BACKGROUND: Numerous models of the so called ‘change curve’ exist, yet there is a paucity of scholarly inquiry regarding empirical substantiation, practical implementation, and general applicability. OBJECTIVE: This study explores the change curve, aiming to examine whether and how the various phases of the curve manifest in a business context, thus assessing their relevance, which represents a novel approach. METHODS: The analysis, employing a mixed-methods approach of qualitative and quantitative elements, is inductive and interpretative, focusing on exploring and understanding the complexity of the cases. Data collection of this exploratory research was conducted utilizing a multi-faceted approach that included online surveys, semi-structured interviews, on-site observations through Gemba Walks. RESULTS: A pivotal discovery arises from the validation of the four phases of the change curve. Irrespective of disparate project contexts, individuals manifest akin responses within their respective phases of the change curve, amenable to effective facilitation through judicious interventions. These interventions, derived and systematized from empirical case studies for the first time, underscore their potential utility in guiding individuals through the change process. CONCLUSIONS: The validation of the four phases and their pragmatic utility warrant further exploration in subsequent scholarly inquiries, aiming to ascertain their robustness across diverse organizational contexts.
{"title":"Revisiting the change curve: A rigorous examination and three case studies prompting a re-evaluation of a timeless concept","authors":"Michael Hagemann, Sascha Cechlovsky","doi":"10.3233/hsm-240051","DOIUrl":"https://doi.org/10.3233/hsm-240051","url":null,"abstract":"BACKGROUND: Numerous models of the so called ‘change curve’ exist, yet there is a paucity of scholarly inquiry regarding empirical substantiation, practical implementation, and general applicability. OBJECTIVE: This study explores the change curve, aiming to examine whether and how the various phases of the curve manifest in a business context, thus assessing their relevance, which represents a novel approach. METHODS: The analysis, employing a mixed-methods approach of qualitative and quantitative elements, is inductive and interpretative, focusing on exploring and understanding the complexity of the cases. Data collection of this exploratory research was conducted utilizing a multi-faceted approach that included online surveys, semi-structured interviews, on-site observations through Gemba Walks. RESULTS: A pivotal discovery arises from the validation of the four phases of the change curve. Irrespective of disparate project contexts, individuals manifest akin responses within their respective phases of the change curve, amenable to effective facilitation through judicious interventions. These interventions, derived and systematized from empirical case studies for the first time, underscore their potential utility in guiding individuals through the change process. CONCLUSIONS: The validation of the four phases and their pragmatic utility warrant further exploration in subsequent scholarly inquiries, aiming to ascertain their robustness across diverse organizational contexts.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141821439","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: It’s not uncommon for the work-from-home (WFH) trend to persist after the peak of the COVID-19 pandemic. Various factors contribute to this continuation, including technological advancements and the benefits of it. The results of this study suggest suitable leadership styles for WFH. OBJECTIVE: This research investigates transformational and transactional leadership on organizational performance through work-from-home outcomes during the COVID-19 crisis in Thailand. METHODS: The data was collected by questionnaire from 444 employees who work for companies registered on the Stock Exchange of Thailand and the Market for Alternative Investment. These employees may work full-time or part-time from home or in a hybrid work arrangement. Data analysis employed the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. RESULTS: The main findings of this study indicate that during the COVID-19 crisis, transformational leadership did not directly influence employees’ work-for-home outcomes and had no direct or indirect effect on organizational performance. Conversely, transactional leadership is positively direct on organizational performance and indirectly through work-from-home outcomes. CONCLUSIONS: The appropriate leadership style for the WFH environment during the COVID-19 pandemic is transactional leadership. This type of leader rewards employees for meeting expectations and imposes punishments for work that falls below the predetermined standard.
{"title":"The influence of leadership on organizational performance through work-from-home outcomes under COVID-19 crisis in Thailand","authors":"T. Laohavichien, Chitawanphat Weerasai","doi":"10.3233/hsm-230223","DOIUrl":"https://doi.org/10.3233/hsm-230223","url":null,"abstract":"BACKGROUND: It’s not uncommon for the work-from-home (WFH) trend to persist after the peak of the COVID-19 pandemic. Various factors contribute to this continuation, including technological advancements and the benefits of it. The results of this study suggest suitable leadership styles for WFH. OBJECTIVE: This research investigates transformational and transactional leadership on organizational performance through work-from-home outcomes during the COVID-19 crisis in Thailand. METHODS: The data was collected by questionnaire from 444 employees who work for companies registered on the Stock Exchange of Thailand and the Market for Alternative Investment. These employees may work full-time or part-time from home or in a hybrid work arrangement. Data analysis employed the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. RESULTS: The main findings of this study indicate that during the COVID-19 crisis, transformational leadership did not directly influence employees’ work-for-home outcomes and had no direct or indirect effect on organizational performance. Conversely, transactional leadership is positively direct on organizational performance and indirectly through work-from-home outcomes. CONCLUSIONS: The appropriate leadership style for the WFH environment during the COVID-19 pandemic is transactional leadership. This type of leader rewards employees for meeting expectations and imposes punishments for work that falls below the predetermined standard.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141668240","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Dena D. Breece, SiAhn Mehng, Daniel Parisian, Stephen Moore
BACKGROUND: The coronavirus disease (COVID-19) caused mandatory lockdowns across all organizations. Telework generated challenges in workflow due to limited organizational communication. OBJECTIVE: This study seeks to examine the impact of pre-, during, and post-COVID-19 on accounting professionals’ job behaviors and tests the moderating effect of organizational communication. Also, the study aims to provide implications for practitioners from the findings. METHODS: Survey data for accounting professionals working in North Carolina across COVID-19 time periods was collected to achieve a sample size of 333. Pairwise t-tests and hierarchical regression analyses were applied to test the hypotheses. RESULTS: The results suggest a statistically significant difference across certain time periods for job performance and turnover intentions but not job satisfaction. Furthermore, organizational communication moderates the relationship between post-COVID-19 and job performance and turnover intentions but not job satisfaction. CONCLUSIONS: Organizations should search for ways to enhance organizational communication to increase employee perceived job performance and decrease employee turnover intentions.
{"title":"Effects of COVID-19 on accounting professionals’ job behaviors, focusing on the moderating effect of organizational communication","authors":"Dena D. Breece, SiAhn Mehng, Daniel Parisian, Stephen Moore","doi":"10.3233/hsm-230109","DOIUrl":"https://doi.org/10.3233/hsm-230109","url":null,"abstract":"BACKGROUND: The coronavirus disease (COVID-19) caused mandatory lockdowns across all organizations. Telework generated challenges in workflow due to limited organizational communication. OBJECTIVE: This study seeks to examine the impact of pre-, during, and post-COVID-19 on accounting professionals’ job behaviors and tests the moderating effect of organizational communication. Also, the study aims to provide implications for practitioners from the findings. METHODS: Survey data for accounting professionals working in North Carolina across COVID-19 time periods was collected to achieve a sample size of 333. Pairwise t-tests and hierarchical regression analyses were applied to test the hypotheses. RESULTS: The results suggest a statistically significant difference across certain time periods for job performance and turnover intentions but not job satisfaction. Furthermore, organizational communication moderates the relationship between post-COVID-19 and job performance and turnover intentions but not job satisfaction. CONCLUSIONS: Organizations should search for ways to enhance organizational communication to increase employee perceived job performance and decrease employee turnover intentions.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141683100","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: With the change of human disease spectrum and the increase of public emergencies, the public’s demand for health services and health is gradually increasing and higher expectations are placed on public health personnel. OBJECTIVE: Research needs to establish a comprehensive system of evaluation indices for accurate assessment of the core competencies of public health personnel, to enhance their core competitiveness, and introduce novel approaches to evaluate talent development in the field of public health. METHODS: The study is based on the CIPP (Context Input Process Product) model and uses literature analysis, semi-structured interviews, and Delphi methods to construct an evaluation index system for the core competitiveness of public health talent cultivation. The entropy method is used to determine the weight of the model evaluation index. Finally, the improved Artistic Be Colony algorithm (ABC) is used to optimize the BP network, and apply it to evaluate the core competitiveness of public health talent cultivation. RESULTS: The improved BP network achieved the target accuracy within 11 iterations, with the optimal value observed after 16 iterations, producing an MSE (Mean Square Error) value of 10–13. The evaluation of the index system reported a 97% accuracy, and upon application to the university’s public health training programme, nearly 50% of students and teachers achieved core competitiveness quality scores above 90. CONCLUSIONS: The aforementioned method suggests that it can proficiently assess the fundamental competitiveness of training for public health personnel and offer guidance for future development in the domain of public health.
背景：随着人类疾病谱的变化和突发公共事件的增多，公众对卫生服务和健康的要求逐渐提高，对公共卫生人才提出了更高的要求。目的：研究需要建立一套完整的评价指标体系，以准确评估公共卫生人才的核心能力，提升其核心竞争力，并引入新颖的公共卫生领域人才发展评价方法。方法：本研究基于 CIPP（Context Input Process Product）模型，采用文献分析法、半结构式访谈法和德尔菲法构建公共卫生人才培养核心竞争力评价指标体系。采用熵值法确定模型评价指标的权重。最后，利用改进的Artistic Be Colony算法（ABC）对BP网络进行优化，并将其应用于公共卫生人才培养核心竞争力评价。结果：改进后的 BP 网络在 11 次迭代内达到了目标精度，在 16 次迭代后观察到了最优值，产生的 MSE（均方误差）值为 10-13。该指标体系的评估报告显示，其准确率达到 97%，在应用于该校的公共卫生人才培养计划后，近 50%的学生和教师的核心竞争力质量得分超过 90 分。结论：上述方法表明，它可以熟练地评估公共卫生人才培养的基本竞争力，并为公共卫生领域的未来发展提供指导。
{"title":"Construction and application of a core competitiveness evaluation index system for public health personnel training based on the CIPP model","authors":"Ma Luo","doi":"10.3233/hsm-230066","DOIUrl":"https://doi.org/10.3233/hsm-230066","url":null,"abstract":"BACKGROUND: With the change of human disease spectrum and the increase of public emergencies, the public’s demand for health services and health is gradually increasing and higher expectations are placed on public health personnel. OBJECTIVE: Research needs to establish a comprehensive system of evaluation indices for accurate assessment of the core competencies of public health personnel, to enhance their core competitiveness, and introduce novel approaches to evaluate talent development in the field of public health. METHODS: The study is based on the CIPP (Context Input Process Product) model and uses literature analysis, semi-structured interviews, and Delphi methods to construct an evaluation index system for the core competitiveness of public health talent cultivation. The entropy method is used to determine the weight of the model evaluation index. Finally, the improved Artistic Be Colony algorithm (ABC) is used to optimize the BP network, and apply it to evaluate the core competitiveness of public health talent cultivation. RESULTS: The improved BP network achieved the target accuracy within 11 iterations, with the optimal value observed after 16 iterations, producing an MSE (Mean Square Error) value of 10–13. The evaluation of the index system reported a 97% accuracy, and upon application to the university’s public health training programme, nearly 50% of students and teachers achieved core competitiveness quality scores above 90. CONCLUSIONS: The aforementioned method suggests that it can proficiently assess the fundamental competitiveness of training for public health personnel and offer guidance for future development in the domain of public health.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141715671","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Feda Yousef Jeries Easouh, Thelal Eqab Oweis, Hanada Ahmad Makahleh
BACKGROUND: This extensive analysis examines the changing environment of AI in education using 1,480 Web of Science research publications. The goal is to map the academic landscape, highlight significant topics, and identify notable authors, nations, and documents to enable future study in this expanding subject. OBJECTIVE: The study seeks to explore AI’s influence on education and identify patterns and insights that might inform future research. METHODS: Bibliometric and content analytics are used to carefully extract data from the Web of Science Core Collection. To ensure completeness and relevance, 1,480 peer-reviewed papers from 2008 to 2023 were selected. RESULTS: The study identified six research clusters: AI Ethics and Innovation, Teaching Systems, Learning Experiences, Education Performance Enhancement via AI, Sustainable Development Goals in Education, and AI, Big Data, and Education. With the help of 107 universities, 310 keywords, and 160 authors from 37 different countries, these clusters are thriving islands in their respective fields. IMPLICATIONS: This study helps researchers, educators, and policymakers explore the literature and identify prospective research areas. It allows stakeholders to lead AI in education towards a more inclusive and enlightened future.
{"title":"A Bibliometric Lens on the Future: How AI continues to transform education institutions","authors":"Feda Yousef Jeries Easouh, Thelal Eqab Oweis, Hanada Ahmad Makahleh","doi":"10.3233/hsm-240005","DOIUrl":"https://doi.org/10.3233/hsm-240005","url":null,"abstract":"BACKGROUND: This extensive analysis examines the changing environment of AI in education using 1,480 Web of Science research publications. The goal is to map the academic landscape, highlight significant topics, and identify notable authors, nations, and documents to enable future study in this expanding subject. OBJECTIVE: The study seeks to explore AI’s influence on education and identify patterns and insights that might inform future research. METHODS: Bibliometric and content analytics are used to carefully extract data from the Web of Science Core Collection. To ensure completeness and relevance, 1,480 peer-reviewed papers from 2008 to 2023 were selected. RESULTS: The study identified six research clusters: AI Ethics and Innovation, Teaching Systems, Learning Experiences, Education Performance Enhancement via AI, Sustainable Development Goals in Education, and AI, Big Data, and Education. With the help of 107 universities, 310 keywords, and 160 authors from 37 different countries, these clusters are thriving islands in their respective fields. IMPLICATIONS: This study helps researchers, educators, and policymakers explore the literature and identify prospective research areas. It allows stakeholders to lead AI in education towards a more inclusive and enlightened future.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141359380","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Many recent studies have proposed that leadership behaviors are attached to social exchange processes that influence not only their followers but also leaders themselves. Existing research has not adequately addressed how ambidextrous leadership affects the leaders themselves. OBJECTIVE: This study aims to investigate the extent to which ambidextrous leadership has benefits and costs for leaders’ work engagement. Additionally, it attempts to explore the moderating role of leaders’ emotional intelligence in the conceptual model. METHODS: Data were collected from a two-phase online survey of 153 managers in China. We tested our conceptual model using path analysis and bootstrapping methods based on Mplus. RESULTS: Results show that ambidextrous leadership is positively associated with leaders’ positive affect. Moreover, ambidextrous leadership has a positive indirect effect on leaders’ work engagement through positive affect. However, ambidextrous leadership also has devastating effects on leaders’ work engagement through ego depletion for leaders with low levels of emotional intelligence. CONCLUSIONS: Drawing on COR theory, we demonstrate that ambidextrous leadership can act as a double-edged sword for leaders. Specifically, ambidextrous leadership may cause different behavioral responses (promoting vs. inhibiting work engagement) via two distinct pathways (positive affect vs. ego depletion). Meanwhile, the extent to which this dark side appears depends on the characteristics of the manager. By integrating both the negative and positive sides of ambidextrous leadership, we hope the present paper sparks future research on the impact of leaders on themselves.
{"title":"The double-edged sword of ambidextrous leadership for leaders themselves: A conservation of resources perspective","authors":"Miaomiao Wang, Wenan Hu, Shuangshuang Chen","doi":"10.3233/hsm-230197","DOIUrl":"https://doi.org/10.3233/hsm-230197","url":null,"abstract":"BACKGROUND: Many recent studies have proposed that leadership behaviors are attached to social exchange processes that influence not only their followers but also leaders themselves. Existing research has not adequately addressed how ambidextrous leadership affects the leaders themselves. OBJECTIVE: This study aims to investigate the extent to which ambidextrous leadership has benefits and costs for leaders’ work engagement. Additionally, it attempts to explore the moderating role of leaders’ emotional intelligence in the conceptual model. METHODS: Data were collected from a two-phase online survey of 153 managers in China. We tested our conceptual model using path analysis and bootstrapping methods based on Mplus. RESULTS: Results show that ambidextrous leadership is positively associated with leaders’ positive affect. Moreover, ambidextrous leadership has a positive indirect effect on leaders’ work engagement through positive affect. However, ambidextrous leadership also has devastating effects on leaders’ work engagement through ego depletion for leaders with low levels of emotional intelligence. CONCLUSIONS: Drawing on COR theory, we demonstrate that ambidextrous leadership can act as a double-edged sword for leaders. Specifically, ambidextrous leadership may cause different behavioral responses (promoting vs. inhibiting work engagement) via two distinct pathways (positive affect vs. ego depletion). Meanwhile, the extent to which this dark side appears depends on the characteristics of the manager. By integrating both the negative and positive sides of ambidextrous leadership, we hope the present paper sparks future research on the impact of leaders on themselves.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141371496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Bordin Rassameethes, Kongkiti Phusavat, Z. Pastuszak
BACKGROUND: BACKGROUND: Traditionally, teachers with less work experience receive more training in non-academic areas such as school disengagement. This circumstance affects a school’s readiness when attempting to create a student-focused environment. Teachers need to have a consistent approach when dealing with disengaged students. OBJECTIVE: The study examines the relationship between work experience on the decision relating to in-service training needs to cope with school disengagement. This study focuses on the schools from Bangkok Metropolitan Administration. METHODS: The method consists of several steps. The first step is to identify a general set of non-academic training needs. The next step is to distribute the survey to teachers. Finally, statistical analysis is applied to examine the impacts from work experience. RESULTS: Based on the surveys completed by 147 teachers who are categorized into four work-experience groups. The findings show that work experience does not affect the decisions regarding training needs. Thus, younger as well as older teachers alike should be provided with similar training programs to deal disengaged students. CONCLUSIONS: Work experience should not be used as a criterion when selecting teachers when providing in-service training for non-academic areas. Consistent practice by teachers is needed when creating a student-focused environment.
{"title":"Does work experience matter when training teachers to deal with school disengagement?","authors":"Bordin Rassameethes, Kongkiti Phusavat, Z. Pastuszak","doi":"10.3233/hsm-230184","DOIUrl":"https://doi.org/10.3233/hsm-230184","url":null,"abstract":"BACKGROUND: BACKGROUND: Traditionally, teachers with less work experience receive more training in non-academic areas such as school disengagement. This circumstance affects a school’s readiness when attempting to create a student-focused environment. Teachers need to have a consistent approach when dealing with disengaged students. OBJECTIVE: The study examines the relationship between work experience on the decision relating to in-service training needs to cope with school disengagement. This study focuses on the schools from Bangkok Metropolitan Administration. METHODS: The method consists of several steps. The first step is to identify a general set of non-academic training needs. The next step is to distribute the survey to teachers. Finally, statistical analysis is applied to examine the impacts from work experience. RESULTS: Based on the surveys completed by 147 teachers who are categorized into four work-experience groups. The findings show that work experience does not affect the decisions regarding training needs. Thus, younger as well as older teachers alike should be provided with similar training programs to deal disengaged students. CONCLUSIONS: Work experience should not be used as a criterion when selecting teachers when providing in-service training for non-academic areas. Consistent practice by teachers is needed when creating a student-focused environment.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-04-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140683851","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Knowledge sharing is a prerequisite for organizational success, while knowledge hiding is often detrimental to organizational development. OBJECTIVE: Drawing upon regulatory focus theory and interactionism, this research aims to investigate how regulatory focus influences employees’ knowledge hiding and the moderating role of cooperative climate. METHODS: Data were collected through a time-lagged survey of 320 full-time employees enrolled in a professional training program at a Chinese university. Confirmatory factor analysis, descriptive analysis, hierarchical regression analyses, and bootstrap analysis were some of the analytical techniques used. RESULTS: The results indicate that promotion focus has a positive impact on knowledge hiding, whereas prevention focus is negative to knowledge hiding. Furthermore, cooperative climate moderates the influence of regulatory focus on knowledge hiding. CONCLUSIONS: This study contributes to our understanding of the important role of employees’ regulatory focus on knowledge hiding behavior in the workplace.
{"title":"The influence of employees’ regulatory focus on knowledge hiding behavior","authors":"Yuheng Guo, Jie Li, Wangshuai Wang","doi":"10.3233/hsm-230206","DOIUrl":"https://doi.org/10.3233/hsm-230206","url":null,"abstract":"BACKGROUND: Knowledge sharing is a prerequisite for organizational success, while knowledge hiding is often detrimental to organizational development. OBJECTIVE: Drawing upon regulatory focus theory and interactionism, this research aims to investigate how regulatory focus influences employees’ knowledge hiding and the moderating role of cooperative climate. METHODS: Data were collected through a time-lagged survey of 320 full-time employees enrolled in a professional training program at a Chinese university. Confirmatory factor analysis, descriptive analysis, hierarchical regression analyses, and bootstrap analysis were some of the analytical techniques used. RESULTS: The results indicate that promotion focus has a positive impact on knowledge hiding, whereas prevention focus is negative to knowledge hiding. Furthermore, cooperative climate moderates the influence of regulatory focus on knowledge hiding. CONCLUSIONS: This study contributes to our understanding of the important role of employees’ regulatory focus on knowledge hiding behavior in the workplace.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140730150","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Muhamad Robith Alil Fahmi, Mohammad Iqbal, K. Raharjo
BACKGROUND: Knowledge serves as the foundation for SMEs to enhance capabilities in navigating turbulent environments. This study highlights that SMEs capability is a determinant in adopting innovations and business performance. OBJECTIVE: This study aims to uncover the capabilities of SMEs in relation to innovation adoption and business performance, with environmental turbulence acting as a moderating variable between innovation adoption and business performance. METHODS: This study employed an explanatory approach that established quantitative foundations. PLS-SEM was utilized as the statistical analysis approach to test the developed hypotheses. An offline survey was conducted using data collected from 159 SMEs in the creative economy sectors. RESULTS: The results reveal that knowledge management capability and dynamic capability significantly influence on innovation adoption. However, innovation capability has an insignificant effect on innovation adoption. Additionally, innovation adoption has a significant effect on business performance. Environmental turbulence, as a moderating variable between innovation adoption and business performance, demonstrates a weakening effect. Furthermore, this study also examines the mediating role of innovation adoption. CONCLUSIONS: The interplay of knowledge management capability, innovation adoption, and business performance enhances the optimal capabilities of SMEs to achieve competitive advantage. On the basis of the KBV, knowledge fortifies the potential capacities, thereby fostering unique capabilities.
{"title":"Uncovering SMEs’ knowledge management capability in innovation adoption and business performance: The moderating role of environmental turbulence","authors":"Muhamad Robith Alil Fahmi, Mohammad Iqbal, K. Raharjo","doi":"10.3233/hsm-230154","DOIUrl":"https://doi.org/10.3233/hsm-230154","url":null,"abstract":"BACKGROUND: Knowledge serves as the foundation for SMEs to enhance capabilities in navigating turbulent environments. This study highlights that SMEs capability is a determinant in adopting innovations and business performance. OBJECTIVE: This study aims to uncover the capabilities of SMEs in relation to innovation adoption and business performance, with environmental turbulence acting as a moderating variable between innovation adoption and business performance. METHODS: This study employed an explanatory approach that established quantitative foundations. PLS-SEM was utilized as the statistical analysis approach to test the developed hypotheses. An offline survey was conducted using data collected from 159 SMEs in the creative economy sectors. RESULTS: The results reveal that knowledge management capability and dynamic capability significantly influence on innovation adoption. However, innovation capability has an insignificant effect on innovation adoption. Additionally, innovation adoption has a significant effect on business performance. Environmental turbulence, as a moderating variable between innovation adoption and business performance, demonstrates a weakening effect. Furthermore, this study also examines the mediating role of innovation adoption. CONCLUSIONS: The interplay of knowledge management capability, innovation adoption, and business performance enhances the optimal capabilities of SMEs to achieve competitive advantage. On the basis of the KBV, knowledge fortifies the potential capacities, thereby fostering unique capabilities.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140732459","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Huma Maqsood, Nor Fatimah Che Sulaiman, S. Muhamad, Nor Aizal Akmal Binti Rohaizad
BACKGROUND: Women’s low economic participation in Pakistan and even lower in the formal sector is a perpetual phenomenon leading to their underdevelopment, which has microeconomic and macroeconomic implications. Therefore, the purpose of this study is to investigate the nature of women’s work and the intersection of their non-market and market activities at micro, meso, and macro levels which influences women’s chances and choices of decent economic participation. OBJECTIVE: This study aims to investigate the interdependence of women’s market and non-market work to explore how gender intersects with their economic autonomy. METHODS: Using qualitative approach, in-depth interviews of 30 purposely selected respondents from the informal sector were thematically analysed. RESULTS: Results indicated that the interdependence of women’s non-market and market work is the outcome of the gendered dichotomy that creates work-life conflict to create women’s economic dependence and male hegemony. Moreover, although a common phenomenon, women from underprivileged backgrounds are more likely to bear the brunt of systemic deprivation leading to economic underdevelopment. CONCLUSIONS: Pakistan’s inherently masculinised society and economy mutually benefit from women’s unpaid and informal work. Facilitated through gender norms, the patriarchal social ideology and the capitalist economic system collaborate to exploit women and their work in both domains.
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