1
|
Volpi L, Giusino D, Pietrantoni L, De Angelis M. Does Organizational Commitment to Mental Health Affect Team Processes? A Longitudinal Study. J Healthc Leadersh 2023; 15:339-353. [PMID: 38020722 PMCID: PMC10680482 DOI: 10.2147/jhl.s429232] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2023] [Accepted: 10/06/2023] [Indexed: 12/01/2023] Open
Abstract
Purpose Team processes, such as reflexivity and participation, are critical for organizational sustainability, especially in high-reliability professions such as healthcare. However, little is known about health-related predictors of team processes. Basing our hypotheses on the Input-Process-Output (IPO) model, this study investigates the influence of perceived organizational commitment to mental health (OCMH) on healthcare workers' team reflexivity and participation via mental health-specific leadership (MHsL) and team autonomy. Patients and Methods The study involved 82 participants (ie, physicians, nurses, healthcare assistants, healthcare technicians, and physiotherapists) working in the Medicine, Emergency, and Neurological Departments at a large public healthcare organization in Italy. Data was gathered at 2-time points, 14 months apart. Results The results suggest that healthcare workers' perception of their organization's support for mental health at T1 significantly impacts team participation at T2 through MHsL and team autonomy. Likewise, the indirect effect of OCMH through MHsL and team autonomy was also significant in the model predicting team reflexivity. However, in both models, no direct relationship of OCMH on the dependent variables was found. Conclusion The findings highlight the importance of a mental health-supportive environment and leadership to foster team autonomy and, subsequentially, team processes, which are fundamental for performance and patient care.
Collapse
Affiliation(s)
- Lucia Volpi
- Department of Psychology, University of Bologna, Bologna, Italy
| | - Davide Giusino
- Department of Psychology, University of Bologna, Bologna, Italy
| | | | | |
Collapse
|
2
|
Xie L, Singh S, López OS. Flow's Core Prerequisites: The Role of Servant Leadership, Mindfulness and Work-Life Balance. Psychol Rep 2023:332941231195330. [PMID: 37585340 DOI: 10.1177/00332941231195330] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/18/2023]
Abstract
Flow is an optimal mental state of being completely involved in one's activities. This correlational study explored an important, but rarely validated performance model in the workplace-flow. Building on the JD-R theory we recognized three key prerequisites of flow-servant leadership, work-life balance, and mindfulness. We analyzed 987 survey responses from two industries (service and manufacturing) in China. The study discovered that servant leadership, mindfulness, and work-life balance correlate with individual flow as key prerequisites. Further we discovered that the relationship between mindfulness and flow is moderated by the industry. Particularly, data from the manufacturing industry showed a positive relationship between mindfulness and flow but a negative relationship among service employees. Implications for performance and applied psychology research, theory, and practice are discussed.
Collapse
Affiliation(s)
- Lei Xie
- Department of Organization, Workforce, and Leadership Studies, Texas State University, San Marcos, TX, USA
| | - Shailen Singh
- Department of Organization, Workforce, and Leadership Studies, Texas State University, San Marcos, TX, USA
| | - Omar S López
- Department of Organization, Workforce, and Leadership Studies, Texas State University, San Marcos, TX, USA
| |
Collapse
|
3
|
Jamshed S, Majeed N. Mapping knowledge-sharing behavior through emotional intelligence and team culture toward optimized team performance. TEAM PERFORMANCE MANAGEMENT 2023. [DOI: 10.1108/tpm-06-2022-0052] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/15/2023]
Abstract
Purpose
Research unveiled that interdisciplinary health-care teams are often found to be ineffective because of deprived team mechanisms. Considering effective team functioning, a leader’s non-cognitive abilities, knowledge-sharing behavior and the role of culture remain central concerns of health-care teams. This study aims to investigate how a leader’s emotional intelligence (EI) in a prevailing team culture can nurture the sharing of knowledge and enhance team EI that influences team performance.
Design/methodology/approach
The authors used multisource data representing a sample of 195 teams (735 respondents) to examine the hypothesized relationships by using the analytic strategy of partial least squares-structural equation modeling. This study bridged the methodological gap by using the repeated indicator approach that includes the reflective-formative second-order hierarchical latent variable model.
Findings
The results revealed a standpoint that leaders practicing the ability of EI influences team performance by understanding each other emotions in the leader–member relationship. Further, culture adds value and maps knowledge-sharing behavior which is tailored and beneficial for effective team outcomes.
Practical implications
This study provides valuable inputs by articulating uniquely modeled variables for health-care teams confronting high work demands. This study highlights that leaders' EI can enhance understanding of the emotions of the team and can exchange information by harnessing knowledge-sharing behavior amongst professionals.
Originality/value
This study provides a novel contribution by integrating leaders’ EI, knowledge-sharing behavior, the role of culture and team performance in a single framework. The integrated theoretical model sheds light on team working in the health-care setting and advances the understanding of a leader’s EI and team culture through mapping knowledge sharing particularly being central to enhancing team performance.
Collapse
|
4
|
Laulié L, Briceño-Jiménez G, Henríquez-Gómez G. Exploring self-regulation theory as a mechanism of the effects of psychological contract fulfillment: The role of emotional intelligence. Front Psychol 2023; 14:1090094. [PMID: 37063526 PMCID: PMC10098163 DOI: 10.3389/fpsyg.2023.1090094] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Accepted: 03/13/2023] [Indexed: 04/18/2023] Open
Abstract
As self-regulation theory has increasingly been used as a theoretical lens to explain the effects of psychological contract evaluations and employee outcomes, we test whether emotional intelligence (an ability for self-regulation) is a potential moderator of these relationships. More concretely, using a multiple times survey design in an education-based organization with 247 participants, we examined whether emotional intelligence moderates the mediation effect of emotional exhaustion on the relationship between psychological contract fulfillment and turnover intentions. Using a structural equations model (SEM) framework, our results support our hypotheses that individuals with low emotional intelligence do not experience the benefits of having fulfilled psychological contracts. Psychological contract fulfillment significantly reduces the likelihood of emotional exhaustion but only for individuals with high emotional intelligence. Consequently, turnover intentions are lower for emotionally intelligent individuals who experience the fulfillment of psychological contracts. Theoretical and practical implications are discussed. We conclude our study by suggesting that emotional intelligence should be considered as a relevant individual difference in future psychological contract research.
Collapse
|
5
|
Zhao M, Li Y, Lu J. The effect of audit team's emotional intelligence on reduced audit quality behavior in audit firms: Considering the mediating effect of team trust and the moderating effect of knowledge sharing. Front Psychol 2022; 13:1082889. [PMID: 36582323 PMCID: PMC9792781 DOI: 10.3389/fpsyg.2022.1082889] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/28/2022] [Accepted: 11/23/2022] [Indexed: 12/15/2022] Open
Abstract
Reduced audit quality behavior is widespread in the auditor's practice and is an important factor threatening audit quality. Some prior studies have investigated the relationship between auditors' psychological contract violation and reduced audit quality behavior. However, the research of relationship between emotional intelligence (EI) and auditors' behavior is still in its infancy despite the fact that the auditing profession would benefit greatly from improving audit team's EI. This study examines whether and why the audit team's EI restrains the audit quality reduction behavior in audit firms. In the study, our hypotheses are tested using a data set collected from 326 respondents in Chinese audit firms. The results are as follows: firstly, audit team's EI is directly negatively related to reduced audit quality behavior. Secondly, EI is indirectly related to reduced audit quality behavior, through team trust. The results of structural equation modeling (SEM) indicate a mediation model where team trust is negatively related to reduced audit quality behavior. Thirdly, knowledge sharing is a significant mechanism that moderates the effects of different types of EI on audit quality reduction behavior. In the audit team with high knowledge sharing, the audit team's EI can refrain the audit quality reduction behavior; In the audit team with low knowledge sharing, the audit team's EI has no significant effect on audit quality reduction behavior. This study expands the factors affecting audit quality to the psychological level of audit teams, enriches the literature on audit team's behavior characteristics, and provides direct evidence for the relationship between audit team's psychological characteristics and audit quality.
Collapse
|
6
|
Hürden beim organisationalen Knowledge Sharing. GIO-GRUPPE-INTERAKTION-ORGANISATION-ZEITSCHRIFT FUER ANGEWANDTE ORGANISATIONSPSYCHOLOGIE 2022. [DOI: 10.1007/s11612-022-00657-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
|
7
|
Yin J, Qu M, Liao G, Jia M, Li M. Exploring the relationships between team leader’s conflict management styles and team passion: From the emotional perspective. Front Psychol 2022; 13:921300. [DOI: 10.3389/fpsyg.2022.921300] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/15/2022] [Accepted: 10/28/2022] [Indexed: 11/16/2022] Open
Abstract
From the emotional perspective, this study explores how team leader’s conflict management styles affect team passion. A theoretical model is constructed which describes the mediating role of positive team emotional climate and the moderating impact of team emotional intelligence. We collect 101 teams paired data including 101 team leaders and 383 team members to test theoretical model. It is shown that leader’s cooperative conflict management style has a significant positive effect on both positive team emotional climate and team passion. Meanwhile, positive team emotional climate plays a mediating role between leader’s cooperative conflict management style and team passion. In addition, team emotional intelligence has a moderating effect between leader’s cooperative style and positive team emotional climate. This study not only provides a new perspective for follow-up research but also expands the research scope of impacts of conflict management styles. In addition, this study forms the underlying mechanism of team leader’s conflict management styles on team passion from the emotional perspective and investigates the mediating effect and moderating effect of emotional variable, which broadens the research on the mechanisms of conflict management styles on team outcomes to a certain extent.
Collapse
|
8
|
Dynamics of Team Learning Behaviours: The Effect of Time and Team Culture. Behav Sci (Basel) 2022; 12:bs12110449. [PMID: 36421745 PMCID: PMC9687379 DOI: 10.3390/bs12110449] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2022] [Revised: 10/30/2022] [Accepted: 11/11/2022] [Indexed: 11/16/2022] Open
Abstract
This research study focused on team learning behaviours, particularly the extent to which teams use learning behaviours over time, as well as the influence of different team cultures on learning behaviours over time. Data from 33 university project teams were collected longitudinally at three moments (beginning, halfway point, and end of the project) and the analysis was conducted through growth modelling. A linear relationship between time and team learning through experimenting behaviour was found, suggesting that experimenting behaviour tends to increase over time in project teams. Moreover, the early development of team cultures that promote mutual understanding and good interpersonal relationships, the accomplishment of objectives, flexibility, and the search for alternative ways to perform tasks/problem solving are conducive to experimenting behaviours from the beginning of the teamwork. This study highlights the relevance of the temporal dynamics of team learning behaviours and their interaction with team culture.
Collapse
|
9
|
Sabir M, Shoukat MH, Shah SA, Selem KM, Shaukat H. Linking shared leadership with pharmaceutical team sales performance in Pakistan: a dual mediation model. TEAM PERFORMANCE MANAGEMENT 2022. [DOI: 10.1108/tpm-05-2022-0037] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The pharmaceutical retail industry faces leadership challenges, emphasizing the importance of a mechanism to support sales managers. This paper aims to demonstrate how shared leadership (SL) might improve team performance (TP), with knowledge sharing (KS) and psychological safety (PS) serving as dual mediation effects.
Design/methodology/approach
The authors used social learning theory (SLT) to support their hypotheses. Using a purposive sampling technique, 440 respondents (65 leaders and 375 team members) from 65 pharmaceutical sales teams in Pakistan were obtained through data collection from dyad sources. The authors also used partial least square-structured equation modeling (PLS-SEM) using SmartPLS 3.3.9 to assess the measurement model and the direct paths testing. The authors also used PROCESS macro version 4 to examine dual mediation effects.
Findings
The results revealed that SL does not directly impact TP; rather, it depends on the dual mediating mechanisms of KS and PS.
Originality/value
This is an initial attempt to establish a conceptual model based on SLT, with KS and PS acting as dual mediation mechanisms. This research contributes to the current knowledge of team leadership by concentrating on how SL approaches might promote TP in the pharmaceutical sector.
Collapse
|
10
|
Chen H, Chen C, Li H, Zhang J, Yang Z. A Simulation Study on the Processes of Intra-Group Informal Interaction Affecting Workers' Safety Behaviors. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:10048. [PMID: 36011681 PMCID: PMC9408364 DOI: 10.3390/ijerph191610048] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/15/2022] [Revised: 08/07/2022] [Accepted: 08/12/2022] [Indexed: 06/15/2023]
Abstract
The construction industry across the world is characterized by a high safety risk, and the occurrence of these safety accidents has led to substantial economic and social losses. The workers' unsafe behaviors are considered to be a main cause. Thus, recently, scholars in the construction industry have shifted their attention to the investigation of the influencing factors (or antecedents) and their impact on workers' safety behaviors (WSBs), hoping to provide insight into useful management policies. The existing literature has identified many society-level, cooperation-level, project-level, and individual-level concepts influencing WSB, but ignores the influence of intra-group informal interaction (IGII) on WSB. This study constructed a conceptual model for IGII, group knowledge sharing (GKS), and group identification (GI) to determine their influence on construction workers' safety behaviors, and then conducted simulation analysis using the software of NetLogo. The results show that IGII, GKS, and GI can positively influence workers' safety behaviors, and IGII can also positively influence WSB through GKS and GI. This study enriches the theoretical knowledge on the causation of construction workers' safety behaviors, provides references for project managers to carry out proper safety management, and offers a theoretic foundation for the formulation of industry regulations.
Collapse
Affiliation(s)
- Huihua Chen
- Department of Engineering Management, School of Civil Engineering, Central South University, Changsha 410075, China
| | - Cong Chen
- Department of Engineering Management, School of Civil Engineering, Central South University, Changsha 410075, China
| | - Hujun Li
- School of Civil Engineering, Henan Polytechnic University, Jiaozuo 454003, China
| | - Jianshe Zhang
- School of Civil Engineering, Henan Polytechnic University, Jiaozuo 454003, China
| | - Zengke Yang
- School of Civil Engineering, Henan Polytechnic University, Jiaozuo 454003, China
| |
Collapse
|
11
|
Wang CH, Liu GHW, Yen CD. Teamwork Competence in Journalism Education: Evidence From TV Organizations' News Team in Taiwan. Front Psychol 2022; 13:864243. [PMID: 35832922 PMCID: PMC9272977 DOI: 10.3389/fpsyg.2022.864243] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/28/2022] [Accepted: 05/31/2022] [Indexed: 11/28/2022] Open
Abstract
The rapid development of digital technologies has transformed the world but can be a double-edged sword. We study the interaction of important variables that affect individual news reporters’ performance in which digital technology is the dominant feature. A multilevel model illustrates how transactive memory and job competence affect individual performance. The empirical study includes data from 19 teams of news reporters and 211 valid survey responses, applying hierarchical linear modeling to analyze the data. The results indicate that transactive memory and technology competence help to improve a reporter’s job performance. More importantly, teamwork competence fully mediates the relationships. Our findings thus suggest that teamwork competence is the core skill. Neither technology competence nor transactive memory alone translates directly into enhanced individual performance.
Collapse
Affiliation(s)
- Cheng-Hui Wang
- Department of Human Resources and Public Relations, Da-Yeh University, Changhua, Taiwan
| | - Gloria Hui-Wen Liu
- International Business School Suzhou (IBSS), Xi'an Jiaotong-Liverpool University, Suzhou, China
| | - Chia-Dai Yen
- Graduate Institute of Education, National Taiwan Ocean University, Keelung, Taiwan
| |
Collapse
|
12
|
Xie L, Wilson J, Sherron T. Emotion in teams: a scoping literature review. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1108/ejtd-01-2022-0002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The empirical findings of the roles of emotions in teams are mixed. This study, a scoping literature review, aims to synthesize extant research on the roles of emotions in work teams and offers future research directions.
Design/methodology/approach
Sixty-nine empirical studies from the past ten years (2012 to 2021) were identified and reviewed. The authors then analyzed these 69 papers based on their research design, focus and nomological network of emotions.
Findings
The authors found that there is a clear increasing research trend of studying emotions in a team setting. In the extant literature, team emotions were studied from three major perspectives: emotions, emotional management and emotion measurement. The authors also summarized findings into the nomological network of team emotions. Last but not least, future research directions regarding the research context, focus and design and analysis were recommended.
Originality/value
The role of emotions in teams has not been extensively reviewed or synthesized, and the empirical findings are mixed. This paper synthesized the role of emotions in teams and critical factors that affect emotions in teams. In particular, the research recommendations for critical human resource development scholars cover three aspects: research context advancement, research focus advancement and research design and analysis advancement.
Collapse
|
13
|
Adding Knowledge to Virtual Teams in the New Normal: From Leader-Team Communication towards the Satisfaction with Teamwork. SUSTAINABILITY 2022. [DOI: 10.3390/su14116424] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
The present paper sets out to investigate the relationships among several key constructs that cover the work patterns and processes in the context of the COVID-19 pandemic. Emphasis is laid on the leader-team communication, the fostering of a strong team culture, team performance and satisfaction with teamwork in the case of virtual teams. The scrutiny is intended to complement recent developments in the field which compared traditional and virtual teams at different levels by adding knowledge to virtual teams’ communication and interaction patterns and processes. In this vein, an online survey was conducted with 175 members from different virtual teams. The findings showed the advancement of a pertinent conceptual model, mostly displaying significant relationships among constructs. Four out of the five formulated hypotheses were validated, the highest influences being reported between leader-team communication and team culture, respectively, and between team performance and satisfaction with teamwork. Furthermore, the structural model explained over 50% of the variance in the satisfaction with teamwork, thus supporting the relevance of the inferred relationships.
Collapse
|
14
|
Responsible Leadership and Sustainable Development in East Asia Economic Group: Application of Social Exchange Theory. SUSTAINABILITY 2022. [DOI: 10.3390/su14106020] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study aimed to investigate the integrated relationship of responsible leadership, knowledge sharing, and sustainable performance, drawing from social exchange theory. Data from 264 employees of manufacturing firms in China were collected using online survey forms, exhibiting a response rate of 52.80 percent. Subsequently, the partial least square-structural equation modelling (PLS-SEM) was applied to examine responsible leadership’s direct and indirect effect on sustainable performance. Current empirical evidence revealed that responsible leaders influence sustainable performance significantly among these firms. Moreover, knowledge sharing has partially mediated the link between responsible leadership-sustainable performance. Overall, the present study contributed to the responsible leadership theory and enriched the literature on sustainable development, where it was found that responsible leaders play a critical role in the latter. Policymakers and practitioners in organisations should take the initiative in fostering specific leadership training and knowledge sharing activities. Accordingly, several recommendations were suggested to policymakers, in which strong leadership is considered the primary role behind several organisational aspects. These aspects include success, knowledge, and information, encouraging sustainable development goals.
Collapse
|
15
|
Nguyen NL, Phan ATT, Doan NT. Motivations to share knowledge in professional service teams: the moderating role of project stage. TEAM PERFORMANCE MANAGEMENT 2022. [DOI: 10.1108/tpm-11-2021-0083] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to examine the effects of three-perspective motivations including task interdependence, normative conformity, affective bonding on team knowledge sharing (KS) and the moderating effects of project stage on the proposed model paths.
Design/methodology/approach
The quantitative method was applied through surveying senior auditors representing 263 audit teams in Vietnam.
Findings
Findings show that task interdependence has salient effect on team KS. Normative conformity and affective bonding become more important when projects move to later stages where knowledge shared is more tacit and the team involves more social interactions.
Research limitations/implications
This study puts forth the limitations related to the study scope of financial statement auditing teams that may influence the generalization.
Practical implications
This study recommends auditing managers to be aware of diverse motivations for team KS and their increasingly important role in specific project stages.
Originality/value
The novelty of the research is to integrate three knowledge-sharing motivations based on economics, social and psychological perspectives and to affirm the dynamic nature of KS within team projects.
Collapse
|
16
|
Shoukat MH, Elgammal I, Shah SA, Shaukat H. Nexus between shared leadership, workplace bullying, team learning, job insecurity and team performance in health care. TEAM PERFORMANCE MANAGEMENT 2022. [DOI: 10.1108/tpm-04-2021-0034] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The primary objectives of this paper are to examine the mediating effect of team learning (TL) in the relationship between shared leadership (SL) and team performance (TP), to investigate the important contingencies-moderating role of workplace bullying in the relationship between SL and TL and to investigate the moderating role of job insecurity in the relationship between TL and TP in health-care organizations.
Design/methodology/approach
Based on the social learning theory, this study used the aggregation approach to collect data, by using a structured questionnaire and the purposive sampling technique, from 223 respondents (60 leaders and 174 team members) of 60 sales teams from the top 10 pharmaceutical companies. A structural equation modeling on SmartPLS 3.2.9. was then used for analyzing the data collected.
Findings
The results indicate that SL significantly affects TP and that TL partially mediates this relationship. Workplace bullying has a significant impact as it reduces the effect of SL on TL and has a significant impact on TL. On the other hand, job insecurity has positively influenced TL and TP.
Originality/value
One of the first studies in the Pakistan health-care producer context used social learning theory to develop a contingency model based on important contingencies (workplace bullying and job insecurity). The study contributes to the existing literature on team leadership, highlighting how leadership can be translated into team performance.
Collapse
|
17
|
Liu HY. The Moderating Role of Team Conflict on Teams of Nursing Students. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:4152. [PMID: 35409835 PMCID: PMC8998769 DOI: 10.3390/ijerph19074152] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/26/2022] [Revised: 03/25/2022] [Accepted: 03/29/2022] [Indexed: 02/04/2023]
Abstract
Inter-professional education has become a widespread trend in healthcare education around the world. This study examined whether conflict moderated the correlation between swift trust and creativity for nursing students on teams in inter-professional education courses in Taiwan. A cross-sectional survey study with comparative, quantitative analysis was conducted to describe relationships between the studied variables. This study collected self-report data from 270 nursing students who attended interdisciplinary team-based capstone courses, and this study divided them into 54 teams. Each team consisted of five members. The study results showed cognition-based team swift trust had a positive correlation with team creativity. The negative association was revealed between relationship conflict and team creativity. Moderation models demonstrated that relationship conflict (95% C.I. [-0.70, -0.21]) negatively moderated the correlation between cognition-based swift trust and team creativity among nursing student teams. This research found that greater levels of cognition-based swift trust may enhance nursing students' team creativity in inter-professional education courses. However, relationship conflicts may limit the positive outcomes of that association. Nursing educators should incorporate conflict management particularly aiming at relationship conflicts into their interdisciplinary nursing courses to support creative outcomes.
Collapse
Affiliation(s)
- Hsing-Yuan Liu
- Department of Nursing, Chang Gung University of Science and Technology, No. 261, Wunhua 1st Rd., Gueishan Township, Taoyuan City 33303, Taiwan;
- Linkou Chang Gung Memorial Hospital, No. 5, Fuxing St., Guishan District, Taoyuan City 33305, Taiwan
| |
Collapse
|
18
|
Good JRL, Halinski M, Boekhorst JA. Organizational social activities and knowledge management behaviors: An affective events perspective. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22109] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
- Jessica R. L. Good
- School of Human Resource Management York University Toronto Ontario Canada
| | - Michael Halinski
- Ted Rogers School of Management Ryerson University Toronto Ontario Canada
| | - Janet A. Boekhorst
- Conrad School of Entrepreneurship and Business University of Waterloo Waterloo Ontario Canada
| |
Collapse
|
19
|
Dong B, Peng X, Jiang N. Exploring the Domain of Emotional Intelligence in Organizations: Bibliometrics, Content Analyses, Framework Development, and Research Agenda. Front Psychol 2022; 13:810507. [PMID: 35321038 PMCID: PMC8937019 DOI: 10.3389/fpsyg.2022.810507] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/07/2021] [Accepted: 02/03/2022] [Indexed: 11/22/2022] Open
Abstract
Emotion is a kind of micro foundation that can affect human behaviors even in the digital era. Emotional intelligence (EI) is an important psychological factor that affects the growth and development of organizations from the view of emotion. Based on current bodies of literature, a comprehensive review of EI can contribute to its theory development in organization research and facilitate EI research burgeoning. We visualize the landscape of EI by analyzing 1,996 articles with CiteSpace their concepts, dimensions, and measurement. We propose two specific mechanisms, which clarify how individuals with high EI use emotional information to influence themselves and others. Following this, we develop a theoretical framework of EI at levels of individual, team, and organization. Finally, future directions and research agenda are addressed. This research contributes to the literature of EI and provides practical insight for practitioners.
Collapse
Affiliation(s)
- Baobao Dong
- School of Business and Management, Jilin University, Changchun, China
- *Correspondence: Baobao Dong,
| | - Xing Peng
- School of Business and Management, Jilin University, Changchun, China
| | - Na Jiang
- School of Music, Dance and Drama, Changchun Humanities and Sciences College, Changchun, China
| |
Collapse
|
20
|
Hornung O, Smolnik S. At the mercy of our emotions? A multi‐dimensional analysis of emotions in knowledge management research. KNOWLEDGE AND PROCESS MANAGEMENT 2022. [DOI: 10.1002/kpm.1701] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Olivia Hornung
- Chair of Business Information Systems, University of Hagen Hagen Germany
| | - Stefan Smolnik
- Chair of Business Information Systems, University of Hagen Hagen Germany
| |
Collapse
|
21
|
Du J, Lin X, Cai Y, Sun F, Amankwah-Amoah J. When Teamwork Works: Examining the Relationship Between Leader-Member Exchange Differentiation and Team Creativity. Front Psychol 2022; 12:646514. [PMID: 35126217 PMCID: PMC8815316 DOI: 10.3389/fpsyg.2021.646514] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/27/2020] [Accepted: 12/22/2021] [Indexed: 11/13/2022] Open
Abstract
Drawing on team creativity literature and social comparison theory, we investigate how leader-member exchange (LMX) differentiation influences team creativity. Using a survey based on 91 R&D teams from Chinese companies, we observe that LMX differentiation is negatively related to team creativity (β = -0.35, p < 0.01). More importantly, we demonstrate that team behavioral integration mediates the relationship between LMX differentiation and team creativity (indirect effect size = -0.72, with 95% CI of -1.91, -0.13), and team emotional intelligence (TEI) moderates the relationship between LMX differentiation and team behavioral integration (β = 0.23, p < 0.05), such that LMX differentiation has a weaker negative influence on team behavioral integration when TEI is higher. These results provide relevant suggestions for organizational team building, management, and development.
Collapse
Affiliation(s)
- Juan Du
- School of Business Management, Shanghai International Studies University, Shanghai, China
| | - Xinyue Lin
- School of Business Management, Shanghai International Studies University, Shanghai, China
| | - Yahua Cai
- Department of Human Resource Management, Shanghai University of Finance and Economics, Shanghai, China
| | - Fufu Sun
- Department of Human Resource Management, Shanghai University of Finance and Economics, Shanghai, China
| | | |
Collapse
|
22
|
The Involvement of Sustainable Talent Management Practices on Employee’s Job Satisfaction: Mediating Effect of Organizational Culture. SUSTAINABILITY 2021. [DOI: 10.3390/su132313320] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
As institutions operate in a competitive market, there are always unexpected changes and difficulties that complicate academic and administrative positions and achieve key organizational goals and objectives. This paper aimed to assess the link of sustainable talent management practices on employee job satisfaction in the higher education sector located in North Lebanon and to reinforce this relationship by taking into account the mediating effect of the organizational culture. A structured questionnaire has been distributed to study a research sample of 200 randomly selected workers from ten public and private Lebanese institutions. Structural equation modeling was used to assess the presented hypotheses. The findings indicated a strong and significant positive relationship between the sustainable talent management practices and employee’s job satisfaction, whereas organizational culture had a mediation effect on the relationships between independent variables, with a statistically significant positive impact, and a statistically significant negative indirect effect relationship between knowledge sharing and employee’s job satisfaction. The study engages a fit model to clarify the relationship between sustainable talent management practices and employee’s job satisfaction. Hence, the study encourages organizations to take advantage of sustainable talent management practices within their institutions to further develop their competitive achievement along with the satisfaction of their employees.
Collapse
|
23
|
Hujala T, Laihonen H. Effects of knowledge management on the management of health and social care: a systematic literature review. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-11-2020-0813] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
Abstract
Purpose
The purpose of this study is twofold. First, it suggests that knowledge management (KM), as an academic discipline and managerial practice, provides valuable perspectives and tools to help health and social care management cope with both existing and future challenges. Second, it reviews the existing evidence on the effects of KM on the management of health and social care. Based on the results of the review, an evaluation framework for the effects of KM is proposed.
Design/methodology/approach
The literature review was conducted using the guidance of the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement to search the Web of Science and SCOPUS databases. The search terms included “knowledge management”, “healthcare” and “effect.” Academic articles published between 2010 and 2020 were included.
Findings
The study identifies six main categories among the effects of KM on the management of health and social care as follows: enhanced understanding of customer needs, improved organizational performance, better targeted decision-making, improved quality of service, behavioral or cultural change and improved risk management.
Originality/value
This study contributes by summarizing the literature on the effects of KM on the management of health and social care and proposing avenues for future research in this area.
Collapse
|
24
|
Lei Y, Zhou Q, Ren J, Cui X. From “personal” to “interpersonal”: a multilevel approach to uncovering the relationship between job satisfaction and knowledge sharing among IT professionals. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-04-2021-0330] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to examine how job satisfaction (JS) affects two types of knowledge sharing (KS), in-role KS and extra-role KS. It also investigates the mediating effect of knowledge sharing self-efficacy (KSSE) and the moderating effect of team collaborative culture (TCC) between JS and two types of KS.
Design/methodology/approach
This study applies attribution theory to develop a cross-level model and validate it through paired data collected from 322 information technology professionals nested within 80 teams. Hierarchical linear modeling is used to test the hypotheses.
Findings
JS positively influences in-role and extra-role KS via KSSE and TCC positively moderates the relationship between JS and extra-role KS.
Originality/value
This study is one of the first to investigate the mechanism underlying the influence of JS on two types of KS. It also identifies the mediating and moderating effects of this mechanism.
Collapse
|
25
|
Trust and social network to boost tacit knowledge sharing with mediation of commitment: does culture moderate? VINE JOURNAL OF INFORMATION AND KNOWLEDGE MANAGEMENT SYSTEMS 2021. [DOI: 10.1108/vjikms-01-2021-0012] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to investigate the tacit knowledge-sharing framework among Pakistani academicians. The objective is to study trust and social networks as antecedents to foster tacit knowledge sharing with the mediating role of commitment. Furthermore, the moderating role of organizational knowledge-sharing culture is also examined.
Design/methodology/approach
The study applied a survey-based quantitative research design to test the proposed model. The nature of data are cross-sectional and collected with stratified random sampling among public sector higher education professionals of Pakistan. The total sample size for the present research is 247 respondents. The variance-based structural equation modeling technique by using Smart_PLS software is used for analysis.
Findings
Data analysis and results reveal that trust and social networks are significant predictors of tacit knowledge sharing among Pakistani academicians while commitment positively mediated the relationships. While the moderating role of organizational knowledge-sharing culture is also established.
Research limitations/implications
The current research explains tacit knowledge sharing among academics with fewer antecedents i.e. social network and trust with limited sample size and specific population. There is still a great deal of work to be done in this area. Hence, the study provides direction for including knowledge-oriented leadership and knowledge governance in the current framework. Moreover, the framework can be tested in different work settings for better generalization.
Practical implications
The study gives an important lead to practitioners for enhancing tacit knowledge sharing at the workplace through a robust social network of employees, building trust and boosting employees’ commitment, as well as through supportive organizational knowledge sharing culture.
Originality/value
The research comprehends the tacit knowledge sharing framework with theoretical arrangements of trust, social networks, commitment and culture in higher education workplace settings under the umbrella of social capital theory.
Collapse
|
26
|
Terkamo-Moisio A, Karki S, Kangasniemi M, Lammintakanen J, Häggman-Laitila A. Towards remote leadership in health care: Lessons learned from an integrative review. J Adv Nurs 2021; 78:595-608. [PMID: 34462938 DOI: 10.1111/jan.15028] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2021] [Revised: 07/26/2021] [Accepted: 08/11/2021] [Indexed: 11/30/2022]
Abstract
AIM To gather and synthesize current empirical evidence on remote leadership and to provide knowledge that can be used to develop successful remote leadership in health care. DESIGN A integrative literature review with an integrated mixed methods design. DATA SOURCES The literature search was carried out between February and March 2019 in the CINAHL, Medline (Ovid), PsycInfo, Scopus, SocIndex, Web of Science and Business Source Elite (EBSCO) databases. REVIEW METHODS An integrative review was conducted to identify relevant studies published from 2010 to 2019. Of the 88 eligible studies, 21 studies met the inclusion criteria and were selected for the final review. The included studies were analysed using mixed methods synthesis, more specifically, data-based convergent synthesis. RESULTS The performed analysis identified three main themes: characteristics of successful remote leadership; enhancing the leader-member relationship; and challenges in remote leadership. The first theme included the following sub-themes: remote leader characteristics; trust; communication; and leading the team culture. The second theme covered the importance of organizing regular face-to-face meetings, clear communication policies and the connection between positive team spirit and good remote leader-member relationship, while the third theme emphasized leader- and member-related challenges for remote work. CONCLUSIONS As none of the identified studies had been conducted in a health care setting, future remote leadership research must also specifically consider the health care context. This will be pivotal to exploring how remote work can foster a safe workplace culture, empower health care workers, increase job satisfaction and improve patient outcomes. IMPACT Remote leadership has rarely been studied in the health care context. Trust, communication, team spirit and a leader's characteristics are central to remote leadership, a finding which is useful for re-evaluating and improving the current culture at health care organizations.
Collapse
Affiliation(s)
- Anja Terkamo-Moisio
- Department of Nursing Science, University of Eastern Finland, Kuopio, Finland
| | - Suyen Karki
- Department of Nursing Science, University of Eastern Finland, Kuopio, Finland
| | - Mari Kangasniemi
- Department of Nursing Science, University of Turku, Turku, Finland
| | - Johanna Lammintakanen
- Department of Health and Social Management, University of Eastern Finland, Kuopio, Finland
| | - Arja Häggman-Laitila
- Department of Nursing Science, University of Eastern Finland, Kuopio, Finland.,City of Helsinki, Social and Health Care, Helsinki, Finland
| |
Collapse
|
27
|
Knowledge sharing and self-efficacy in an EFL context: the mediating effect of creativity. GLOBAL KNOWLEDGE, MEMORY AND COMMUNICATION 2021. [DOI: 10.1108/gkmc-03-2021-0040] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
As demonstrated in the literature, teachers’ knowledge sharing, self-efficacy and creativity display certain levels of cause-and-effect and correlational connections from different perspectives. Nonetheless, few studies, if any, have been reported on the interplay of these three concepts in the context of the language classroom. As such, this study aims to test a structural model of English as a foreign language (EFL) teachers’ knowledge sharing, self-efficacy and creativity and specifically to examine the hypothesis that creativity mediates the relationship between EFL teachers’ knowledge sharing and self-efficacy.
Design/methodology/approach
The participants were 384 EFL teachers from different language institutes across Iran. The EFL teachers were selected based on random stratified sampling method. To verify the research hypotheses, a quantitative correlational design was used in the present study. The quantitative data was collected using three questionnaires, and then descriptive and inferential statistics were used to analyze the data. Therefore, we used the EFL teachers’ creativity questionnaire developed by Khany and Boghayeri (2014), knowledge sharing behavior scale by Ramayah et al. (2014) and teachers’ self-efficacy questionnaire by Tschannen-Moran and Hoy (2001). To analyze the data, Pearson correlation and multiple regression were run.
Findings
The findings revealed the hypothesized model of relationships among the study variables. The results also confirmed the mediator role of creativity. The implications of the findings in relation to creativity, knowledge sharing and self-efficacy are discussed.
Originality/value
The bulk of research on teacher self-efficacy has concentrated fairly adequately on its relationship with factors such as teachers’ reflective practice, critical thinking, emotional intelligence, personality and student achievement. What seems to be rather missing in this line of research has to do with the exploration of the possible links among knowledge sharing, self-efficacy and creativity as interacting variables, especially in the context of Iran where teachers’ knowledge sharing is lower than expected. More importantly, no previous investigation has tapped into the mediating effect of creativity on the connection between English teachers’ knowledge sharing and self-efficacy.
Collapse
|
28
|
Mishra SS, Kasim JJ. Team culture, employee commitment and job performance in public sectors: a multi-level analysis. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-02-2021-2631] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Purpose
The purpose of this paper is to examine the mediating role of employee commitment into the relationship of team culture and job performance at multi-level, in the context of Ethiopian public sectors.
Design/methodology/approach
In the adopted survey design, data were collected from two sources. In the rural development sector of Bale zone in Oromia regional state of Ethiopia, 108 randomly selected employees participated in the survey and also their corresponding 13 team supervisors. By using referent-shift consensus, the individual responses on team culture have been aggregated to team-level scores. In the multi-level modeling, the mediation effect of employee commitment was checked by using Monte Carlo simulation.
Findings
The analysis reveals that employee commitment significantly cross-mediates into the relationship between team culture and job performance. In line with the extended model of team motivation, team culture was found to be significantly cross-related with individual job performance also.
Practical implications
This paper contributes to the knowledge regarding the effects of team culture on employee commitment and job performance. Based on the competing values framework, the authors argue that the cohesion and strong camaraderie among members within a work team establishes a team culture within the organization culture itself.
Originality/value
The novelty of this study lies in the fact that; it is the first study to see the indirect effect of team culture on job performance through employee commitment at multi-level.
Collapse
|
29
|
Ghatak SK, Mahanty B. Impact of knowledge growth and team composition on the co-located software project performance. KNOWLEDGE MANAGEMENT RESEARCH & PRACTICE 2021. [DOI: 10.1080/14778238.2021.1939173] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
| | - Biswajit Mahanty
- Industrial & Systems Engineering, Indian Institute of Technology, Kharagpur
| |
Collapse
|
30
|
Gonzalez RVD. Effects of learning culture and teamwork context on team performance mediated by dynamic capability. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-05-2020-0385] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to investigate the relationship between learning culture and teamwork context based on the mediating role played by dynamic capability in manufacturing teams of the industrial sector.
Design/methodology/approach
It proposes that dynamic capability is a key element for improving the performance of teams, which, in turn, is positively affected by learning culture and teamwork context. This study is based on data from a survey of 201 companies in the Brazilian industrial sector with manufacturing teams, and followed the partial least squares approach to model the structural equation that was used for data analysis.
Findings
The results indicate that dynamic capability has a strong positive influence on team performance, and also that, despite learning culture and teamwork context having no direct association with performance, they offer contributions mediated by dynamic capability.
Research limitations/implications
This study includes a reduced sample regarding the population of Brazilian industrial companies, being restricted to only one sector of activity. Future studies may obtain larger samples by working with different sectors in different countries.
Practical implications
This article alerts managers to the importance of dynamic capability for improving the performance of teams, and points out the role played by learning culture and teamwork context in this relationship.
Originality/value
This research presents new insights into how dynamic capability contributes to the performance of teams, based on antecedent factors (learning culture and teamwork context).
Collapse
|
31
|
The Nexus between Team Culture, Innovative Work Behaviour and Tacit Knowledge Sharing: Theory and Evidence. SUSTAINABILITY 2021. [DOI: 10.3390/su13084333] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Tacit knowledge sharing is an essential intellectual capital for frontline employees in hotel enterprises. While the relationship of knowledge sharing with team culture (TC) and innovative work behavior (IWB) was investigated in the extant literature, little is known about the extent to which tacit knowledge sharing affects TC and IWB. In this regard, the purpose of this study is to investigate the role of tacit knowledge sharing in the relationship between TC and IWB. For this purpose, data were gathered from 360 department managers of Turkish 4–5 star hotels. The results were analyzed utilizing Smart PLS 3 using bootstrapping to determine the level of significance of the relationships between tacit knowledge sharing, TC and IWB. The results show statistically significant relationships between tacit knowledge sharing, TC and IWB. Moreover, tacit knowledge sharing has a mediating role in the relationship between team culture and innovative work behavior.
Collapse
|
32
|
Umar M, Sial MH, Ali SA. Significance of Job Attitudes and Motivation in Fostering Knowledge Sharing Behaviour Among Bank Personnel. JOURNAL OF INFORMATION & KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1142/s0219649221500039] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
This research examines the association of job attitudes (i.e. job involvement, job satisfaction, and commitment) with knowledge sharing behaviour of bank personnel through behavioural antecedents (i.e. motivation, attitude, and intentions to share knowledge). The hypothesised relationships among job attitudes (excluding job involvement), behaviour antecedents, and knowledge sharing behaviour are significant and consistent. Notably, the association of job satisfaction with the motivation to share knowledge is insignificant. The survey results are based on data from a stratified multistage cluster sample of 316 public and private sector bank professionals from Pakistan, analyzed using Partial Least Square (PLS)-Structure Equation Modelling (SEM). The research provides a framework for theoretical and practical implications in knowledge-intensive organisations to foster knowledge sharing that increases individual as well as organisational productivity. The study paves the way for future research by including knowledge-oriented leadership, culture, trust, knowledge governance, and citizenship behaviour in the current framework for analysis in diverse geographical and demographical contexts.
Collapse
Affiliation(s)
- Muhammad Umar
- University of Gujarat, Pakistan
- University of Management and Technology, Lahore, Pakistan
| | - Maqbool Hussain Sial
- School of Business and Economics, University of Management and Technology, Lahore, Pakistan
| | - Syed Ahmad Ali
- School of Business and Economics, University of Management and Technology, Lahore, Pakistan
| |
Collapse
|
33
|
Factors Affecting Knowledge Management and Its Effect on Organizational Performance: Mediating the Role of Human Capital. ADVANCES IN HUMAN-COMPUTER INTERACTION 2021. [DOI: 10.1155/2021/8857572] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
This study aims to investigate and identify the factors affecting the empowerment and implementation of knowledge management in organizations as well as the impact of knowledge management on organizational performance. This study also examines the mediating role of human capital in the relationship between knowledge management and performance of Kabul Steel Plant, which is the largest steel plant in Afghanistan. The research model was developed through the literature review. The initial data were collected through a questionnaire containing 48 questions. Participants were 108 managers and administrative staff of the company. The collected data were analyzed by using the SPSS and SmartPLS software. The hypotheses regarding the impact of strategy and technology on knowledge management were rejected by using correlation analysis and t-test statistic. Finally, the findings showed the positive effects of variables of structure, culture, leadership, and trust on knowledge management in an organization. Also, knowledge management influences the organizational performance, both directly and through the mediating variable of human capital. This research encourages the managers and employees of organizations to use the available organizational resources to implement knowledge management in organizations and improve knowledge management practices and human resources that are the most valuable resources of any organization in order to remain competitive in the markets.
Collapse
|
34
|
Pertuz-Peralta V, Arias-Pérez J, Daza-Calier Y. Knowledge sharing among academics: why organizational narcissism in higher education matters? VINE JOURNAL OF INFORMATION AND KNOWLEDGE MANAGEMENT SYSTEMS 2020. [DOI: 10.1108/vjikms-03-2020-0044] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to analyse the effects of organizational narcissism on four knowledge-sharing aspects among academics: publications, personal interactions, organizational communication and network interaction.
Design/methodology/approach
This research uses a sample of 288 research groups from public and private universities in Colombia. The study used structural equations by the partial least squares method (PLS).
Findings
The results indicate that organizational narcissism has a positive and significant influence on the four knowledge-sharing aspects analysed. The greatest effect of organizational narcissism is generated in organizational communication, followed by personal interactions, network interaction and publications.
Originality/value
This work contributes to developing the emerging theoretical perspective which gives greater attention to the analysis of organizational behaviours considered strategic given their potential to dynamize knowledge sharing as opposed to focusing on how publications are affected by fragments or specific aspects of organizational culture. The findings show organizational narcissism is one of such strategic behaviours. Moreover, the study sheds light on the controversy between positions for and against organizational narcissism, and the results contradict previous studies that highlight the negative repercussions of this organizational behaviour on publications. In addition, our work provides a perspective that allows for a broader view in evaluating the actual extent of the impact of organizational narcissism, which is not exclusively limited to the publication dimension. In this way, the research horizons of organizational narcissism are also expanded, as regrettably it was long seen as a phenomenon that occurred almost exclusively in the business context.
Collapse
|
35
|
Xia H, Xiong G, Weng J. Influential Factors of Knowledge Sharing of Multinational E-Health Service Based on 24HrKF. JOURNAL OF GLOBAL INFORMATION MANAGEMENT 2020. [DOI: 10.4018/jgim.2020100104] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
Abstract
In order to solve the problem of cross-time and cross-regional medical collaboration and distributed knowledge sharing across patients and medical teams for 24 hours a day in the context of global resource allocation, a new 24HrKF e-health service model is proposed and a key knowledge model of 24HrKF e-health team knowledge sharing is established based on existing research results combined with 24HrKF distributed team characteristics. Finally, the questionnaire data of 338 multinational medical team members are used to verify the impact of key factors on the knowledge sharing of medical teams. The results shows that factors such as information and communication technology, the hospital's cultural characteristics, cross-cultural communication, medical knowledge and skills, and trust all have a significantly positive impact on knowledge sharing among team members especially information and communication technology and medical knowledge and skills. However, the degree of time-span separation across time zones has no significant effect on the knowledge sharing among team members.
Collapse
Affiliation(s)
| | - Gan Xiong
- Wuhan Academy of Educational Science, Wuhan, China
| | - Juan Weng
- Wuhan Textile University, Wuhan, China
| |
Collapse
|
36
|
Maheshwari B, Sarrion M, Motiani M, O'Sullivan S, Chandwani R. Exploration of factors affecting the use of Web 2.0 for knowledge sharing among healthcare professionals: an Indian perspective. JOURNAL OF KNOWLEDGE MANAGEMENT 2020. [DOI: 10.1108/jkm-02-2020-0105] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to explore knowledge sharing (KS) attitudes and intention of healthcare professionals in India through the use of information and communication technology platforms such as Web 2.0. The research specifically focuses on individual motivators such as the face, reputation and reciprocity, which, to an extent, are influenced by indigenous culture.
Design/methodology/approach
The study uses a cross-sectional survey design to collect data. A sample of 207 was obtained from professionals working in healthcare in India. The data were analyzed using the partial least square-structural equation modeling.
Findings
The results confirmed that attitude toward KS leads to the intention to share knowledge. Attitude toward KS using Web 2.0 was found to be positively related to self-efficacy and reciprocity. Furthermore, face and reputation were found to moderate the relationship between attitude and intention to share knowledge while the moderating effect of rewards was found to be insignificant.
Research limitations/implications
This study was limited to healthcare professionals in India. Knowledge workers in other industries can be considered for further studies.
Practical implications
This study provides useful insights into KS practices using Web 2.0 among knowledge workers. Particularly it emphasizes the individual motivators, which can be manipulated by Web 2.0 designers to nurture a positive attitude toward KS and to encourage user’s participation.
Originality/value
The study investigates, using an integrated theoretical framework, how certain factors act as a motivator or a barrier for sharing knowledge using Web 2.0. in the specific cultural context of healthcare professionals in India.
Collapse
|
37
|
Majeed N, Jamshed S. Nursing turnover intentions: The role of leader emotional intelligence and team culture. J Nurs Manag 2020; 29:229-239. [PMID: 32881098 DOI: 10.1111/jonm.13144] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2020] [Revised: 08/10/2020] [Accepted: 08/18/2020] [Indexed: 12/17/2022]
Abstract
AIM To explore the influence of leader emotional intelligence on the working culture prevailing in teams that ultimately impacts nurses' intent to leave the job. BACKGROUND Global shortages of nursing professionals have been concerning issues of extreme vitality in the delivery of superior services. Though the state-of-the-art system provides relief, the hospital management continued worrying about losing highly skilled nursing professionals due to a higher level of emotional exhaustion exhibiting progressive turnover. METHODS A survey technique was employed for data collection from nurses. Further data were analysed by structural equation modelling in the light of 313 substantial responses by using SmartPLS. RESULTS The findings revealed that leader emotional intelligence impulses critical constructive effects by fulfilling the needs of nurses and has an impact on their turnover intentions simultaneously. CONCLUSION The research provides an empirical lens of leadership and culture, which noticeably explain turnover intention. This study affirmed solid connections amongst the leader emotional intelligence, team culture and turnover intentions. IMPLICATIONS FOR NURSING MANAGEMENT The study provides valuable insight for health management organisations to focus on factors that decrease the turnover intention of nurses. Considering a global shortage of nurses, nursing management must consider crucial aspects of the work environment and plan interventions to restrain nursing turnover intentions.
Collapse
Affiliation(s)
- Nauman Majeed
- Department of Business Strategy and Policy, Faculty of Business and Accountancy, University of Malaya, Kuala Lumpur, Malaysia
| | - Samia Jamshed
- Department of Business Strategy and Policy, Faculty of Business and Accountancy, University of Malaya, Kuala Lumpur, Malaysia.,Department of Business Administration and Management Sciences, Superior University, Lahore, Pakistan
| |
Collapse
|
38
|
Rahman MS, Abdel Fattah FAM, Hassan H, Haque T. An integrated understanding of academics knowledge sharing behaviour. GLOBAL KNOWLEDGE, MEMORY AND COMMUNICATION 2020. [DOI: 10.1108/gkmc-10-2019-0122] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to examine the underlying functions of sense of spirituality (SS), emotional intelligence (EI) and perceived work environment (PWE) towards knowledge sharing behaviour (KSB) among the academic staff of higher learning institutions (HLIs) through a comparative investigation. This study extends the investigation by examining the relationship between SS and KSB through the mediating role of EI. The moderating role of PWE between SS and KSB was also tested.
Design/methodology/approach
The sample comprised 300 responses from 150 Bangladeshi and 150 Malaysian academic staff of public and private HLIs. Convenient sampling tools were used. Structural equation modelling (SEM) was used to analyse the proposed model and hypotheses. The study explains the differences and similarities in KSB practices concerning SS, EI and PWE of the academic staff from the two countries’ HLIs.
Findings
The results support the direct positive effects of SS on KSB. The two data sets also support the indirect effects of SS on KSB through the mediation of EI. However, the results indicate that SS only promoted KSB among individuals with high levels of PWE in their respective institutions. For individuals with low levels of PWE, SS did not affect KSB.
Practical implications
The management of HLIs should engage their experiences and those of newly hired academic staff in the KSB process. However, in facilitating KSB culture among the academic staff, HLIs need to foster the staff’s SS, which ultimately improvises the EI to strongly influence KSB. The management of HLIs understands that SS may be inefficient in promoting KSB among employees with low PWE. Authorities of HLIs need to facilitate a quality work environment to enhance the association between SS and KSB.
Originality/value
This study is one of the initial attempts to investigate KSB by considering SS, EI and PWE in the context of Bangladesh and Malaysia HLIs. The findings of the study can serve as inputs to HLIs in developing best practices across KSB dimensions and improving academic staff performance.
Collapse
|
39
|
Top-down knowledge hiding and innovative work behavior (IWB): a three-way moderated-mediation analysis of self-efficacy and local/foreign status. JOURNAL OF KNOWLEDGE MANAGEMENT 2019. [DOI: 10.1108/jkm-11-2018-0687] [Citation(s) in RCA: 41] [Impact Index Per Article: 8.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS). Drawing on social learning theory, the authors test the three-way moderated-mediation model in which the direct effect of SKHS on IWB is first mediated by self-efficacy and then further moderated by supervisor and supervisee nationality (locals versus foreigners).
Design/methodology/approach
The authors collected multi-sourced data from 446 matched supervisor-supervisee pairs working in a diverse range of organizations operating in the Kingdom of Saudi Arabia. After initial data screening, confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in regression analysis with SPSS.
Findings
Results showed that SKHS had both direct and mediation effects, via the self-efficacy mediator, on supervisee IWB. The mediation effect was further moderated by supervisor and supervisee nationality (local versus foreigners), which highlighted that the effect was stronger for supervisor–supervisee pairs that were local-local or foreigner-foreigner than for pairs that were local-foreigner or foreigner-local.
Originality/value
This study contributes to both knowledge hiding and IWB literature and discusses the useful theoretical and practical implications of the findings.
Collapse
|
40
|
Al Taweel IR. The impact of the organizational cultures on the job performance in the GCC companies. MARKETING AND MANAGEMENT OF INNOVATIONS 2019. [DOI: 10.21272/mmi.2019.3-20] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
Abstract
This paper summarizes the arguments and counterarguments within the scientific discussion on the issue the link between organizational cultures on the job performance in the Gulf Council countries companies. The main goal of the paper is to examine empirically the determinants of organizational cultures (structure, strategy, leadership, and high-performance work), and their impacts on job performance. The relevance of the decision of this scientific problem is that organizational cultures are a relevant problem for the companies in the Gulf Council countries. The Investigation of the topic of organizational cultures and the job performance in the paper is carried out in the following logical sequence: The methodological tool of this contribution tries to measure the effect of organizational cultures, structure, strategy, leadership, and high-performance work on job performance. The main purpose of the research is focused on the empirical approach justified by the use of the structural equations. The paper presents the results of an empirical analysis which showed that the effect of organizational cultures, structure, strategy, leadership, and high-performance work exerts positive relationships on job performance. The results found suggest that structure and strategy as indicators of organizational cultures, job performance with a high-performance work practice. The results showed a positive impact between the variables and implied that organizational cultures in the Gulf Council countries companies have a positive and significant relationship with job performance. The results confirm the existence of positive relationship as significant between structure, strategy and job performance in the Gulf Council countries companies. The research empirically confirms and theoretically proves that organizational cultures are significant relationships with job performance. The results of the research can be useful for the Gulf Council countries companies to promote the organizational cultures for good job performance.
Keywords: organizational cultures, strategy, leadership, high-performance work, job performance.
Collapse
|