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Open Access
Article
Publication date: 24 March 2021

Maria Banagou, Saša Batistič, Hien Do and Rob F. Poell

Understanding employee knowledge hiding behavior can serve organizations in better implementing knowledge management practices. The purpose of this study is to investigate…

2219

Abstract

Purpose

Understanding employee knowledge hiding behavior can serve organizations in better implementing knowledge management practices. The purpose of this study is to investigate how personality and work climate influence knowledge hiding, by examining the respective roles of openness to experience and relational (specifically, communal sharing and market pricing) climates.

Design/methodology/approach

Multilevel modeling was used with two distinct samples, one from Vietnam with 119 employees in 20 teams and one from The Netherlands with 136 employees in 32 teams.

Findings

In both samples, the hypothesized direct relationship between openness and knowledge hiding was not found. In the Vietnamese sample, only the moderating effect of market pricing climate was confirmed; in the Dutch sample, only the moderating effect of communal sharing climate was confirmed. The findings of the Vietnamese sample suggest that people with a high sense of openness to experience hide knowledge less under low market pricing climate. In the Dutch sample, people with high openness to experience hide knowledge less under high communal sharing climate. The authors conclude that, in comparison with personality, climate plays a stronger role in predicting knowledge hiding behavior.

Research limitations/implications

Small sample size and self-reported data might limit the generalizability of this study’s results.

Practical implications

The paper highlights how organizational context (relational climate) needs to be taken into account in predicting how personality (openness to experience) affects knowledge hiding.

Originality/value

This paper contributes to a better understanding of the knowledge hiding construct by extending the set of known antecedents and exploring the organizational context in which such phenomena happen.

Details

Journal of Knowledge Management, vol. 25 no. 11
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 4 May 2010

Hossam M. Abu Elanain

Previous studies conducted in Western context show weak relationship between openness to experience and performance. More empirical evidence is needed to understand the…

3829

Abstract

Purpose

Previous studies conducted in Western context show weak relationship between openness to experience and performance. More empirical evidence is needed to understand the nature of the relationship between openness and performance in a non‐Western context in general and in the Middle East in particular. The purpose of this paper is first, to examine the impact of openness to experience on organizational citizenship behavior (OCB) dimensions in the United Arab Emirates (UAE); and second, to test the mediating impact of work locus of control (WLOC) and interactional justice on the openness‐OCB dimensions relationship.

Design/methodology/approach

Data were collected from 164 employees working in a variety of service organizations in Dubai. The proposed linear relationships were tested using a series of separate hierarchical regression analyses. Proposed mediation hypotheses were tested using Baron and Kenny's recommendations.

Findings

Contrary to Western studies, openness to experience was found to be strongly related to the four OCB dimensions. Also, WLOC and interactional justice were found to play a role in mediating the influence of openness to experience on OCB dimensions.

Research limitations/implications

The limitations of common method bias and cross sectional data are discussed in light of implications for future research. Nevertheless, the results provide new insights on the influence of openness to experience on OCB in a non‐Western context of the UAE by testing the role of WLOC and interactional justice in influencing the relationship between openness and OCB.

Practical implications

The study has implications for enhancing OCB. In general, selecting employees high in openness to experience and internal WLOC can result in higher level of these employees' OCB performance. In addition, UAE managers should provide sufficient interactional justice in order to improve the impact of openness to experience on the OCB dimensions.

Originality/value

This paper describes what is considered to be the first study to examine the relationship between openness to experience and OCB dimensions in the Middle East, and the first study to test the role of WLOC and interactional justice as mediators for the openness‐OCB relationship in a non‐Western context.

Details

Cross Cultural Management: An International Journal, vol. 17 no. 2
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 24 November 2017

Irene Hau Siu Chow

The purpose of this paper is to explain how and under what condition empowering leadership is related to employee creativity from the social exchange and motivational perspective.

2522

Abstract

Purpose

The purpose of this paper is to explain how and under what condition empowering leadership is related to employee creativity from the social exchange and motivational perspective.

Design/methodology/approach

Data were collected from a sample of 535 supervisor-subordinate dyads using online questionnaire survey.

Findings

Employee openness to experience (a creative personality) moderated the indirect effect of empowering leadership on employee creativity via either motivation to learn or trust in leader. The indirect effect of empowering leadership on creativity via motivation to learn occurs only for employees with lower level of openness to experience, whereas that via trust in leader occurs only for employees with higher level of openness to experience.

Research limitations/implications

Cross-sectional research design is a major concern.

Practical implications

The findings offer guidance to help practitioners or executives to stimulate subordinates motivation to increase their creative performance through learning and trust that matched with the individual’s openness to experience, thereby improving the effectiveness of empowering leadership.

Originality/value

This study extend our understanding on the mechanism linking empowering leadership and employee creativity by testing the mediating influences of motivation to learn and trust in leader and the moderating influence of openness to experience.

Details

Leadership & Organization Development Journal, vol. 39 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 14 September 2020

Mohammad Shahin Alam and DuckJung Shin

This study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction…

1289

Abstract

Purpose

This study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.

Design/methodology/approach

Building upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.

Findings

This study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.

Practical implications

The results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.

Originality/value

This study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

Details

International Journal of Manpower, vol. 42 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 December 2002

L.A. Burke and L.A. Witt

Contrary to expectation, the relationship between openness to experience and performance has been non‐significant in prior research. We proposed and ultimately…

3504

Abstract

Contrary to expectation, the relationship between openness to experience and performance has been non‐significant in prior research. We proposed and ultimately demonstrated, using a sample of 114 financial services employees, that other personality variables – including extroversion and emotional stability – moderate this relationship and help to account for prior findings. Implications for research and practice are addressed.

Details

Journal of Managerial Psychology, vol. 17 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Open Access
Article
Publication date: 31 March 2022

Raymond Lavoie and Kelley Main

Product trials are an effective way to influence consumer attitudes. While research has established several factors that influence whether consumers will try a product or…

Abstract

Purpose

Product trials are an effective way to influence consumer attitudes. While research has established several factors that influence whether consumers will try a product or not, it is less understood how marketers can optimize the trial experience itself. The purpose of this paper is to explore flow as an optimal state and the factors that give rise to it during a product trail.

Design/methodology/approach

This research consists of three experimental studies in which people trial new music. This paper explores the ability of curiosity to optimize consumers’ flow experience during the trial and their attitudes toward the trialed product. This paper manipulates curiosity before the trial using information about the music (Study 1) and music previews (Study 3) and also demonstrates that curiosity is naturally elevated among those high in openness to experience (Study 2).

Findings

The results demonstrate that curiosity before a product trial fosters an optimal experience during the trial in the form of flow states, defined as an enjoyable state of full engagement, which in turn mediates more positive attitudes toward the trialed product. This paper demonstrates that curiosity can be evoked using product information or a preview of the content and can vary based on individual differences in openness to experience. The relationship between curiosity and flow is moderated by the valence of the information that is used to elicit curiosity, such that negative-valence information thwarts the relationship.

Research limitations/implications

While the studies conducted by the authors focus on the positive influence of curiosity in the trial of music, the effects may be different for other products. These studies are also limited to two different manipulations of curiosity.

Practical implications

This research has implications for marketers, as it demonstrates the relevance of flow and how to enable it in product trials to optimize effectiveness. The manipulations also demonstrate how to manage the amount of information that is given to consumers before they trial a product.

Originality/value

This research reveals that flow states optimize the product trial experience. This research also advances the understanding of the relationship between curiosity and flow by moderating their relationship with the valence of information that elicits curiosity. The findings also broaden the relevance of curiosity and flow in marketing by demonstrating their benefits within product trials.

Details

European Journal of Marketing, vol. 56 no. 13
Type: Research Article
ISSN: 0309-0566

Keywords

Article
Publication date: 3 June 2022

Bradley G. Winton and Misty A. Sabol

There is no innovation without ideas. More than ever before, these ideas are increasingly difficult to express in a changing environment ripe with emotions. Today's…

Abstract

Purpose

There is no innovation without ideas. More than ever before, these ideas are increasingly difficult to express in a changing environment ripe with emotions. Today's organizations need to understand why their employees may or may not develop, voice and implement innovative ideas in the face of this emotional tension. Current literature focuses on external factors that empower employees to innovate. This research attempts to shift the focus to the individual by investigating the relationship between emotional intelligence, openness to experience and innovation voicing behavior.

Design/methodology/approach

This study employs a quantitative survey among 288 US-based workers to test a mediated model of emotional intelligence, openness to experience and innovation-focused promotive voice. The authors assessed both the measurement and structural models through partial least squares structural equation modeling (PLS-SEM), while controlling for a range of variables with the potential to confound construct measurements.

Findings

The findings validated the positive effect of emotional intelligence on openness to experience, while also finding a significant impact of openness to experience on innovation-focused promotive voice. More importantly, evidence suggests that openness to experience mediates the relationship between emotional intelligence and innovation focused promotive voice.

Originality/value

These findings shed new light on why employees might start the innovation process by developing and, ultimately, voicing innovative ideas. Further, this new insight focuses on the impact of intrapersonal factors as it relates to innovation and attempts to fill a gap in what is known about innovative behavior.

Details

European Journal of Innovation Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 19 September 2016

Boonlert Watjatrakul

Individual differences and perceived values of technology have received much attention in technology adoption literature. However, there is a lack of understanding of…

1896

Abstract

Purpose

Individual differences and perceived values of technology have received much attention in technology adoption literature. However, there is a lack of understanding of their relationships and effects on online learning adoption. The study aims to investigate the effects of two important personality traits (i.e. openness to experience and neuroticism) and five perceived values (i.e. functional value, emotional value, social value, epistemic value and conditional value) on students’ intentions to adopt online learning.

Design/methodology/approach

A survey research method was used to collect information from university students. A sample size of 285 was used for data analysis. Structural equation modeling analysis using analysis of moment structure software was used to examine the construct reliability and validity, the model-fit indices and the causal relationships between latent constructs in the proposed framework.

Findings

The results show that neuroticism and openness to experience affect students’ intentions to adopt online learning through five perceived values of online learning. Particularly, students who are open to experience pay more attention to the quality of online learning. Students who are more neurotic avoid stress from learning in a situation that they are not familiar with. In addition, students tend to adopt online learning when they perceive online learning fulfills their emotional and social needs. Further discussions of the findings and implications for theory and practice are provided.

Originality/value

The study extends knowledge and understanding of online learning adoption associated with individual personality and perception of online learning’s values. It proposed a new framework to examine the effects of neuroticism, openness to experience and perceived values on online learning adoption. Universities might use the study results to plan and implement their online learning programs that will be considered valuable for students who have different personality traits.

Details

Interactive Technology and Smart Education, vol. 13 no. 3
Type: Research Article
ISSN: 1741-5659

Keywords

Article
Publication date: 13 January 2020

Srikanth P.B.

The purpose of this paper is to conceptually define and empirically investigate the density of work experience along with individual characteristics (cognitive ability…

Abstract

Purpose

The purpose of this paper is to conceptually define and empirically investigate the density of work experience along with individual characteristics (cognitive ability, conscientiousness and openness to experience) and examine their influence on human resource (HR) competencies.

Design/methodology/approach

Regression analysis was used to analyze the data. In total, 140 HR professionals from service industry background and their supervisors participated in the data collection efforts.

Findings

Data analyses revealed three key findings. Employees’ density of work experience positively relates to HR competencies. Cognitive ability is the strongest predictor of the positive relationship to HR competencies, and density of work experience.

Research limitations/implications

The author did not assess learning from each role (individual contributor, team lead and manager). Another limitation stems from the measure of density of work experience. The author did not consider the feedback that each incumbent might have received while dealing with challenging activities and the course corrections that may have been made.

Practical implications

Using an approach of gradually increasing the level of responsibility and involvement in challenging tasks may also help incumbents develop who may not be intellectually gifted. In the process of gradually increasing the level of involvement in challenging tasks, incumbents could develop a nuanced view of the field expertise required to deal with challenges, gain an in-depth understanding of the business, and acquire change management skills.

Originality/value

The author attempts to know which aspects of personality influence density of work experience the most. In addition, which personality characteristic predicts HR competencies more strongly?

Article
Publication date: 11 February 2021

Monica Zaharie

Building on the complex adaptive systems (CAS) framework, this paper aims to investigate the detrimental effect of virtual teams’ (VTs) challenges and the upholding role…

1861

Abstract

Purpose

Building on the complex adaptive systems (CAS) framework, this paper aims to investigate the detrimental effect of virtual teams’ (VTs) challenges and the upholding role of trust on the members’ ratings of VTs’ performance. Also, the study examines the mediating role of the preferences for VTs and investigates the moderating function of the openness to experience personality trait on the relationship between challenges, trust and preference for VTs.

Design/methodology/approach

Cross-sectional survey data were collected from a sample of 498 university students in Romania and path analysis was used for data analysis.

Findings

The results show evidence of the harmful effect of VTs’ challenges on members’ ratings of VTs’ performance and reveal that trust boosts members’ ratings of VTs’ performance. The findings highlight the mediating role of members’ preference for VTs and show evidence that the openness to experience personality trait strengthens the negative effect of the challenges on members’ preference for VTs.

Research limitations/implications

Given the cross-sectional design of the study, inferences regarding the causal relationship between the variables cannot be made, and further longitudinal research is called for.

Originality/value

The study builds on the CAS framework and addresses the call for research to explore the variables that might contribute or impede VTs’ performance.

Details

Team Performance Management: An International Journal, vol. 27 no. 3/4
Type: Research Article
ISSN: 1352-7592

Keywords

1 – 10 of over 24000