Статті в журналах: "Knowledge workers – Psychology"

1

Spivack, April J., and Ivana Milosevic. "Perceived Location Autonomy and Work Environment Choice: The Mediating Influence of Intrinsic Motivation." Journal of Applied Behavioral Science 54, no. 3 (March 28, 2018): 325–48. http://dx.doi.org/10.1177/0021886318764353.

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Building on the main tenets of labor process theory, this study introduces perceived location autonomy (PLA)—the autonomy to generate, evaluate, and choose where to perform one’s work tasks—and tests the relationships between PLA and worker productivity and well-being. Using a sample of academic knowledge workers ( n = 319), our results suggest that workers experiencing higher PLA choose work environments to enhance both their productivity and their well-being through increased intrinsic motivation. Consistent with labor process theory, PLA acts as a form of empowerment that aligns knowledge worker and organizational goals to realize productivity gains while simultaneously allowing workers to enhance well-being. Together, these results suggest that managers may wish to consider integrating PLA into job and organizational design, as an alternative to control, as an effective strategy for boosting knowledge worker productivity and well-being.

2

Tian, Yi, Lianghu Mao, Min Zhou, and Qilong Cao. "Knowledge-based psychological ownership and knowledge hiding: The roles of loss of knowledge power and emotional intelligence." Social Behavior and Personality: an international journal 49, no. 8 (August 4, 2021): 1–13. http://dx.doi.org/10.2224/sbp.10530.

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Individuals' knowledge activity is essential for knowledge circulation in organizations. To examine the relationship between knowledge-based psychological ownership and knowledge hiding, we conducted a threewave online survey with 310 knowledge workers in China. We used the bootstrapping method for mediation effects analysis and found that loss of knowledge power mediated the effect of knowledge-based psychological ownership on knowledge hiding. The results of a conditional process analysis further indicate that emotional intelligence attenuated the indirect impact of knowledge-based psychological ownership on knowledge hiding through the mediator of loss of knowledge power. Our findings enhance understanding of why workers refuse to share their knowledge, and how to decrease knowledge-hiding behaviors in organizations by developing employees' emotional competency.

3

Lund, Anne Kamilla. "Leading knowledge-workers through situated ambiguity." Scandinavian Journal of Management 35, no. 3 (September 2019): 101060. http://dx.doi.org/10.1016/j.scaman.2019.101060.

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4

Villamizar Reyes, Milena Margarita, and Delio Ignacio Castañeda Zapata. "Relation between organizational climate and its dimensions and knowledge-sharing behavior among knowledge workers." International Journal of Psychological Research 7, no. 2 (July 1, 2014): 64–75. http://dx.doi.org/10.21500/20112084.659.

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This study aimed at identifying the relation of organizational climate and its dimensions from the PMCO measuring test for organizational climate (Cardenas & Villamizar, 2008, as cited in Cardenas, Arciniegas y Barrera, 2009) - in knowledge-sharing behavior, which was measured from the psychosocial variables and organizational conditions of knowledge-sharing behavior test (Castañeda y Fernandez, 2007). 100 participants from two types of organizations participated on this study: one of private nature and one public. A correlation of 0.578 between organizational climate and knowledge-sharing behavior was found. When carrying out an analysis of each organization, it was evident that the level of correlation between climate and knowledge-sharing behavior was highly significant in the public organization: There was a reliability level higher to 99%. There was no correlation found between the two variables studied in the private organization -with an r of 0.093 to 95%. As for the dimensions of climate and knowledge-sharing behavior, the results showed that in all public universities (including level of work, which got the lowest relation) these are statistically significant to 99.9%. In the private university only a relation to the personal growth dimension of 95% was found.

5

Moskaliuk, Johannes, Carolin P. Burmeister, Florian Landkammer, Bettina Renner, and Ulrike Cress. "Environmental effects on cognition and decision making of knowledge workers." Journal of Environmental Psychology 49 (April 2017): 43–54. http://dx.doi.org/10.1016/j.jenvp.2016.12.001.

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6

Redpath, Lindsay, Deborah Hurst, and Kay Devine. "Knowledge workers, managers, and contingent employment relationships." Personnel Review 38, no. 1 (December 26, 2008): 74–89. http://dx.doi.org/10.1108/00483480910920723.

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7

Tsai, Ming-Tien, Cheng-Chung Chen, and Chao-Wei Chin. "Knowledge Workers' Interpersonal Skills and Innovation Performance: An Empirical Study of Taiwanese High-Tech Industrial Workers." Social Behavior and Personality: an international journal 38, no. 1 (January 1, 2010): 115–26. http://dx.doi.org/10.2224/sbp.2010.38.1.115.

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The main way in which knowledge workers' interpersonal skills affect their innovation performances during collaborations was investigated including the relationships among the orientation of the collaborations of which the knowledge workers were part, their interpersonal skills, and their innovation performances. Hierarchical multiple regression analyses were conducted on data gathered from a sample of 130 usable dyadic questionnaires completed by R&D engineers and their managers in Taiwanese high-tech industries. The 2 main empirical results are: first, both customer orientation and technology orientation of collaborations make significant contributions to engineers' innovation performances; second, engineers' interpersonal skills significantly moderate the influences of customer orientation of collaborations on their innovation performances, but do not significantly moderate the influences from the technology orientation of collaborations.

8

Hwang, Yujong. "A study on the multidimensional information management capability of knowledge workers." Aslib Journal of Information Management 68, no. 2 (March 21, 2016): 138–54. http://dx.doi.org/10.1108/ajim-06-2015-0093.

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Purpose – Drawing upon the extant literature from information systems (IS), information science, psychology, marketing, management, and IT training, the purpose of this paper is to propose information management capability (IMC) construct and its sub-dimensions. Design/methodology/approach – New instruments were developed and validated to measure the proposed IMC constructs. The proposed model was empirically tested using the data collected from 120 knowledge workers using SPSS and partial least square. Findings – This research proposes and confirms that IMC has formative sub-dimensions such as sensing, collecting, organizing, processing, and maintaining. Originality/value – The study findings provide important insights on enhancing knowledge workers’ information management practices and subsequent knowledge management practices. The new instruments can be used as diagnostic tools for knowledge workers’ recruiting, ongoing assessment, and training.

9

Fusilier, Marcelline, Michael R. Manning, Armando J. Santini Villar, and Daniel Torres Rodriguez. "AIDS Knowledge and Attitudes of Health-Care Workers in Mexico." Journal of Social Psychology 138, no. 2 (April 1998): 203–10. http://dx.doi.org/10.1080/00224549809600371.

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10

Wu, Wei-Li. "To Share Knowledge or Not: Dependence on Knowledge-Sharing Satisfaction." Social Behavior and Personality: an international journal 41, no. 1 (February 1, 2013): 47–58. http://dx.doi.org/10.2224/sbp.2013.41.1.47.

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Knowledge sharing behavior does not occur naturally and easily. In this study, I hypothesized that knowledge workers would be more likely to share knowledge if they were satisfied with knowledge-sharing behavior. This positive attitude was labeled knowledge-sharing satisfaction (KSS). Drawing upon social exchange theory and motivation theory, I examined the relationship between KSS and knowledge-sharing behavior. Using survey data from participants employed in research and development departments at knowledge-intensive high-technology companies in Taiwan, I demonstrated that satisfaction of the need for a friendly sharing environment and satisfaction of intrinsic and altruistic motivation are positively related to knowledge-sharing behavior. These findings contribute to researchers' understanding of the antecedents of employee knowledge-sharing behavior.

11

Hills, Raewyn, and Deborah Levy. "Workspace design and fit-out: what knowledge workers value." Property Management 32, no. 5 (October 14, 2014): 415–32. http://dx.doi.org/10.1108/pm-02-2014-0011.

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Purpose – Organisations use “space” to support the profitability of their business. The workplace and the space that organisations occupy is continuously evolving and transforming. There has been a general trend globally to provide less assigned space and more shared space for employees at higher occupational density. Studies have shown that the workplace setting can contribute to an employee's sense of well-being and increased productivity. The purpose of this paper is to permit a deeper understanding as to how knowledge workers evaluate their workspace within this changing environment. Design/methodology/approach – The paper describes an integrated conceptual framework developed from a range of literature within the disciplines of property, psychology and facilities management. In order to investigate the pertinence of this framework a case study is undertaken comprising five one-to-one in-depth interviews with knowledge workers from an organisation that had recently relocated. The key changes between the original and newer premises in terms of space usage were the move from a more traditional layout incorporating larger desk space and eye-level partitioning to one incorporating a fit-out providing for a higher occupational density and a wider range of communal spaces. Findings – The findings identify a number of evaluative criteria including workability, comfort, occupational density, the need for privacy, control over the environment, adjacency to colleagues and functionality, all previously identified in the literature. A further two criteria, location and customisability were also identified. Research limitations/implications – The study although incorporating a wide ranging literature review concentrates on employees within one company and given the makeup of employees the interviewees were all male thus not able to pick up gender differences. Practical implications – The study provides stakeholders such as organisations, workplace consultants and design professionals with information about what knowledge workers value most in their workplace environment. Originality/value – Most extant literature investigating the link between employees and their workplace has focused on specific aspects of the relationship. This research contributes to understanding workplace by taking an overall perspective and providing knowledge worker employees with an opportunity to compare two distinct workplace settings.

12

Ben-Porat, Anat. "Competence of Trauma Social Workers." Journal of Interpersonal Violence 32, no. 8 (September 29, 2016): 1291–309. http://dx.doi.org/10.1177/0886260515588536.

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In recent years, there has been growing interest in examining role competence and the factors that can contribute to a sense of role competence among social workers. In the present study, we used the occupational competence model (OCM) as a basis for examining the contribution of the personal dimension (mastery, self-esteem, and secondary traumatization),environmental dimension (support systems),-and occupational dimension (exposure to the field of family violence) to the social worker’s subjective sense of role competence. Participants in the study were 214 social workers employed at centers for prevention of family violence, at shelters for victims of violence against women, and at social service bureaus. The findings indicate that in the occupational dimension, the contribution of exposure to work in the field of family violence contributed significantly to two components of the participants’ subjective sense of role competence: general sense of role competence and task knowledge/problem solving. In the personal dimension, the contribution of secondary traumatization and mastery to a sense of role competence was significant. In the environmental dimension (i.e., support systems), the specific contribution of managerial support to the participants’ sense of role competence was significant. In light of these findings, practical recommendations for developing a sense of role competence among social workers are provided.

13

Zambo, Debby. "Childcare Workers’ Knowledge About the Brain and Developmentally Appropriate Practice." Early Childhood Education Journal 35, no. 6 (December 21, 2007): 571–77. http://dx.doi.org/10.1007/s10643-007-0223-2.

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14

Li, Yongzhan. "Leadership styles and knowledge workers’ work engagement: Psychological capital as a mediator." Current Psychology 38, no. 5 (August 25, 2018): 1152–61. http://dx.doi.org/10.1007/s12144-018-9968-6.

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15

PARE, GUY, and JOYCE J. ELAM. "Discretionary use of personal computers by knowledge workers: testing of a social psychology theoretical model." Behaviour & Information Technology 14, no. 4 (July 1995): 215–28. http://dx.doi.org/10.1080/01449299508914635.

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16

Lin, Chieh-Peng, Her-Ting Huang, and Tse Yao Huang. "The effects of responsible leadership and knowledge sharing on job performance among knowledge workers." Personnel Review 49, no. 9 (April 6, 2020): 1879–96. http://dx.doi.org/10.1108/pr-12-2018-0527.

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PurposeDrawing upon social exchange theory, this study justified the indirect effects of responsible leadership and knowledge sharing on job performance through the mediation of work engagement and helping initiatives. Job tenure was examined as a moderator.Design/methodology/approachThe hypotheses of this study were empirically tested with structural equation modeling (SEM) and moderated regression analyses. This study conducted a field survey on 512 knowledge workers who employed a high portion of or highly specialized tacit knowledge to do their job.FindingsThis research presented that both work engagement and helping initiatives mediated the indirect effects of responsible leadership and knowledge sharing on job performance. The empirical results revealed that job tenure moderated the relationships between responsible leadership and work engagement, and between responsible leadership and helping initiatives. However, job tenure did not moderate the relationships between knowledge sharing and work engagement, and between knowledge sharing and helping initiatives.Originality/valueThis research is one of the few to verify the key role of responsible leadership from the theoretical aspect of social exchange, complementing the leadership literature based on stakeholder theory. This research is a pioneer by taking into account the simultaneous influences of responsible leadership and knowledge sharing on job performance in a single model setting.

17

Xu, Xiao-Dong, Jian An Zhong, and Xiao-Yan Wang. "The impact of substitutes for leadership on job satisfaction and performance." Social Behavior and Personality: an international journal 41, no. 4 (May 1, 2013): 675–85. http://dx.doi.org/10.2224/sbp.2013.41.4.675.

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We analyzed the effects of leadership substitute factors on job satisfaction and performance of knowledge workers, based on existing studies on substitutes for leadership. The data were collected from 130 knowledge workers in China via survey questionnaires based on a modified version of the 41-item scale revised by Podsakoff and MacKenzie (1994), a performance scale based on the dimensions of task performance and contextual performance as classified by Motowildo, Borman, and Schmit (1997), and also used in research conducted by Sun and Jiao (2002), and the Minnesota Satisfaction Questionnaire (Weiss, Dawis, England, & Lofquist, 1967). The findings showed that 7 of the 13 variables of the model of substitutes for leadership proposed by Kerr and Jermier (1978) had positive effects on the job satisfaction and performance of the knowledge workers who took part in this study.

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Shearer, Jane, Terry E. Graham, and Tina L. Skinner. "Nutra-ergonomics: influence of nutrition on physical employment standards and the health of workers." Applied Physiology, Nutrition, and Metabolism 41, no. 6 (Suppl. 2) (June 2016): S165—S174. http://dx.doi.org/10.1139/apnm-2015-0531.

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The importance of ergonomics across several scientific domains, including biomechanics, psychology, sociology, and physiology, have been extensively explored. However, the role of other factors that may influence the health and productivity of workers, such as nutrition, is generally overlooked. Nutra-ergonomics describes the interface between workers, their work environment, and performance in relation to their nutritional status. It considers nutrition to be an integral part of a safe and productive workplace that encompasses physical and mental health as well as the long-term wellbeing of workers. This review explores the knowledge, awareness, and common practices of nutrition, hydration, stimulants, and fortified product use employed prior to physical employment standards testing and within the workplace. The influence of these nutra-ergonomic strategies on physical employment standards, worker safety, and performance will be examined. Further, the roles, responsibilities, and implications for the applicant, worker, and the employer will be discussed within the context of nutra-ergonomics, with reference to the provision and sustainability of an environment conducive to optimize worker health and wellbeing. Beyond physical employment standards, workplace productivity, and performance, the influence of extended or chronic desynchronization (irregular or shift work) in the work schedule on metabolism and long-term health, including risk of developing chronic and complex diseases, is discussed. Finally, practical nutra-ergonomic strategies and recommendations for the applicant, worker, and employer alike will be provided to enhance the short- and long-term safety, performance, health, and wellbeing of workers.

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Coetzee, Melinde, and Louise Engelbrecht. "How Employability Attributes Mediate the Link Between Knowledge Workers’ Career Adaptation Concerns and Their Self-Perceived Employability." Psychological Reports 123, no. 4 (May 6, 2019): 1005–26. http://dx.doi.org/10.1177/0033294119844981.

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The study examines employability attributes as psychological mechanisms that explain the link between the career adaptation concerns and self-perceived employability of a sample of professionally qualified knowledge workers (N = 404). A cross-sectional survey was used to collect primary data. Results of a mediation analysis by means of structural equation modeling show that proactivity, career resilience, and career self-management attributes are significant intrinsic motivational mechanisms in explaining the link between high career adaptation concerns and high self-perceived employability. The study makes an important contribution to the employability literature by illustrating by means of self-determination theory the role of employability attributes as psychological processes that restore individuals’ sense of autonomous functioning as expressed by their self-perceived employability. The findings advance human resource management’s understanding of the role of employability attributes as mechanisms of fulfilling knowledge workers’ need for competence and autonomy in the career adaptation concerns—perceived employability link. Practice implications include supportive career development practices that strengthen knowledge workers’ sense of competence and autonomy when confronted with changes in job and employment conditions that affect their perceived employability.

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Joo, Baek-Kyoo (Brian), Jong Gyu Park, and Taejo Lim. "Structural determinants of psychological well-being for knowledge workers in South Korea." Personnel Review 45, no. 5 (August 1, 2016): 1069–86. http://dx.doi.org/10.1108/pr-01-2015-0011.

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Purpose – Employee well-being has been an under-researched area in the field of human resources (HR) and organizational behavior. The purpose of this paper is to investigate personal (learning goal orientation (LGO)), contextual (empowering leadership), and job-related (psychological empowerment) antecedents of psychological well-being (PWB). Design/methodology/approach – Individual perceptions of knowledge workers in nine Korean consulting firms in South Korea were obtained using a cross-sectional survey. HR managers distributed paper versions of a survey questionnaire to 400 employees, and 334 usable questionnaires were collected, giving the authors a final response rate of 83.5 percent. Findings – As a result of structural equation modeling analysis, the level of employees’ psychological empowerment turned out to partially mediate the relationship between LGO and PWB, while fully mediating the relationship between empowering leadership and PWB. LGO and perceived empowering leadership accounted for 54 percent of the variance in psychological empowerment and the three antecedents explained 47 percent of the variance in PWB. Research limitations/implications – This study relied on a cross-sectional survey method with potential common method bias. As a result of the single-factor test, however, it is unlikely to confound the interpretations of the results. Another limitation of this study is that the sample of this study was restricted to knowledge workers with relatively high cognitive ability since they were mostly junior male managers with four-year college or graduate degrees. Practical implications – To enhance perceived empowerment and PWB, HR, and OD practitioners can support employees and their managers by providing relevant HR practices and services including developing supportive empowering leaders with effective coaching skills, hiring, and developing employees with higher LGO, and redesigning jobs for employees so they feel more empowered. Originality/value – This study linked four emerging subjects in management and positive psychology: goal orientation, empowering leadership, psychological empowerment, and well-being research. The theoretical contribution of this study lies in that it is one of the first attempts to investigate the relationships among LGO, psychological empowerment, and PWB specifically for knowledge workers in South Korea.

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Enosh, Guy, Hani Nouman, and Rafah Anabtawi. "Evaluating Child-Custody Recommendations of Israeli Arab Social Workers." Research on Social Work Practice 28, no. 8 (September 8, 2016): 964–72. http://dx.doi.org/10.1177/1049731516666382.

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Objectives: To evaluate Israeli Arab social workers’ custody recommendations, given the unique cultural context in which they operate. Methods: The current study used an experimental-design embedded within a survey. Data regarding custody recommendations were collected from 137 Israeli Arab social workers. Results: Israeli Arab social workers tend to adhere to traditional norms and prefer mother’s custody (odds ratio [ OR] = 3.74; effect size [ES] = 0.73) over father’s ( OR = 0.05; ES = −1.65) and joint custody ( OR = 0.19; ES = −0.91). Contrary to the hypothesis, males were not associated with father’s custody, but female gender increased the chances for mother’s custody ( OR = 1.27; ES = 0.13). Parents’ education level increased the chances for joint-custody recommendation ( OR = 1.69; ES = 0.29). Conclusion: Traditional social norms have an impact on the social worker’s decision. The relationships between social workers’ decision-making processes and their perception societal expectations and norms can be viewed from the perspectives of tacit knowledge, worker’s reflexivity, and evidence-based practice. We emphasize the importance of developing and assimilating relevant organizational mechanisms, supervision, and teaching curricula.

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Ricci, Federico, Andrea Chiesi, Carlo Bisio, Chiara Panari, and Annalisa Pelosi. "Effectiveness of occupational health and safety training." Journal of Workplace Learning 28, no. 6 (August 8, 2016): 355–77. http://dx.doi.org/10.1108/jwl-11-2015-0087.

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Purpose This meta-analysis aims to verify the efficacy of occupational health and safety (OHS) training in terms of knowledge, attitude and beliefs, behavior and health. Design/methodology/approach The authors included studies published in English (2007–2014) selected from ten databases. Eligibility criteria were studies concerned with the effectiveness of OHS training for primary prevention of workplace injury; and studies focused on examined outcome related to OHS. Findings The selected studies (n = 28) highlighted a strong support for the effectiveness of training on worker OHS attitudes and beliefs and, to a lesser extent, on worker’s knowledge but only medium for behavior and small evidences for its effectiveness on health. Research limitations/implications Future research should more deeply investigate the efficacy on knowledge increase of trainings delivered by experts and researchers, applying different methods, in a small group; training delivered by peer and by researcher, applying different methods; and trained workers less than 29 years and more than 49 years old, considering that workers in these age groups are particularly vulnerable to fatalities. Practical implications Our study is a contribution for those they intend to grant effective training, in response to specific needs of OHS. The evidences presented could be considered a first step to identify the factors related to the efficacy of OHS training to plan adequate interventions. Social implications The OHS training is effective on the basis of the extent interventions are carried out for each specific learning outcome. Originality/value This meta-analysis suggested that classroom training, although the most used and studied, does not ever revealed itself very effective: it was not significant for outcomes in terms of knowledge and showed a decreasing efficacy for attitudes and beliefs, behaviors and health. It seemed that there was a distinction between interventions on knowledge, attitudes and beliefs, as opposed to behavioral interventions and health.

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Zaniboni, Sara, Donald M. Truxillo, Franco Fraccaroli, Elizabeth A. McCune, and Marilena Bertolino. "Who benefits from more tasks? Older versus younger workers." Journal of Managerial Psychology 29, no. 5 (July 8, 2014): 508–23. http://dx.doi.org/10.1108/jmp-12-2012-0381.

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Purpose – Although a substantial body of research has examined the effects of job characteristics on job attitudes, there is a paucity of work on individual difference moderators of these relationships. Based in selective optimization with compensation theory and socio-emotional selectivity theory, the purpose of this paper is to show that age moderated the relationship between task variety and two key job attitudes, job satisfaction and engagement. Design/methodology/approach – Data were collected through self-report questionnaires (n=152), using a time-lagged design with two waves (two to three weeks between T 1 and T 2). Findings – The authors found that task variety had a stronger relationship with job satisfaction and work engagement for younger workers compared to older workers. Research limitations/implications – Although there was good age variance in the sample, it had fewer late-career workers and more workers who are in their early and mid-career. Practical implications – To have workers of all ages satisfied and engaged at work, we need to understand which work characteristics are the best for them. For example, it may be a competitive gain for organizations to challenge younger workers with different tasks, and to challenge older workers in ways that utilize their experience. Social implications – The study addresses a societal issue related to profound demographic changes in the age composition of the workforce, gaining a better knowledge of differences between workers of different ages to promote effective interventions and policies. Originality/value – This is the first study to show that task variety differentially affects worker satisfaction and engagement depending on the age of the worker.

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Sheikh, Alireza, Asal Aghaz, and Maryam Mohammadi. "Cyberloafing and personality traits: an investigation among knowledge-workers across the Iranian knowledge-intensive sectors." Behaviour & Information Technology 38, no. 12 (March 7, 2019): 1213–24. http://dx.doi.org/10.1080/0144929x.2019.1580311.

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Choi, Suk Bong, Kihwan Kim, S. M. Ebrahim Ullah, and Seung-Wan Kang. "How transformational leadership facilitates innovative behavior of Korean workers." Personnel Review 45, no. 3 (April 4, 2016): 459–79. http://dx.doi.org/10.1108/pr-03-2014-0058.

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Purpose – The purpose of this paper is to investigate the relationship between transformational leadership (TL) and the innovative behavior of Korean workers. To this end, this paper also examines whether knowledge sharing and perceived organizational support (POS) influence the above causal relationship. Design/methodology/approach – The paper used a cross-sectional design, with questionnaires administered to 356 employees working in Korea manufacturing firms to test the relationship between TL and innovative behavior through knowledge sharing and the moderating role of POS. Findings – TL was significantly related to both employee innovative behavior and knowledge sharing. The results also shown that knowledge sharing mediated and POS positively moderated the relationship between TL and innovative behavior of employees. Research limitations/implications – Future research should examine antecedents of knowledge sharing and measure the effect of TL in other level such as team level, to enhance generalizability. Data should be also collected longitudinally, to extend the current cross-sectional design. Practical implications – Understanding the link between TL and innovative behavior with mediating and moderating factors can provide useful information to increase positive leadership outcomes and innovation performance. Originality/value – The findings point toward a positive relationship between TL and innovative behavior with mediating and moderating factors. In doing so, the paper adds to a body of work where innovative behavior was connected with leaders’ behavior and organizational-level predictors.

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Toth, Ilona, Sanna Heinänen, and Kaisu Puumalainen. "Passionate and engaged? Passion for inventing and work engagement in different knowledge work contexts." International Journal of Entrepreneurial Behavior & Research 27, no. 9 (April 30, 2021): 1–25. http://dx.doi.org/10.1108/ijebr-09-2020-0632.

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PurposeIn response to the increasing interest in entrepreneurs' well-being in both the entrepreneurship and management research fields, this study builds and tests a research model on the role of entrepreneurial passion for inventing in work engagement in the context of modern knowledge work. The research argument is built on the job demands–resources model, the most commonly used frame for measuring employee well-being in work and organization psychology. The research setting in this study compares digital entrepreneurs and freelancers with traditional knowledge workers and part-time platform workers in terms of passion and engagement.Design/methodology/approachUsing a quantitative research design, the authors collected data from 349 highly specialized knowledge workers through anonymous questionnaires. The research hypotheses were tested with linear and logit models.FindingsThe results show that entrepreneurial passion is positively related to increased job demands and work engagement and that job demands can have a positive effect on work engagement in highly complex knowledge work.Originality/valueThe study contributes to the entrepreneurship literature by expanding the analysis of entrepreneurial passion outside the entrepreneurship context and into work engagement theory by adding passion for inventing as an important motivational factor in modern knowledge work. Extant literature on the consequences of work digitalization is still scarce, and this study provides insights into successful working on digital platforms.

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Sarti, Daria. "Organizational tenure and knowledge-sharing behaviours." Journal of Workplace Learning 30, no. 4 (May 14, 2018): 291–307. http://dx.doi.org/10.1108/jwl-03-2017-0027.

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Purpose This paper aims to contribute to research on the broad theme of knowledge-sharing (KS) behaviours and the impact that different organizational tenure may have on them. In this relationship, the relevance of the leader in enhancing sharing dynamics among employees is highlighted. Design/methodology/approach This study focuses on KS attitudes among employees with different numbers of years spent in the same organization, seen through the theoretical lens of a social exchange perspective. Specifically, the role of the leader in building a social exchange with co-workers is investigated as a managerial lever able to favour KS among a more experienced workforce. This paper starts by considering the relationship between organizational tenure and employees’ KS attitude. Furthermore, the specific role played by the leader–member social exchange with regard to this relation is described. The study’s hypotheses are tested on data collected from employees (N = 150) working in a non-profit organization located in central Italy. Findings The results suggest that a negative relationship exists between employees’ organizational tenure and KS attitude. In addition, the critical role of a leader’s support is demonstrated in moderating the effect of different organizational tenures on the KS attitude. Research limitations/implications This paper has both theoretical and managerial implications. Originality/value This paper contributes to the research on the important role of leaders in enhancing KS behaviors among co-workers when the number of years in the same organizations is a variable of interest.

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Lee, Thomas W., and Steven D. Maurer. "The retention of knowledge workers with the unfolding model of voluntary turnover." Human Resource Management Review 7, no. 3 (September 1997): 247–75. http://dx.doi.org/10.1016/s1053-4822(97)90008-5.

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Pirkkalainen, Henri, and Jan M. Pawlowski. "Global social knowledge management – Understanding barriers for global workers utilizing social software." Computers in Human Behavior 30 (January 2014): 637–47. http://dx.doi.org/10.1016/j.chb.2013.07.041.

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Kushniruk, A. W., and V. L. Patel. "Understanding, Navigating and Communicating Knowledge: Issues and Challenges." Methods of Information in Medicine 37, no. 04/05 (October 1998): 460–70. http://dx.doi.org/10.1055/s-0038-1634551.

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AbstractThis paper presents a psychological perspective on key issues related to medical vocabularies. There have been rapid advances in the development of computer technology underlying medical information systems. However, in keeping with technological progress, we must also take into account advances in our understanding of human behaviour and learn frOm failures in human performance. A central issue examined in this paper is the extent to which we can develop generic vocabularies that are also flexible and adaptable to specific situations. Empirical research indicates that variability in human performance is much greater than what current medical classifications take into account. A related challenge is that of how to best develop vocabularies that meet the needs of users. Based on theoretical perspectives and research emerging from the domain of cognitive psychology, we suggest that an understanding of the cognitive mechanisms underlying the comprehension and application of terminology is required. It is argued that rather than beginning with highly specified terminologies, i.e. the normative approach, we might instead begin by examining the natural context of how health care workers acquire, understand and negotiate knowledge in practice.

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Veilleux, Jennifer C., and Kate M. Chapman. "Development of a Research Methods and Statistics Concept Inventory." Teaching of Psychology 44, no. 3 (May 30, 2017): 203–11. http://dx.doi.org/10.1177/0098628317711287.

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Research methods and statistics are core courses in the undergraduate psychology major. To assess learning outcomes, it would be useful to have a measure that assesses research methods and statistical literacy beyond course grades. In two studies, we developed and provided initial validation results for a research methods and statistical knowledge concept inventory for eventual use in further scholarship of teaching and learning. In Study 1, we created vignettes and administered open-ended questions to psychology subject pool students. In Study 2, we refined the vignettes and created multiple-choice items using participant responses from Study 1. After administering the measure to psychology subject pool students and a community-based sample of Amazon Mechanical Turk workers, we used item response theory to select 20 items to compose the final Psychological Research Inventory of Concepts.

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Dul, Jan, Canan Ceylan, and Ferdinand Jaspers. "Knowledge workers' creativity and the role of the physical work environment." Human Resource Management 50, no. 6 (November 2011): 715–34. http://dx.doi.org/10.1002/hrm.20454.

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Wan, Yim King Penny, and Paul A. Pilkington. "Knowledge, attitudes and experiences of Macao's casino workers with regard to second-hand smoke exposure at work." International Gambling Studies 9, no. 3 (December 2009): 207–24. http://dx.doi.org/10.1080/14459790903222449.

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Ghorbani, Nima, and P. J. Watson. "Validity of Experiential and Reflective Self-Knowledge Scales: Relationships with Basic Need Satisfaction among Iranian Factory Workers." Psychological Reports 98, no. 3 (June 2006): 727–33. http://dx.doi.org/10.2466/pr0.98.3.727-733.

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Amadi-Echendu, J. E. "Thinking styles of technical knowledge workers in the systems of innovation paradigm." Technological Forecasting and Social Change 74, no. 8 (October 2007): 1204–14. http://dx.doi.org/10.1016/j.techfore.2006.09.002.

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Abrefa-Gyan, Tina. "Evidence-Based Practice: Attitude and Knowledge of Social Workers across Geographic Regions." Journal of Evidence-Informed Social Work 13, no. 6 (April 15, 2016): 552–61. http://dx.doi.org/10.1080/23761407.2015.1111826.

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Barrett, John J., William E. Haley, Lindy E. Harrell, and Richard E. Powers. "Knowledge About Alzheimer Disease Among Primary Care Physicians, Psychologists, Nurses, and Social Workers." Alzheimer Disease & Associated Disorders 11, no. 2 (June 1997): 99–106. http://dx.doi.org/10.1097/00002093-199706000-00006.

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Yan, Ming, Kelly Z. Peng, and Anne Marie Francesco. "The differential effects of job design on knowledge workers and manual workers: A quasi-experimental field study in China." Human Resource Management 50, no. 3 (May 2011): 407–24. http://dx.doi.org/10.1002/hrm.20428.

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Frenette, Alexandre. "Leveraging Youth: Overcoming Intergenerational Tensions in Creative Production." Social Psychology Quarterly 82, no. 4 (September 26, 2019): 386–406. http://dx.doi.org/10.1177/0190272519871297.

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The sociological literature on creativity would suggest that collaboration between newcomers and more experienced members of an art world results in the fruitful combination of novelty and usefulness, though not without some conflict. Drawing on fieldwork and interviews with workers from the popular recording industry (rock/pop) in New York City, this article extends the literature on creativity as collective action by showing how three types of intergenerational tensions (aesthetic, technological, and career) are embedded in the ways newcomers and experienced workers see themselves and each other as agents of change and stasis. I propose a new variable—leveraging age—a mechanism intergenerational collaborators use to resolve or override these tensions to ultimately maximize creativity in group contexts. Leveraging age, as a form of knowledge extraction, occurs in creative bureaucratic organizations and describes how newcomers and experienced workers dualistically draw on each other’s respective strengths (novelty and tradition). I primarily examine the bottom-up part of this process—how experienced workers draw on the insights of newcomers—by analyzing five leveraging-youth practices, which vary by level of formality and intentionality, but mostly limit the interactional challenges between the two groups.

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Fajans, P., D. N. Wirawan, and K. Ford. "STD knowledge and behaviours among clients of female sex workers in bali, indonesia." AIDS Care 6, no. 4 (July 1994): 459–75. http://dx.doi.org/10.1080/09540129408258661.

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O’Brien, William H., Paul W. Goetz, Heather McCarren, Eileen Delaney, William F. Morrison, Tanya S. Watford, and Kristin A. Horan. "Job Satisfaction Among Mental Health Workers." Journal of Psychophysiology 33, no. 1 (January 1, 2019): 32–38. http://dx.doi.org/10.1027/0269-8803/a000203.

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Abstract. Work characteristics such as job satisfaction have been associated with mental and physical health outcomes in several cross-sectional and longitudinal studies. However, meta-analytic reviews indicate that nearly all of the reported relationships between these two sets of constructs rely on self-report measures. Thus, the magnitude of the reported relationships may be inaccurate and inflated due to common method variance (mono-method bias) and negative affectivity. Respiratory sinus arrhythmia (RSA) is an objective measure of risk for adverse mental health and physical health outcomes. To our knowledge, there has been no investigation of the relationship between job satisfaction and respiratory sinus arrhythmia. In this investigation, 29 workers in mental health settings who experience higher than average levels of work stress due to the amount and unpredictability of workload completed sociodemographic measures and a job satisfaction measure. RSA was then collected during a resting baseline, a worry induction stressor condition where they were instructed to think about work stressors, and a post-stress recovery condition. RSA reactivity to the stressor was significantly greater for participants with low job satisfaction. The low job satisfaction participants also demonstrated less RSA recovery after the stressor ended. Alternatively, participants with higher job satisfaction reacted less and recovered more completely from the stressor.

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Nilsen, Ann Christin E., and Tale Steen-Johnsen. "The early childhood care and development mission and the institutional circuit of evidence." Journal of Early Childhood Research 18, no. 1 (July 9, 2019): 84–98. http://dx.doi.org/10.1177/1476718x19860558.

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Early childhood care and development has increasingly become a part of the global development agenda. Fueled by a threefold rationale, rooted in development psychology, social economy, and human rights, the arguments for investing in early childhood care and development are virtually unassailable. However, this rationale is somehow at odds with insights developed within the sociology of childhood, emphasizing childhood as a social construction amendable to context and children’s own agency. Inspired by the methodological approach known as institutional ethnography, we explore how development aid workers respond to and enact the early childhood care and development mission. Building on interviews with development aid workers in Phnom Penh, Cambodia, we describe how their actions, when justified, enter into institutional circuits where the demand for evidence is striking. By exploring development aid workers’ own work knowledge, including how they strive to be compliant with the early childhood care and development rationale, yet also oppose it, our contribution points to the importance of re-negotiating evidence in order to discover the blind spots that may be concealed within what we refer to as a “justification loop.”

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Lutze, Bettina, Iris F. Chaberny, Karolin Graf, Christian Krauth, Karin Lange, Laura Schwadtke, Jona Stahmeyer, and Thomas von Lengerke. "Intensive care physicians’ and nurses’ perception that hand hygiene prevents pathogen transmission: Belief strength and associations with other cognitive factors." Journal of Health Psychology 22, no. 1 (July 9, 2016): 89–100. http://dx.doi.org/10.1177/1359105315595123.

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Besides habituation, conscious decision-making remains important for healthcare workers’ hand hygiene compliance. This study compared 307 physicians and 348 nurses in intensive care at a German university medical centre regarding their belief that hand disinfection prevents pathogen transmission. Physicians perceived less risk reduction ( p < 0.001; variance explained: 4%), a comparison outscored only by lower self-rated guideline knowledge (8%). In both groups, the transmission-preventive belief was associated with high response efficacy, behavioural intention and self-efficacy, but not with self-rated knowledge. Consistent with the Health Action Process Approach, hand hygiene interventions targeting risk reduction beliefs may promote high motivation, but not action control.

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Lee, Soojin, Yongsu Yoo, and Seokhwa Yun. "Sharing my knowledge? An interactional perspective." Journal of Managerial Psychology 30, no. 8 (November 9, 2015): 986–1002. http://dx.doi.org/10.1108/jmp-11-2013-0355.

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Purpose – The purpose of this paper is to identify factors that facilitate individual knowledge sharing. Specifically, the authors investigated the roles of coworker support and individual characteristics, i.e., exchange ideology and learning orientation on knowledge sharing. Design/methodology/approach – Data were collected from questionnaires distributed to employees and their direct supervisors in two companies in South Korea. Hierarchical regression analyses and simple slope test were performed to test the hypotheses. Findings – Coworker support and learning orientation is positively but exchange ideology is negatively related to knowledge sharing. Furthermore, when coworker support is low, knowledge sharing is mainly dependent on each individual’s characteristics. However, when coworker support is high, employees showed high level of knowledge sharing irrespective of their individual characteristics. Research limitations/implications – This study suggested that the support from coworker as well as individuals’ characteristics plays an important role in determining their knowledge sharing behaviors. Moreover, the authors found the significant interaction effects of coworker support and individual characteristics on knowledge sharing, drawing on insights from trait activation theory. Practical implications – For organizations to encourage individual knowledge sharing behaviors, they may need to maintain the work environment that encourages the peer workers to support each other. Originality/value – Although many actions have been adopted to foster knowledge management in organizations, employees may still be reluctant to share their knowledge. This paper highlights not only the main effects of coworker support and individual differences but also the interaction effect between them in facilitating knowledge sharing.

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Solnet, David, Mahesh Subramony, Maria Golubovskaya, Hannah Snyder, Whitney Gray, Olga Liberman, and Rohit Verma. "Employee wellness on the frontline: an interactional psychology perspective." Journal of Service Management 31, no. 5 (May 6, 2020): 939–52. http://dx.doi.org/10.1108/josm-12-2019-0377.

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PurposeEmployee wellness is vital to creating high-quality employee–customer interactions, yet frontline service workers (FLSWs) do not typically engage in, or benefit from, wellness initiatives. This paper aims to conceptually model the interactive influences of organizational and employee factors in influencing FLSW involvement in wellness programs and provides suggestions on how service organizations can enhance wellness behaviors and outcomes.Design/methodology/approachThis paper builds upon classical and contemporary management theories to identify important gaps in knowledge about how employees and firms engage with wellness. Interactive psychology, emphasizing multidirectional interaction between person (employee) and situation (organization) wellness orientation, is introduced.FindingsThe paper develops a model that can be used to assess organizational wellness program effectiveness by emphasizing the interaction of employee and organizational wellness orientation. The model illustrates that wellness effectiveness relies equally on employee agency through an active wellness orientation matched with the organizational wellness orientation.Originality/valueThis paper questions the dominant approaches to assessing the effectiveness of workplace wellness initiatives, arguing for a more humanistic and agentic perspective rather than traditional organizationally centered fiscal measures.

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Dong, Shengli. "Assessing Workplace Accommodation Requests Among Older Workers." Rehabilitation Counseling Bulletin 61, no. 2 (February 15, 2017): 101–11. http://dx.doi.org/10.1177/0034355216687286.

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As one ages, the chance of acquiring functional limitations increases dramatically. Thus, a remarkably high proportion of older workers will likely qualify for workplace accommodations. The current study aimed to gain an understanding of subgroups of older workers who were less likely to request and receive accommodations, associations of psychosocial factors (i.e., workplace supports, employees’ knowledge of the Americans With Disabilities Act [ADA] and accommodations, and whether an individual has a work goal) with requesting and receiving accommodations, and differences on these psychosocial factors within various demographic subgroups of older workers. Two hundred thirty-one individuals 50 years and older recruited from multiple national organizations and rehabilitation agencies participated in this study through an online survey. The study found that the psychosocial factors were positively associated with requesting and receiving accommodations. In addition, participants who were less likely to request and receive accommodations reported lower scores in the psychosocial factors. Practical implications for rehabilitation counselors and further research are discussed.

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Pitts, M., H. Jackson, and P. Wilson. "Attitudes, knowledge, experience and behaviour related to HIV and AIDS among Zimbabwean social workers." AIDS Care 2, no. 1 (January 1990): 53–61. http://dx.doi.org/10.1080/09540129008257713.

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Huss, Ephrat, and Erga Kapulnik. "Using Creative Genograms in Family Social Work to Integrate Subjective and Objective Knowledge About the Family: A Participatory Study." Research on Social Work Practice 31, no. 4 (April 5, 2021): 390–99. http://dx.doi.org/10.1177/1049731521992843.

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Genograms are widely used in family therapy as a way of visually mapping out systems and recurring family patterns. Creative genograms enable families to phenomenologically self-define recurring themes and issues, thus combining both historical, but also, experiential data on the same page. This participatory research gathers the self-defined, phenomenological experience of family social workers who experienced creative genograms firstly on themselves and then administered it with their clients: Examples are analyzed within the text. The findings point to the usefulness of including creative genograms in family social work contexts to intensify information, engagement, and stimulation and to re-perceive calcified problems through new visual terms. Challenges were the unfamiliarity of art language and fear of being “diagnosed” through art. Ways to overcome these challenges and to utilize the benefits were discussed. A theoretical understanding of social versus psychological art is outlined. The specific tool of the creative genogram enabled us not only to provide a clear directive tool for family social workers but also to demonstrate the ways that social art corresponds to and can enhance the aims of family social workers in more detail.

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Hameed, Zahid, Ikram Ullah Khan, Zaryab Sheikh, Tahir Islam, Muhammad Imran Rasheed, and Rana Muhammad Naeem. "Organizational justice and knowledge sharing behavior." Personnel Review 48, no. 3 (April 1, 2019): 748–73. http://dx.doi.org/10.1108/pr-07-2017-0217.

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PurposeKnowledge sharing (KS) has been consistently acknowledged as a critical factor in the organizational development and the betterment of employees. The purpose of this paper is to extend previous empirical research on KS by testing psychological ownership as an underlying mechanism between the relationship of organizational justice (OJ) and KS behavior in developing country context. The authors also examine the moderating role of perceived organizational support (POS) between psychological ownership and KS behavior.Design/methodology/approachUsing a survey questionnaire, data from 348 employees of multinational corporations in Pakistan were used to test the research hypotheses.FindingsThe results of this research reveal that dimensions of OJ (procedural, distributive and interactional justice) positively influence psychological ownership. In addition, psychological ownership is found as an underlying psychological mechanism between the relationship of OJ and KS behavior. The results also indicate that a higher level of POS strengthens the relationship between psychological ownership and KS behavior.Practical implicationsOrganizations can enhance employees’ sense of psychological ownership by providing them fairness in procedures and resources. Moreover, management can create a perception of equality among the employees which subsequently helps employees engage in sharing their valuable knowledge with their team members and other workers in the organization.Originality/valueThis research suggests that psychological ownership and POS are important factors which influence the relationship between OJ and KS behavior and it empirically tests this model in a developing country context.

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Gilbert, David J., Raja AS Mukherjee, Nisha Kassam, and Penny A. Cook. "Exploring the experiences of social workers in working with children suspected to have fetal alcohol spectrum disorders." Adoption & Fostering 45, no. 2 (July 2021): 155–72. http://dx.doi.org/10.1177/03085759211011735.

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Fetal alcohol spectrum disorder (FASD) is one outcome from prenatal alcohol exposure. Social workers are likely to encounter children with the condition, due to the greater likelihood of prenatal alcohol exposure among children in social services settings. This study explores the experiences of social workers in working with children suspected of having FASD and the support offered to social workers, the children and their families. Semi-structured interviews followed by qualitative framework analysis were conducted with seven child and family social workers along with one child protection solicitor who had experience of handling FASD cases. The two main themes that emerged from the data were a lack of knowledge about FASD and the paucity of diagnosis. Lack of knowledge among the social workers was linked to difficulty in managing children suspected to have the condition, feelings of frustration and normalisation of challenging behaviours. The paucity of diagnosis led to an under-emphasis of FASD in assessments, a dearth of specialist services and confusion about its specific effects in contexts of multiple substance misuse and harmful socio-environmental factors. The need for increased FASD awareness within social services and the development of FASD-targeted support for children and families is highlighted. Social workers would benefit from the inclusion of FASD-focused training in their curricula and professional development plans. Improving the diagnostic capacities of health institutions would address the paucity of diagnosis and raise the profile of FASD, especially in the social services setting.

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