Determinants of Barriers to Knowledge Sharing in the Jordanian Hospitality Industry

Hawamdeh, Nayel Al; Al-edenat, Malek

doi:10.5539/ibr.v12n7p121

Cited by 6 publications

(2 citation statements)

References 48 publications

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“…This study is expected to contribute to the literature, particularly that concerning the Jordanian context; after all, there is an urgent need for more research to be conducted within this country (Al Hawamdeh & Al-edenat, 2019). Notably, ASEZA is an independent institution that handles the development and management of the Aqaba Special Economic Zone and provides integrated services to investors and registered companies that have a high number of employees (Karasneh & Al-Momani, 2020).…”

Section: Research Question and Hypothesesmentioning

confidence: 95%

The Impact of Employee Empowerment on Job Engagement: Evidence from Jordan

Alhozi¹,

Hawamdeh²,

Al-edenat³

2021

IBR

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The objective of this study was to investigate the impact of employee empowerment (i.e., structural and psychological empowerment) on job engagement (i.e., physical, emotional, and cognitive engagement). A quantitative approach was adopted in order to achieve such a study aim, and the data was collected via an online questionnaire. The sample of this study consisted of 300 employees from the Aqaba Special Economic Zone Authority (ASEZA), one of the biggest Jordanian organisations in Aqaba, with a total of 293 questionnaires retrieved and 7 excluded due to their being invalid for statistical analysis. This yielded a total of 286 accepted questionnaires, or 95.3% of the total questionnaires provided. Moreover, the Statistical Analysis Package for Social Science (SPSS) was used for data analysis, the results of which indicating that the level of implementation of employee empowerment dimensions had a medium rate amongst ASEZA’s employees, as the structural empowerment was applied more than the psychological empowerment. Furthermore, the level of present job engagement dimensions also had a medium rate amongst the surveyed ASEZA employees. The results also indicated there to be a significant statistical impact by structural and psychological empowerment on physical engagement and cognitive engagement, whilst there was no significant statistical impact made by structural empowerment on emotional engagement compared to psychological empowerment, which had a significant statistical impact on it. In light of the findings of this research, ASEZA managers must pay more attention to the role of empowerment of employees in promoting work engagement, since this enhances the organisation’s ability to achieve the appropriate strategy and gain a comparative advantage.

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Section: Research Question and Hypothesesmentioning

confidence: 95%

The Impact of Employee Empowerment on Job Engagement: Evidence from Jordan

Alhozi¹,

Hawamdeh²,

Al-edenat³

2021

IBR

Self Cite

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“…Jordanian hotels and travel agencies are ideal subjects for investigating KOL and KCC for several reasons. First, hotels are key firms in the tourism and hospitality industry and are recognized for their expertise and effective utilization of KM in their daily operations (Al Hawamdeh & Al‐edenat, 2019). On the other hand, travel agencies are crucial actors in the tourism and hospitality market.…”

Section: Methodsmentioning

confidence: 99%

Impact of knowledge‐oriented leadership on innovative behavior, and employee satisfaction: The mediating role of knowledge‐centered culture for sustainable workplace

Alzghoul,

Khaddam,

Alshaar

et al. 2023

Bus Strat Dev

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Knowledge‐oriented leadership phenomenon has captured the interest of scholars and industry leaders given its positive impact on sustainable organizational and employees outcomes. By drawing on affective event theory, this research explores the role of knowledge‐oriented leadership on knowledge‐centered culture, service innovative behavior and employees' job satisfaction and the mediating role of knowledge‐centered culture. The proposed model and hypotheses were tested using survey data gathered from 456 hotels and travel agencies employees in Jordan. The analysis was conducted using the contemporary structural equation modeling modus operandi, the partial least squares. The findings confirm that knowledge‐oriented leadership promotes knowledge‐centered culture in organizations, which in turn, promotes employees' job satisfaction and service innovative behavior. Knowledge‐centered culture concurrently mediates the path linking knowledge‐oriented leadership to job satisfaction and innovative behavior, respectively. The literature is devoid of scholarly work on the impact of knowledge‐oriented leadership and knowledge‐centered culture on employee outcomes in the tourism and hospitality industry context. This study being among the first to contribute to the literature from a developing country's perspective, prescribes empirical evidence, that knowledge‐oriented leadership promotes a knowledge‐centered culture in organizations, which subsequently leads to increased job satisfaction and service innovation. Furthermore, this study provides practical implications for organizations looking to promote a knowledge‐centered culture and enhance their employees' job satisfaction and service innovation.

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Towards building general framework for designing knowledge sharing tool based on actor network theory

Mustapha

2022

VJIKMS

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Purpose The purpose of this paper is to emphasize the needs to understand the barrier and determinant factors in knowledge sharing (KS), to find the common ones and subsequently to build a general framework that can be referred to in designing a KS tool that addresses the common factors. Design/methodology/approach The approach comprises of two major steps which are to survey the past literature to determine the most common barriers and determinant factors from various unique KS domains and to qualify the factor as the common one based on its presence in at least three to five KS domains. The grounded theory is used to analyze the past literature and to perform categorization. Findings This paper helps in the summarization of categories and subcategories of barriers and determinants and demonstration on the mapping between them. Research limitations/implications This paper has not proved the actual use of the framework in building a KS tool based on the framework. Practical implications The common factors are based on at least 60 references of KS implementation such that it is useful for large area of application domains that require building KS tools. Originality/value This paper presents the understanding on the common factors and association between the barriers and determinants in building the general framework in which the application of the framework is demonstrated using actor network theory.

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Determinants of Barriers to Knowledge Sharing in the Jordanian Hospitality Industry

Cited by 6 publications

References 48 publications

The Impact of Employee Empowerment on Job Engagement: Evidence from Jordan

The Impact of Employee Empowerment on Job Engagement: Evidence from Jordan

Impact of knowledge‐oriented leadership on innovative behavior, and employee satisfaction: The mediating role of knowledge‐centered culture for sustainable workplace

Towards building general framework for designing knowledge sharing tool based on actor network theory

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