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Drawing on social exchange theory, this study aims to investigate the reciprocal relationship between an employee’s knowledge sharing and his or her coworkers’ responses to this focal contributor in terms of knowledge sharing and helping behaviors.

A two-wave online survey collected data from 84 respondents who provided ratings on each member on their team, representing 440 dyadic relationships. Hierarchical linear modeling analyzed the between-subjects and within-subject data simultaneously.

Employees generally reciprocate contributors’ knowledge sharing with an exact act (i.e. knowledge sharing) through the mechanism of peer respect. However, respect generated by knowledge sharing is enhanced only when the knowledge contributor is competent.

Research on how an employee’s knowledge sharing actually influences other members of a team is lacking. This study addresses this gap by examining responses to a team member’s knowledge sharing from a peer’s perspective. It also reveals when knowledge sharing is more pronounced in earning peer respect.

Drawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from managers on nurses' work meaningfulness and work effort in public hospitals in China and examines the moderating role of work self-efficacy.

We collected 341 paired questionnaires for nurses and managers from four public hospitals in China. The data were analyzed by structural equation modeling and hierarchical regression analysis.

Distributive justice and managers' respect for employees are positively related to work meaningfulness. Additionally, work self-efficacy negatively moderates this relationship. Work meaningfulness is positively related to work effort and fully mediates the relationships between perceived distributive justice and respect from the manager and work effort.

This study provides useful insights for healthcare organizations to improve nurses' work meaningfulness from the perspectives of their material and emotional needs, according to their work self-efficacy characteristics, thus promoting their work effort. The findings offer important guidance for improving the effectiveness of grass-roots human resources to cope with unpredictable situations such as the COVID-19 pandemic.

This study focuses on the organization's environmental factors that affect the primary staff's work meaningfulness. Further, it analyzes the differences in signal interpretation among nurses with different work self-efficacy characteristics, thus providing new insights into work meaningfulness. Through manager–nurse pairing data, it reveals the important role of work meaningfulness in motivating work effort.

Purpose – To present a new conceptual framework for understanding how perceptions of fairness shape the experience of respect in groups and its implications for individuals’ engagement in groups, their psychological well-being, and intergroup relations.

Design/methodology/approach – Research on fairness perceptions and respect emerge from different theoretical traditions including theories of justice, social identity theory, and social context and health. We review this body of work and present the dual pathway model of respect, developed to integrate the different lines of research into a single testable framework. Research testing the model's predictions is presented.

Findings – The dual pathway model posits that concerns about respect follow from the need for social inclusion and for status attainment. Fair treatment from group peers and authorities communicates the extent to which these needs are satisfied, and as such, perceptions of being liked (indicative of inclusion) and of being judged worthy (indicative of status attainment) independently and differentially predict social engagement and psychological well-being.

Originality/value – The dual pathway model provides a framework for integrating and extending existing research on the experience of respect in groups. The model highlights how the inclusion and status dimensions of respect differentially shape outcomes relevant to group functioning: social engagement and psychological well-being. Insights from the model address a broad array of challenges faced by organizations, including building commitment, managing diversity, and promoting health and well-being among its members.

This chapter argues that self-respect—an integral, but often overlooked value in discussions of social justice—provides a robust foundation upon which libraries might build a renewed defense of privacy and intellectual freedom in the face of today’s advanced information and communication technologies.

The chapter begins by laying out the value of self-respect for social justice as it has been defined in the domains of moral and political philosophy. From there, the author demonstrates the relevance of self-respect for libraries and, in particular, for underwriting important library values like privacy and intellectual freedom. Finally, the author presents two case examples—Library 2.0 and #AmazonFAIL—that further demonstrate how advanced ICTs have the potential to undermine libraries as a site of self-respect.

Through the use of relevant and current case examples, the chapter lays bare how the adoption of new ICTs and an uncritical adherence to Library 2.0 (and the Web 2.0 ideology that underwrites it) threatens to further marginalize users unable to navigate the increasingly complex (and increasingly opaque) systems of data collection, analysis, and dissemination.

This discussion surfaces and translates the value of self-respect from moral and political philosophy and makes it available for librarians and scholars interested in social justice issues in library and information science. Further, it preserves two key historical moments—the rise of Library 2.0 and the case of #AmazonFAIL—for current and future reflections by scholars, librarians, and other information professionals.

Discussions about the dignity of human beings often focus on violations of a person’s dignity that are performed by other persons. However, human beings can also violate their own dignity or at least they can expose it to a violation by others thoughtlessly or intentionally. In his Metaphysics of Morals, Kant states that ‘[o]ne who makes himself a worm cannot complain afterwards if people step on him’. Kant presupposes that persons can infringe or even forfeit their own dignity – for instance through servile behaviour – and that violating one’s own dignity is a violation of a duty towards oneself. Starting from the tension between dignity in terms of honour and worth in current debates and in Kant’s own thinking, as well as between understanding dignity as absolute or relational, I develop a comprehensive account of dignity as a duty to oneself. The author argues for a twofold obligation towards oneself to respect one’s own dignity: (i) a duty (as the necessity of an action done out of respect for the moral law) to respect one’s authority as an autonomous person in the Kantian sense; and (ii) beyond the Kantian framework – an obligation arising from the practical necessity that follows from one’s self-understanding as a self-determined, self-expressive individual personality in a socio-cultural context. Finally, the author outlines the consequences of the idea of ‘making oneself a worm’ for the concept of dignity in the realm of rights by discussing why, even though persons can behave like worms, others ought not to step on them.

Respect is an important indicator of intragroup status, and it can influence within-group behavior. Being respected by other group members indicates a positive standing within the group that is relevant to two important identity concerns: belongingness and social reputation. Belongingness refers to the extent to which a person feels included in the group, and social reputation refers to how other in-group members evaluate a person. We review a series of studies that show that respect indeed communicates information relevant to these identity concerns, and as such influences a person's sense of affiliation, self-esteem, and cooperation (all variables considered to be important for the viability of groups). In addition, we also discuss whether the source of respect (i.e., peers vs. authority), culture, and group size matter in influencing these group-related variables. Finally, some implications for research on groups are discussed.

This study aims to investigate the effect of social media use on healthcare workers’ psychological safety and task performance and the moderating role of perceived respect from patients during public health crises.

To test the proposed moderated mediation model, a survey was conducted in 12 Chinese medical institutions. A total of 637 valid questionnaires were collected for data analysis.

The results revealed that psychological safety mediated the relationships between task-related social media (TSM) use and social-related social media (SSM) use and task performance. In addition, perceived respect from patients moderated the relationship between TSM use and psychological safety, as well as the indirect relationship between TSM use and task performance through psychological safety.

This study sheds new light on understanding how different types of social media use influence task performance in the context of public health crises. Furthermore, this study considers the interactions of healthcare workers with colleagues and patients and examines the potential synergistic effects of these interactions on healthcare workers’ psychological state and task performance.

The purpose of this study is to explain when and how organizational respect is related to job burnout syndromes. Using the stimulus–organism–response framework, the authors found that organizational respect is negatively related to burnout via job satisfaction, with job insecurity moderating the relationship. Drawing on conservation of resources theory, the authors proposed and found that job satisfaction and emotional exhaustion sequentially mediate the relationship between organizational respect and depersonalization, and this relationship is also moderated by job insecurity.

Data analysis was conducted using responses obtained from 280 anonymous employees in the postproduction film industry. The Statistical Package for the Social Sciences, AMOS and PROCESS macro was used for data analysis.

The research findings show job satisfaction mediates the effects of organizational respect for all three burnout syndromes. Organizational respect predicts depersonalization not only indirectly through job satisfaction but also through emotional exhaustion. Job insecurity moderates the relationship between job satisfaction and depersonalization and between emotional exhaustion and depersonalization. Organizational respect reduces depersonalization through job satisfaction, but this effect depends on how secure the employees feel about their jobs.

Samples from one industry but from countries under different management cultures may not show the true scale of burnout levels for the industry. Cross-sectional data from one industry may limit the generalizability to other industries. The finding on the reverse effects of organizational respect on depersonalization for satisfied employees could be further investigated.

The findings provide insights for learning organizations on the importance of cultivating a respectful atmosphere and reducing job insecurity to mitigate aspects of burnout.

The authors clarified the moderating role of job insecurity and the mediating role of job satisfaction and emotional exhaustion in the organizational respect–depersonalization relationship.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.