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This research aims to investigate the effects of innovation types (exploratory innovation vs. exploitative innovation) on users' psychological perceptions (perceived self-improvement and prosocial impact) and continuous knowledge sharing intention and the moderating effects of monetary incentives.

The research model was developed based on the self-determination theory. A two-study approach involving an online survey (n = 338) and an online experiment (n = 160) was employed to collect quantitative data. Structural equation modeling and variance analysis were adapted to analyze the data.

The results show that exploratory innovation leads to higher perceived self-improvement among users than exploitative innovation, whereas exploitative innovation leads to higher perceived prosocial impact than exploratory innovation. The perceived self-improvement and perceived prosocial impact positively affects users' continuous knowledge sharing intention. Monetary incentives moderate the relationships among perceived self-improvement, perceived prosocial impact and continuous knowledge sharing intention.

This research highlights the role of users' experience of initial participation in forming continuous knowledge sharing intentions and also reveals the effectiveness of monetary incentives in different types of innovation activities. The findings provide a more comprehensive understanding of the antecedents of users' continuous knowledge sharing behavior, offering new insights and recommendations for managerial practitioners.

The purpose of this paper is to investigate the mediating role of prosociality, which is defined in terms of helping and benefitting others, between teacher collaboration and their turnover intentions. Prosociality was measured as prosocial impact and prosocial motivation.

This study was conducted through a cross-sectional survey of 260 elementary and junior high school teachers in Japan. A structural equational model was employed to examine the mediating roles of prosocial impact and prosocial motivation in the relationships between teacher collaboration and their turnover intention.

The results, first, supported the hypotheses: the high perception of teacher collaboration in school predicted high perceived prosocial impact; high perceived prosocial impact predicted high perceived prosocial motivation; and high perceived prosocial motivation predicted decreased turnover intention. Second, results supported partial mediating roles of prosocial impact and prosocial motivation between teacher collaboration and turnover intention.

Limitations of this study include cross-sectional data that may limit the potential for causal inferences, and self-report data. Future studies should incorporate alternative designs.

Results indicate that teacher collaboration contributes to less teacher turnover intention via prosociality. Thus, to enhance teachers’ prosocial impact, more opportunities to realise their collaboration should be considered.

This is the first study to explore the relationships between teacher collaboration and turnover intention in educational organisations with prosociality, which resides as core goals and objectives of teachers.

The purpose of this paper is to investigate the consequences of experiencing social isolation in a context of dirty work. Relying on an integration of the job demands-resources model (Schaufeli and Bakker, 2004) with the social identity approach (Ashforth and Kreiner, 1999), the paper posits that perceived social isolation prevents the development of defense mechanisms that could counter the occupational stigma, and thus tends to increase perceptions of stigmatization, and to decrease perceptions of the prosocial impact of their work. Through these two perceptions, perceived social isolation indirectly affects emotional exhaustion and work engagement.

Research hypotheses are tested among a sample of 195 workers in the commercial cleaning industry who execute physically tainted tasks.

Results support the research model. Perceived prosocial impact mediates the negative relationship between perceived social isolation and work engagement, and perceived stigmatization mediates the positive relationship between perceived social isolation and emotional exhaustion.

This research contributes to the dirty work literature by empirically examining one of its implicit assumptions, namely, that social isolation prevents the development of coping strategies. It also contributes to the literature on well-being and work engagement by demonstrating how they are affected by the social context of work.

The present paper is the first to study the specific challenges of social isolation in dirty work occupations and its consequences.

Prior research suggests that organizational citizenship behavior (OCB) can have both positive and negative effects on employees; however, it is unclear about the mediating mechanisms of this relationship and how the effects of challenging and supportive OCB may differ. Drawing on the dual-pathway model of proactivity and OCB research, the authors derive a theoretical model that attempts to reveal how different types of employees' daily organizationally focused citizenship behaviors can affect employees.

The authors examine the relationships using a daily-diary study using experience sampling methodology (ESM). The survey includes 72 employees who completed three surveys a day for 10 working days resulting in 614 daily observations.

The authors find that advocacy participation increases perceptions of prosocial impact, which in turn increases daily job satisfaction; the authors also find that advocacy participation decreases ego depletion, which then reduces daily job stress. Daily voice likewise increases perceptions of prosocial impact, which in turn increases daily job satisfaction; however, unlike advocacy participation, voice increases ego depletion, which then increases daily job stress.

The study is one of the first studies to simultaneously examine the personal perceptions and emotions of engaging in daily organizationally focused OCB and recognize the fact that different types of prosocial behavior have differential outcomes. The authors also extend prior research by documenting the mechanisms by which OCB impacts employees.

Understanding factors that enhance participants' satisfaction has become critical to developing effective donor retention strategies for charity sport events (CSEs). However, there is a lack of empirical research on participants' satisfaction with CSEs. The purpose of this study is to examine the antecedents and consequences of satisfaction among CSE participants and to empirically test the relationships between the proposed constructs.

Data were collected from 238 participants from four Relay For Life (RFL) events organized by the American Cancer Society, North Central Region in the USA. Confirmatory factor analysis and structural equation modeling were conducted to analyze the measurement model and the structural model.

The results of the structural model indicated that perceived prosocial impact, sense of community and trust in CSE had significant positive effects on CSE satisfaction, while venue quality, knowledge attainment and entertainment value did not positively influence CSE satisfaction. CSE satisfaction had a positive direct effect on participant loyalty to CSE, which had a significant contribution to future participant intent.

The findings of this study provide CSE directors and marketers with valuable insights into the process of how to build long-term relationships with participants by identifying factors that influence participants' satisfaction and its consequences.

By measuring the mediating role of CSE satisfaction, this study provides a deeper understanding of the causal pathways from the antecedents to participant loyalty through CSE satisfaction.

Project-based organizations (PBOs) face challenges to enhance employee work engagement because of dynamic and constant role configuration. Accordingly, this study aims to explore how ethical leadership enhances employee work engagement from a sensemaking perspective.

This study used a questionnaire-based quantitative research design to collect data from 194 full-time employees in PBOs. The data were analyzed via partial least squares-structural equation modeling (PLS-SEM) technique to test hypotheses.

The findings show a positive relationship between ethical leadership and work engagement. Additionally, the relationship between ethical leadership and work engagement is mediated by two sensemaking mechanisms, i.e. goal commitment and prosocial.

This study deepens the understanding of how ethical leadership enhances work engagement in PBOs by providing two sensemaking mechanisms. By exploring the sensemaking process through which ethical leaders help employees construct identity, the findings contribute to the current literature on how ethical leadership enhances work engagement in PBOs.

Past studies have largely focused on leaders' influence on employees' attitudes and behaviors, largely ignoring the followership and its consequences. This study investigates the social impact that followers induce on leaders through their intentions and actions. Following social impact theory (SIT), this study contributes to the growing research on supervisory knowledge hiding (KH) and related positive consequences beyond the traditional leader-centered approach. This paper investigates the serial mediation link between supervisory KH and supervisory knowledge-based trust (KBT) via perceived prosocial impact and supervisor directed citizenship behavior.

Time-lagged dyadic data of 348 employees working in a bank under 54 supervisors were collected from Saudi Arabia.

The findings suggest that supervisory KH entails a potential prosocial impact on employees to engage in supervisor-directed citizenship behavior that builds the KBT in supervisors about subordinates. The empirical support provides an understanding of the social impact of subordinates' influence on supervisors above and beyond traditional leadership literature by depicting the active role of followers in influencing leaders' behavior in building trust in knowledge management. Theoretical and practical implications of the findings are also discussed.

By studying the followership effect on leadership, this study extends the social impact process beyond a social phenomenon to the workplace in a supervisor–subordinate relationship. Moreover, examining the positive framing of a leader's KH to transform such behaviors through active followership role provides a new insight into positive consequences of supervisory behavior through social impact.

This paper examines the motivational influence of individuals’ team identification (TID) on their ambidexterity (TA), prosocial impact (TPS), and task performance (TTP) at the team level of analysis, as well as investigates the role of TA in mediating TID’s relationship with both TTP and TPS.

By using a cross-sectional sample of 102 cross-functional teams with a total of 362 individual members from 22 firms in the customer-facing industries of Indonesia, we analyzed multilevel data and tested hypotheses using aggregated team-level structural equation modeling (SEM).

This study supports a significant positive relationship between TID and TA. Further, while TA fully mediates the relationship between TID and TTP, TID has a direct influence on TPS.

This study contributes to filling the gaps in empirical evidence pertaining to the role of identity in motivating employees beyond their formal employment contracts. Their immediate leaders play a crucial role in individuals’ daily work lives and affect how they view their social identifications with their team, which subsequently contributes toward the enhancement of people and organizational performances.

Our study offers empirical evidence in support of the identity-enhanced principal-agent model and contributes to the literature on Social Identity Theory with a focus on the individual-group interface. To our knowledge, our study is the first empirical research on the influence of TID on TA, TPT, and TPS across multiple firms in the customer-facing industries.

Drawing from the conservation of resources theory and the success resource model of job stress, the authors investigated the role of leader behaviours in the context of leader-member exchanges (LMXs) as a driver of leaders' job-related well-being and recovery. Specifically, they hypothesised positive affect and perceived competence as potential mechanisms enhancing leaders' job satisfaction and psychological detachment.

Daily diary data were collected from 85 leaders over five consecutive working days (376 daily observations) and analysed using multilevel path analyses.

Leader LMX behaviours were positively associated with leaders' positive affect and perceived competence at work at the person and day levels. Additionally, results provided support for most of the assumed indirect effects of leader LMX behaviours on leaders' job satisfaction and psychological detachment via positive affect and perceived competence.

Leadership development activities should raise leaders' awareness of the relevance of resourceful interactions with followers for leaders' own well-being. Organisations should create a working environment that facilitates high-quality exchanges amongst their members. The current trend towards increasing digital and less face-to-face collaboration may pose a risk to this important resource source for leaders.

These findings emphasise the day-to-day variation in leadership behaviours and that leaders' engagement in high-quality leader-follower interactions has the potential to stimulate a resource-building process for the benefit of leaders themselves.

Through comparative analysis with other social science disciplines, gaps are identified in the performance gaming literature of public administration as it compares to other social science disciplines in order to understand directions for future research in this space.

This study involves a systematic review of the performance gaming literature, focusing on important drivers of performance gaming. Using Google Scholar, Web of Science, and ProQuest Central, the systematic review covers years ranging from 1990 through 2019 and revealed empirical studies that were deemed relevant based on whether an article was (1) an empirical study and (2) performance gaming or cheating behavior was the outcome variable. Out of the 81 articles surmised from the search, 51 were regarded as relevant by meeting these criteria.

The main finding is that public administration has primarily focused on drivers that are embedded in the performance system. The other social sciences (psychology and economics, in particular) focus mainly on individual factors, mostly cognitive in nature. Public administration has also looked at organizational drivers, though this is a burgeoning area. Scholars in public administration may benefit from the other social sciences by determining how individual drivers work within the context of public organizations and how these shape organizational behavior.

Per my knowledge, the paper is the first to systematically compare the performance gaming literature of public administration to other social science disciplines. The paper provides a direction for this burgeoning area of research.