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This study, based on the cognitive dissonance and commitment theories, aims to show that employees with high organizational commitment take more advantage of enterprise social networks (ESNs) due to work-related motivations. Furthermore, this study used the tricomponent attitude model to show that the employees' organizational concern and prosocial values mediate the impact of the organizational commitment on the work-related use of an ESN.

In all, 361 employees from seven Iranian companies using different ESN software packages were surveyed. The validity of the hypotheses was evaluated using partial least square–structural equation modeling (PLS-SEM).

The results of this study confirm that the employees' organizational commitment has a positive impact on their work-related use of the relevant ESN directly and through the mediating roles of their organizational concern and prosocial values.

Previous studies have carefully addressed the role of organizational commitment in the implementation of conventional information systems. However, this is among the few studies addressing the role of commitment in the work-related implementation of ESNs. The results of this study shed light on how employees with a high level of commitment toward the organizations for which they work take advantage of ESNs due to a work-related motivation for the accomplishment of their duties, for bringing benefits into the organization and for helping their coworkers.

Reducing employees’ knowledge hiding is vital for enterprise managers. The development of enterprise social media brings opportunities for them to manage employees’ knowledge-hiding behaviors. However, whether the use of enterprise social media inhibits or promotes knowledge hiding is still unclear. The purpose of this study is to explore how enterprise social media usage affect employees' knowledge hiding.

Based on the intrinsic and extrinsic motivation model, this paper proposes a research model to investigate the relationship between enterprise social media usage and knowledge hiding, using a structural equation modeling analysis of 288 employees’ data.

The results show that work-related public social media usage has an inhibiting effect on employees’ knowledge hiding, whereas the effect of work-related private social media usage on employees’ knowledge hiding is not significant; socially related public social media and private social media usage has a promoting effect on employees’ knowledge hiding; and job engagement acts in a positive moderating role between socially related private and public social media usage and evasive hiding.

First, this paper contributes to knowledge-hiding literature by revealing the relationship between enterprise social media usage and knowledge hiding. Second, this study contributes to motivation theory by clarifying how the use of enterprise social media with different motivations affects knowledge hiding. Third, this paper also contributes to knowledge-hiding literature by revealing a boundary condition, namely, job engagement.

The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and employee innovation behavior.

Based on a survey of 637 respondents from 15 organizations in southern China, this study examines four hypotheses with regard to the relationship between work-related identity discrepancy and employee innovation behavior through hierarchical regression analysis.

The research results indicate that work-related identity discrepancy is negatively related to employee innovation behavior, but intrinsic motivation mediates their negative relationship, and self-construal moderates this mediating effect further. Specifically, the results demonstrate that perceiving work-related identity discrepancy can lower intrinsic motivation among employees with interdependent self-construal and subsequently reduce their innovation behavior.

Drawn on social cognitive theory, this study reveals the negative effect of work-related identity discrepancy on employee innovation behavior and the moderated mediation effect of intrinsic motivation and self-construal on the negative relationship. The finding expands existing literature on work-related identity discrepancy and employee innovation behavior.

Researchers have long recognized that employee expectations play an important role in determining their levels of motivation. However, less is known about the relationship between newcomers’ expectations about their job and intrinsic motivation. Even more, there is limited empirical research on the underlying mechanisms that explain this relationship. Given the recent resurgence of interest concerning the construct of work-related boredom and drawing on several theoretical frameworks, the purpose of this paper is to address this gap by examining the mediating role of work-related boredom in the linkage between newcomers’ expectations and intrinsic motivation.

The current study utilized a snowball approach in order to garner a diverse sample of newcomers. To examine the present hypotheses, bootstrapping analysis and Sobel test were used.

The results showed that unmet expectations enhance work-related boredom which in turn affects intrinsic motivation.

Given the cross-sectional and mono-source design of the study, the results may suffer from causality and common method variance issues.

The present study provides novel insights into the psychological mediating mechanisms that explain the relationship between newcomers’ expectations about their job and their intrinsic motivation.

While prior research provides interesting insights into the effect of social media use in enterprises, there is limited research on how use of different social media platforms affects employee job satisfaction and work efficiency. This study developed a research model to investigate how public and private social media platforms used for different motivations affect employee job satisfaction and work efficiency.

Online surveys were conducted in China, generating 453 valid responses for analysis. Structural equation modeling is performed to test the research model and hypotheses.

The results suggest that (1) public social media used for both work- and social-related motivations positively affects employee job satisfaction, while private social media only used for social-related motivations can contribute to employee job satisfaction. (2) Public and private social media used for work-related motivations can contribute to employee work efficiency, while social-related motivations for use of public and private social media and employee work efficiency are not significant. (3) In the process of social media usage influencing employee job satisfaction and work efficiency, employees of different genders show significant differences.

First, this paper contributes to information systems social media research by examining the joint effects of different motivations for public and private social media usage on employee job satisfaction and work efficiency in organizations. Second, it contributes to uses and gratification theory by clarifying the relationship between different motivations for enterprise social media use and its needs.

This is a comparative study of employee needs patterns in eight international subsidiaries of a multinational corporation. Although in each country the need to control one′s work environment emerges as the most dominant need, four different needs patterns are identified. The resulting patterns suggest that specific strategies are necessary for employee motivation in different cultural environments. Strategies that enhance work motivation in one country should be reviewed carefully before being transferred to another.

The purpose of this paper are twofold. Firstly, it explores the extent to which ethical work climate (EWC) is prevalent among public sector auditors at the National Audit Department (NAD) of Malaysia. Secondly, it examines the relationship between EWC and the work-related ethical behaviour of public sector auditors in the NAD of Malaysia.

This study used a postal questionnaire survey, which was distributed to the public sector auditors in Malaysia. A total of 823 responses from public sector auditors in 213 audit teams was received, constituting a 66% and 78% response rate, respectively. To achieve the first research objective, the responses were analysed using descriptive statistical analysis, including mean values and mean value ranking. For the second objective, hierarchical linear modelling (HLM) statistical software was used for the cross-level data analysis.

The results reveal a moderate level of the overall EWC at the NAD. The overall EWC at the team level also has a positive significant influence on work-related ethical behaviour assessed at the individual level of auditors. In terms of the individual components of the EWC, multivariate regression analysis of HLM shows collective moral (CM) sensitivity and CM judgement have a significantly positive relationship with work-related ethical behaviour, whereas CM motivation has a negatively significant relationship with work-related ethical behaviour.

The empirical evidence on the level of EWC and its components implies that there is room for improvement in the ethical climate in the NAD. The finding is important for the NAD to design necessary measures to enhance the EWC, including tightening the auditors’ code of ethics and organizing ethics-related seminars, training and workshops for the auditors. The result on the positive influence of CM sensitivity and CM judgment of work-related ethical behaviour of public sector auditors is also crucial for the NAD to further inculcate moral sensitivity and moral judgment among the public sector auditors.

This study is among the initial research that uses Arnaud’s EWC model in assessing the influence of EWC on ethical behaviour, particularly in the context of public sector organization of a developing country, i.e. Malaysia.

This study aims to show that employees' excessive work-related use of enterprise social networks (ESN) can be accompanied by some work-related strains, hindering them from continuing utilization of ESN at work. To this end, the impact of employees' excessive work-related utilization of ESN on their discontinuous usage intentions by mediating roles of employees' impression management concerns, privacy concerns and ESN fatigue will be evaluated.

Stimulus-organisms-response (S-O-R) framework has been drawn to support the design of this research. Using an entirely random data collection, 173 ESN users from 10 Iranian organizations were surveyed. The model was assessed using partial least squares structural equations modeling (PLS-SEM).

The results of the study confirm that employees' excessive work-related use of ESN positively affects impression management and privacy concerns, resulting in ESN fatigue. Furthermore, ESN fatigue plays a predicting role in ESN discontinuous usage intention.

According to the obtained results, if work-related use of ESN exceeds a normal threshold (i.e. excessive usage), employees will stop using ESN in their work due to the work-related strains delivered to them, revealing the dark side of ESN usage in organizations.

The purpose of this paper is to investigate the relationships between job satisfaction, interpersonal trust, intrinsic motivation and job‐related tension in this non‐Western context. And to establish whether there is evidence of similarity in the nature of the relationships between these variables and those found in Western contexts.

Data collected from different employees who are working in deterrent organizations in Egypt (N=140). Reliability test is computed for the measures used in the research. Descriptive statistics, inter‐correlations and regression analysis are computed for the variables used in this research to test the research hypothesis.

The findings indicate that employees are satisfied, intrinsically motivated, trust their peers and managers and suffer from relatively low levels of job tension. The significant predictors of job satisfaction are intrinsic motivation, confidence in the competence of management and the lack of work‐related tension.

Some tentative conclusions regarding the policies and practices that should be pursued in order to maintain or enhance levels of job satisfaction among employees in the Egyptian context.

There are no reported studies examining the relationship between these variables in Egypt. The findings of this research would help deriving conclusions concerning employees' likely perceptions and responses; which is not available up‐to‐date.

One MNC′s attempts to develop empowerment strategies are reviewed. These strategies are based on a cross‐cultural study of employee needs in the company′s Australian, German and Japanese subsidiaries. Although the need to control stands out in each of the three countries, employee needs patterns are different. The needs for economic security, belongingness, recognition, self‐worth, and control relate with each in different configurations and patterns. Because of significant differences in employee needs patterns, empowerment strategies enabling employees to fulfil their need to control cannot be transferred from one culture to another without major adjustments. In some instances very little is needed to empower an employee while in others almost nothing works. Some light is shed on why, within an MNC, a similar amount of control over their work and work environments empowers Japanese workers much more than their Australian and German counterparts.