The Impact of Employees' Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

Impact of Psychological Capital on Organizational Commitment and Turnover Intention: Evidence from Korean Flight Attendants

Background

We analyzed the effects of psychological capital on organizational commitment and turnover intention among flight attendants at a Korean airline and the mediating effect of organizational commitment.

Methods

Data were collected through a 2022 survey of Korean flight attendants, yielding 297 responses. Model reliability and validity were assessed to confirm hypotheses.

Results

Hope had a significant negative effect on turnover intention P<0.05), whereas optimism and resilience did not have significant effects on turnover intention. Additionally, hope had a significant positive effect on normative and continuance commitment, unlike optimism and resilience, which did not have significant effects on normative commitment or continuance commitment. Both normative commitment and continuance commitment negatively influenced turnover intention. Organizational commitment mediated the relationship between psychological capital and turnover intention, reinforcing the positive impact of psychological capital on reducing turnover intention.

Conclusion

This study underscores the significance of psychological capital in shaping organizational commitment and reducing turnover intention among Korean flight attendants. Strengthening psychological capital and fostering organizational commitment can bolster airline stability, competitiveness, and service quality.

The mediating role of psychological capital on the relationship between authentic leadership and innovative behaviour among Chinese nurses

AIM

To explore the mediating role of psychological capital between authentic leadership and innovative behaviour among Chinese nurses.

DESIGN

A cross-sectional study.

METHODS

In December 2021, online surveys were delivered among nurses from 37 hospitals in Anhui Province by convenience sampling approach. The data was collected using the Chinese version of the Authentic Leadership Questionnaire, Nurse Psychological Capital Questionnaire and Nurse Innovative Behaviour Scale. The structural equation model and bootstrap test examined the mediating role of psychological capital between authentic leadership and innovative behaviour.

RESULTS

3495 Chinese nurses from 37 Anhui Province hospitals participated in this study. The mean item score of authentic leadership was 3.25 (SD 0.83), psychological capital was 4.85 (SD 0.89), and innovative behaviour was 2.82 (SD 0.84). Authentic leadership perceived by nurses, psychological capital, and innovative behaviour were statistically significant and positively correlated with each other (r = 0.524 ~ 0.806, p < 0.01). Psychological capital significantly mediated the association between authentic leadership and innovative behaviour (β = 0.449, p < 0.001), and its mediating effect accounted for 76.75% of the total effect.

CONCLUSION

Results suggest the importance of developing nurse managers' authentic leadership to foster nurses' psychological capital and innovation behaviour.

A study on the effects of college students' knowledge-sharing behavior on group performance and individual social status

Introduction

Universities, as typical knowledge-based organizations, engage in various knowledge management activities, including knowledge acquisition, storage, application, and innovation. This research focuses on applying organizational knowledge management principles to college student groups in universities, aiming to explore the current state of knowledge-sharing behaviors within these groups and investigate the relationship between group performance, individual social status, and knowledge-sharing behaviors.

Methods

A sample of 497 college students from six universities in China was randomly selected, and an econometric analysis using structural equation modeling was conducted with SPSS21.0 and AMOS21.0 to examine their knowledge-sharing behaviors, individual social status, and group performance.

Results

The findings reveal that individual knowledge-sharing behavior significantly influences the knowledge sharing behavior of others and the recognition received by the sharer. Moreover, the knowledge-sharing behavior of others positively contributes to group performance, while recognition from others enhances the social status of the sharer. Furthermore, the knowledge-sharing behaviors of others mediate the relationship between individual knowledge-sharing behaviors and group performance, while others' recognition of the sharer mediates the relationship between individual knowledge-sharing behaviors and the sharer's social status. This study provides valuable theoretical guidance for organizational knowledge management and the development of college students' learning abilities, establishing a crucial foundation for comprehensive, scientific, and standardized student management.

Conclusion

Overall, this research contributes to understanding the dynamics of knowledge sharing among college students and highlights the importance of incorporating knowledge management principles in educational settings. The findings underscore the positive impact of knowledge sharing on group performance and individual social status, emphasizing the need for effective knowledge sharing practices to enhance student management in higher education institutions.

Does small and medium enterprise differential leadership increase subordinate knowledge hiding? Evidences from job insecurity, territorial consciousness and leadership performance expectation

Leadership is considered as a significant antecedent of knowledge hiding in SMEs (small and medium enterprises), but the differential dimension of leadership has been evidently neglected in both theoretical and empirical areas. Drawing on conservation of resource theory and social cognitive theory, this research investigates whether and how SME differential leadership influences subordinate knowledge hiding. Specifically, we analyze the underlying mechanisms of a chain-mediator—job insecurity and territorial consciousness and a boundary condition—leadership performance expectation. Multi-wave and multi-source data were collected from a sample of 704 Chinese SME employees and 140 relevant leaders and applied HLM meso-mediational frameworks, and Bootstrap technique with non-parametric percentile residuals for deviation correction. The results show that differential leadership plays a potential role in promoting subordinate knowledge hiding through the serial intervening mechanism of job Insecurity and territorial consciousness in SMEs. Furthermore, the positive relationship between SME differential leadership and job insecurity becomes stronger among subordinates under higher leadership performance expectation; the positive indirect relationship between SME differential leadership and subordinate knowledge hiding is stronger with higher levels of leadership performance expectation. This study contributes to the existing academic literature by empirically analyzing the under-investigated correlation between differential leadership and subordinate knowledge hiding in SMEs, and by exploring the underlying mechanisms and a boundary condition.

The Influence of Guanxi Between Boundary Spanners on Opportunistic Behaviors Based on the Theory of Reasoned Action Model

This study constructs a mechanism of the influence of Guanxi between boundary spanners on opportunistic behaviors in collaborative innovation projects based on the theory of reasoned action model. The study conducts a survey in the automobile industry in Changchun, Jilin Province, China, and analyzes the research data using the structural equation model. The findings show that Guanxi has a negative an significant influence on opportunistic behavior attitudes and subjective norms., Guanxi has the greater influence on subjective norms than attitudes. Then, opportunistic behavior attitudes and subjective norms positively influence intentions. The influence of subjective norms is stronger. The attitudes and subjective norms of opportunistic behaviors also play mediation roles. Furthermore, opportunistic behavior intentions have a positive and significant influence on behaviors. In short, the study's findings reveal a mechanism of Guanxi between boundary spanners influencing opportunistic behaviors of boundary spanners. It also provides a reference for corporate managers to govern opportunistic behaviors of collaborator while inhabiting opportunistic behaviors of their own boundary spanners.