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Erschens R, Adam SH, Schröpel C, Diebig M, Rieger MA, Gündel H, Zipfel S, Junne F. Improving Well-Being and Fostering Health-Oriented Leadership among Leaders in Small and Medium-Sized Enterprises (SMEs): A Systematic Review. Healthcare (Basel) 2024; 12:486. [PMID: 38391861 PMCID: PMC10888323 DOI: 10.3390/healthcare12040486] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2024] [Revised: 02/13/2024] [Accepted: 02/15/2024] [Indexed: 02/24/2024] Open
Abstract
Leaders of small and medium-sized enterprises (SMEs) are often confronted with specific burdens, which frequently result in increased levels of stress. Leadership behaviour, in turn, has a significant impact on employees' health and performance. Using the Population, Intervention, Comparison, Outcome (PICO) method, we conducted a systematic literature search covering publications from 2002 to 2023 using PubMed, PsycInfo and Business Source Premier on stress-reducing and well-being-improving interventions for SME leaders. The Effective Public Health Practice Project (EPHPP) Quality Assessment Tool was used to assess the methodological quality and risk of bias of the included studies regarding selection bias, study design, confounders, blinding, data collection, withdrawal and drop-out. Of the 3150 identified publications, 6 were included after screening. The studies varied in content (cognitive behavioural therapy [CBT]-based, psychoeducation, and mixed interventions) and approach (individual- and organisation-centred). Not all of the examined interventions provided significant outcomes. However, CBT-based and individualised approaches showed a positive trend in reducing SME leaders' psychosocial stress and improving their well-being. Despite the limited data, it can be concluded that such interventions are beneficial for leaders and their specific needs. Future research should focus on tailored approaches, derived from well-founded theories and integrative interventions addressing SME leaders.
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Affiliation(s)
- Rebecca Erschens
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Osianderstr. 5, 72076 Tuebingen, Baden-Wuerttemberg, Germany
| | - Sophia Helen Adam
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Osianderstr. 5, 72076 Tuebingen, Baden-Wuerttemberg, Germany
| | - Carla Schröpel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Osianderstr. 5, 72076 Tuebingen, Baden-Wuerttemberg, Germany
| | - Mathias Diebig
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, Heinrich-Heine-University Duesseldorf, Moorenstraße 5, 40225 Duesseldorf, Nordrhein-Westfalen, Germany
| | - Monika A Rieger
- Institute of Occupational and Social Medicine and Health Services Research, University Hospital Tübingen, University of Tuebingen, Wilhelmstraße 27, 72074 Tuebingen, Baden-Wuerttemberg, Germany
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Ulm, Albert-Einstein-Allee 23, 89081 Ulm, Saxony-Anhalt, Germany
| | - Stephan Zipfel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Osianderstr. 5, 72076 Tuebingen, Baden-Wuerttemberg, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Osianderstr. 5, 72076 Tuebingen, Baden-Wuerttemberg, Germany
- Department of Psychosomatic Medicine and Psychotherapy, Otto von Guericke University Magdeburg, University Hospital Magdeburg, Leipziger Straße 44, 39120 Magdeburg, Saxony-Anhalt, Germany
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Hildred K, Piteira M, Cervai S, Pinto JC. Objective and subjective career success: individual, structural, and behavioral determinants on European hybrid workers. Front Psychol 2023; 14:1161015. [PMID: 37408972 PMCID: PMC10319156 DOI: 10.3389/fpsyg.2023.1161015] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2023] [Accepted: 05/26/2023] [Indexed: 07/07/2023] Open
Abstract
Introduction In the current worldwide labor context, where a disruption took place and employees experience. Methods Participated in this study 739 European hybrid workers who fulfilled an online assessment protocol. Results Results indicate that higher ages, higher educational levels, being married, having children, working. Discussion This study makes a unique contribution to the extant research on hybrid workers' careers, specifically.
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Affiliation(s)
- Kiall Hildred
- Universidade Católica Portuguesa, Católica Research Centre for Psychological, Family and Social Wellbeing, Lisbon, Portugal
| | | | - Sara Cervai
- Department of Social and Political Sciences, University of Trieste, Trieste, Italy
| | - Joana Carneiro Pinto
- Universidade Católica Portuguesa, Católica Research Centre for Psychological, Family and Social Wellbeing, Lisbon, Portugal
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Sitarević A, Nešić Tomašević A, Sofić A, Banjac N, Novaković N. The Psychosocial Model of Absenteeism: Transition from 4.0 to 5.0. Behav Sci (Basel) 2023; 13:bs13040332. [PMID: 37102846 PMCID: PMC10136245 DOI: 10.3390/bs13040332] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2023] [Revised: 03/21/2023] [Accepted: 03/29/2023] [Indexed: 04/28/2023] Open
Abstract
The research provides insight into the factors that determine absenteeism in different types of organizations, in order to facilitate the adjustment of employees and organizations in the transition process from Industry 4.0 to Industry 5.0. The aim of the study is to predict the absenteeism of employees in the context of job characteristics and mental health. Additionally, the research investigated the effect of size, ownership, and sector of the companies on absenteeism, job characteristics, and mental health. The sample included responses from 502 employees of different sociodemographic characteristics that work in various types of organizations, performing white-collar and blue-collar jobs. A short mental health questionnaire-Mental Health Inventory, MHI-5-was used in order to measure mental health. The Job Characteristics Questionnaire was used to measure the employees' perceptions of their job characteristics-job variety, autonomy, feedback, dealing with others, task identity, and friendship. The absenteeism is operationalized with the question: "During the past 12 months, how many days were you absent from work for any reason?". The findings suggest that mental health and job characteristics significantly reduce absenteeism among different sectors. The result showed that the size, ownership, and sector of the organization significantly affect the absenteeism, job characteristics, and the mental health of the employees. The results support the premises of Industry 5.0 and offer a new human-centric approach to absenteeism through the promotion of mental health through long-term organizational strategies and a more inclusive approach to employees' preferences in relation to job characteristics. The study offers a new, double-sided model of absenteeism, determining causal factors from the perspective of personal and organizational factors.
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Affiliation(s)
- Aleksandra Sitarević
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
| | - Ana Nešić Tomašević
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
| | - Aleksandar Sofić
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
| | - Nikola Banjac
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
| | - Nenad Novaković
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
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Lin YC, Lin YW. An Index to Assess Overwork-Related Adverse Effects on Employees Under the Occupational Safety and Health Act in Taiwan. Saf Health Work 2022; 13:401-407. [PMID: 36579013 PMCID: PMC9772476 DOI: 10.1016/j.shaw.2022.10.002] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/19/2022] [Revised: 09/21/2022] [Accepted: 10/09/2022] [Indexed: 11/13/2022] Open
Abstract
Background The present study aimed to digitally evaluate the risk of overwork-related adverse effects (OrAEs) among employees from various occupational categories in Taiwan. Methods Anonymous data of employees from seven companies/factories providing occupational health services were analyzed. The studied population comprised 5505 employees, and the data analyzed included employment duration, working hours, shift work schedules, and health checkup results. The risk for OrAEs was assessed by an index, Karo index (0-4, the larger the value, the higher the risk for OrAEs) obtained using a risk matrix made up of cardiocerebral and occupational risk factors. Karo index values of 3 and 4 were categorized as at high risk for OrAEs (h-OrAEs). Results The 5505 employees had an average employment duration of 8.5 years and a mean age of 39.4 years. The prevalence rates for h-OrAEs of the seven companies/factories ranged from 3.9% to 34.2%. There were significant differences in prevalence rates for h-OrAEs between employees of retail stores and high-tech manufacturing factories. Multivariate analysis results indicated that workers of high-tech manufacturing factories had significantly higher risk for h-OrAEs compared with retail store workers. Conclusion In terms of satisfying health risk management and legal requirements in Taiwan, the newly issued Karo index, which covers a wide range of occupational risk factors, can serve as an assessment and a warning tool for managing the risk of OrAEs in workplaces. To reduce risks for h-OrAEs, active and prudent control of cerebrocardiovascular risks and working hours is recommended.
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Affiliation(s)
- Yu-Cheng Lin
- Department of Occupational Medicine, Fu Jen Catholic University Hospital, Fu Jen Catholic University, Taiwan,School of Medicine, Fu Jen Catholic University, New Taipei City, Taiwan,Department of Occupational Medicine, En Chu Kong Hospital, New Taipei, Taiwan,Corresponding author. Department of Occupational Medicine, Fu Jen Catholic University Hospital, Fu Jen Catholic University, Taiwan.
| | - Yu-Wen Lin
- College of Medicine, Fu Jen Catholic University, New Taipei City, Taiwan
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Ma Y. Prediction Algorithm of User's Brand Conversion Intention Based on Fuzzy Emotion Calculation. Front Psychol 2022; 13:907035. [PMID: 35719475 PMCID: PMC9204640 DOI: 10.3389/fpsyg.2022.907035] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2022] [Accepted: 05/04/2022] [Indexed: 11/19/2022] Open
Abstract
Branding is a magic weapon for enterprises to participate in international competition, and empowering enterprises through branding has become a national strategy in the new era. Economic and social development has won wide acclaim from the international community, but enterprises generally have the problem of being “big but not strong”, which is not matching with long history and great power influence. The brand bottleneck of Chinese enterprises has been highlighted. Recent brand theory research has been fruitful on the whole, but there are also some weak links, among which “the mechanism of enterprise brand value formation” is a research theme to be strengthened. This paper presents a number of suggestions for the formation of corporate brand value. The empirical analysis was conducted using valid data. The results found that: customer involvement behavior has a significant positive influence on customer citizenship behavior and customer experience value. Customer experience value has a significant positive influence on customer satisfaction and customer commitment. It plays a mediating effect in the relationship between the influence of customer involvement behavior on customer satisfaction and customer commitment, respectively. Customer satisfaction has a significant positive influence on customer commitment, and plays a mediating customer commitment has a significant positive effect on customer citizenship behavior and mediates the effect of customer experience value on customer citizenship behavior. The experimental results show that: the accuracy of crop color recognition by this method is high, and it has the advantages of faster computational efficiency and higher computational accuracy compared with other algorithms, thus verifying the reliability of the algorithm. Based on the fuzzy sentiment of online reviews, this paper improves the continuous use model ECM-ISC and formulates the inference rules of fuzzy affiliation function, and verifies the brand conversion intention and brand conversion type of cell phones by example calculation, which has good accuracy and generality and has important practical significance for brand marketing and early warning management. In addition, the use of brand economics in the study of corporate brand positioning is a development and innovation of brand economics.
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Affiliation(s)
- Youwen Ma
- School of Media and Communication, Shanghai Jiao Tong University, Shanghai, China
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Xin Z. The Influence of Work Environment on Employee's Psychological Relationship: A Case Study of Japanese Literature. Occup Ther Int 2022; 2022:5387795. [PMID: 35677567 PMCID: PMC9155952 DOI: 10.1155/2022/5387795] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Accepted: 04/25/2022] [Indexed: 11/17/2022] Open
Abstract
The new generation of employees grows up in the environment of rapid economic development, fierce competition, diversified values, and multiple channels of cultural communication, and their unique growth environment creates characteristics such as their unstable psychological state, poor adjustment ability, and significant self-awareness. The special psychological condition of the new generation employees will affect their own development and that of the organization. How to effectively manage the psychological capital of new generation employees has become an urgent problem for modern human resource management. Based on the social exchange theory and resource conservation theory, this study explores the relationship between the psychological capital of new generation employees and their job performance and propensity to leave and proposes research hypotheses and research models. Based on the survey data of 330 new generation employees, SPSS software was used to analyze the data and test the hypotheses. The psychological capital, job performance, and turnover tendency of new generation employees differed to different degrees in terms of age, education, years of work experience, and position level. The psychological capital of the new generation employees had a significant negative effect on the propensity to leave. Psychological capital had a significant positive effect on the relational performance dimension of job performance, and among the four dimensions of psychological capital, resilience and optimism had a significant positive effect on relational performance, while self-efficacy and hope had no significant effect on relational performance. The psychological capital of new generation employees mainly contributes to task performance through hope, resilience, and optimism and to relational performance through resilience and optimism.
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Affiliation(s)
- Ziyu Xin
- Business College of Shanxi University, Taiyuan, Shanxi 030031, China
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Positive Organizational Practices, Life Satisfaction, and Psychological Capital in the Public and Private Sectors. SUSTAINABILITY 2022. [DOI: 10.3390/su14010488] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
Public and private sector employees confronted stressful life circumstances that affected the world during the COVID-19 pandemic. Therefore, new knowledge on possible psychological and organizational resources is needed. This study aimed to explore positive organizational practices, psychological capital, and life satisfaction of employees in the public and private sectors. The survey applied the Satisfaction with Life Scale (SWLS), the Psychological Capital Questionnaire—PCQ-24, validated in the Lithuanian population (the Lith-PCQ-21), and the Positive Organizational Practices Questionnaire. The sample consisted of 582 employees, including 443 public sector and 139 private sector employees. The respondents’ mean age was 42.0981 years (SD = 13.23083). The CFA results confirmed the six-factor structure of positive organizational practices, χ2 = 270,884.785; Df = 406; CFI = 0.996; TLI = 0.996; NFI = 0.995; RMSEA = 0.074 [0.070–0.078]; SRMR = 0.043, the four-factor structure of psychological capital, χ2 = 32,780.109; Df = 190; CFI = 0.983; TLI = 0.980; NFI = 0.978; RMSEA = 0.082 [0.076–0.088]; SRMR = 0.067, and one factor structure of life satisfaction, χ2 = 10,588.246; Df = 10; CFI = 0.999; TLI = 0.999; NFI = 0.999; RMSEA = 0.022 [0.000–0.066]; SRMR = 0.014. The findings revealed that private sector employees demonstrated higher scores of dignity, support, care, forgiveness, and overall positive organizational practices than public sector employees. Private sector employees demonstrated higher optimism scores than public sector employees, and public sector employees demonstrated higher self-efficacy scores than private sector employees. Male employees demonstrated significantly higher scores on dignity, meaning, and forgiveness than females. Significant positive correlations were found between age and resilience, care and age, care and number of working years, care and number of working years in the current organization. Psychological capital mediated the link between positive organizational practices and life satisfaction. Positive organizational practices were linked to life satisfaction and psychological capital in both employees’ groups, but the features of links were distinctive in the public and private sectors. These results signify the importance of positive organizational practices and psychological capital for the life satisfaction of employees.
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Association of health checkups with health-related quality of life among public servants: a nationwide survey in Taiwan. Health Qual Life Outcomes 2021; 19:42. [PMID: 33541360 PMCID: PMC7863473 DOI: 10.1186/s12955-021-01684-1] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2020] [Accepted: 01/21/2021] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Preventive health checkups have gained in importance over the last decade. The association of health checkups and the number of diseases with health-related quality of life (HRQoL), including physical and mental health, remains unclear. We sought to investigate the aforementioned association among Taiwanese public servants. METHODS A cross-sectional survey was conducted using randomized and multistage stratified cluster sampling based on proportional probabilistic sampling. The questionnaires addressed demographics, job characteristics, health behaviors, health status, 3 types of health checkups during the preceding 3 years (government-paid health checkup [GPHC], self-paid health checkup [SPHC], and no health checkup [NOHC]), and physical component summary (PCS) and mental component summary (MCS) scores of the Short-Form Health Survey. In total 11,454 middle-aged public servants were analyzed. A multivariate general linear model (GLM) was used to estimate PCS and MCS scores by using least square means. RESULTS Health checkup types were associated with a significant difference in PCS scores among the public servants. Scores of PCS and MCS were both significantly higher in the GPHC group than in the NOHC group for those with no chronic diseases (51.20 vs. 50.66 [P = 0.008] and 46.23 vs. 45.58 [P = 0.02], respectively). Compared with the NOHC group, both scores of GPHC and SPHC groups were significantly associated with higher PCS scores for public servants with ≥ 2 chronic diseases (46.93 vs. 45.13 [P = 0.002] and 46.52 vs. 45.13 [P = 0.009], respectively). CONCLUSION In Taiwan, public servants undergoing GPHCs are more likely to report higher PCS scores than are those undergoing SPHCs. It is crucial that encourage periodically using the health checkup to improve health status and HRQoL.
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Schreibauer EC, Hippler M, Burgess S, Rieger MA, Rind E. Work-Related Psychosocial Stress in Small and Medium-Sized Enterprises: An Integrative Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17207446. [PMID: 33066111 PMCID: PMC7650689 DOI: 10.3390/ijerph17207446] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/21/2020] [Revised: 10/06/2020] [Accepted: 10/07/2020] [Indexed: 01/08/2023]
Abstract
Background: Work-related psychosocial stress can cause mental and physical illnesses resulting in high costs for the individual, the economy and society. Small and medium-sized enterprises (SMEs) employ the majority of the world’s workforce and often have fewer financial and human resources compared to larger businesses. The aim of this review is to summarize current knowledge on work-related stress in SMEs according to well-established guidelines categorizing psychosocial factors at work. Methods: A systematic database search was carried out in PubMed, PsycINFO, PSYNDEX and Business Source Premiere from March to June 2019, updated in January 2020. Data of included studies were analyzed and mapped into five themes: “work content and task”, “organization of work”, “social relations”, “working environment” and “new forms of work”. Results: After full-text screening, 45 out of 116 studies were included for data extraction. Studies were very heterogeneous and of varying quality, mostly applying a cross-sectional study design. Psychosocial factors in SMEs have been researched with a focus on the work patterns “work organization” and “work content and task”. Conclusions: This review underlines the need for more and better quality research of psychosocial factors in SMEs, particularly in relation to ongoing and new challenges in the workplace, including stressors related to the process of digitalization or the development of safe working conditions during the emerge of new infectious diseases.
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Affiliation(s)
- Elena Christina Schreibauer
- Institute of Occupational and Social Medicine and Health Service Research, University Hospital Tuebingen, 72074 Tuebingen, Germany; (E.C.S.); (M.H.); (S.B.); (M.A.R.)
| | - Melina Hippler
- Institute of Occupational and Social Medicine and Health Service Research, University Hospital Tuebingen, 72074 Tuebingen, Germany; (E.C.S.); (M.H.); (S.B.); (M.A.R.)
- Interdisciplinary Division of Neuro-Oncology, University Hospital Tuebingen, 72076 Tuebingen, Germany
| | - Stephanie Burgess
- Institute of Occupational and Social Medicine and Health Service Research, University Hospital Tuebingen, 72074 Tuebingen, Germany; (E.C.S.); (M.H.); (S.B.); (M.A.R.)
| | - Monika A. Rieger
- Institute of Occupational and Social Medicine and Health Service Research, University Hospital Tuebingen, 72074 Tuebingen, Germany; (E.C.S.); (M.H.); (S.B.); (M.A.R.)
| | - Esther Rind
- Institute of Occupational and Social Medicine and Health Service Research, University Hospital Tuebingen, 72074 Tuebingen, Germany; (E.C.S.); (M.H.); (S.B.); (M.A.R.)
- Correspondence:
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Nguyen TM, Malik A. Cognitive processes, rewards and online knowledge sharing behaviour: the moderating effect of organisational innovation. JOURNAL OF KNOWLEDGE MANAGEMENT 2020. [DOI: 10.1108/jkm-12-2019-0742] [Citation(s) in RCA: 31] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Online knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that investigates the moderating impacts of innovation on self-efficacy, extrinsic and intrinsic rewards on employees’ online knowledge sharing behaviour in public and private sector companies.
Design/methodology/approach
This research analysed 200 responses to test the moderating effects of organisational innovation on the relationship between self-efficacy and rewards and online knowledge sharing behviours. The analysis was carried out using component-based partial least squares (PLS) approach and SmartPLS 3 software.
Findings
The results reveal that self-efficacy significantly affects online knowledge sharing behaviour in firms, regardless of the organisation type. Extrinsic rewards encourage employees in private companies to share knowledge online, whereas intrinsic rewards work effectively in public companies. Additionally, the study found the moderating role of organisational innovation in examining the relationship between rewards and online knowledge sharing behaviour.
Research limitations/implications
Future research may consider different dimensions such as knowledge donating and collecting behaviours as well as motives, such as self-enjoyment, reciprocity or social interaction ties, which may be investigated to get a deeper understanding of online knowledge sharing behaviour.
Practical implications
Firms must tailor training and rewards to suit employees’ abilities and needs so as to align with organisation type and innovation.
Originality/value
The study’s distinctive contribution is the under-researched context of Vietnamese public and private sector banks for investigating the moderating effects of organisational innovation on micro and meso factors on online knowledge sharing behaviour.
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Onuoha CU, Idemudia ES. When life's good: Gendered marital satisfaction and work-pay satisfaction influences on organisational commitment of advancement-career-stage employees. JOURNAL OF PSYCHOLOGY IN AFRICA 2018. [DOI: 10.1080/14330237.2018.1544394] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Chibuzor Uchenna Onuoha
- Population & Health Research Entity, Faculty of the Human Sciences, North-West University, South Africa
| | - Erhabor Sunday Idemudia
- Population & Health Research Entity, Faculty of the Human Sciences, North-West University, South Africa
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