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1 – 10 of 10Changyu Wang, Jiaojiao Feng and Xinze Li
Previous research suggests that abusive supervision has a positive effect on subordinates’ behaviors of knowledge hiding. However, the authors argue that this effect…
Abstract
Purpose
Previous research suggests that abusive supervision has a positive effect on subordinates’ behaviors of knowledge hiding. However, the authors argue that this effect depends on the level of team abusive supervision differentiation. Drawing on the conservation of resources (COR) theory and social comparison theory, this study tries to explain how the level of team abusive supervision differentiation, in conjunction with individuals' own experiences of abusive supervision, influences the focal subordinate's knowledge hiding from their colleagues.
Design/methodology/approach
The paper addresses a sample of 412 employees nested in 73 groups and tests an original model using structural equation modeling.
Findings
Results show that abusive supervision would indirectly promote subordinates' knowledge hiding toward coworkers via emotional exhaustion, and team abusive supervision differentiation has a positive moderating effect on the above indirect relationship.
Practical implications
Human resource management (HRM) practices should be used to reduce abusive supervision both at individual and team level and minimize employees' emotional exhaustion, thereby affecting knowledge hiding from coworkers.
Originality/value
Results show that whether a subordinate's experience of abusive supervision leads to knowledge hiding via emotional exhaustion depends on the level of team abusive supervision differentiation. This finding adds to the literature about abusive supervision and knowledge hiding.
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Xiaoping Pu, Guanglei Zhang, Chi-Shing Tse, Jiaojiao Feng, Yipeng Tang and Wei Fan
This study aims to investigate whether and how a high turnover rate stimulates employees to engage more in learning behavior.
Abstract
Purpose
This study aims to investigate whether and how a high turnover rate stimulates employees to engage more in learning behavior.
Design/methodology/approach
Drawing on self-regulation theory, the authors suggest that the motive for employees to engage in learning behavior is to improve themselves. Such a need can be activated when they reflect on themselves and realize the discrepancy between their current selves and desired future selves. The authors argue that the employees’ perceived poor performance at daily work may induce their desire for self-improvement via making the future work selves salient, and in turn engage more in learning behavior. This is particularly so when turnover rate is high because employees may be alert of and concerned more about their own poor performance. In an experience sampling study, the authors obtained evidence for these hypotheses.
Findings
When turnover rate was high, employees’ poor performance increased salience of future work selves, which in turn facilitated their learning behavior. This relationship was not significant when turnover rate was low.
Originality/value
Contrary to the typical view that high turnover rate leads to knowledge loss for the companies, the present study findings suggest that it could also serve as a motivational factor facilitating employees’ learning behavior, which is an important way to increase knowledge pool of the companies.
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Changyu Wang, Tianyu Yuan and Jiaojiao Feng
The purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee…
Abstract
Purpose
The purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee performance.
Design/methodology/approach
Drawing on social exchange theory, this study developed a theoretical model to explore the influencing mechanism of different supervisor–subordinate ties based on ESM on employee job performance. The model was empirically tested through 219 ESM users.
Findings
The results revealed that supervisor–subordinate instrumental ties based on ESM play a positive role in employee job performance, while supervisor–subordinate expressive ties based on ESM are not significantly related to employee job performance. Supervisor–subordinate instrumental ties and expressive ties based on ESM can positively influence employee job performance through the mediating effect of organizational trust. Besides, perceived performance climate can weaken the relation of organizational trust to job performance, and then weaken the indirect relations via the mediating of organizational trust.
Originality/value
Our findings advance the understanding of ESM use through various underlying mechanisms and have the potential of guiding organizations to fine-tune their social media usage strategies.
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Changyu Wang, Zhen Wang, Kexin Chen and Jiaojiao Feng
Whether employees always disengage from knowledge hiding in a mastery climate is not answered well. This study aims to examine the paradoxical effects of perceived mastery…
Abstract
Purpose
Whether employees always disengage from knowledge hiding in a mastery climate is not answered well. This study aims to examine the paradoxical effects of perceived mastery climate (PMC) on evasive knowledge hiding (EKH).
Design/methodology/approach
Partial least squares structural equation modeling was used to analyze data collected from 148 full-time employees at two-time points.
Findings
PMC exerts a positive effect on EKH via perceived status (PS) in organization but also has a negative effect on it via perceived social support. Perceived procedural justice attenuates the positive effect of PS on EKH.
Practical implications
Managers need to notice the paradoxical effects of PMC and keep procedural justice to reduce the positive effect of mastery climate on knowledge hiding.
Originality/value
This study contributes to knowledge hiding literature by investigating two opposite influencing mechanisms of mastery climate, and the moderating effects of perceived procedural justice.
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Changyu Wang, Yihong Dong, Zixi Ye and Jiaojiao Feng
Little is known about when younger employees’ intergenerational knowledge transfer (IGKT) – behaviors of acquiring knowledge from older employees – improves their…
Abstract
Purpose
Little is known about when younger employees’ intergenerational knowledge transfer (IGKT) – behaviors of acquiring knowledge from older employees – improves their innovative work behaviors (IWB), especially in hospitals. Taking into consideration the moderating roles of individual absorptive capacity (AC) and organization size, this study aims to develop a theoretical model to account for the associations of both online and offline IGKT with younger employees’ IWB.
Design/methodology/approach
The model was tested with a survey of 202 Chinese younger doctors (40 years old and below). Partial least squares structural equation modeling (PLS-SEM) was used to analyze the data.
Findings
The results showed that both online IGKT and offline IGKT have significant positive relationships with younger doctors’ IWB. Individual AC can strengthen the relationship between offline IGKT and IWB, and organization size can weaken the relationship. However, both individual AC and organization size do not significantly moderate the relationship between online IGKT and IWB.
Originality/value
The findings extend the understanding and application of individual-level knowledge-based view and media synchronicity theory by exploring the relationship of knowledge acquisition from older doctors through both online and offline communication channels with younger doctors’ IWB.
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Changyu Wang, Tianyu Yuan, Jiaojiao Feng and Xinya Peng
The purpose of this study is to explore the relationship between information overload and employees' workplace anxiety in the context of enterprise social media (ESM).
Abstract
Purpose
The purpose of this study is to explore the relationship between information overload and employees' workplace anxiety in the context of enterprise social media (ESM).
Design/methodology/approach
This study built a theoretical model to analyze the relationships among employees' perceptions of information overload on ESM, supervisor-subordinate instrumental and expressive ties on ESM and workplace anxiety. PLS-SEM was used to test the model through 219 questionnaires collected online.
Findings
The results revealed that information overload on ESM plays a positive role in employees' workplace anxiety. Supervisor-subordinate instrumental ties based on ESM can weaken the relationship between information overload and employees' workplace anxiety, but expressive ties can strengthen the positive relationship between information overload and workplace anxiety.
Originality/value
Little is known about whether information overload on ESM will affect employees' workplace anxiety and how leaders can mitigate this effect through ESM. Hence, this study developed a theoretical model and conducted an empirical study to open up a research opportunity to examine the relationships among information overload on ESM, supervisor-subordinate instrumental and expressive ties on ESM and employees' workplace anxiety. The study also has the potential to guide organizations in fine-tuning their social media usage strategies.
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Jiaojiao Feng and Changyu Wang
Knowledge hiding as an important topic in knowledge management field might be triggered by abusive supervision, but few studies discussed how to alleviate the effect of…
Abstract
Purpose
Knowledge hiding as an important topic in knowledge management field might be triggered by abusive supervision, but few studies discussed how to alleviate the effect of abusive supervision on knowledge hiding. Drawing on both reactance theory and conservation of resources (COR) theory, this study aims to build a moderated mediation framework to examine effects of abusive supervision on knowledge hiding via job insecurity and under moderation of motivational climate (including mastery climate and performance climate).
Design/methodology/approach
The paper uses a two-wave survey study among 155 knowledge workers from educational and manufacturing industries.
Findings
Results show that abusive supervision is not significantly related to knowledge hiding directly but indirectly via job insecurity. Abusive supervision’s interaction with mastery climate is negatively related to knowledge hiding, but its interaction with performance climate is positively related to knowledge hiding. The indirect relation of abusive supervision to knowledge hiding via job insecurity is significantly moderated by mastery climate but not by performance climate.
Research limitations/implications
Despite contributions, this study also has some limitations. Variables rated from the same source (i.e. employees) may have common method bias although the two-wave design does help alleviate this concern.
Practical implications
The paper highlights important reasons why people hide knowledge at work (because of abusive supervision and job insecurity) and identifies a boundary condition (mastery climate) which will reduce abusive supervision’s influence on knowledge hiding.
Originality/value
This paper contributes to knowledge hiding literature which is an important part of knowledge management from the perspective of abusive supervision based on both reactance theory and COR theory.
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Changyu Wang, Jinming Mei and Jiaojiao Feng
Online-to-offline (O2O) knowledge-sharing economy platforms have emerged as a new public channel for matching up knowledge providers with knowledge seekers. It can…
Abstract
Purpose
Online-to-offline (O2O) knowledge-sharing economy platforms have emerged as a new public channel for matching up knowledge providers with knowledge seekers. It can facilitate offline provision and consumption of high-quality tacit knowledge around a topic upon online search and payment (called offline knowledge service transaction). However, limited research investigated this new knowledge-sharing phenomenon in the field of knowledge management (KM). The purpose of this paper is to enrich KM literature by developing a theoretical model to explore determinants of offline knowledge service transactions via O2O knowledge-sharing economy platforms from both quality and price perspectives.
Design/methodology/approach
The model was tested with objective data crawled from Zaihang – a leading O2O knowledge-sharing economy platform in China.
Findings
The results show that, in the context of O2O knowledge-sharing economy, transactions of an offline knowledge service are positively related to its provider’s popularity, but negatively related to the price. Moreover, knowledge seekers are more likely to accept and purchase a high-priced service of a knowledge topic with a higher overall review score and supplied by a provider with lower popularity and shorter response time. However, the length of offline knowledge service has no significant association with its transactions.
Originality/value
This study contributes to KM literature through investigating a new phenomenon of tacit knowledge sharing (including provision and consumption) in the context of O2O service and the sharing economy. The results give implications for knowledge providers and platform managers to facilitate online transactions of offline knowledge services.
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Kaijun Yang, Tingting Duan, Jiaojiao Feng and Arunodaya Raj Mishra
The “Internet of Things (IoT)” is a platform for involving smart devices via the Internet at a worldwide scale. It supports the “supply chain (SC)” and “information and…
Abstract
Purpose
The “Internet of Things (IoT)” is a platform for involving smart devices via the Internet at a worldwide scale. It supports the “supply chain (SC)” and “information and communication technology (ICT)” infrastructure to be well integrated into an organization and externally with customers and suppliers. The “sustainable supply chain (SSC)” is currently unavoidable if a company seeks to satisfy the aggressive change in its customers' requirements. Numerous studies have confirmed that manufacturing firms have to accelerate the shift of their focus toward sustainability and the implementation of novel technologies, such as IoT, to accomplish their organizational goals most effectively. Although the literature consists of many theoretical approaches to IoT and numerous studies that have extremely concentrated upon the IoT technology and its potential applications, it lacks research with a focus on the challenges that arise when applying IoT to the “sustainable supply chain management (SSCM)”.
Design/methodology/approach
The present study proposes an integrated framework using the “Criteria Importance Through Intercriteria Correlation (CRITIC)” and “VlseKriterijumska optimizcija I kaompromisno resenje in Serbian (VIKOR)” models and employs to evaluate the IoT challenges to implement the SSCM. For estimating the criteria weights, the CRITIC tool is utilized. The organization's prioritization is obtained by the VIKOR procedure, which delivers simple mathematical procedures with precise and consistent outcomes.
Findings
To exhibit the practicality of the introduced model, a case study is taken to evaluate the IoT challenges to implement the SSCM within the “q-Rung Orthopair Fuzzy Sets (q-ROFSs)” environment. Moreover, the authors exhibit a sensitivity investigation over given parameter values, examining the stability of developed approach. Finally, the authors draw attention to a comparison between developed q-ROF-CRITIC-VIKOR decision-making approach with an existing q-ROF-TOPSIS method to show its superiority and potency.
Originality/value
The outcome of the study lies in observing the top benefits of individual businesses, and their entire SSCs can be found by implementing IoT. This paper investigates the most important challenges that individual firms and entire SSCs might while applying IoT. It provides a deep insight regarding the effects of IoT upon SSCM and the issues every firm need to contemplate when it is to apply IoT solutions.
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Huawei Zhu, Rungting Tu, Wenting Feng and Jiaojiao Xu
Extreme online reviews can have great impacts on consumers’ purchase decisions. The purpose of this paper is to investigate when users are more likely to provide extreme…
Abstract
Purpose
Extreme online reviews can have great impacts on consumers’ purchase decisions. The purpose of this paper is to investigate when users are more likely to provide extreme ratings. The study draws inference from attitude certainty theory and proposes that review extremity is influenced by the interaction of evaluation duration and product/service types: for hedonic products/services, shorter evaluation duration can foster attitude certainty, leading to higher review extremity; in contrast, for utilitarian products/services, longer evaluation duration can increase attitude certainty, resulting in more extreme reviews.
Design/methodology/approach
Three studies were conducted to test the hypotheses: Study 1 is an empirical analysis of 3,000 reviews from an online retailing website; Studies 2 and 3 are two between-subject experiments.
Findings
Results from three studies confirm the hypotheses. Study 1 provides preliminary evidence on how review extremity varies in evaluations of different durations and product/service types. Results from Studies 2 and 3 show that for hedonic products/services, the shorter the evaluation duration, the more likely users are to give extreme ratings; however, for utilitarian products/service, the longer the evaluation duration, the more likely users are to give extreme reviews; and attitude certainty plays a mediating role between evaluation duration and review extremity.
Originality/value
Findings from this study provide understandings on when a fast rather than a slow evaluation can lead to more extreme reviews. The results also highlight the role of users’ attitude certainty in the underlying mechanism.
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