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Social loafing in knowledge contribution (namely, knowledge contribution loafing [KCL]) usually happens in group context, especially in the mobile collaboration tasks. KCL shows dynamic features over time. However, most previous studies are based on static assumption, that is, KCL will not change over time. This paper aims to reveal the dynamics of KCL in mobile collaboration and analyze how network centrality influences KCL states considering the current loafing state.

This study is based on empirical study design. Real mobile collaboration behavioral data related to knowledge contribution were collected to investigate the dynamic relationship between network centrality and KCL. In total, 4,127 chat contents were collected through Slack (a mobile collaboration APP). The text data were first analyzed using the text analysis method and then analyzed by a machine learning method called hidden Markov model.

First, the results reveal the inner structure of KCL, showing that it has three states (low, medium and high). Second, it is found that network centrality positively influences individuals involved in medium and high loafing state, while it has a negative influence on individuals with low loafing state.

The limitations are related to the single machine learning method and no subdivision of social network. First, this paper only uses one kind of text classification model (TF-IDF) to divide chat contents, which may not be superior to other classification models. This paper considers the eigenvector centrality, and not further divides the social network into advice network and expressive network.

This study helps companies infer tendency of different KCL and dynamically re-organize a mobile collaborative team for better knowledge contribution.

First, previous studies based on static assumptions regarding KCL as static and the relationship between loafing reducing mechanisms and team members KCL does not change over time. This study relaxes static assumptions and allows KCL to change during the process of collaboration. Second, this study allows the impact of network centrality to be different when members are in different KCL states.

Knowledge contribution loafing as one of the major obstacles to knowledge sharing among designers in engineering design firms impedes better achievement of engineering design. The purpose of this paper is to examine different types of ethical climate impacts on knowledge contribution loafing among designers through the mediating effect of knowledge leadership.

By adopting a quantitative research design, data were collected using a survey questionnaire from 352 designers in engineering design firms. The data were analyzed using the partial-least squares structural equation modeling approach to test hypotheses.

Ethical climate is an important factor to affect knowledge contribution loafing among designers, and three types of ethical climate (self-interest, social responsibility and law/professional codes) have different degrees of influence on knowledge contribution loafing. In addition, knowledge leadership can alleviate knowledge contribution loafing, and it is a mediator between ethical climate and knowledge contribution loafing.

Engineering design firms should cultivate and strengthen the role of social responsibility, law/professional codes and knowledge leadership and reduce the influence of self-interest to mitigate the negative of knowledge contribution loafing among designers.

By identifying ethical climate as a novel influence factor for knowledge contribution loafing, this research further highlights the role of different types of ethical climate in an engineering design context. Moreover, it delves deeply into the issue around different types of ethical climate affect knowledge contribution loafing among designers through the role of knowledge leadership. This broadens the understanding of how ethical climate affects knowledge contribution loafing among designers in the engineering design organizations and enriches knowledge management literatures in engineering design industry.

This paper aims to examine how ethical leadership alleviates knowledge contribution loafing among engineering designers through the mediating effect of knowledge-based psychological ownership and the moderating effect of emotion regulation strategies.

This study adopts a questionnaire survey to obtain 344 valid sample from engineering designers and uses partial least squares-structural equation modeling to analyze data.

The results demonstrate that ethical leadership is a key factor to alleviate knowledge contribution loafing. Knowledge-based psychological ownership is a main factor causing knowledge contribution loafing and mediates the influence of ethical leadership on knowledge contribution loafing. Furthermore, cognitive reappraisal (a response-focused emotion regulation strategy) moderates the relationship between ethical leadership and knowledge contribution loafing, and the effect of ethical leadership on knowledge contribution loafing is stronger when cognitive reappraisal is high.

Engineering design organizations may inspire ethical leadership and pay attention to psychological state of designers. Leaders may help designers overcome knowledge-based psychological ownership by the influence of ethical leadership. During the process of knowledge interaction, designers may adopt cognitive reappraisal strategy consciously.

This study addresses the knowledge gap that ethical leadership affects knowledge contribution loafing with knowledge-based psychological ownership as the intermediary. This study also advances the literature on leadership and emotion regulation and extends the scope of social learning theory in knowledge management domain through examining the moderate role of emotion regulation strategies.

Knowledge withholding is an important but under-studied topic, which refers to the phenomenon that individuals give less than full effort to contributing knowledge. This study aims to investigate the differential effects of task characteristics on individuals’ knowledge withholding behavior in online space, this study develops and empirically verifies a theoretical model that covers the five core task characteristics in job characteristics model (autonomy, identity, feedback, skill variety and significance), knowledge sharing self-inefficacy and withholding effort in sharing knowledge.

Using an online survey method, this study collected empirical data from 351 general internet users from 30 provincial administrative units in China. The data were analyzed using the structural equation modeling technique of partial least squares.

The analysis results indicate that autonomy negatively affects, while identity, skill variety and significance positively affect users’ knowledge withholding behavior in online space through the mediation of knowledge sharing self-inefficacy, and that three task characteristics (autonomy, identity and feedback) strengthen the relationship between knowledge sharing self-inefficacy and knowledge withholding.

This study provides valuable insights for reducing knowledge withholding behavior in online space. Operationally, different levels of task characteristics such as autonomy, identity and feedback can be set to prevent users from perceiving themselves as inefficacious, and to weaken the behavioral expression of knowledge sharing self-inefficacy.

This study provides a comprehensive understanding of the differential effects of task characteristics on knowledge withholding in online space, and improves the cognition of the boundaries of withholding effort in sharing knowledge in online space.

The purpose of this study is to examine the impact of information technologies and technology-enabled social networks on the efficiency of knowledge management processes in the Middle Eastern audit and consulting companies.

Scientific literature analysis, structural equation modeling and expert evaluation (structured questionnaire) were used to develop the research model, collect data from the audit and consulting companies’ experts and test the research hypotheses.

The empirical results of this research supported the hypotheses stating that information technologies and social networks positively affect the knowledge management cycle, including five processes (acquisition, creation, storage, sharing and application) within the Middle Eastern audit and consulting companies.

The research results were generated from the Middle Eastern audit and consulting companies, which form a limitation concerning the geographical area and the business sector.

From the results of this study, audit and consulting companies, as well as organizations and society broadly, would benefit via the positive effect of information technologies and technology-enabled social networks on the whole knowledge management cycle, which has a further impact on organizational performance. These practical implications are related to a more open, sharing culture that drives organizational performance to the members and stakeholders of organizations, which, in turn, benefits society.

This research analyzes information technologies and technology-enabled social networks’ impact on knowledge management processes, particularly in the context of the Middle Eastern audit and consulting companies. While the phenomena have received some attention in the prior scientific research, the studied context so far remained under-researched, where a gap is found in studying the knowledge management cycle as a whole.

The use of information technology (IT) in the hospitality industry is driven by the need to improve and refine customer service. However, it is unlikely that new IT will be successfully implemented if employees' roles and emotions are overlooked. The purpose of this study is to examine the interplay of negative emotions (anger and fear), coping strategies (venting anger and psychological distancing), perceptions of an IT innovation and intention toward adopting it.

A research model is developed based on the cognitive appraisal theory of emotion, coping theory and innovation diffusion theory. An online survey was conducted among employees working for hotels that had deployed a new reservation system, and 234 responses were collected.

The results indicate that employees' negative emotions (anger and fear) have negative and significant effects on their perceptions of adopting a new reservation system through coping strategies (i.e. venting anger and psychological distancing). Furthermore, employees' perceptions of adopting an innovative reservation system have a positive effect on their adoption intention toward the system.

To the best of our knowledge, this is the first research to address the impact of distinct emotions on IT innovation adoption, as well as explaining the relation between affective and cognitive effects. The findings demonstrate the importance of examining negative emotions in IT innovation adoption. In addition, the model developed in this study confirms that an appraisal tendency approach better specifies the conditions under which different emotions are triggered to predict and explain how emotions relate to IT use through adaptation behaviors when compared with a valence-based approach.

This study aims to investigate the mediating role of collective identity in the relations among transformational leadership, procedural justice and employee organizational commitment.

An empirical survey was conducted in 43 hotels in mainland China with 585 valid responses. In addition to descriptive statistics and the test of the presence of common method bias, a confirmatory factor analysis was conducted to test the validities and reliabilities of the variables; structural equation modeling and hierarchical regression analyses were conducted to test causal relations and the mediating effects of collective identity.

Results show that transformational leadership and procedural justice are good predictors of employee collective identity and organizational commitment. In addition to a strong impact on employee commitment, collective identity partially mediates the effects of transformational leadership and procedural justice on employee commitment.

This study is restricted to China’s hotel supervisors; therefore, caution should be taken when applying the findings to other sectors, regions and higher levels of leaders.

Findings of this study offer managerial insights for hotel supervisors to exercise transformational leadership and procedural justice to improve employee collective identity, which drives organizational commitment.

As an important concept, studies on the role of self-identity are limited in management and the field of leadership. This study tested the role of collective identity in leadership and organizational commitment in the context of Chinese culture, highlighting its theoretical and practical implications.

Employee turnover, building a positive corporate image and ethical lapses in the corporate world demand business leaders to perform their jobs with a higher sense of responsibility. This study aims to investigate the mediating effect of ethical climate and corporate image by using the corporate social responsibility theory and social identity theory.

A sample of 280 employees from the banking sector of Pakistan was collected through a questionnaire-based survey by using the convenience sampling technique. The structural equation modeling technique using Smart partial least square was used to test the hypothesized model.

The findings of the study affirmed a significant positive correlation between responsible leadership and ethical climate and ethical climate is significantly positively correlated with corporate image. Meanwhile, the corporate image is negatively correlated with employees’ turnover intention. Results further corroborate ethical climate mediating effect between responsible leadership and corporate image and corporate image likewise mediates between ethical climate and employee turnover intention.

This study enriches the present literature on the subject of responsible leadership, ethical climate, corporate image and turnover intention from the employee’s point of view. Elucidating from previous studies, most of the investigations about the corporate image was conducted from the customers’ perspective and there has been a scarcity of studies focusing on employees’ perspective.

This study guides a value proposition that is concerned with the turnover of employees for human resource professionals from the banking industry. It explores a new dimension of the debate on employee turnover intention.

This study marks the first step toward corporate image as an organizational behavior construct by demonstrating that corporate image impact turnover intention. This study tests a model that demonstrates the role of ethical climate and corporate image in the linkage between responsible leadership and employees’ turnover intention.

The purpose of this paper is to extend the social loafing literature by investigating the role of group development process on perceptions of social loafing within groups. Building on extant literature, it is contended that group members’ association with the group development stages can help in predicting their perceptions of social loafing.

Using a cross-sectional survey data were collected from 164 individuals nested in 39 groups. Mixed-effect modeling in R was unitized to test the proposed hypotheses.

Results of mixed-effect modeling in R show that group development stage of inclusion and dependency (stage 1) has no significant effect on perceptions of social loafing. Whereas, group development stage of counterdependency and fight (stage 2) has positive, and trust and structure (stage 3) and work (stage 4) has negative effect on perception of social loafing by group members.

This study investigates unique relationships between group members’ association with different stages of group development and their perceptions of social loafing. Additionally, a newer, shorter and cost-effective scale to measure four stages of group development is developed.

Building on social informational processing theory, the purpose of this paper is to develop and test a theoretical model of moderated mediation in which social loafing tendency serves as an intervening mechanism that explains associations among two dimensions of leader–member relationships (formal and informal relationships, namely, leader–member exchange and leader–member guanxi) and customer service performance.

The authors designed a field study to test the hypotheses presented in this paper. A survey of 304 supervisor–employee pairs and matched customers generally provide support for this model.

The authors found that social loafing tendency played a mediating role between leader–member relationships and customer service performance. Co-worker service-oriented OCB moderated the positive relationship between leader–member guanxi and loafing tendency.

More samples should be collected from both private and state-owned company. Both the informal and formal leader–member relationships should be unanimously included in examining how the leader–member relationships influence focal employee’s attitude and behavior, particularly in societies where the informal relationship plays noticeable role.

Managers should properly deal with formal and informal relationship with subordinates.

The influence of leader–member guanxi on employees and organization is controversial in extant literature. In some sense, this finding contributes to extant literature by further clarifying the influence of guanxi on the focal employee’s performance.