviour concept from the academic perspective in terms of written contribution, organizational communications, and communities of practice. Trust based on Social Exchange Theory has also been reviewed along with the association between trusts and knowledge-sharing behaviour. The study has highlighted trust as an essential factor, which makes an organization strive on valuable resources. Knowledge, on the other hand, is deemed as a power and considered as an undeniable aspect. Knowledge-sharing behaviour and humans are the two main constituents of knowledge. The study has presented the theoretical assessment of how the academicians are disposed positively towards the knowledge sharing within an organization. It is essential to assist practitioners to create and promote a knowledge-sharing environment especially within the context of public universities. Keywords: Trust, knowledge, knowledge-sharing behavior, public universities, Malaysia

Download Full-text

To Share Knowledge or Not: Dependence on Knowledge-Sharing Satisfaction

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2013.41.1.47 ◽

2013 ◽

Vol 41 (1) ◽

pp. 47-58 ◽

Cited By ~ 4

Author(s):

Wei-Li Wu

Keyword(s):

Knowledge Sharing ◽

Social Exchange ◽

Social Exchange Theory ◽

Knowledge Workers ◽

High Technology ◽

Altruistic Motivation ◽

Knowledge Sharing Behavior ◽

Knowledge Intensive ◽

The Relationship ◽

Sharing Behavior

Knowledge sharing behavior does not occur naturally and easily. In this study, I hypothesized that knowledge workers would be more likely to share knowledge if they were satisfied with knowledge-sharing behavior. This positive attitude was labeled knowledge-sharing satisfaction (KSS). Drawing upon social exchange theory and motivation theory, I examined the relationship between KSS and knowledge-sharing behavior. Using survey data from participants employed in research and development departments at knowledge-intensive high-technology companies in Taiwan, I demonstrated that satisfaction of the need for a friendly sharing environment and satisfaction of intrinsic and altruistic motivation are positively related to knowledge-sharing behavior. These findings contribute to researchers' understanding of the antecedents of employee knowledge-sharing behavior.

Download Full-text

EXAMINING THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE, JOB SATISFACTION AND THE INNOVATIVE BEHAVIOUR OF NURSING EMPLOYEES

International Journal of Innovation Management ◽

10.1142/s1363919614500042 ◽

2014 ◽

Vol 18 (01) ◽

pp. 1450004 ◽

Cited By ~ 8

Author(s):

MATTHEW J. XERRI

Keyword(s):

Job Satisfaction ◽

Social Exchange ◽

Social Exchange Theory ◽

Interactional Justice ◽

Organisational Justice ◽

Innovative Behaviour ◽

The Individual ◽

Organisational Factors ◽

The Impact ◽

The Relationship

This research examines the impact of three organisational factors on the innovative behaviour of nurses. Social exchange theory is used as a framework to develop an understanding about a path from organisational justice, to the job satisfaction and innovative behaviour of nursing employees. This study uses a quantitative approach, surveying 210 nurses. The findings confirm that the procedural justice and job satisfaction of nursing employees are positively and significantly related to their innovative behaviour. In addition, the findings also outline that interactional justice directly effects job satisfaction and indirectly effects innovative behaviour through job satisfaction. This research adds to the current body of literature by providing insight into the impact of organisational justice and job satisfaction on the individual innovativeness of nurses. This research, therefore, provides implications for management who are aiming to develop positive perceptions amongst nursing employees, improve job satisfaction and in-turn foster innovative behaviour in the workplace.

Download Full-text

Personal Factors Effect Towards Nurses Knowledge Sharing Behaviour

Sains Humanika ◽

10.11113/sh.v9n1-3.1134 ◽

2017 ◽

Vol 9 (1-3) ◽

Author(s):

Ayesha Abdul Mannan ◽

Norhani Bakri ◽

Roziana Shaari

Keyword(s):

Knowledge Sharing ◽

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Equation Modeling ◽

Personal Factors ◽

Knowledge Sharing Behavior ◽

Government Hospitals ◽

Model Finding ◽

Sharing Behavior

In this study, presenteeism and altruism factors were tested. Presenteeism in this study refer to the positive attitude to implement tasks by nurses. While altruism in this study refer to intrinsic motivation to help others without expecting any return. This study integrates belonging theory and social exchange theory. A survey were conducted on 386 nurses from Malaysia’s government hospitals. Structural Equation Modeling was carried out to examine the proposed factors of the research model. Finding proved presenteeism and altruism affected nurse’s knowledge sharing behavior.

Download Full-text

The linkage between ethical leadership and lecturer job satisfaction at a private higher education institution in Vietnam

Journal of Social Sciences Advancement ◽

10.52223/jssa21-020202-12 ◽

2021 ◽

Vol 2 (2) ◽

pp. 39-50

Author(s):

Tran Quang Bao Phuc ◽

Khalida Parveen

Keyword(s):

Higher Education ◽

Job Satisfaction ◽

Social Exchange ◽

Ethical Leadership ◽

Social Exchange Theory ◽

Education Institution ◽

Private Higher Education ◽

Future Research ◽

Internal Reliability ◽

Ethical Guidance

The aim of current study is to inspect the potential impact of ethical leadership practices (EL) of intermediate level administration (i.e., faculty deans, department heads) on lecturer job satisfaction (LJS) at a private higher education (HE) institution (UX) in Ho Chi Minh city, Vietnam. A conceptual framework linking EL and LJS was developed based on the ethical leadership conceptualizations of Brown et al. (2005), Kalshoven et al. (2011), and Langlois et al. (2014). Accordingly, ethical leadership works as a multidimensional construct encompassing a set of five values or explicit behaviors, i.e., care, critique, integrity, fairness, and ethical guidance. Further, the constructs and the effects of EL on LJS is conceptually approached in light of Social Exchange Theory and Social Learning Theory. Primary quantitative data was collected through an anonymously self-administered survey of all 378 lecturers permanently employed at eight faculties at UX’s main campus by the non-probability purposive sampling method. The totality of 256 valid questionnaires yielded a response rate of 68% for stepwise data analysis with inferential statistical methods (i.e., internal reliability test, factor scores, correlation, and multiple regression). The regression findings reveal that all five dimensions of EL significantly positively explained the variance in job satisfaction as perceived by UX lecturers (p < .001). These findings suggest both theoretical and practical implications and directions for future research are also discussed. The present study expands our understanding on ethical leadership by verifying its effects on lecturers’ levels of job satisfaction in HE. This study concludes that well-established ethical leadership codes for HE administration may assist them in making key decisions with care, fairness, critique, integrity, and ethical guidance.

Download Full-text

Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽

10.1177/21582440211006734 ◽

2021 ◽

Vol 11 (2) ◽

pp. 215824402110067

Author(s):

Sehrish Ilyas ◽

Ghulam Abid ◽

Fouzia Ashfaq ◽

Muhammad Ali ◽

Wasif Ali

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Social Exchange ◽

Social Exchange Theory ◽

Psychological Empowerment ◽

Employee Voice ◽

Voice Behavior ◽

Multiple Mediation ◽

Significant Difference ◽

The Relationship

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

Download Full-text