Enterprise social media usage and knowledge hiding: a motivation theory perspective

The dual path effect mechanism study of digital-HRM on employee innovative performance and cyberloafing

In recent years, an increasing number of companies have begun implementing digital-HRM. However, much of the existing research primarily discusses digital-HRM from a "thing" perspective or explores its consequences at the organizational level. There has been limited research focusing on individual employees, particularly on how digital-HRM impacts their psychological states and performance. Drawing on job demands-resources theory, this study examines the relationship between digital-HRM and employee innovative performance, as well as cyberloafing. We conducted a time-lagged study involving 487 employees across various industries in China and employed partial least squares path modeling. The results suggest that digital-HRM enhances employee innovative performance by increasing the sense of work gain, while it reduces cyberloafing by decreasing relative deprivation. Perceived ease of technology use was found to positively moderate these relationships. By rigorously investigating the critical psychological mechanisms of the sense of work gain and relative deprivation, and the essential boundary condition of perceived ease of technology use, this study aims to develop a comprehensive conceptual framework that deepens our understanding of how digital-HRM, as an emerging job resource in the digital era, influences employee behavior. Adopting a human-centered approach, the research theoretically extends the study of digital-HRM's impact at the individual level and finds that digital-HRM influences employee performance in a mutually beneficial manner. These findings provide practical insights for organizations to actively implement digital-HRM and maximize its benefits.

Sharing or Hiding? Exploring the Influence of Social Cognition and Emotion on Employee Knowledge Behaviors within Enterprise Social Media

As emerging knowledge management platforms, enterprise social media (ESM) provide an important way for employees to engage in knowledge sharing and information communication within their organization. However, the question of how to encourage employees to engage in continuous knowledge sharing rather than knowledge hiding on ESM has not received sufficient attention from scholars. In contrast to previous studies that focused on a single theory perspective and a single knowledge behavior, in this study, we took a user cognition and emotion perspective and constructed a mechanism model for the impact of knowledge sharing and knowledge hiding among employees on ESM based on social cognition theory and emotion as social information theory. A total of 240 valid questionnaires were collected and used to empirically test the model. The results indicate that reciprocity and outcome expectancy have a significant positive effect on employees' knowledge-sharing behavior, while reciprocity and trust have a significant negative effect on employees' knowledge-hiding behavior. Positive emotions play a positive (enhancing) moderating role on the path between outcome expectancy and knowledge-sharing behavior, while negative emotions play a negative (weakening) moderating role on the path between reciprocity and knowledge-hiding behavior, as well as between trust and knowledge-hiding behavior. By incorporating employee emotions into the framework of social cognition's impact on employee knowledge behavior, this study enriches theories related to enterprise social media, knowledge management, and user behaviors. Our research findings have practical implications for guiding employees to engage in positive knowledge sharing and reducing knowledge hiding on enterprise social media.

How the use of an online healthcare community affects the doctor-patient relationship: An empirical study in China

Possible improvements to the doctor-patient relationship are an important subject confronting national healthcare policy and health institutions. In recent years, online healthcare communities have changed the ways in which doctors and patients communicate, especially during the COVID-19 pandemic. However, previous research on how usage of online healthcare communities has affected the doctor-patient relationship is rather limited. This paper proposes a research model to investigate the relationship between online healthcare community usage and the doctor-patient relationship. An analysis of 313 patients' data using structural equation modeling showed the following. First, the use of an online healthcare community has a positive impact on doctor-patient communication, helps improve the performance of healthcare procedures, and reduces healthcare costs. Second, doctor-patient communication and healthcare costs have a positive impact on patients' emotional dependence and patients' perception of healthcare quality, while healthcare procedures do not have this impact. Finally, patients' emotional dependence and perception of healthcare quality have a positive effect on doctor-patient relationship through the mediator of patients' satisfaction.

The Impact of Social Media on Employee Mental Health and Behavior Based on the Context of Intelligence-Driven Digital Data

With the rapid development and widespread popularity of the Internet, employee social media use at work has become an increasingly common phenomenon in organizations. This paper analyzes 105 related papers from the Social Science Citation Index in Web of Science through Scoping Review to clarify the definition and characteristics of employee social media use and the types of social media and summarizes the current research methods. Then, the reasons for employees' willingness and refusal to use social media and the positive and negative effects of employee social media use on employees' work attitudes, behaviors, and performance are discussed. Then, the mediating variables, moderating variables, and theoretical frameworks used in the relevant studies are described, and a comprehensive model of employee social media use is constructed. Finally, this paper indicates future research directions based on the latest research results in 2020-2022, i.e., improving research methods, increasing antecedent studies, expanding consequence research, and expanding mediating variables, moderating variables, and theoretical perspectives.

Modeling the influence of individual differences on knowledge hiding

Purpose

The purpose of this paper is to explore the longitudinal influence of gender, age, education level, organizational tenure and emotional intelligence on three dimensions of knowledge hiding over time.

Design/methodology/approach

A longitudinal study using two-wave data sets of 390 employees in Chinese enterprises was conducted to build fixed, continuous and interacting models for investigating the effects of individual differences on the processes of knowledge hiding over time.

Findings

This research uncovered the changing relationships of individual differences on knowledge-hiding behaviors over time, such that age correlates with rationalized hiding in the interacting model, indicating younger employees are less likely to choose rationalized hiding when facing situation changes; and education level, organizational tenure and emotional intelligence moderate knowledge hiding over time, implying individuals with better education, longer tenure and higher emotional intelligence tend to exhibit more rationalized hiding behaviors rather than evasive hiding and playing dumb behaviors at Time 2.

Originality/value

One of the novel contributions of this study is that it tests the longitudinal effect of individual differences on knowledge hiding, providing a vertical perspective, and thereby contributing to the body of knowledge in knowledge management. The study also constructs fixed, continuous and interacting models to measure the covering longitudinal influences, thus making the research original.

Mitigating knowledge hiding behaviour through organisational social capital: a proposed framework

Purpose

This study aims to develop a framework that demonstrates the role of social capital in alleviating knowledge hiding behaviour in organisations while also considering the moderating roles of perceived organisational politics and the perceived value of knowledge in this process.

Design/methodology/approach

The authors conducted a systematic literature review of research papers on the topic of knowledge hiding to develop a framework for mitigating knowledge hiding.

Findings

This paper conceptualises social capital into three interrelated dimensions (e.g. structural, cognitive and relational). Based on the findings of the review, all the three social capital dimensions can potentially mitigate an individual’s propensity towards knowledge hiding. Additionally, the paper integrates two potential moderators: perceived organisational politics and perceived value of knowledge, which could undermine the outcomes of social capital in mitigating knowledge hiding.

Research limitations/implications

Although the proposed framework may provide preliminary insights to practitioners and scholars, one of its key limitations is that it is conceptual. Future empirical research is needed to validate the proposed framework.

Originality/value

Existing research has focused on studying the antecedents and consequences of knowledge hiding. However, scant scholarly work explores how such behaviour can be mitigated. This paper addresses this gap and contributes to understanding how organisations can alleviate the prevalence of knowledge hiding by developing their social capital and by focusing on contextual factors.

Linking enterprise social media use, trust and knowledge sharing: paradoxical roles of communication transparency and personal blogging

Purpose

The purpose of this study is to investigate the impact of enterprise social media (ESM) use on two trust dimensions – affect-based trust (ABT) and cognition-based trust (CBT) – as mediators in the relationship between ESM use and knowledge sharing. In the first stage of the proposed model, the authors also consider transparent communication (TC) and personal blogging with colleagues (PBC) during work and non-work hours as moderators that reshape trust levels and subsequently promote knowledge sharing within the organisation.

Design/methodology/approach

The authors collected the data in three waves from employees in China, the world’s largest market for social media. Five companies, including three information technology companies and two software companies, were targeted for data collection. Initially, a total of 403 ESM users were recruited, but the final sample in the final round was reduced to N = 292. The authors used Mplus (v8.5) to calculate direct path coefficients and indirect moderated-mediation effects.

Findings

The use of ESM promotes ABT and CBT, thereby improving knowledge sharing. ABT and CBT both fully mediate the effect of ESM use on knowledge sharing. However, the research reveals paradoxical findings regarding moderation. For example, on the one hand, TC negatively moderates the association between ESM use and ABT, thereby reducing knowledge sharing in the workplace. On the other hand, TC strengthens the relationship between the use of ESM and CBT, thereby increasing knowledge sharing. These contradictory findings indicate that TC functions as a double-edged sword; thus, the effective use of ESM in the workplace requires managers’ intervention. Finally, the analysis reveals that the moderating role of PBC strengthens the association between ESM use and both ABT and CBT, thereby increasing knowledge sharing.

Originality/value

While stakeholders have expressed concern regarding the adverse impacts of workplace ESM adoption on employee performance, the authors provide a broad, novel perspective on the potential of ESM use to enhance knowledge sharing via trust (i.e. ABT and CBT). To the best of the authors’ knowledge, this is the first study to offer a comparative view of trust dimensions, such as ABT and CBT, and to discuss how, why and when TC and PBC interactions moderate the relationship of ESM to ABT and CBT and thereby lead to knowledge sharing. These interesting findings guide further research into the role of ESM in the workplace, especially research based on rational choice theory and communication visibility theory, by illuminating the ways in which employees can use ESM to reshape social communication in the workplace and thereby enhance knowledge sharing.

How to Maintain a Sustainable Doctor-Patient Relationship in Healthcare in China: A Structural Equation Modeling Approach

It is important to identify means of improving and maintaining a sustainable doctor-patient relationship to address current healthcare issues. Although many studies have made outstanding contributions to the healthcare doctor-patient relationship literature, little work has been done to explore the influencing elements of the doctor-patient relationship in relation to expectation confirmation theory. To fill this gap, this study produced a theoretical framework model of the influencing factors of the doctor-patient relationship according to the expectation confirmation theory. Data from 335 Chinese patients were analyzed using a structural equation modeling method, and the results showed that patient satisfaction and patient trust are the most important factors in building a good relationship between doctor and patient. Furthermore, three components of postdiagnosis patient's perception, namely, perceived service quality, perceived communication quality, and perceived service attitude, are examined. These have a significant impact on patient confirmation. These three components ultimately affect the doctor-patient relationship. This study will be helpful for doctors to understand patients' service demands and their future diagnosis behavior. The proposals of this study may lead to optimization of the process of diagnosis and improvements in the quality of clinic services.

Predicting the Factors of Employee Agility Using Enterprise Social Media: The Moderating Role of Innovation Culture

This study aims to create a research model that examines how employee agility is affected by enterprise social media usage (ESMU), and to discuss the moderating role of innovation culture in communication quality, trust, and employee agility using the relational capital theory. Data of 477 Chinese employees from different companies were collected in this study for analysis, and the hypotheses developed were examined. The purpose of this study was to explore the influence mechanism that propels employees' ESMU, communication quality and trust and the moderating effect of innovation culture. This study conducts PLS-SEM to analyze collected data. The results show that ESMU is positively associated with communication quality and trust; innovation culture plays a positive moderating role in ESMU and employee agility; and high communication quality and trust can lead to high agility. However, innovation culture does not have a remarkable moderating effect on ESMU and communication quality. This study offers empirical evidence on how the effect of ESMU on employee agility is transferred by innovation culture. In addition, the benefits of enterprise social media for organizational management are also measured in this study, which may motivate the managements to introduce enterprise social media in work spaces.

The Management System Framework of Small- and Medium-Sized Enterprises Based on Strategic Flexible Management

The framework to learn how to manage SMEs is as simple as management. The first is to identify the internal control problems and causes of SMEs, and the reasons for the internal management problems of SMEs. Then, we analyzed the management system management and development of the business model industry-standard model. Based on the construction of industrial subsystems, a simple subsystem conversion system is developed, and a simple exchange strategy matrix for equipment measurement and decision-making is constructed. Finally, taking CW as an example, the company’s case modeled and demonstrated the feasibility of the retrofit process, supporting the importance of the study. The experimental results show that asset specificity, organizational structure stability, cultural organization memory, and entrepreneur cognitive inertia are the main factors that promote the formation of strategic rigidity. Once the strategic rigidity is formed, it will have a negative effect on the enterprise, resulting in a lack of adaptability, lack of innovation power, and a decline in business performance, indicating the necessity and urgency of building an enterprise strategic flexibility system.

Emotional Intelligence and Knowledge Hiding Behaviors: The Mediating Role of Job Stress

Emotion is fundamental to human experiences influencing our daily activities including cognition, communication, learning, and decision-making, but the effect of emotion on knowledge management in firms receives a little attention, especially in the field of knowledge hiding behaviors. Drawing on the cognitive appraisal theory of stress and coping as a unique theoretical lens to explicate how knowledge hiding behaviors happen, this study investigates the mediating effect of job stress in the relationship between emotional intelligence (EI) and knowledge hiding behaviors. We conducted a field study with 193 full-time employees in smart healthcare firms to test our hypotheses. Results supported the mediating effects of job stress in accounting for the relationship between EI and knowledge hiding behaviors. Our study is among the first to examine how emotional intelligence predicts knowledge hiding behaviors. This study contributes to the literature on knowledge management and emotional intelligence.

Alexithymia, social inhibition, affectivity, and knowledge hiding

Purpose

This paper aims to examine the impact of adverse personality traits (alexithymia, social inhibition, negative affectivity) and supervisor knowledge hiding on individual knowledge hiding. This study also explores the moderating role of positive affectivity.

Design/methodology/approach

Partial least squares path modeling and data collected from 518 Polish employees with higher education and extensive professional experience recruited via an Ariadna survey panel were used to test the research hypotheses.

Findings

Two dimensions of alexithymia were considered: difficulty identifying feelings (DIF) and difficulty describing feelings (DDF). DIF has a direct impact on individual hiding, whereas DDF has an indirect impact, via social inhibition. Negative affectivity is a predictor of social inhibition, which enhances knowledge hiding. Positive affectivity slightly weakens the positive and strong effect of supervisor knowledge hiding on subordinate knowledge hiding.

Practical implications

Because alexithymia, social inhibition and negative affectivity may predispose employees to knowledge hiding, managers should identify these personality traits among job applicants and hired employees to make appropriate employment decisions. Moreover, managers should be aware that hiding knowledge by a supervisor may be imitated by subordinates.

Originality/value

Based on conservation of resources theory, this study investigates previously unexplored relationships among alexithymia, social inhibition, affectivity and knowledge hiding.

Elongating Nexus Between Workplace Factors and Knowledge Hiding Behavior: Mediating Role of Job Anxiety

Purpose

The study objective is to investigate the relationship between workplace ostracism, workplace incivility, and knowledge hiding behavior (evasive hiding, playing dumb, rationalized hiding) while considering the mediating role of job anxiety.

Methods

The study collected data through structured questionnaires from 275 participants (ie, employees) working in the small to medium-sized enterprise of five big cities of Pakistan. The study adopted a structured equation modeling technique for data analysis.

Results

Significantly, the study results suggest a positive effect of workplace ostracism and workplace incivility on employees’ knowledge hiding behavior, and job anxiety significantly mediates the relationship between workplace ostracism, workplace incivility, and knowledge hiding behavior of employees.

Conclusion

The present study highlights the need to examine the personality disposition for understanding the relationship between the variables (eg, workplace ostracism, workplace incivility, knowledge hiding behavior). Employees’ inappropriate behavior had suppressed by initiating a campaign for a realistic job preview, setting an exceptional example. The study significantly contributes to the current literature on knowledge hiding behavior by presenting valuable insight into organizational and individual variables, subsequently influencing the knowledge hiding behavior of individuals. Indeed, this study is the first to investigate the predictive effect of the proposed variables.

Impact of Personality Traits on Knowledge Hiding: A Comparative Study on Technology-Based Online and Physical Education

Knowledge hiding has been a variable of interest that has led to major intangible losses to organizations, especially in this pandemic era when everything has shifted to online platforms and social media. Knowledge hiding has taken a new turn into the field of knowledge management. Moreover, the major players in knowledge hiding are the personality characteristics of individuals that have now found a way of expression without coming into the spotlight. This study is a necessary one in this time of online working environments where the role of personality traits and psychological ownership has been explored to understand their impact on the knowledge hiding within the organizations of China, and furthermore, to understand what role social status plays in moderating these relationships. The sampling design used is convenient random sampling with a sample size of 298 managers. This study has used the software Smart-PLS 3.3.3 for analyzing the data. The data relied on and was validated using preliminary tests of reliability and discriminant and convergent validities using the measurement model algorithm. Further, the partial least square technique was used to find the equation modeling for the variables, with the help of a structural model algorithm using 500 iterations for bootstrapping. The findings of the current study show that the personality traits of the "BIG FIVE" model positively predict knowledge hiding, except for openness to experience. At the same time, psychological ownership plays a partial mediating role.

Team Social Media Usage and Team Creativity: The Role of Team Knowledge Sharing and Team-Member Exchange

Given that work teams have been widely used in a variety of organizations to complete critical tasks and that the use of social media in work teams has been growing, investigating whether and how team social media usage (TSMU) affects team creativity is imperative. However, little research has empirically explored how TSMU affects team creativity. This study divides TSMU into two categories, namely, work-related TSMU and relationship-related TSMU. Basing on communication visibility theory and social exchange theory, this study constructs a moderating mediation model to understand how TSMU affects team creativity. In this model, team knowledge sharing is used as mediating role and team-member exchange (TMX) is used as moderating role. Two-wave research data collected from 641 employees in 102 work teams in Chinese organizations are used for regression analysis. Results show that (1) Work-related TSMU and relationship-related TSMU are positively affect team creativity. (2) Team knowledge sharing plays a partly mediating effect on the relationship between work-related TSMU and team creativity and that between relationship-related TSMU and team creativity. (3) TMX not only positively moderates the indirect effect of work-related TSMU and relationship-related TSMU on team creativity through team knowledge sharing. Theoretical and practical implications are also discussed.

Falling in Love With Work: The Effect of Enterprise Social Media on Thriving at Work

Using a survey of 300 employees in different types of enterprises and different positions, this study verified that the use of enterprise social media has a positive effect on employees’ work exuberance. The study separately examined the effects of social media applications for work tasks and social tasks. Both types of applications had a positive impact on employees’ work exuberance. The study also identified the mediating role of challenge and obstructive stressors in this relationship. Work-related social media applications enhanced employees’ exuberance by reducing obstructive stressors, and social-related social media applications enhanced employees’ exuberance by reducing challenge stressors. The implications of these findings are that managers should pay attention to the use of enterprise social media, especially for social tasks, as this can enhance employees’ sense of exuberance.

Towards Explaining Knowledge Hiding through Relationship Conflict, Frustration, and Irritability: The Case of Public Sector Teaching Hospitals

Organizations grow and excel with knowledge sharing; on the other hand, knowledge hiding is a negative behavior that impedes innovation, growth, problem solving, and timely correct decision making in organizations. It becomes more critical in the case of teaching hospitals, where, besides patient care, medical students are taught and trained. We assume that negative emotions lead employees to hide explicit knowledge, and in the same vein, this study has attempted to explain the hiding of explicit knowledge in the presence of relational conflicts, frustration, and irritability. We collected data from 290 employees of a public sector healthcare organization on adopted scales to test conjectured relationships among selected variables. Statistical treatments were applied to determine the quality of the data and inferential statistics were used to test hypotheses. The findings reveal that relationship conflicts positively affect knowledge hiding, and frustration partially mediates the relationship between relationship conflicts and knowledge hiding. Irritability moderates the relationship between relationship conflicts and frustration. The findings have both theoretical and empirical implications. Theoretically, the study tests a novel combination of variables, and adds details regarding the intensity of their relationships to the existing body of literature. Practically, the study guides hospital administrators in managing knowledge hiding, and informs on how to maintain it at the lowest possible level.

Leveraging enterprise social network technology: understanding the roles of compatibility and intrinsic motivation

Purpose

This study explores the factors influencing the value of enterprise social media (ESM) from the perspective of compatibility. Establishing a theoretical model based on compatibility theory, the authors examine the effects of two dimensions of compatibility and the mediating effects of employees' intrinsic motivations. ESM is an important tool that helps companies to enhance knowledge sharing and cross-department collaboration. Thus, it is important to understand factors that can facilitate the role of ESM in improving enterprise operating performance.

Design/methodology/approach

The authors conducted a survey among 353 users of a leading ESM platform and empirically investigated how compatibility influences ESM value through employees' intrinsic motivations. Structural equation modeling (SEM) was applied to study the relationship among compatibility, employees' intrinsic motivations and ESM value.

Findings

The empirical research results indicate that compatibility of self-interest with group interest influences the value of ESM, and intrinsic motivations toward collaboration and toward knowledge management partially mediate the effects of the two dimensions of compatibility on ESM value.

Research limitations/implications

First, the empirical analysis relies on data from surveying employees of Chinese companies. Therefore, one direction for future research is to reexamine the model using data from other countries. Second, the effects of compatibility identified in the study may vary among different ESM platforms. In addition, the findings may change for organizations having different sizes.

Practical implications

This finding suggests that managers should pay close attention to potential conflicts of interest when implementing ESM to enhance group communication and collaboration. This study also highlights the importance of compatibility of new working processes with experience in practice. In addition, intrinsic motivations towards both cooperation and knowledge management in ESM are important factors influencing the value creation of ESM. Therefore, to cultivate employees' intrinsic motivation, managers and organizations need to facilitate the formation of a collaborative atmosphere and habits of cooperative adoption.

Originality/value

Although previous studies show that compatibility is a strong belief salient to technology acceptance and continuance usage behavior, the operational definition of compatibility developed by prior studies has generally been limited to the technology perspective and the individual level. However, the primary benefit of ESM is enabling online team collaboration and knowledge sharing across various departments. Thus, the level of compatibility between employees' self-interests and group interests may influence their intrinsic motivations toward ESM usage. From this perspective of individual–group interest conflicts, the authors propose a conceptual research model based on the theory of compatibility in innovation diffusion.

The Role of Social Media in an Inspirational Approach to Product Design and Designer Performance

Social media has encouraged a large number of organizations to design their work patterns to facilitate their employees through social media adoption. This study examines the effects of enterprise social media and public social media on the novelty-focused product design, and efficiency-focused product design that eventually explain the performance of the designers. Empirical analysis based on time-lagged, multi-source data set indicate that both enterprise social media and public social media are an important source of product designer's inspiration which are positively related to novelty-focused design and efficiency-focused product design. Results further indicate that efficiency-focused product design has a stronger impact on designer performance than novelty-focused design. Theoretical implications and practical implications are discussed in the later sections.

Understanding knowledge hiding under technological turbulence caused by artificial intelligence and robotics

Purpose

Artificial intelligence (AI) will be performing 52% of the tasks in companies by 2025. The increasing adoption of AI is generating technological turbulence in the business environment. Previous studies have also shown that employees are aware of the high risk of losing their jobs when being replaced by AI. The risk of employees engaging in opportunistic behaviors, such as knowledge hiding, is thus fairly high. Therefore, the aim of this paper is to analyze the mediating effect of employee’s AI awareness on the relationship between technological turbulence generated by AI and the three types of knowledge hiding: evasive hiding, playing dumb and rationalized hiding.

Design/methodology/approach

Structural equations by the partial least squares method were used to test the proposed research model.

Findings

The most interesting finding is that employee’s AI and robotics awareness fulfills almost all mediating functions in the relationship between technological turbulence generated by AI and the three types of knowledge hiding.

Originality/value

The results show that knowledge hiding in the digital age is first and foremost a strategy by employees to sabotage and induce failure in process automation, to reduce the risk of being replaced in the workplace by AI. This study indicates that employees are willing to hide knowledge in all possible ways when perception that AI is a threat to their job increases. In other words, technological turbulence generated by AI and employee’s AI awareness are the two great new triggers of knowledge hiding in the digital age.

Ethical leadership and knowledge hiding: testing the mediating and moderating mechanisms

Purpose

Recent scholars have established that knowledge hiding does not equate to the lack of knowledge sharing. Due to a scarcity of papers on knowledge hiding, this paper aims to understand the mechanisms through which ethical leadership influences knowledge hiding based on social learning theory and social cognitive theory.

Design/methodology/approach

The field study involves 243 employees from public listed companies in Malaysia. Partial least square structural equation modelling is used to test the hypothesised relationships.

Findings

The results indicate that moral disengagement mediates the relationship between ethical leadership and knowledge hiding. Furthermore, organisational commitment moderates the negative relationship between ethical leadership and knowledge hiding, such that the negative relationship is stronger when organisational commitment is high.

Originality/value

This study is the first to investigate the influence of ethical leadership on knowledge hiding through the mediating effect of moral disengagement. Moreover, organisational commitment is an important boundary condition for the relationship between ethical leadership and knowledge hiding. The implications for practice and future research are also discussed.

The Psychology behind Knowledge Hiding in an Organization

This study aimed to understand the psychological process behind employees’ knowledge hiding (KH) behaviors in organizations. KH is an intentional act of concealing knowledge when it is requested by a colleague and can lead to counterproductive consequences for the organization. Therefore, this study synthesized previous studies (n = 88) on KH through a systematic literature review. We used the cognitive–motivational–relational (CMR) theory of emotion to create a framework for the studies’ findings. Based on the framework, the psychological process behind KH has two stages—personal goal generation and the knowledge-request event appraisal process, each of which contains its own CMR process. In the first stage, an individual’s internal and external attributes related to the organization shape their personal goals. In the second stage, an individual appraises the features of a knowledge-request event in terms of both their personal goal and the internal and external attributes that created the goal. If the knowledge request is appraised as harmful for the personal goal, emotion arises and leads to the manifestation of KH. This study contributes to the knowledge management literature as, to our knowledge, it is the first to propose a CMR theory-based framework to understand the overall psychological process behind KH.

The impact of enterprise social media use on employee performance: a grounded theory approach

Purpose

Enterprise social media (ESM) are frequently used in enterprises for daily operation. Although many researchers have attempted to understand the antecedents and consequences of ESM use, the integrated model, boundary conditions and mechanism of the impact of ESM use on performance are still unclear. This study fill this research gap by adopting a grounded theory approach to study how ESM use affects employee performance.

Design/methodology/approach

Choosing representative cases, the authors collected interview data and analyzed the data using open coding, axial coding and selective coding.

Findings

The results showed four main categories including ESM use, work efficiency, emotional maintenance and work performance, as well as 14 sub-categories. This paper also constructs a model of the impact of ESM use on work performance. In addition, results showed that ESM use affects employees' work performance through work efficiency and emotional maintenance, and frequency of use and individual characteristics may moderate this process.

Originality/value

This study’s results contribute to the existing ESM literature by finding the integrated model, boundary conditions and mechanism of the impact of ESM use on performance. The authors also contributed to the social media literature by finding 14 sub-categories and four main categories including ESM use, work efficiency, emotional maintenance and work performance. The conclusion of this paper provides guidance and reference for the use and management of internal social media in enterprises.