Search results

The purpose of this paper is to investigate sources of self-efficacy for researchers and the sources’ impact on the researchers’ use of social media for knowledge sharing. It is a continuation of a larger study (Alshahrani and Rasmussen Pennington, 2018).

The authors distributed an online questionnaire to researchers at the University of Strathclyde (n=144) and analysed the responses using descriptive statistics.

Participants relied on personal mastery experience, vicarious experience, verbal persuasion and emotional arousal for social media use. These elements of self-efficacy mostly led them to use it effectively, with a few exceptions.

The convenience sample utilised for this study, which included academic staff, researchers and PhD students at one university, is small and may not be entirely representative of the larger population.

This study contributes to the existing literature on social media and knowledge sharing. It can help researchers understand how they can develop their self-efficacy and its sources in order to enhance their online professional presence. Additionally, academic institutions can use these results to inform how they can best encourage and support their researchers in improving their professional social media use.

Researchers do rely on their self-efficacy and its sources to use social media for knowledge sharing. These results can help researchers and their institutions eliminate barriers and improve online engagement with colleagues, students, the public and other relevant research stakeholders.

The purpose of this paper is to investigate the sources of self-efficacy that researchers rely on when using social media for knowledge sharing and to explore how these sources impact their use.

The study employed 30 semi-structured interviews with researchers at a major Scottish university. The authors analysed the interview transcriptions using directed content analysis.

The researchers relied on the four sources of self-efficacy proposed by Bandura (1977) when using social media for knowledge sharing. These sources lead researchers to use social media effectively and frequently for sharing knowledge, although some may discourage its use.

It extends the self-efficacy integrative theoretical framework of Bandura (1977) by presenting the relative amount of the influence of these sources for researchers to share their ideas, experiences, questions and research outputs on social media. While the participants included academic staff, postdoctoral researchers, and PhD students, the majority were PhD students.

The findings can help universities understand how to promote productive use of social media. For example, academic staff who have high personal mastery experience could mentor those who do not.

This is the first known study to investigate the sources of self-efficacy that impact researchers’ use of social media for knowledge sharing.

This study aims to investigate the outcomes that researchers expect from using social media for knowledge sharing and to explore how these outcomes impact their use.

The authors conducted 30 semi-structured interviews with researchers at a major Scottish university. They analysed the interview transcripts using directed content analysis.

Researchers expect social and personal outcomes from the use of social media to share knowledge. Each type has positive and negative forms. The positive outcomes motivate researchers to use it, whereas negative outcomes prevent them from using it.

This study extends the integrative theoretical framework of outcome expectations within the social cognitive theory by exploring these outcomes and their relative amount of influence on sharing ideas, experiences, questions and research outputs on social media. While the participants included academic staff and postdoctoral researchers, the majority were PhD students.

The findings will help individual researchers and universities to use social media effectively in sharing ideas and promoting research through identifying the positive outcomes. Identifying the negative outcomes will help in using solutions to overcome them.

This is the first known study to investigate the outcome expectations that impact researchers’ use of social media for knowledge sharing.

This systematic review aims to examine integrating innovative work behavior through transformational leadership in the Saudi healthcare sector. A thorough literature research was carried out to address this problem.

A total of 50 papers reporting research on innovative work behavior, healthcare organizational performance and transformational leadership were included in the review.

As employees are motivated and developed, their innovative work behaviors are boosted, which improves organizational performance. It can be concluded that innovative work behavior and transformational leadership are correlated. The capacity of a healthcare company to create and execute benefits to the employees may assure service delivery efficiency in employees' performance.

This systematic review will allow contemporary advancements, efficient health status monitoring and reliable solutions that aid optimal, equal and effective treatment in Saudi’s healthcare industry.

In an innovative workplace, workers may pitch fresh ideas to their management. Hence, employees see their employer as more transformational.

This research aims to replicate the work of Oberholster et al. (2013) on expatriation motivation through a generalization and extension replication. Additionally, it aims to contribute to the Self-Initiated Expatriates (SIEs) literature by studying the Basic Psychological Needs (BPNs) of SIEs as proposed by the Self-Determination Theory (SDT).

This research used Latent Class Analysis (LCA) with covariate estimation to create five clusters based on survey data from 179 SIEs. Additionally, the replication procedure followed recommendations by Dau et al. (2022) to produce a constructive replication.

Besides validating clusters in the original study, one new cluster was found. Furthermore, identifying the BPNs of the clusters helped in understanding the mechanism that motivates them.

By studying the BPNs as per the SDT, this research contributes to our understanding of the psychological factors that shape expatriates' motivations and experiences. This can inform the knowledge developed in the international mobility theories and the models related to SIEs' psychological well-being.

Building on the results of this research, organizations can tailor recruiting and retaining strategies to the specific BPNs of different SIEs groups. Organizations can motivate SIEs, enhance their job satisfaction and loyalty, predict their success, and support their psychological well-being.

A generalization and extension replication value lies in testing the validity and reliability of previous findings in new contexts. The originality in this research stems from its utilization of the BPNs from SDT to explain SIEs' motivation and evaluate their psychological well-being.

As a little research has been conducted to understand the factors influencing users’ intentions to adopt blockchain-based telemedicine (BBT), it is important to investigate BBT acceptance as incorporation of blockchain technology can solve telemedicine-related issues. Accordingly, this study aims to investigate the factors influencing behavioral intentions (BI) to adopt BBT.

An integrated model comprising the constructs taken from technology–organization–environment framework, technology acceptance model, unified theory of acceptance and use of technology and theory of planned behavior based on their relevance to the context and the objectives of the study has been used for this research. A quantitative approach has been used to test the hypotheses, for which the data was collected from 324 respondents through a self-administered questionnaire. Partial least squares structural equation modeling has been used to test the hypotheses.

The results of the study show that relative advantage, perceived usefulness, trust and perceived ease of use have a significant impact on BI to adopt BBT, whereas regulatory support, subjective norms and facilitating conditions do not have any significant impact on the same.

As the concept of BCT in Pakistan is at its nascent stage and literature regarding this technology’s adoption is also limited, researchers and scholars can apply it to several other fields in Pakistan. For example, this study can be extended to explore the factors influencing blockchain adoption in areas such as education, logistics, transportation, finances and management. This research only considers the direct effects of constructs on BI to adopt BBT and does not consider any mediation and moderations constructs. Future researchers can also study the influence of mediation and moderation constructs on BI to adopt BCT.

Although studies on the acceptance of telemedicine exist, there is a gap concerning the acceptance of BBT, which the current study helps to bridge. From a practical standpoint, the current study makes a highly valuable contribution toward understanding acceptance factors for BBT projects, leading to help policymakers devise policies to promote telemedicine.

This study explores whether expatriation type (assigned expatriates (AEs) versus self-initiated expatriates (SIEs)) is linked to job exhaustion via possible differences in required efforts for their jobs and the rewards they gain from them, and/or the balance between efforts and rewards. Adopting effort–reward imbalance (ERI) and job demands/resources (JD-R) theories, the authors study the possible role of ERI as a mediator between expatriation type and job exhaustion.

An online survey was carried out in co-operation with two Finnish trade unions, providing representative data from 484 assigned and SIEs. The authors test this study’s hypotheses through latent structural equation modelling, and the analysis was conducted with Stata 17.0 software.

The results show that ERI between them are correlated with the job exhaustion of expatriates in general and there are no direct links between expatriation type and job exhaustion. The required effort from AEs was higher than that from SIEs though no difference was found for rewards, and the match between effort demands and rewards is less favourable for AEs than SIEs. AEs experienced higher job exhaustion than SIEs because of the higher effort demands and greater imbalance between efforts and rewards.

The study examines the work well-being of two types of expatriates and explores the underlying mechanisms that may explain why they may differ from each other.

The purpose of this study is to develop a model for investigating the sharing of harmful messages by employees using social media using the conspiracy theory from a socio-legal perspective. This study also examines the moderating role of different demographic parameters such as age, gender and education toward sharing harmful messages using social media.

Using the conspiracy theory and social impact theory as the foundation of this study, the authors developed theoretical model and validated it using the structural equation modeling technique with 342 participants from various organizations across Europe and Asia. The study also used different statistical measures to understand the demographic impacts toward sharing harmful messages.

It was found that epistemic, existential and social motives significantly and positively influence employees’ inappropriate message-sharing and seeking behavior, which in turn influences them to share harmful messages on social media. The study also indicates that there are some moderating impacts of employee demography toward sharing harmful messages using social media platforms.

This study investigates the antecedents of sharing harmful messages using social media by employees. The present study could be useful for the organizations leaders as well as policymakers and legal fraternity. The study uses a limited number of feedback to validate the model. Also, this is a cross-sectional study which is another limitation of this study.

This study has proposed and validated a theoretical model by using the conspiracy theory as well as the social impact theory which is unique. Moreover, this study adds value to the existing literature on the harmful impacts of social media and its societal impacts. Besides, the validated model of this study has a high explanatory power which is another uniqueness of this study.

Innovation has become a necessity for the information technology (IT) sector, especially during COVID-19 pandemic. Therefore, this study aims to investigate how knowledge sharing affects employees’ innovative work behavior (IWB). Specifically, the study examined occupational self-efficacy (as mediating mechanism) and entrepreneurial leadership (as boundary condition) to encourage IWB.

The study used social media platforms to collect data from 270 employees working in the IT sector through “google forms” on convenience basis between March and August, 2021. The study applied structural equation modeling in two stages to examine the measurement model (for uni-dimensionality) and the structural model (for hypotheses testing).

The study noted that knowledge sharing positively affects employees’ IWB and occupational self-efficacy positively explains this association. In addition, employees’ perception of entrepreneurial leadership strengthens the association between knowledge sharing and IWB.

The study collected data from a developing country during COVID-19 by using a cross-sectional design that may restrict causality. However, the findings suggest the management not only encourages knowledge sharing environment but also engages employees in various training that motivate them to experiment with new ideas and techniques.

This study extends the existing literature on knowledge sharing and IWB by exploring occupational self-efficacy as mediating mechanism and entrepreneurial leadership as a boundary condition.

In the contemporary period, numerous businesses undergo significant adjustments, such as evaluating critical components of the corporate operations and relying on technology to keep operations running while conforming to an ever-changing set of norms and new tactics. The present study aims to (1) explore the relationship between Industry 4.0 (I4.0) tools and their impact on organizational performance and (2) find evidence supporting the moderating role of remote working and organizational agility (OA) in enhancing organizational performance.

The study employed the quantitative research method, and the data were collected from individuals working in different Asian IT firms using the previously established questionnaire. The data were examined using SPSS v22. Different statistical tests have been performed to find the relationship among constructs.

This study uncovers that I4.0 tools impact organizational performance, especially in the IT sector, with a particular emphasis on the moderating influence of remote work and OA. I4.0 tools encompass pivotal components such as artificial intelligence (AI), big data (BD), cloud computing (CC) and Internet of Things (IoT) indeed augment organizational performance. It can be referenced that I4.0 tools play the role of a driving force that equips organizations with the knowledge to augment their performance.

Companies should encourage remote work and use I4.0 technology to support and manage it. Enabling people to work from any location, lowering the requirement for physical infrastructure and enabling a more flexible and responsive organizational structure can increase OA. In conclusion, firms in Asia may increase the performance and agility using I4.0 technology. Organizations may innovate by putting money into these technologies, encouraging remote work and creating an innovative culture.

In this dynamic and technologically advanced environment, every industry is forced to look for latest tools, i.e. I4.0, tools to augment the performance. It has been concluded that I4.0 tools are “better practices” for boosting organizational performance; hence, the findings benefit firms working in the IT sector. The verdicts of this research can assist organizations in making decisions regarding the implementation of I4.0 tools.

To the best of the authors' knowledge, no specific study could be found in which the relationship among these constructs had been investigated earlier in the IT sector. This research work acts as value addition to the literature as it illustrates technological advancements may increase organizational performance, especially in Asia. This research work adds to the body of knowledge by amplifying the effect of latest technologies on organizational performance, via remote work and OA.