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Individuals differ in their levels of self-control. Trait self-control has been found to relate positively to desirable and negatively to undesirable behaviors in contexts like physical health, academic performance, and criminality. The purpose of this study is to examine the relevance of trait self-control in work-settings. The authors distinguished between two types of self-control, stop-control (inhibitory control) and start-control (initiatory control), and tested their differential validity in predicting contextual performance.

In two independent employee samples, stop-control, start-control, organizational citizenship behavior (OCB), personal initiative, and proactive coping were measured. Counterproductive work behavior (CWB) was added in Study 2.

Results showed that only start-control was positively related to OCB, personal initiative, and proactive coping. Both stop-control and start-control were negatively related to CWB.

Findings support the validity of distinguishing between stop-control and start-control, suggesting that self-control theory and models should be refined to incorporate this distinction. Limitations include the correlational design and self-report measures. Although results were similar across two independent studies, future research is needed to test the generalizability of the conclusions in other settings, using non-self-report data.

The distinction between stop-control and start-control may help organizations in selecting staff and assigning tasks.

The present research introduces the distinction between two conceptually different types of self-control (stop-control and start-control), demonstrating their relevance to work-related behavior.

The research paper aims to study dissatisfaction of teleworking employees in Spain during the Covid-19 health pandemic in order to propose three models: sociodemographic profile of the teleworking dissatisfied employee; advantages and disadvantages for the teleworking dissatisfied employee and advantages for the teleworking dissatisfied employee.

This study uses official open data obtained from the Spanish National Statistical Institute (INE, 2022) through Decision Trees statistical multivariable models implementing Classification and Regression Trees and Recursive Partitioning and Regression Trees techniques to determine the variables that can influence the satisfaction or dissatisfaction of the subjects.

This investigation offers three models with two sociodemographic profiles of dissatisfied teleworking employee, who is a high/middle-level manager/employee around 45 years old, and she/he lives with the partner. Regarding the most important advantage of teleworking, employees consider “use/saving of time” and as disadvantage “worse organization and coordination of work”.

This research provides empirical evidence with inductive reasoning on understanding the challenges of teleworking dissatisfied employees in Spain not only in turbulent times but also in “normalcy” to improve overall teleworker well-being and accomplish company’s and organization’s long-term objectives for better productivity and effectivity. The study has high practical value due to the integral approach incorporating dissatisfaction as a driver that can trigger negative behaviours towards the organizations and that is seldom addressed in the literature. Additionally, this paper could provide some new ideas for accomplishing “Spain Digital 2025” and “Europe’s Digital Decade: 2030” plans on institutional level.

A community of practice (CoP) is believed to be a driver for knowledge creation but it can hinder knowledge sharing across boundaries. Drawing on social cognitive theory, this study aims to investigate how a CoP within a single unit promotes knowledge sharing with other units by examining the mediating effect of the members’ learning goals (LG).

Structural equation modeling was conducted using a two-wave survey data on nurses from eight Japanese hospitals (n = 263).

The results indicated that LG fully and positively mediated the effect of a CoP on the knowledge-sharing intention of one unit toward other units and that LG fully and negatively mediated the effect of a CoP on knowledge withholding (KW) from other units.

Knowledge managers need to note that intellectual benefits from experienced CoP can play a key role in reducing the perceived risks associated with members’ knowledge sharing and in creating effective knowledge sharing with other units.

The main contribution is to identify the process by which CoP promotes knowledge sharing and prevents KW across boundaries mediated through LG. This study is the first to quantitatively show how LG cross inter-professional barriers caused by CoPs.