Instilling affective commitment: insights on what makes knowledge workers want to stay

2016 ◽  
Vol 39 (3) ◽  
pp. 266-288 ◽  
Author(s):  
Sharmila Jayasingam ◽  
Muhiniswari Govindasamy ◽  
Sharan Kaur Garib Singh
Keyword(s):  
Knowledge Sharing ◽  
Service Sector ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Retention ◽  
Future Research ◽  
Content Type ◽  
Knowledge Based ◽  
The Impact

Purpose – This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships. Design/methodology/approach – A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses. Findings – The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment. Research limitations/implications – One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker. Practical implications – Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge. Originality/value – From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

Knowledge sharing through inter-organizational knowledge sharing systems

2017 ◽  
Vol 47 (1) ◽  
pp. 110-136 ◽  
Author(s):  
Kamla Ali Al-Busaidi ◽  
Lorne Olfman
Keyword(s):  
Knowledge Sharing ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Organizational Factors ◽  
Organizational Knowledge ◽  
Content Type ◽  
Key Stakeholders ◽  
Knowledge Intensive ◽  
Indirect Impacts ◽  
The Impact

Purpose Inter-organizational knowledge sharing systems (IOKSS) are crucial for scientific, social and economic development especially in knowledge-intensive sectors. Knowledge sharing processes and systems will not only be challenged by individual and organizational factors but also by social, technical and political inter-organizational factors. This paper aims to investigate the impact of knowledge worker, peer, IOKSS, organization and sector factors on knowledge workers’ intention to share knowledge through IOKSS. Knowledge workers are the key stakeholders that enable the survival of IOKSS. Design/methodology/approach Data were collected, through a questionnaire, from knowledge workers in the education and the health sectors. Findings This study found that the human factors (related to knowledge workers and their peers) have significant direct impact on intention to share knowledge through IOKSS. Other factors, such as IOKSS system, organization and sector factors showed indirect impacts on knowledge workers’ intention to share knowledge through IOKSS. Such investigation can be very valuable for developing countries as technological innovations such as IOKSS can be crucial for training and building human resources, and national knowledge management. Originality/value Little is empirically known about the enablers of sharing knowledge in systems that connect organizations in horizontal linkage in a specific sector or industry. The study also adds value to under investigated region.

A review of research into knowledge sharing

2019 ◽  
Vol 28 (1) ◽  
pp. 20-22
Keyword(s):  
Life Satisfaction ◽  
Knowledge Sharing ◽  
Well Being ◽  
Future Research ◽  
Content Type ◽  
Work Related ◽  
Review Protocol ◽  
Process Perspective ◽  
The Impact ◽  
Positive Effect

Purpose The purpose of this study is to summarize findings from research into knowledge sharing and to provide suggestions for further research. Design/methodology/approach A systematic literature review was carried out through three phases – review protocol, conducting the review and reporting the review. A thematic analysis was carried out on 61 peer reviewed studies. Findings The review looks at the impact of knowledge sharing in three categories – individual, team and organizational. The main factors studied were creativity, performance and learning. Knowledge sharing goes beyond work-related impacts and has a positive effect on team climate, job satisfaction and life satisfaction. Directions for future research were identified as adopting an interaction and process perspective, investigating negative, differential and psychological impacts and improving methodology through use of qualitative and longitudinal studies. Practical implications As knowledge sharing does have positive psychological effects including enhanced job and life satisfaction it would be beneficial to build it into the organization’s well-being program. Originality/value This paper has an original approach as it is the first systematic review to be carried out on research into knowledge sharing and suggests areas for further investigation.

scholarly journals Knowledge Sharing Among Healthcare Practitioners: Identifying the Psychological and Motivational Facilitating Factors

2021 ◽  
Vol 12 ◽  
Author(s):  
Su-Ying Wu ◽  
Wei-Tsong Wang ◽  
Ming-Hsuan Hsiao
Keyword(s):  
Knowledge Sharing ◽  
Autonomous Motivation ◽  
Psychological Ownership ◽  
Future Research ◽  
Research Model ◽  
Healthcare Organizations ◽  
Positive Effects ◽  
Knowledge Based ◽  
Facilitating Factors ◽  
The Impact

There exists a lack of an understanding of how to facilitate knowledge sharing (KS) behaviors in healthcare organizations. This study is among the first to specifically address this issue through synthesizing psychological ownership (PO), self-determination theory, and psychological empowerment (PE) theory. This study developed a research model that described the impact of the psychological and motivational facilitating factors, including autonomous motivation, user PE, and PO on knowledge sharing intention (KSI) and knowledge sharing behavior (KSB). Data collected from 343 healthcare professionals were analyzed using the technique of partial least squares (PLS) to validate the research model. The results indicated that user PE, organization-based PO, and autonomous motivation all had significant direct/indirect positive effects on KSI and KSB as we hypothesized. Surprisingly, knowledge-based PO had a significant positive effect on KSI, which contradicted our original hypothesis. The implications for theory and for practice, limitations, and future research directions are discussed accordingly.

Developing a collaborative culture for radical and incremental innovation: the mediating roles of tacit and explicit knowledge sharing

2020 ◽  
Vol 14 (4) ◽  
pp. 957-975 ◽  
Author(s):  
Phong Ba Le ◽  
Hui Lei ◽  
Thanh Trung Le ◽  
Jiexi Gong ◽  
Anh ThiLan Ha
Keyword(s):  
Knowledge Sharing ◽  
Explicit Knowledge ◽  
Incremental Innovation ◽  
Future Research ◽  
Collaborative Culture ◽  
Chinese Firms ◽  
Content Type ◽  
The Impact ◽  
Tacit And Explicit Knowledge

Purpose This paper aims to examine the influence of collaborative culture on employee’s knowledge sharing and how it associated with radical and incremental innovation in Chinese firms. Design/methodology/approach This study used the quantitative approach and structure equation model to test hypotheses with data collected by questionnaire from 371 participants in 68 Chinese firms. Findings The research findings indicated that collaborative culture positively fosters the KS behaviors of employees for radical and incremental innovation. The findings confirm the mediating role of tacit and explicit knowledge sharing and reveal that collaborative culture has a significant impact on incremental innovation, whereas knowledge sharing behaviors have greater impacts on radical and incremental innovation. Research limitations/implications Future research should investigate the impact of collaborative culture on innovation under moderating effects of ownership form or mediating roles of behavioral variables to have better understanding on the relationship among them. Practical implications This study offers leaders a deeper understanding of the necessary factors and new pathways to stimulate employees’ tacit and explicit knowledge sharing for innovation. Originality/value The paper has significant contributed to theoretical and practical initiatives on the theory of innovation which highlighted the crucial role of collaborative culture in facilitating a positive climate for knowledge sharing and innovation.

Service robots, customers and service employees: what can we learn from the academic literature and where are the gaps?

2020 ◽  
Vol 30 (3) ◽  
pp. 361-391 ◽  
Author(s):  
Vinh Nhat Lu ◽  
Jochen Wirtz ◽  
Werner H. Kunz ◽  
Stefanie Paluch ◽  
Thorsten Gruber ◽  
...  
Keyword(s):  
Service Sector ◽  
Job Insecurity ◽  
Well Being ◽  
Service Robots ◽  
Future Research ◽  
Negative Consequences ◽  
Content Type ◽  
Service Employees ◽  
Multiple Observations ◽  
The Impact

PurposeRobots are predicted to have a profound impact on the service sector. The emergence of robots has attracted increasing interest from business scholars and practitioners alike. In this article, we undertake a systematic review of the business literature about the impact of service robots on customers and employees with the objective of guiding future research.Design/methodology/approachWe analyzed the literature on service robots as they relate to customers and employees in business journals listed in the Financial Times top 50 journals plus all journals covered in the cross-disciplinary SERVSIG literature alerts.FindingsThe analysis of the identified studies yielded multiple observations about the impact of service robots on customers (e.g. overarching frameworks on acceptance and usage of service robots; characteristics of service robots and anthropomorphism; and potential for enhanced and deteriorated service experiences) and service employees (e.g. employee benefits such as reduced routine work, enhanced productivity and job satisfaction; potential negative consequences such as loss of autonomy and a range of negative psychological outcomes; opportunities for human–robot collaboration; job insecurity; and robot-related up-skilling and development requirements). We also conclude that current research on service robots is fragmented, is largely conceptual in nature and focused on the initial adoption stage. We feel that more research is needed to build an overarching theory. In addition, more empirical research is needed, especially on the long(er)-term usage service robots on actual behaviors, the well-being and potential downsides and (ethical) risks for customers and service employees.Research limitations/implicationsOur review focused on the business and service literature. Future work may want to include additional literature streams, including those in computer science, engineering and information systems.Originality/valueThis article is the first to synthesize the business and service literature on the impact of service robots on customers and employees.

scholarly journals Accounting, accountability, social media and big data: revolution or hype?

2017 ◽  
Vol 30 (4) ◽  
pp. 762-776 ◽  
Author(s):  
Michela Arnaboldi ◽  
Cristiano Busco ◽  
Suresh Cuganesan
Keyword(s):  
Social Media ◽  
Big Data ◽  
Future Research ◽  
Data Governance ◽  
Content Type ◽  
Knowledge Based ◽  
Decision Making Processes ◽  
Key Aspects ◽  
The Impact

Purpose The purpose of this paper is to outline an agenda for researching the relationship between technology-enabled networks – such as social media and big data – and the accounting function. In doing so, it links the contents of an unfolding area research with the papers published in this special issue of Accounting, Auditing and Accountability Journal. Design/methodology/approach The paper surveys the existing literature, which is still in its infancy, and proposes ways in which to frame early and future research. The intention is not to offer a comprehensive review, but to stimulate and conversation. Findings The authors review several existing studies exploring technology-enabled networks and highlight some of the key aspects featuring social media and big data, before offering a classification of existing research efforts, as well as opportunities for future research. Three areas of investigation are identified: new performance indicators based on social media and big data; governance of social media and big data information resources; and, finally, social media and big data’s alteration of information and decision-making processes. Originality/value The authors are currently experiencing a technological revolution that will fundamentally change the way in which organisations, as well as individuals, operate. It is claimed that many knowledge-based jobs are being automated, as well as others transformed with, for example, data scientists ready to replace even the most qualified accountants. But, of course, similar claims have been made before and therefore, as academics, the authors are called upon to explore the impact of these technology-enabled networks further. This paper contributes by starting a debate and speculating on the possible research agendas ahead.

Motives and competitive assets of Pakistani international construction contracting firms

2014 ◽  
Vol 19 (2) ◽  
pp. 138-151 ◽  
Author(s):  
Ahsen Maqsoom ◽  
Chotchai Charoenngam
Keyword(s):  
Emerging Economies ◽  
Service Sector ◽  
Home Country ◽  
Business Environment ◽  
Future Research ◽  
Content Type ◽  
International Experiences ◽  
The Impact ◽  
Country Specific ◽  
Construction Contracting

Purpose – This paper aims to study the impact of a firm’s size and international experience on its internationalization because it remains an under-researched area. Using an integrated theoretical approach, this study examines the motives and (firm-specific and home country-specific) competitive assets, that enable the internationalization of Pakistan-based construction contracting firms (CCFs) having varied sizes and international experiences. Design/methodology/approach – Data were collected through a postal questionnaire survey. A comparative analysis of these data was undertaken for firms of varied sizes and international experiences. Findings – Findings show that firms of varied sizes did not concur over several firm-specific and home country-specific competitive assets, whereas firms of varied international experiences were in disagreement over fewer motives and home country-specific competitive assets. Small CCFs need to overcome weakness in their firm-specific competitive assets, especially international reputation and internationally experienced management. Government and home country support are needed to promote internationalization of emerging economies’ CCFs, especially younger and smaller ones that are more vulnerable due to an unstable business environment and lack of opportunities in domestic markets. Research limitations/implications – The firms included in this study represent only one service sector, i.e. the emerging economy scenario of Pakistan’s construction industry. Future research may be conducted with a deeper analysis of the differences between emerging and developed economies’ CCFs as well as other service sectors. Originality/value – The study will be helpful to those CCFs from emerging economies which are considering whether or not to internationalize and, to the regulatory bodies helping create a level playing field to nurture the internationalization process for their CCFs.

Knowledge sharing behaviour of overqualified repatriates

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sharmila Jayasingam ◽  
Maggie Mei Kei Chong ◽  
Raida Abu Bakar
Keyword(s):  
Knowledge Sharing ◽  
Relative Deprivation ◽  
Affective Commitment ◽  
Structural Model ◽  
International Assignments ◽  
Global Knowledge ◽  
Content Type ◽  
Knowledge And Skills ◽  
Perceived Overqualification ◽  
The Impact

PurposeOrganizations send their employees for international assignments so as to develop their international working experiences, their global knowledge and skills. These employees are then expected to return to their home countries (hereof known as repatriates) to share their newly gained knowledge or skills with their colleagues. This practice would benefit the organization's performance to some extent. Nonetheless, past literature had pointed out that many of such repatriates tend to leave their respective organizations as a result of not being able to fully utilize their newly acquired knowledge and skills, which led them to perceive that they were overqualified. This occurrence could lead to a loss of valuable knowledge for their organization. Aiming to address this issue at hand, the current study focuses on examining of the antecedents that could influence these repatriates' knowledge sharing behaviour.Design/methodology/approachThis paper uses a research framework which was developed from three aspects of interest–perceived overqualification, affective commitment and the moderating effect of repatriation support practices on knowledge sharing behaviour of repatriates. Structural model analysis was carried out to assess 152 useable data which were collected from returning corporate repatriates in Malaysia. The SmartPLS 3.0 software was applied.FindingsRepatriates with highly perceived overqualifications tend to exhibit low affective commitment. The impact of their perceived overqualification on knowledge sharing behaviour was fully mediated by their affective commitment. Repatriation support practice was found to strengthen the positive relationship between affective commitment and knowledge sharing behaviour.Originality/valueThe use of the relative deprivation theory showed that the outcome derived from this study could serve as an insight for organizations to understand how those repatriates' perception of overqualification influences their level of affective commitment, and subsequently, the extent to which they share knowledge upon returning.

scholarly journals The impact of knowledge management on job satisfaction

2016 ◽  
Vol 20 (4) ◽  
pp. 621-636 ◽  
Author(s):  
Aino Kianto ◽  
Mika Vanhala ◽  
Pia Heilmann
Keyword(s):  
Job Satisfaction ◽  
Knowledge Management ◽  
Knowledge Sharing ◽  
Knowledge Worker ◽  
Well Being ◽  
Working Environment ◽  
Strong Impact ◽  
Data Set ◽  
Content Type ◽  
The Impact

Purpose This paper aims to propose that knowledge management (KM) could be a way to nurture job satisfaction and examine how KM can increase individual employees’ job satisfaction. Design/methodology/approach A theoretical model concerning the connections between five facets of KM (knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention) and job satisfaction is proposed. It is then empirically tested with a structural equation modelling partial least squares analysis of a survey data set of 824 observations, collected from the members of a Finnish municipal organisation. Findings Existence of KM processes in one’s working environment is significantly linked with high job satisfaction. Especially intra-organisational knowledge sharing seems to be a key KM process, promoting satisfaction with one’s job in most employee groups. Interestingly, significant knowledge-based promoters of job satisfaction differ as a function of job characteristics. Practical implications KM has a strong impact on employee job satisfaction, and therefore, managers are advised to implement KM activities in their organisations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work. Originality/value This paper produces knowledge on a type of consequence of KM that has been largely unexplored in previous research, individual job satisfaction. Also, it promotes moving the KM literature to the next stage where the impact of KM practices is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue.

Knowledge-based strategies for managers in the service sector

2014 ◽  
Vol 37 (10) ◽  
pp. 858-879 ◽  
Author(s):  
Alexia Mary Tzortzaki
Keyword(s):  
Service Sector ◽  
Rank Order ◽  
Small Sample ◽  
Lessons Learned ◽  
Future Research ◽  
Knowledge Assets ◽  
Service Experience ◽  
Content Type ◽  
Positive Effects ◽  
Knowledge Based

Purpose – The purpose of this paper is to propose a new multidisciplinary knowledge management (KM) model for the service sector and to explore its applicability through pilot test research. Design/methodology/approach – Construction and testing of a knowledge-based strategic model for the service industry (maturity level of knowledge usage in service organizations model – MAKUSO model). A questionnaire addressed to senior managers was developed using variables grouped into four KM constructs relating to: human and market capital, processes that facilitate KM and antecedents that contribute toward creating a total and unique service experience. Findings – The Spearman rank order correlations results confirmed the positive effects of leveraged knowledge assets, such as human and market capital, on company performance. The outcome of a principal component analysis indicated that KM needs to be considered at a strategic level to develop processes that encourage a knowledge-based strategy approach; thus the MAKUSO model was found to be a useful framework in support of this approach. Research limitations/implications – The research was limited by its exploratory nature. Use of random sampling right across the board was restrictive as was the small sample size. Practical implications – Effective use of knowledge assets creates the supportive context that enables service managers to develop unique capabilities. This context becomes conducive to service experience authenticity and thus increases customer satisfaction. The findings imply that social networking is a key driver for the effective leveraging of knowledge assets. What appears to be more important is the generation and sharing of new knowledge and less the identification, measurement and warehousing of knowledge already owned by the company. Effective KM is facilitated by “lessons learned”, especially when these are taken into account in planning. Originality/value – The model presented in this study addresses theoretical and empirical gaps in the area of services KM. Its novelty lies in its multidisciplinary and organic approach. The survey findings of the model’s application across a range of service companies provides useful insights on KM implications and raises valuable research questions for a future research agenda in services management.

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