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Article
Publication date: 15 August 2023

Huafei Wei, Jun Chen, Muhammad Adnan Zahid Chudhery and Wenjie Fang

The authors examined how the identification mechanism of the innovation performance of knowledge employees is affected by empowering leadership by influencing the organizational…

Abstract

Purpose

The authors examined how the identification mechanism of the innovation performance of knowledge employees is affected by empowering leadership by influencing the organizational identification and the moderating effect of leaders on the role expectation of knowledge employees as an essential innovation subject.

Design/methodology/approach

The authors employed a mixed-method research approach. The authors collected data from 378 knowledge employees and managers in 20 companies in China's Yangtze River Delta cities. The authors analyzed data using multiple regression analysis forecasting methods.

Findings

The authors found that there was an inverted U-shaped relationship between empowering leadership and the innovation performance of knowledge employees; organizational identity played a partial mediating role between empowering leadership and the innovation performance of knowledge employees; role expectation of leaders on the innovation behavior of employees regulated the relationship between the organizational identity and innovation performance of knowledge employees.

Originality/value

This study extends the literature on empowering leadership and innovation performance. This study empirically examines the mediating effect of organizational identity between empowering leadership and innovation performance. In addition, this study empirically examines how empowered leaders' expected innovation level moderates the association between organizational identity and innovation performance.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 23 June 2023

Leila Afshari, Muhammad Shakil Ahmad and Talha Mansoor

This paper investigates the relationships between responsible leadership and employees' knowledge sharing behavior and performance in the healthcare sector. The present study…

Abstract

Purpose

This paper investigates the relationships between responsible leadership and employees' knowledge sharing behavior and performance in the healthcare sector. The present study provides deeper insights into those relationships by uncovering the mechanisms through which relational and ethical dimensions of responsible leadership influence knowledge sharing outcomes. Drawing on the social exchange theory, this study examines the mediating role of trust in the leader and leadership support.

Design/methodology/approach

Data were collected from 445 healthcare professionals in Pakistan. Structural equation modeling was employed to analyze the data.

Findings

The study findings revealed that responsible leaders enhance knowledge worker performance and knowledge sharing behavior through enhancing trusting relationships with followers and providing support. Furthermore, the authors investigated the moderating role of goal orientation, and the results showed that the effect of responsible leadership on knowledge worker performance was stronger for highly goal-oriented employees.

Practical implications

This research suggests that human resource managers interested in fostering knowledge sharing behaviors, must focus on cultivating responsible leadership behavior within their organizations. Furthermore, this study findings propose that HRM practices should foster employee goal orientation in order to enhance knowledge workers' performance.

Originality/value

This study makes a novel contribution to the literature by shifting the research focus from the traditional view of leadership to a leadership style more responsive to the reciprocity nature of the relationships between employees and leaders. By shifting the focus to a relational-ethical based leadership style, the current study was able to fully uncover the underlying mechanisms linking responsible leadership to knowledge sharing outcomes.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 5 June 2023

Ataul Karim Patwary, Nor Rabiatul Adawiyah Nor Azam, Muhammad Umair Ashraf, Abdullah Muhamed Yusoff, Waqas Mehmood and Md Karim Rabiul

The purpose of this study is to examine the role of knowledge management practices, organisational commitment and capacity building on employee performance in the hotel industry…

Abstract

Purpose

The purpose of this study is to examine the role of knowledge management practices, organisational commitment and capacity building on employee performance in the hotel industry. This study also investigated the mediating role of organisational commitment and capacity building between knowledge management practices and employee performance.

Design/methodology/approach

A quantitative approach and questionnaire survey were used to collect data from hotel employees from Malaysia. Self-administered questionnaires were distributed to collect data from 291 participants, and partial least squares structural equation modelling was used to analyse the hypotheses.

Findings

The results of this study confirm that knowledge management practices positively and significantly affect knowledge-employee performance. Employees achieve this performance through the mediating influence of organisational commitment and capacity building culture.

Practical implications

This study offers several implications for Malaysian practitioners and policymakers regarding learning and knowledge management practices in the hospitality industry. The results suggest that organisations can manage knowledge assets and key processes of the organisational environment to create and use knowledge to improve sustainable employee performance through knowledge management practices.

Originality/value

This study sheds light on the knowledge management literature by examining the effect of knowledge management practices on organisational commitment, particularly in the hospitality industry in Malaysia.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 16 June 2023

Yunyu Qian and Hemin Jiang

Employees' personal Internet usage (PIU) has become increasingly common at work. It is important for both researchers and managers to understand how PIU affects employee creative…

Abstract

Purpose

Employees' personal Internet usage (PIU) has become increasingly common at work. It is important for both researchers and managers to understand how PIU affects employee creative performance. This study aims to examine what kind of PIU is likely to increase or decrease employee creative performance and why. The authors also examine a potential boundary condition for the effect of PIU on employee creative performance.

Design/methodology/approach

Based on conservation of resource (COR) theory and broaden and build theory, the authors investigated the impact of two types of PIU, namely within-task PIU and between-task PIU, on the creative performance of knowledge workers. The authors conducted a daily diary study and surveyed 107 knowledge workers in China over 10 consecutive working days (n = 1,070) to test the model.

Findings

The authors find that within-task PIU reduces knowledge workers' creative performance by decreasing the workers' positive emotion, whereas between-task PIU promotes the performance by increasing positive emotion. The above relationships become stronger when knowledge workers perceive a higher level of organisational support.

Originality/value

The authors' study makes theoretical contributions by advancing researchers' understanding of the situations in which PIU may decrease or increase employee creative performance. The findings are also useful for developing organisational policies to take advantage of the positive side of PIU whilst avoiding PIU's negative side.

Details

Internet Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1066-2243

Keywords

Article
Publication date: 22 December 2023

Sumaira Nazeer, Muhammad Saleem Sumbal, Gang Liu, Hina Munir and Eric Tsui

The purpose of this paper is to embark on evaluating the role of Chat Generative-Trained Transformer (ChatGPT) in personal knowledge management (PKM) practices of individual…

Abstract

Purpose

The purpose of this paper is to embark on evaluating the role of Chat Generative-Trained Transformer (ChatGPT) in personal knowledge management (PKM) practices of individual knowledge workers across varied disciplines.

Design/methodology/approach

The methodology involves four steps, i.e. literature search, screening and selection of relevant data, data analysis and data synthesis related to KM, PKM and generative artificial intelligence (AI) with a focus on ChatGPT. The findings are then synthesized to develop a viewpoint on the challenges and opportunities brought by ChatGPT for individual knowledge workers in enhancing their PKM capability.

Findings

This work highlights the prevailing challenges and opportunities experienced by knowledge workers while leveraging PKM through implying ChatGPT. It also encapsulates how some management theories back the cruciality of generative AI (specifically ChatGPT) for PKM.

Research limitations/implications

This study identifies the challenges and opportunities. from existing studies and does not imply empirical data/result. The authors believe that findings can be adjusted to diverse domains regarding knowledge workers’ PKM endeavors. This paper draws some conclusions and calls for further empirical research.

Originality/value

ChatGPT’s capability to accelerate organizational performance compelled scholars to focus in this domain. The linkage of ChatGPT to Knowledge Management is an under-explored area specifically the role of ChatGPT on PKM hasn't been given attention in the existing work. This is one of the earliest studies to explore this context.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 15 September 2022

Ataul Karim Patwary, Mohamad Khairi Alwi, Shafique Ur Rehman, Md Karim Rabiul, Adeneye Yusuf Babatunde and Mirza Mohammad Didarul Alam

The purpose of this study is to investigate the role of knowledge management (KM) practices on innovation performance. It also examines whether organisational creativity and…

Abstract

Purpose

The purpose of this study is to investigate the role of knowledge management (KM) practices on innovation performance. It also examines whether organisational creativity and organizational learning mediate the relationship between KM practices and innovation performance.

Design/methodology/approach

The study uses a quantitative method by surveying (n = 291) hotel employees from Malaysia using self-administered questionnaires. Data collected were analysed by using partial least squares structural equation modelling.

Findings

Findings reveal that KM positively impacts innovation performance among Malaysian hospitality workers. This study further reveals that organisational learning and organisational creativity significantly mediate the relationship between KM and innovation performance.

Originality/value

Theoretically, this study establishes how KM practices influence innovation performance. Organizations that practice organizational learning and creativity are more likely to benefit from increased innovation outcomes through KM practices.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 22 September 2023

Luminita Hurbean, Louie H.M. Wong, Carol XJ Ou, Robert M. Davison and Octavian Dospinescu

The authors investigate the relationship between instant messenger (IM) use and work performance, mediated by interruptions and two key indicators of the stress associated with…

Abstract

Purpose

The authors investigate the relationship between instant messenger (IM) use and work performance, mediated by interruptions and two key indicators of the stress associated with technology use: overload and complexity.

Design/methodology/approach

The authors validate this research model using partial least squares structural equation modelling (PLS-SEM) with data collected through a survey of 416 working professionals.

Findings

The data reveal that while IM use contributes minimally to work interruptions and to a greater extent to technological complexity, these two constructs fully mediate the direct influence of IM use at work on technology overload, and meanwhile significantly and directly contribute to work performance.

Research limitations/implications

This research provides theoretical insights into the deployment of IM and its actual impacts in the workplace. To improve the generalisation of the findings, the authors call for more IM-related research in other countries, with more native theories and various methodologies in this domain.

Practical implications

The level of stress generated through IM use is moderate, considering IM is not a significant contributor to work interruptions. Thus, despite the potential negative effects of IM communication, the positive effects of using IM at work prevail. As a result, the technology can be promoted as long as employees, their managers and the organisation as a whole are well prepared. Employees can transfer skills and behaviour from the personal setting to their work environment and thus may find an intrinsic motivation to make better use of the IM technology at work.

Originality/value

The authors argue that this research model is novel for its perspective on evaluating the actual impacts of IM use at work instead of the reasons of using it. The authors conceptualise the process to explain how IM contributes to interruptions and other technostress indicators in the working context, and the impact on performance. Contrary to some prior research, the authors find that overall IM applications do not have a negative impact on work performance, and instead may enhance it.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 19 June 2023

Hafiz Fawad Ali, Arooba Chaudhary and Talat Islam

This study aims to examine the association between responsible leadership and work engagement through the mediation of knowledge sharing. Further, the study explored the boundary…

Abstract

Purpose

This study aims to examine the association between responsible leadership and work engagement through the mediation of knowledge sharing. Further, the study explored the boundary condition of helping initiative behavior (HIB) between responsible leadership and knowledge-sharing (KS) behavior.

Design/methodology/approach

Considering work engagement as a global challenge, the data for this study was collected from 386 employees working in various organizations on convenience basis. Specifically, the data was collected in two waves through a questionnaire-based survey method and structural equation modeling was used for hypotheses testing.

Findings

The results reveal that responsible leadership directly and indirectly (through knowledge sharing) affects work engagement. In addition, HIB strengthens the association between responsible leadership and knowledge sharing.

Research limitations/implications

The study collected data from a developing country. However, the findings suggest management should implement such practices that enable leaders to be more responsible. Such leaders create a learning environment that enhances knowledge sharing and promotes work engagement.

Originality/value

Based on social exchange, this study explored the mediating role of KS behavior between responsible leadership and work engagement and the conditional role of HIB between responsible leadership and KS behavior.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

Article
Publication date: 10 August 2023

M. Muzamil Naqshbandi, Sheik Meeran, Minseo Kim and Farooq Mughal

This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning…

Abstract

Purpose

This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning organizational culture (LOC). In doing so, the authors evaluate the centrality of knowledge sharing (KS) in mediating this relationship.

Design/methodology/approach

A quantitative survey is undertaken to collect data from managers working in organizations operating in the UK. The authors use several statistical techniques to assess the psychometric properties of the measures and test the hypotheses using multiple regression executed with Preacher and Hayes’ Process macro.

Findings

The findings show that the AMO HR practices significantly facilitate the development of a LOC in the workplace, and KS among organizational members amplifies the effects of these HR practices in the process.

Originality/value

A LOC functions as an important source of organizational performance and effectiveness. It enhances the absorptive capacity of the organization to capture, share and transfer knowledge to optimize work. Hence, developing a culture that nurtures organizational learning could be a priority for managing HR. This study, therefore, extends the understanding of the role of AMO HR practices in fostering a learning culture – thus, providing managers with the essential knowledge to improve performance. The study also enriches the literature on HR practices, KS and LOC by integrating these three variables into a unifying framework.

Details

Journal of Knowledge Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 9 September 2022

Kim-Lim Tan, Ivy S.H. Hii and Kevin Chuen-Kong Cheong

The recent COVID-19 pandemic caused a severe economic downturn. Employees working in these organisations face employment uncertainty. The pandemic disrupted their daily routines…

Abstract

Purpose

The recent COVID-19 pandemic caused a severe economic downturn. Employees working in these organisations face employment uncertainty. The pandemic disrupted their daily routines, and it added a layer of complexity to the already resource-constrained environment. During these times, employees would conserve their resources to maintain competitiveness, one of which is knowledge hiding. While economic activities are resuming, the appearance of new variants could mean the transition towards endemicity could be put on hold. Hence, there is a need to rethink the behaviour of employees as they would have elevated levels of anxiety towards resuming daily work activities. Therefore, this study aims to address the question of understanding employees’ perspectives toward knowledge sharing and knowledge hiding.

Design/methodology/approach

Drawing on the conservation of resources theory, social learning theory and the social exchange theory (SET), a conceptual framework involving ethical leadership was developed to examine if knowledge hiding or knowledge sharing behaviour is a resource for employees during these times. The partial least squares method of structural equation modelling was used to analyse results from 271 white-collar employees from Singapore.

Findings

The results show that ethical leadership encourages knowledge sharing but does not reduce knowledge hiding. At the same time, knowledge hiding, not knowledge sharing, improves one’s perception of work performance. Additionally, psychological safety is the key construct that reduces knowledge hiding and encourages sharing behaviour.

Originality/value

Overall, this study extends the theories, demonstrating that, first and foremost, knowledge hiding is a form of resource that provides employees with an added advantage in work performance during the endemic. At the same time, we provide a new perspective that ethical leaders’ demonstration of integrity, honesty and altruism alone is insufficient to encourage knowledge sharing or reduce knowledge hiding. It must lead to a psychologically safe environment.

Details

VINE Journal of Information and Knowledge Management Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5891

Keywords

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