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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.

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 develop a valid and reliable scale that can measure the level of respect for differences of middle school students. The validity and reliability studies of the scale draft prepared as a result of the opinions received were carried out on 964 middle school students.

The sequential exploratory mixed method was used. In the study, attitude items were created by examining the studies in the literature with qualitative methods, and the scale was then finalized by applying tests for the attitude scale prepared with quantitative methods.

As a result of the exploratory factor analysis made on the data obtained, a structure consisting of 20 items and four factors as “gender”, “disability status”, “physical appearance” and “cultural identity” were reached. Also, it was seen that the scale identified 56% of the total variance. Confirmatory factor analysis that was performed on another sample showed that the sample fit of the scale was at an acceptable level. The reliability coefficient of the scale was calculated as Cronbach’s α = 0.815; composite reliability was ranged between 0.766 and 0.894 and the internal consistency of the scale was quite high. It was concluded that the scale developed to determine the level of respect for differences is a valid and reliable measurement tool.

This study is considered significant in terms of presenting a valid and reliable scale that will reveal the attitudes of middle school students towards differences in the literature.

One key aspect of European curriculum reforms is to empower students with the skills needed to engage actively in the pluralistic and multicultural global society of the 21st century. This study aims to examine the extent of multicultural education within the national core curricula of three European countries: Hungary, Finland and Ireland, focusing on its role in fostering social acceptance through education.

A qualitative research applying discourse analysis was conducted to identify key multiculturalism concepts within the curricula. The analysis concentrated on understanding how multiculturalism is portrayed through various perspectives, emphasizing situational meanings and frameworks. Furthermore, a comparative analysis of the findings was carried out.

The research found that all three curricula contain the concept of multicultural education, although the extent of emphasis varies. The Hungarian National Core Curriculum (NCC) primarily emphasizes national values and sporadically addresses multicultural issues, often from a local perspective. In contrast, the Irish NCC is tolerance-oriented, stressing not only the understanding of different cultures but also the importance of accepting them. The Finnish NCC reflects a global perspective and emphasizes respect for different cultures and minority groups, with a pluralistic approach.

This study enhances our understanding of the discourse of multiculturalism within the curricula of three European countries, emphasizing both their similarities and differences. Additionally, it underscores the crucial role that curricula can play in effectively implementing multicultural education.

Military values/virtues are a subset of ethical values. The purpose of this study is to examine the effect of military virtues on job performance, either directly, or indirectly through mediation by, loyalty, patience, respect, employee engagement, job performance, military ethics, courage, self-discipline, caring, military virtue, Sri Lanka Air Force (SLAF) employee engagement.

Military virtues were conceptualized as a collective construct, consisting of loyalty, courage, patience, respect, self-discipline and caring. Using a sample of 254 military officers in the SLAF, the authors measured the effect of military virtues on job performance. The first model was a direct measurement of the influence of military virtues on job performance. The second model measured the influence of military virtues on employee engagement, followed by measurement of the influence of employee engagement on job performance. Structural equation modeling was used in data analysis.

Both direct effects and mediated effects of military virtues on job performance were significant. However, the direct effect was stronger, suggesting that military virtues in and of themselves resulted in superior performance, more effectively, than by first increasing employee engagement with the task or the organization.

This may be an initial empirical examination of the effects of military virtues on job performance.

This study aims to explore followers’ perceptions of leaders as predictors of performance appraisal (PA) participation and subsequent outcomes. Prior research has acknowledged the role of Leader–Member Exchange (LMX) quality in predicting PA participation. This study sought to add to this literature by investigating the effects of LMX dimensions (loyalty, affect, contribution and respect) and the effect of perceived leader prototypicality on PA participation and subsequent outcomes.

The hypothesized model proposed that the LMX dimensions and leader prototypicality would predict PA participation, and the effect of PA participation on job and reward satisfaction would be mediated through PA satisfaction. Structure equation modeling using maximum likelihood estimation was used to test these hypotheses in a sample of 216 employees at a public utility company.

Although results indicated partial support for the proposed mediated model, they also indicated more complex relationships. Leader prototypicality was related to PA participation, none of the four LMX dimensions had the predicted positive effect on PA participation, though they were differentially and directly related to PA satisfaction and job satisfaction.

Employees’ perceptions of leader prototypicality is important in engaging employee participation in the PA process, and more important to participation than was the quality of the LMX relationship. The extent to which employees participate in and subsequently experience higher levels of satisfaction with the PA process may be a reflection of how employees perceive their leader. And participation in and satisfaction with the PA process lead to increased reward and job satisfaction. Future research should incorporate supervisor perspectives of these relationships and use longitudinal design to better infer causality.

Employee perceptions of leader prototypicality are important for encouraging their participation in the PA process, which has implications for reward and job satisfaction. Therefore, supervisors would benefit from understanding the traits (such as sensitivity, confidence and intelligence) that affect their subordinates’ leadership perceptions, and should be trained on successfully demonstrate those traits. Further, exchange relationships built on loyalty and respect affected PA satisfaction directly, which also positively affected job and reward satisfaction. Thus, supervisors should be trained to build trust- and respect-based relationships with employees.

The results of this study make significant contributions to the understanding of the antecedents of employee participation in and satisfaction with the PA process. The data suggest that the effect of perceived leader prototypicality on job and reward satisfaction is mediated through PA participation. Because implicit leadership theory has not previously been studied in the PA context, this new finding makes an important contribution to the PA literature. Further, by taking a multidimensional approach to LMX, these results indicated that the dimensions of loyalty and respect were related to PA satisfaction directly, but not through PA participation.

This study examined the effects of organizational justice and citizen respect to support for democratic policing through self-legitimacy among South Korean police officers.

The authors used survey data from 467 South Korean police officers in 2022. Structural equation model analysis was used to examine relationships between each variable.

This study found a positive relationship between organizational justice and self-assessed legitimacy. Also, citizen respect had a positive relationship with both police officers' self-assessed legitimacy and audience legitimacy. Self-assessed legitimacy had a significant effect on support for democratic policing, while perceived-audience legitimacy did not have a significant effect on support for democratic policing.

The current study provides evidence that self-legitimacy affects supporting democratic policing in a non-Western democracy. Additionally, to the best of our knowledge, this study is the first to examine the role of police self-legitimacy as a link between organizational justice and citizen respect and the intended behaviors of police officers toward citizens.