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Knowledge sharing is recognized as one of the most important ways to improve organizational performance. Organizations strive to facilitate knowledge sharing routines, yet these attempts often fail. Although the successful deployment of knowledge sharing practices has been a focus of knowledge management and organizational performance studies, little research has considered the impacts of institutional structures. As such, the purpose of this study is to investigate the extent to which institutional structures facilitate knowledge sharing practices and their impacts on organizational performance.

Based on 220 usable survey responses, the authors applied structural equation modeling (SEM) to observe the extent to which institutional structures enhance organizational performance through knowledge sharing, and other important knowledge sharing‐related constructs (i.e. leadership and punitive behavior). The healthcare industry was used as the research context as it is a knowledge‐intensive industry.

The study finds that knowledge sharing practices were strongly influenced by institutional structures, and together considerably enhanced patient safety. Furthermore, the institutional structures had a high impact on leadership roles and the abatement of punitive behaviors, which in turn collectively considerably enhanced patient safety.

This paper recognizes the power of institutional structures that successfully facilitate knowledge sharing practices within an environment that is unfriendly to knowledge sharing behaviors.

The purpose of this paper is to examine how psychological empowerment affects individuals’ likelihood of publicly punishing a company with whom they had unsatisfactory experiences through online complaining behaviors.

A 3 (intrapersonal empowerment: high/low/control) by 3 (interactional empowerment: high/low/control) online experiment was designed using the priming technique. Following the priming tasks, participants were given a scenario in which a restaurant failed their expectations followed by dependent and control measures.

Results revealed a significant main effect of interactional empowerment: participants in the low interactional empowerment condition reported being less likely to engage in the revenge-motivated online public complaining behaviors than participants in the control condition. The study also found a significant interaction effect between interactional and intrapersonal empowerment.

The study findings yield practical application for crisis management and relationship management. Understanding the linkage between power and online complaining behaviors should help corporate communication professionals to better perform risk assessment, environmental scanning and crisis communication and management.

Limited empirical studies have investigated the linkage between empowerment and online complaining behaviors in the consumer context. The present study fills this gap by conceptualizing online public complaining as a revenge-motivated behavior. The study yields both theoretical and practical implications.

The purpose of this paper is to explore the impact of presidential tweeting about corporations on publics’ perceptions of and behavioral intentions toward those corporations. Specifically, the authors examined publics’ intentions to boycott or buycott (Friedman, 1996) Nordstrom, four months after President Trump’s tweet denouncing the company’s decision to discontinue his daughter’s clothing line.

An online survey was conducted among 517 American citizens using Qualtrics panels in June 2017. Respondents were compensated for their participation.

The authors found strong associations between perceived moral inequity and boycott intentions, and perceived business/economic nature of corporate action and buycott intentions. Furthermore, demographic characteristics associated with both types of perceptions were also examined. Younger, more educated respondents tended to accept Nordstrom’s actions as being routine business decisions, whereas conservative participants saw Nordstrom’s actions as being morally iniquitous.

This study is one of the first to explore the impact of presidential tweeting, albeit indirectly, on publics’ perceptions and intentions toward corporations who form the subjects of said tweets. Practitioners may utilize these findings to provide guidance to corporations who may be at the receiving end of presidential tweeting.

The study adopts the conservation of resources (COR) theory for providing a better theoretical understanding of punitive supervision as an antecedent of employees’ minor deviant behaviors (namely, employee time theft and knowledge hiding) via creating cognitive mechanisms (employees’ perceived incivility). The purpose of this paper is to examine the moderating role of employees’ RESILIENCY on employees’ ability to buffer the impacts of punitive supervision.

Data was gathered from 265 frontline hospitality employees in Pakistan. A survey was administered in person to establish trust and rapport with employees and so, collect reliable data.

The findings confirmed a direct and mediated impact of punitive supervision on employee minor deviant behaviors via creating perceived incivility. The moderating role of employees’ resiliency was also confirmed, as the employees’ resiliency helped them mitigate the impact of punitive supervision on perceived incivility.

Data was collected from employees’ perceptions working in one industry and cultural setting. As employees’ perceptions (influenced by their cultural background) significantly affect their interpretations and reactions to punitive behavior, future research should validate and refine the findings by collecting data from a wider and diversified cultural and industry setting.

The findings provide theoretical explanatory power of the drivers and the contextual factors leading to minor employee deviant behaviors. The findings guide managers on how to develop pro-active and re-active strategies for deterring the occurrence and eliminating the consequences of punitive supervision.

This study contributes to the literature in multiple ways. It identifies and validates punitive supervision as an antecedent of Deviant Work Behavior (DWB). It provides a theoretical underpinning for explaining how punitive supervision spurs cognitive mechanisms, which in turn drive DWB. It also studies the nexus between destructive supervision and its outcomes in its entirety by studying the mediated and the moderating impacts of punitive supervision and perceived incivility, respectively.

The purpose of this paper is to address individual factors predicting punitive attitudes towards sexual and domestic offences and offenders have received little attention.

In Study 1,137 participants completed a 25-item online questionnaire exploring individual factors hypothesised to predict punitive attitudes towards four sexual crimes: rape, paedophilia, incest and bestiality. In Study 2,100 participants completed a similar questionnaire exploring individual factors hypothesised to predict punitive attitudes towards male and female emotional, physical and sexual abusers.

The standard multiple regression models of Study 1 found that age (i.e. being older), belief in a just world and gender (i.e. being female) were predictors of harsher punitive attitudes. The models of Study 2 found that the low score on the social dominance scale was the most common predictor.

This survey-based project presents a nuanced picture that could be complemented by the inclusion of a wider range of more complex factors and follow-on qualitative studies.

The key message from this study is to inform the public on the role of personality factors in developing punitive attitudes.

It is vital to increase the legislators’ and the people’ awareness of the factors shaping the public impressions of criminal justice processes and evidence-based treatment effectiveness.

This relatively modest paper offers insight of personality factors into people’s punitive attitudes shaping actual legislation.

Patient safety improvement through management has been a prime issue since 2000, when the Institute of Medicine reported that preventable mismanagement was responsible for the majority of medical errors. Learning culture, interdisciplinary action teams, and punitive culture have been discussed as viable ways to address these errors. While these individual factors have been found to be significant, we have yet to understand the interactions of these elements. The role of leadership, which has been overlooked, is critical to facilitate or constrain these elements. The interactions of these three elements and the role of leadership were analyzed using structural equation modeling. Our finding revealed the three elements were closely knitted, and leadership roles had considerable impact in nurturing learning culture and constraining punitive culture, which in turn enhanced patient safety

This study aims to propose a model of publics' ethical activism, testing the role of emotional outrage in an extended framework of the previously established STOPS model. Thus, this study aims to investigate (1) how ethical perception of a social issue affects situational motivation that leads to participation in public activism, and (2) how emotional outrage plays a role in mediating between situational motivation and activism behaviors.

The study aims at investigating the mediating role of emotional outrage between situational motivation and activism behaviors, which have not been investigated thoroughly in public relations research. By conducting a national survey with 386 people (N = 386) living in Australia, the study's suggestive model was tested in the context of two ethical issues (e.g. climate change and anti-racism). This study found that people who perceive an ethical issue are likely to be motivated to participate in activism behaviors. Specifically, three situational perceptions (i.e. problem recognition, constraint recognition and involvement recognition) were found to be significant factors affecting situational motivation (SM) in problem solving. A high level of emotional outrage was found to play a mediating role between SM and consequential ethical activism behaviors. The more people feel outraged about an ethical issue, the more likely they will engage in punitive behavior. This study contributes to the theoretical development of public relations by illuminating how situational perceptions lead to emotional outrage that promotes behavioral intentions in an ethical context. This study also suggests that a practitioner should be sought to manage the levels of perceptual factors when setting up a communication plan in response to an ethical public crisis.

This study found that people who perceive an ethical issue are likely to be motivated to participate in activism behaviors. Specifically, three situational perceptions (i.e. problem recognition, constraint recognition and involvement recognition) were found to be significant factors affecting situational motivation (SM) in problem solving. A high level of emotional outrage was found to play a mediating role between SM and consequential ethical activism behaviors. The more people feel outraged about an ethical issue, the more likely they will engage in punitive behavior.

This study substantiates how three perceptual antecedents may conjointly affect situational motivation. Also, the findings in this study also contribute to theoretical development in predicting ethical activism intentions. Another contribution of this study is to demonstrate the mediating role of emotional outrage between situational motivation and ethical activism. The authors strived to explore individuals' perceptions and its impact on intention to boycott against ethical problematic social issues. It should be considered that this study used a hypothetical and manipulated situation where respondents are exposed to the visual stimuli that focus on the moral problems that those specific issues have raised.

First, as problem recognition plays a prime mover role in the overall problem-solving process in an ethical context, organizations should reduce individual's ethical problem recognition. When setting up a communication plan, an organization should showcase their positive role in addressing the ethical problems (e.g. to show Adani's commitment to indigenous people and efforts to protect the environment). The response strategy should be effective enough to create an “ethical dilemma,” which refers to a situation in which one has a difficult choice to make between two ethical options.

This study contributes to theoretical development of public relations by illuminating how situational perceptions lead to emotional outrage that promotes behavioral intentions in an ethical context. This study also suggests that a practitioner should be sought to manage the levels of perceptual factors when setting up a communication plan in response to an ethical public crisis.

The aim of this paper is to explore what kind of measures personnel managers have taken to intervene in workplace harassment and to explore how organisational characteristics and the characteristics of the personnel manager affect the choice of response strategies.

The study was exploratory and used a survey design. A web‐based questionnaire was sent to the personnel managers of all Finnish municipalities and data on organisational responses and organisational characteristics were collected.

The study showed that the organisations surveyed relied heavily on reconciliatory measures for responding to workplace harassment and that punitive measures were seldom used. Findings indicated that personnel manager gender, size of municipality, use of “sophisticated” human resource management practices and having provided information and training to increase awareness about harassment all influence the organisational responses chosen.

Only the effects of organisational and personnel manager characteristics on organisational responses were analysed. Future studies need to include perpetrator characteristics and harassment severity.

The study informs both practitioners and policy makers about the measures that have been taken and that can be taken in order to stop harassment. It also questions the effectiveness of written anti‐harassment policies for influencing organisational responses to harassment and draws attention to the role of gendered perceptions of harassment for choice of response strategy.

This paper fills a gap in harassment research by reporting on the use of different response strategies and by providing initial insights into factors affecting choice of responses.

To explore the way in which responses to urban disorder have become part of the anti-social behaviour (ASB herein) toolkit following the 2011 disorders in England. In particular, the purpose of this paper is to unpack the government’s response to the riots through the use of eviction. It is argued that the boundaries of what constitutes ASB, and the geographical scope of the new powers, are being expanded resulting in a more pronounced unevenness of behaviour-control mechanisms being deployed across the housing tenures.

Using a qualitative research design, 30 in-depth interviews were undertaken with housing, ASB, and local police officers alongside a number of other practitioners working in related fields. These practitioners were based in communities across east London, the West Midlands and Greater Manchester. This was augmented with a desk-based analysis of key responses and reports from significant official bodies, third sector and housing organisations.

Findings from the research show that responses to the 2011 riots through housing and ASB-related mechanisms were disproportionate, resulting in a rarely occurring phenomenon being unnecessarily overinflated. This paper demonstrates, through the lens of the 2011 riots specifically, how the definition of ASB continues to be expanded, rather than concentrated, causing noticeable conflicts within governmental approaches to ASB post-2011.

This research was undertaken as part of a PhD study and therefore constrained by financial and time implications. Another limitation is that the “riot-clause” being considered here has not yet been adopted in practice. Despite an element of supposition, understanding how the relevant authorities may use this power in the future is important nonetheless.

Much effort was expended by scholars to analyse the causes of the 2011 riots in an attempt to understand why people rioted and what this says about today’s society more broadly. Yet very little attention has been focused on particular legislative responses, such as the additional riot clause enacted through the Anti-Social Behaviour, Crime and Policing Act 2014. This paper focuses on this particular response to explore more recent ways in which people face being criminalised through an expansion of behaviour defined as ASB.

Violence is a common problem in secure residential units for young people. Group workers often think that young people have to learn to behave by means of punishment. The purpose of this paper is to investigate whether this approach is effective in these settings, and, if so, under what circumstances. Furthermore, it aims to provide alternatives to punishment when dealing with violence.

Recent evidence on the effectiveness of punishment in secure residential units is reviewed. In addition, methods which are promising in dealing with violence are described.

The review shows that punishment is often used to regain control by group workers or, alternatively, is a result of professional helplessness in the face of escalating problems. Only when the living group climate is marked by trust and cooperation can punishment be effective.

Punishment in secure residential settings can have severe negative consequences. Nevertheless, group workers are tempted to use it as a response to violence in an attempt to gain control.