Purpose -The subject of cyber-slacking has prompted many organizations to respond by enforcing or implementing policies that restrict internet access. The purpose of this paper is to empirically examine the impact of four internet monitoring policies on cyber-slacking and work satisfaction. Design/methodology/approach -Employees working in medium-size organizations in Lebanon were surveyed. Chi-square tests, correlation, ANOVA, and regression analysis were used to test the hypothesis. Findings -Results indicated that having a free internet access had a positive relation with cyber-slacking, leading to an increase in work satisfaction. The survey also indicated relationship with demographic factors. Research limitations/implications -Although the research provides useful insight on cyber-slacking and monitoring policies, it is nevertheless restricted to Lebanese companies. Originality/value -This paper adds to the literature on cyber-slacking by empirically testing the effect of different monitoring policies.
PurposeThe goal of this research is to empirically assess whether knowledge management (KM) and learning organizations (LO) are distinct concepts and if so, to test whether KM enhances LO more or vice versa.Design/methodology/approachThe authors propose an approach by which they first empirically assess the independence of those two concepts, then KM's fundamental processes, being knowledge acquisition, sharing, and utilization, are hypothesized to have a positive relationship with the different LO dimensions. Retail business employees working in organizations in Lebanon were surveyed. KM processes were first designated as dependent variables and then as independent variables. Bartlett's test, Pearson correlation, factor analysis, and regression analysis were used to test the hypothesis.FindingsThe results indicated that the two dimensions LO and KM are distinct and that KM enhances LO more than LO enhances KM.Practical implicationsThis research extends the impact of knowledge management to include informal processes. It provides empirical evidence that managers should seek to implement formal and informal knowledge management processes into their organizational culture to enable a dynamic learning environment.Originality/valueThis research is significant in that up to this point the relationship between KM and LO has been posited and supported through anecdotal evidence and observation. This research provides empirical evidence of the relationship and forms the basis for further study in this area.
Purpose
As one of the first studies in this field, the purpose of this paper is to explore the effect of personal values on job performance and job satisfaction across different jobs. Further, it aims to identify personal value types that are positively, or negatively, related to behavioural and attitudinal outcomes in different job categories.
Design/methodology/approach
Based on a sample of 270 participants across several job categories including finance, accounting, marketing, sales, HR (human resources), operations and information technology (IT), this research explores the relationship between personal values, job performance and job satisfaction across the listed job categories. Ordinary least square (OLS) stepwise-regression and partial least square (PLS) regression were used in analysing the results.
Findings
Findings showed that for some of the jobs examined, different types of personal values were associated with different worker outcomes.
Originality/value
This research study identifies sets of personal values that are suited to some jobs more than others in terms of job performance and job satisfaction outcomes. Moreover, this research demonstrates the importance of controlling for job categories in future research models that investigate the links between values, performance and satisfaction.
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