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Open Access
Article
Publication date: 1 March 2021

Agnieszka Wojtczuk-Turek and Dariusz Turek

The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by…

2341

Abstract

Purpose

The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.

Design/methodology/approach

This study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).

Findings

This research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.

Research limitations/implications

This study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.

Originality/value

This study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

Open Access
Article
Publication date: 23 November 2022

Tiina Kalliomäki-Levanto and Antti Ukkonen

Interruptions are prevalent in knowledge work, and their negative consequences have driven research to find ways for interruption management. However, these means almost always…

Abstract

Purpose

Interruptions are prevalent in knowledge work, and their negative consequences have driven research to find ways for interruption management. However, these means almost always leave the responsibility and burden of interruptions with individual knowledge workers. System-level approaches for interruption management, on the other hand, have the potential to reduce the burden on employees. This paper’s objective is to pave way for system-level interruption management by showing that data about factual characteristics of work can be used to identify interrupting situations.

Design/methodology/approach

The authors provide a demonstration of using trace data from information and communications technology (ICT)-systems and machine learning to identify interrupting situations. They conduct a “simulation” of automated data collection by asking employees of two companies to provide information concerning situations and interruptions through weekly reports. They obtain information regarding four organizational elements: task, people, technology and structure, and employ classification trees to show that this data can be used to identify situations across which the level of interruptions differs.

Findings

The authors show that it is possible to identifying interrupting situations from trace data. During the eight-week observation period in Company A they identified seven and in Company B four different situations each having a different probability of occurrence of interruptions.

Originality/value

The authors extend employee-level interruption management to the system-level by using “task” as a bridging concept. Task is a core concept in both traditional interruption research and Leavitt's 1965 socio-technical model which allows us to connect other organizational elements (people, structure and technology) to interruptions.

Open Access
Article
Publication date: 2 January 2023

Tanja Matikainen, Aino Kianto and Heidi Olander

This study aims to identify knowledge-related tensions in remote work in higher education institutions during the COVID-19 pandemic and increase understanding of how such tensions…

2160

Abstract

Purpose

This study aims to identify knowledge-related tensions in remote work in higher education institutions during the COVID-19 pandemic and increase understanding of how such tensions can be managed.

Design/methodology/approach

The research was conducted as an inductive, qualitative study in the field of higher education in Finland. The data were collected using semi-structured interviews of 34 managers in two higher education institutions and analyzed using an inductive and interpretive analysis method.

Findings

The findings demonstrate that the knowledge-related challenges and opportunities during the remote work period of the COVID-19 pandemic in Finnish higher education institutions can be conceptualized as tensions involved in knowledge codification, knowledge silos and creating new knowledge. The study contributes to research by presenting a framework for managing knowledge-related tensions in remote work arrangements to benefit remote and hybrid work in knowledge-intensive organizations.

Practical implications

This paper increases the understanding of the tensions in remote work arrangements; the results can help managers understand the challenges and opportunities of remote knowledge work concerning their organization and thereby assist them in management and decision-making in complex operational environments.

Originality/value

This study adopted the little-used perspective of tensions to examine knowledge management issues. By examining the various affordances that remote work may allow for knowledge-intensive work and higher education institutions, the study contributes to a deepened understanding of knowledge work in remote contexts, the related tensions and their management.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 53 no. 2
Type: Research Article
ISSN: 2059-5891

Keywords

Open Access
Article
Publication date: 5 December 2023

José Bocoya-Maline, Arturo Calvo-Mora and Manuel Rey Moreno

Drawing on resource and capability theory, this study aimed to analyze the relationship between the dynamic capabilities (DC), the knowledge management (KM) process (KMP) and…

Abstract

Purpose

Drawing on resource and capability theory, this study aimed to analyze the relationship between the dynamic capabilities (DC), the knowledge management (KM) process (KMP) and results in customers and people. More specifically, the study argues that the KM process mediates the relationship between DC and the results outlined above. In addition, a predictive analysis is carried out that demonstrates the relevance of the KM process in the model.

Design/methodology/approach

The study sample is made up of 118 Spanish organizations that have some kind of recognition of excellence awarded by the European Foundation for Quality Management (EFQM). Partial least squares methodology is used to validate the research model, the hypothesis testing and the predictive analysis.

Findings

The results show that organizations which leverage the DC through the KMP improve customer and people outcomes. Moreover, the predictive power is higher when the KMPmediates the relationship between the DC and the results.

Originality/value

There is no consensus in the literature on the relationship between DC, KM and performance. Moreover, there are also not enough papers that study KM or DC through the dimensions that define these constructs or variables. Given this need, this work considers the KMP according to the stages of knowledge creation, storage, transfer and application. Similarly, DC is dimensioned in sensing, learning, integrating and coordinating capabilities. These, as reconfigurators of knowledge assets, influence the KMP. Accordingly, the empirical model connects these knowledge domains and analyses their link to outcomes.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

Open Access
Book part
Publication date: 19 September 2022

Nicky Dries

In this chapter, I propose an integrative framework for theorizing and empiricizing about talent management, based on the notion of “talent philosophies.” I believe that current…

Abstract

In this chapter, I propose an integrative framework for theorizing and empiricizing about talent management, based on the notion of “talent philosophies.” I believe that current debates about whether talent management should be inclusive or exclusive create the risk that our field will become fragmented, thereby undermining its social-scientific legitimacy. Nonetheless, this debate is absolutely correct in identifying the tensions between inclusive and exclusive approaches to talent management as a phenomenon. This, however, creates issues for talent management as a construct for scientific inquiry, as we need clear definitions and measures to create a cumulative body of research as a community. I propose that the solution lies in an expansion of our vocabulary as talent management researchers and identify four constructs that can help us structure and categorize our collective work: giftedness, talent, potential, and strength. Each of these constructs map logically onto different talent philosophies and talent management practices. In establishing “unity in diversity,” I believe talent management could finally make the transition into a more mature field of academic inquiry – although clearly phenomenon driven – characterized in equal parts by construct clarity, rigor, and relevance.

Open Access
Article
Publication date: 28 February 2023

Nataliya Galan

The purpose of this two-part study is to systematically review, analyze and critically synthesize the current state of empirical research on knowledge loss induced by…

Abstract

Purpose

The purpose of this two-part study is to systematically review, analyze and critically synthesize the current state of empirical research on knowledge loss induced by organizational member turnover (KLT).

Design/methodology/approach

This study is based on using a systematic literature review methodology reported in Part I.

Findings

Part II of this study contributes to the advancement of KLT scholarship by offering: an integrative narrative of KLT coping and preventive mechanisms as well as factors affecting them; an organizing framework of KLT empirical literature; and suggestions for future research, which are discussed with respect to the content, based on the proposed framework and by extending contextual dimensions of “who”, “where” and “when”, as well as use of theories and methods.

Research limitations/implications

This study has limitations related to inclusion/exclusion criteria used for creating the review sample and the “Antecedents–Phenomenon–Outcomes” logic used to synthesize the findings.

Originality/value

Part II of this study offers a systematic synthesis of KLT empirical research with respect to KLT coping and preventive mechanisms and a discussion of opportunities for future research.

Details

The Learning Organization, vol. 30 no. 2
Type: Research Article
ISSN: 0969-6474

Keywords

Open Access
Article
Publication date: 3 December 2021

Alessandro Lo Presti, Amelia Manuti, Assunta De Rosa and Angelo Elia

The current study makes two main contributions: one theoretical and one methodological. First, it investigated the theoretical prepositions of career sustainability perspective…

2457

Abstract

Purpose

The current study makes two main contributions: one theoretical and one methodological. First, it investigated the theoretical prepositions of career sustainability perspective, which appears particularly suitable for examining project managers' careers' dynamics and patterns, featured by explicit and recursive interactions between individual, temporal and contextual factors. Second, the study aimed to adopt a qualitative approach to this topic as to allow a deeper understanding of individual narratives about careers, highlighting underexplored issues and peculiarities that future research could further examine through quantitative methodologies.

Design/methodology/approach

Project managers' careers are still an under-researched topic, especially through qualitative methods. The study applied career sustainability theory to the realm of project management, moreover, adopting a socio-constructivist perspective. Participants were 50 Italian project managers who were involved through a narrative in-depth interview that focused on career and career success. Their answers were analyzed through thematic analysis of contents and diatextual analysis.

Findings

Results showed that project managers' career could be a prototypical example of sustainable career, basically described in terms of four basic constitutive dimensions as follows: time frame, social space, agency and meaning. Implications for both future theoretical expansion of career sustainability theory and project managers' career management interventions were also discussed.

Originality/value

The originality of the paper could be found in the effort to adopt a socio-constructivist perspective to investigate the topic of career sustainability taking the exemplary case of project managers' career.

Details

International Journal of Managing Projects in Business, vol. 15 no. 8
Type: Research Article
ISSN: 1753-8378

Keywords

Open Access
Article
Publication date: 27 December 2021

Pia Sirola, Annu Haapakangas, Marjaana Lahtinen and Virpi Ruohomäki

The purpose of this case study is to investigate how the personnel in an organization experienced the process of change when moving from private offices to an activity-based…

4611

Abstract

Purpose

The purpose of this case study is to investigate how the personnel in an organization experienced the process of change when moving from private offices to an activity-based office (ABO) and how their perceptions of change were associated with changes in their satisfaction with the work environment a year after relocation.

Design/methodology/approach

A comparative pre-post study design and mixed methods were used. Survey data was obtained from 154 employees before the relocation and 146 after the relocation. The data on the 105 employees who responded to both surveys were statistically analyzed. Representatives of different units were interviewed (n = 17) and documentary material was analyzed as complementary material.

Findings

The personnel’s criticisms concerned the reasons for the change, their opportunities to influence the office design and the extent to which their views were taken into account. Environmental satisfaction decreased after moving to the ABO. The personnel’s ratings of the workplace change process before the relocation were associated with the later change in environmental satisfaction. Based on logistic regression, the degree of agreement with management’s reasons for the change was the strongest predictor of the change in environmental satisfaction.

Practical implications

Organizations that move from private offices to an ABO should invest in high-quality change management and simultaneously develop both work and facilities. Special attention should be paid to clarifying the rationale for the change to the employees and to providing them with opportunities to influence during the change. Organizations should continue to monitor user experiences and evaluate the effects of the change after the office redesign and should take corrective action as needed.

Originality/value

This empirical case study is unique as it combined qualitative and quantitative methods and investigated the process of relocation and its outcomes in a one-year follow-up. This approach captured the importance of managing change and assessing the long-term effects of office redesign when moving from private offices to an ABO.

Details

Facilities , vol. 40 no. 15/16
Type: Research Article
ISSN: 0263-2772

Keywords

Open Access
Article
Publication date: 13 November 2018

Marwa Gaber Ahmed Fahim

The purpose of this paper is to introduce and identify the basic components, tasks and application areas of expert systems (ESs) as a decision support system that has been…

3394

Abstract

Purpose

The purpose of this paper is to introduce and identify the basic components, tasks and application areas of expert systems (ESs) as a decision support system that has been increasingly used in the business world lately and explore its potential for improving the effectiveness of administrative decisions in the public sector. Empirically, the paper explains the role of ESs in fostering decision-making processes at the Ministry of Investment and International Cooperation (MIIC) in Egypt.

Design/methodology/approach

The design of this research is descriptive in the theoretical section and quantitative in the empirical one. Theoretically, the study adopted both the analytical approach and systems approach to demonstrate main concepts and relationships, while it conducted an empirical study to investigate the correlations in practice.

Findings

The research concluded that the usage of ESs is deemed to be on the top of the technical solutions that might help public organizations develop their management quality and maintain competitive strength. In addition, the results proved that ESs contribute to administrative decisions at MIIC.

Practical implications

The paper provides profitable findings and recommendations which can be applied by Egyptian public executives, in an attempt to ensure high quality and successful decisions using modern technology.

Originality/value

This study has valuable implications for theory and practice together, as it offers numerous contributions to literature in the area of concern.

Details

Review of Economics and Political Science, vol. 3 no. 3/4
Type: Research Article
ISSN: 2631-3561

Keywords

Open Access
Article
Publication date: 8 July 2021

Lukas Zenk, Nicole Hynek, Noella Edelmann, Shefali Virkar, Peter Parycek and Gerald Steiner

Intraorganizational knowledge and information sharing are important steps toward more-accessible organizational knowledge. The aim of this study is to qualitatively explore…

3107

Abstract

Purpose

Intraorganizational knowledge and information sharing are important steps toward more-accessible organizational knowledge. The aim of this study is to qualitatively explore factors that contribute to employees' motivations for sustaining intraorganizational knowledge-sharing behaviors and to examine the impact of these factors in a quantitative study with the Austrian Federal Ministry of Defense. This ministry faces a retirement wave in the next 5–10 years. Intraorganizational knowledge sharing before, during, and following this wave will play a decisive role for the organization in the near future.

Design/methodology/approach

An exploratory sequential mixed-methods study was conducted. The study design involved a qualitative study phase with expert interviews and stakeholder workshops (n = 9) and a quantitative study phase based on a cross-sectional online survey with an implicit association test on intraorganizational knowledge sharing (n = 59).

Findings

In the qualitative study phase, three main research topics regarding intraorganizational knowledge sharing were identified: employee attitude, organizational support, and specific relational aspects of knowledge transfer, such as reciprocal relationships among employees and opportunities for knowledge exchange. A hierarchical multiple regression analysis revealed that perceived organizational support was the only factor that was a significant predictor of motivation for engaging in knowledge sharing. We also analyzed the data for moderation effects and demonstrated that sociopsychological factors (e.g., the engagement or openness of colleagues to share their knowledge) further strengthened the positive relationship between employees' perceived support and personal willingness to share knowledge.

Practical implications

We conclude that an organizational culture that supports knowledge sharing within the organization is highly relevant for motivating employees to share their knowledge. Practitioners will also benefit from the insights of the various dimensions of employees' willingness to engage in knowledge-sharing behaviors to better design further interventions in organizations.

Originality/value

In accordance with an exploratory sequential mixed-methods approach, we followed a transdisciplinary process in which scientific and practical experiences and knowledge were integrated. For this purpose, interviews and workshops with experts and stakeholders in the organization were conducted. The qualitative findings were incorporated into a quantitative survey and an implicit association test for the employees of the organization. This approach demonstrates a different and more holistic approach to analyzing a real-world problem in the context of a governmental agency in order to investigate the multidimensional and complex topic of intraorganizational knowledge sharing.

1 – 10 of 179