Search results

Knowledge sharing (KS) of employees has numerous benefits for organizations. Therefore, the aim of this study is to provide a model for KS in research centers (RCs) that can facilitate the employee's knowledge sharing behavior (KSB).

Based on the extensive literature review, a valid instrument was adopted to collect the required data set on KS, KSB and intention to KS, and finally 317 complete questionnaires were collected from Iranian research centers. The structural equation modeling (SEM) was used to assess the measurement model and to test the research hypotheses.

The findings show that intrinsic and extrinsic motivational factors and intention to methods of KS play an important role in KSB. In other words, simultaneous supply of motivational factors and KS methods interesting for employees lead to their KSB. The SEM confirmed the research model and showed a good fit of it.

The implication emanating from this study is that the employees' KSB in RCs as a significant part depends on simultaneous supplying of motivational factors (especially intrinsic motivational factors) and methods of KS that are interesting for employees.

What distinguishes this study from other studies in KS domain could be implied in two subjects. First, the presented model is simple and prepared of the introduced factors, which will lead to KSB. Second, this study was conducted in diverse research fields such as electrical and electronics, telecommunications, materials, chemistry, biotechnology, information technology, management and industrial engineering, computer network security, mechanical and manufacturing. The research model was derived from the collected data of these areas that is unique in this domain.

To succeed in a competitive tourist market and attract more foreign tourists, it is essential to have a clear understanding of what travellers are seeking and endeavour to meet those needs, as well as key influential factors in their travel decision-making process. The purpose of the study is to develop and examine tourists’ pre-trip motivational model using the push–pull theory.

A tourists’ pre-trip motivational model was developed and then tested based on a sample of 320 Chinese and non-Chinese visitors to Melbourne, Australia, to assess the suitability of the new model. Data were analysed by descriptive and inferential statistical techniques, such as principal component analysis and independent T-tests.

The analysis revealed statistically significant differences between studied samples in terms of the push and pull factors. In comparison with non-Chinese tourists, Chinese visitors to Melbourne assigned higher importance to resting and relaxing opportunities, family-oriented activities, as well as safety and a high level of service. The identified differences should be reflected in marketing and promotional activities provided to Chinese and non-Chinese travellers.

The study provides useful information for Destination Marketing Organisations in tourism cities wanting to develop specifically customised tourist products, services and promotion programs tailored to each market.

The proposed extended push–pull model represents a holistic and complex model of the travel decision-making process with the multiple linkages between motivations for travelling, preferences of destination attributes, information source usage, trip expectations, possible constraints for travelling and evaluation of destination choice criteria. Understanding all these factors, their relationship and their influence on the final destination choice is a prerequisite for effective and successful actions on attraction and retention of visitors for all tourist destinations. The developed tourists’ pre-trip motivational model may be used as a conceptual framework to guide subsequent motivational studies in tourism.

This study aims to identify the main motivational factors that led practicing teachers to choose teaching as a profession in the United States and Turkey. Another purpose of this research is to investigate the possible significant difference between male and female teachers from the United States and Turkey considering motivational factors that lead them to choose teaching as a profession.

Qualitative and quantitative methods were used to collect and analyze the data. First, randomly selected middle grades teachers were asked to write personal statements where they explain their main reasons for choosing teaching as a career. Then, qualitative data obtained from personal statements were coded. The coding process allowed the researcher to create factors. Then, cross-tabular representation was produced by descriptive data. Finally, ANOVA was run in order to identify significant differences among groups of participants in terms of all motivational factors.

Results indicated that (1) female teachers are motivated mostly by “Leisure and Comfort”; (2) “Enjoyment of subject” is a big motivator for US male teachers; (3) Turkish male teachers are motivated mostly by “Necessities” (4) male teachers have no strong desire to work with kids; (5) female teachers enjoy teaching more comparing the male teachers; (6) US Female teachers feel more personal fulfillment in teaching.

Motivational factors and reasons for choosing a teaching career can be further investigated by qualitative case studies with selected male and female teachers in order to better understand the reasons that derived both male and female teachers to specific kinds of motivational factors. That may provide a tick description of how motivation for the teaching profession develops over time starting from early memories and experiences in education and schooling. Through the lens of these kinds of qualitative studies, we may better understand how lived experiences are affecting decision-making by developing interest in specific areas.

Although there is a considerable amount of studies conducted to examine preservice teachers' reasons given for joining the teaching profession, limited research has been done with practicing teachers to better understand the factors that motivated them to join the teaching profession.

Health and safety in small construction firms is often neglected by owners leading to poor health and safety performance and unacceptably high fatality and injury rates. A body of knowledge has established significant links between the motivational behaviours of operatives towards health and safety. Motivation is also considered as a key tool for improving operative productivity as when operatives experience safe worksites, they can carry out their work in a more productive manner. The purpose of this research is to develop a framework to examine the motivational factors that affect operative health and safety in small construction firms.

A critical review and synthesis of the body of knowledge incorporating motivational theory, health and safety literature and the factors which characterise small firms, is used to develop the framework.

Key components of the framework include the presence of intrinsic and extrinsic components, appropriate health and safety policies and procedures, the type of work environment, the operatives (i.e. attitude, experience and training) as well as the presence of appropriate management and supervision. The study revealed that operatives in small firms are less likely to be extrinsically motivated due to the absence of training, management commitment, policies and the wider working environment

Failure of motivational support can result in increased danger and risk in exposing operatives to injury in the small firm environment. In this context, the damage caused to operative's health and safety in small construction firms is dependent mainly on the extrinsic factors.

The framework provides a basis for improving our understanding of how to motivate operatives to act safely and will help to improve the health and safety performance of small firms. It is therefore vital to emphasise enhancement efforts on these extrinsic strategies in the small firms' environment especially in the initial stages of the project (or activity), so that the health and safety of operatives in small firms can be improved.

This study proposes a contribution in developing an understanding of the motivational factors and their influence on the health and safety of operatives in small construction firms. The study revealed that operatives in small firms are less likely to be extrinsically motivated and have only intrinsically motivated elements in their workplace. The study proposes an indirect link between the extrinsic and intrinsic factors that affect motivation.

This paper aims to discuss the motivational factors affecting the knowledge sharing through an intra‐organizational social media platform and to answer the following research questions: “What motivates employees to share their knowledge through an intra‐organizational social media platform?”; “What impedes them sharing knowledge this way?”; and “Do these factors differ from those motivational factors regarding knowledge sharing in general?”.

The paper approaches the issue from both theoretical and empirical viewpoints. The motivational factors regarding knowledge sharing in general are summed up from literature. The social media platform perspective to the issue is studied by conducting a survey in two companies.

The results reveal that the motivation to share knowledge through an intra‐organizational social media platform is the desire to help the organization reach its goals and helping colleagues, while financial rewards and advancing one's career were seen as least motivating. The key issues enabling the success of using a collaborative intra‐organizational social media platform in knowledge sharing are in line with the general knowledge sharing motivational factors, although supplemented with some additional features: reciprocity in knowledge sharing, making every‐day work easier and faster and ease of use are the key factors that make or break the success.

The empirical study reveals what motivates and impedes the employees of the companies to share knowledge via an intra‐organizational social media platform. The results are discussed in the light of those from earlier research about general knowledge sharing motivational factors.

Smartphone multitasking behavior has become prevalent in our daily lives, yet factors influencing smartphone multitasking behavior have not been fully investigated. This study aimed to examine the roles of a set of demographic, personality and motivational factors on smartphone multitasking behavior, and how these factors were related to general and application-specific types of smartphone multitasking behavior.

A cross-sectional study was conducted in which 2,659 smartphone users were invited to complete an online survey on smartphone multitasking behavior. Hierarchical multiple regression analyses were used to examine the roles of demographic, personality and motivational factors on smartphone multitasking behavior.

The results showed that, in general, demographic factors, such as gender, age, occupation status, education and smartphone usage time significantly predicted smartphone multitasking behavior. People characterized by agreeableness, extraversion, neuroticism and openness to experience were more likely to multitask with smartphones. Information seeking, efficiency and habit motivations were identified as major motivational factors for smartphone multitasking behavior. The roles of demographic, personality and motivational factors differed much across varied types of application-specific smartphone multitasking behavior.

This study extends and advances the literature on media multitasking, smartphone multitasking in particular, by identifying a set of demographic, personality and motivational factors as antecedents of smartphone multitasking behavior. In addition, this study revealed the differentiated roles of the above-mentioned factors across varied types of smartphone application usages. The findings provide important implications for practitioners to tailor smartphone applications and services to different target smartphone users and use situations.

This study aims to investigate the effect of push, pull, balanced, and emotional factors on the motivational level of female entrepreneurship in Haryana state, India.

A quantitative study was conducted in Haryana's five districts among 384 women entrepreneurs using a convenience sampling method with a structured questionnaire. This study used structural equation modeling (SEM) to test the hypotheses.

The study found that Push, Emotional Factors, and Challenges have a significant impact on the motivational level of women’s entrepreneurship and Challenges only mediate with the Push and Pull factors.

Generalization of results based on data from a few districts of Haryana state in India. A cross-sectional study was performed as a Longitudinal study helps in analyzing the changing character of women entrepreneurs and the prime reasons behind their success. Non-probability sampling technique was used in the study whereas probability sampling technique promotes reliability and reduces systematic error and sampling bias.

Pull factors can be promoted through mentoring, counseling, and entrepreneurship training programs. Creating a conducive external environment with job security and financial support from external agencies is essential. The Government of India should take the necessary steps to reduce the hindrances faced by women entrepreneurship while raising funds through banks and financial institutions.

The study employed a mediating variable, challenges, to investigate the impact of factors on the motivational levels of women entrepreneurs. To the best of our knowledge, this approach has not been utilized in previous research, making the current study a novel contribution to the field.

Examines the motivational preferences of Caribbean hotel workers and the impact of individual differences on these preferences by questionnaire. Two‐hundred‐and‐twenty‐five workers from seven hotels in the Bahamas ranked ten factors according to how they motivated them on the job. In general, the hotel workers in this study were motivated most by higher wages. However, differences in age, organizational level and number of years in the same position also influenced workers′ motivational preferences. Suggests that Caribbean hotel managers need to implement creative monetary incentive programmes for their employees while, at the same time, developing different motivational strategies for different groups of workers.

Academic adjustment is an important indicator which represents the students' academic achievements. The purpose of this investigation is to examine the fundamental role of academic adjustment for the success of student's by considering the influence of several psychological, motivational and behavioral factors that affect the academic adjustment of students in the university which then influences the students' academic achievements.

Data were gathered through self-administered questionnaires from 409 students enrolled in a Business degree program in an academic institution by using a convenience sampling technique. Structural equation modeling (SEM) technique has been applied for analyzing the data and the proposed hypothesis.

Results obtained from partial least square (PLS)-SEM analysis indicated that academic adjustment is affected by psychological, motivational and behavioral factors and in turn influences the outcomes of success. Moreover, the findings also showed that psychological and motivational factors, directly and indirectly via partial mediation of adjustment, and behavioral factors via full mediation of academic adjustment influences the outcomes of success.

The study implies that it is important for university policymakers that they should give great priority to fully exploiting its potential to facilitate student's effective adjustment to academic life. Universities should pay attention to enhancing the academic study skills of students which leads to gains in academic achievement. Furthermore, universities should integrate self-regulated skills and provides motivation to students which is the biggest contributor toward adjustment as well as this study broadens the understanding of psychological capital as a resource that enhances academic adjustment.

Very little attention has been given to examining the role of academic adjustment in the success of students. Therefore, the present study makes two contributions to this research. First, the study broadens the understanding of psychological capital with the potential to strengthen adjustment with academic life in domains, i.e. academic achievement and institutional adjustment. Second, the study identifies which motivational and behavioral factors affect academic adjustment and achievement.

This paper aims to propose a conceptual model of knowledge sharing behaviour among Malaysian public sector managers.

An extensive literature review method was used to identify and analyse relevant literature in order to propose a knowledge sharing model.

The authors identified three potential predictor groups of knowledge sharing behaviour among Malaysian public sector managers. The groups are intrinsic motivational factors, extrinsic motivational factors and organisational socialisation factors. The paper proposes organisational commitment as the mediating variable between the identified predictors and knowledge sharing behaviour (knowledge donating and knowledge collecting).

The paper offers a number of propositions, which leads to a knowledge sharing model. Future research should validate and examine the predictive power of the proposed model.

Upon model validation, the paper could offer practical interventions for human resource development (HRD) practitioners to assist organisations towards fostering knowledge sharing behaviour. The paper highlights the importance of employee’s organisational commitment in order to engage in organizational-related behaviours such as knowledge sharing.

The paper used a new approach in theorising knowledge sharing behaviour by integrating the General Workplace Commitment Model, Self-Determination Theory and Social Capital Theory. The suggestion of public service motivation as one of the intrinsic motivational factors could provide new insights to the HRD practitioners on fostering knowledge sharing behaviour in the public service subject to model validation.