Do Hope Foster Innovative Work Behavior through Employee Engagement and Knowledge Sharing Behavior? A Conservation of Resources Approach Using MPLUS tool

Fatima, Afsheen; Khan, Muhammad Asif

doi:10.22547/ber/9.4.9

Cited by 8 publications

(8 citation statements)

References 72 publications

(92 reference statements)

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“…Theoretically, the study enriches hope and creativity literature by empirically establishing the relative importance of overall hope and its components on the creativity of academic staff based on evidence from a public university setting in Uganda. The study also expounds knowledge of the theory of hope by putting theories that have been proven in Western settings (Fatima and Khan, 2017) to the test in an African setting (i.e. Uganda), as well as confirming the external validity of study results generated in Western settings.…”

Section: Creativity In University Settingssupporting

confidence: 64%

Towards enhancing creativity in university settings: does hope of academic knowledge workers matter?

Namono

Kemboi

Chepkwony

2021

CRR

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PurposeAlthough a burgeoning body of literature has established the influence of hope and employee creativity, the debate on the relative importance of hope and its components of pathway and agency on its outcomes has not been clarified. Literature has it that hope and its individual components of pathway and agency have a varying magnitude of influence on its outcomes. Some scholars argue that agency and pathway components better predict its outcomes than overall hope. The current study establishes the relative importance of hope and its components on creativity using evidence from Makerere University, Uganda.Design/methodology/approachThe study adopted a cross-sectional quantitative survey design to collect data from the academic staff of Makerere University. The study used usefulness analysis to establish the relative importance of the predictor variables on the dependent variable.FindingsThe study findings revealed that agency and hope components of hope significantly predicted creativity. Overall, hope also significantly predicted creativity. Regarding relative importance, hope turned out to be the most “useful” predictor of creativity, followed by its components of agency and pathway.Research limitations/implicationsThe study was conducted in a public university setting located in urban areas. The findings may not be generalizable to private settings due to variations in the teacher's creative behaviour with variation in the creative environment. The study was also cross-sectional, which may not yield results of changing employee creativity over time. Further studies should establish the link between hope and creativity using a longitudinal survey to compare employee creativity using data collected at different intervals.Originality/valueThe value of the current study is both theoretical and empirical. Theoretically, the study findings enrich the hope theory by revealing the relative importance of hope on its outcomes over and above its components. The study also confirms the assertions of the dual pathway to creativity model by revealing that employees who are rich in hope components of agency and pathway have the cognitive flexibility to pursue creative goals and, when faced with failure, can generate alternative solutions to solve work problems.

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Section: Creativity In University Settingssupporting

confidence: 64%

Towards enhancing creativity in university settings: does hope of academic knowledge workers matter?

Namono

Kemboi

Chepkwony

2021

CRR

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“…Therefore, knowledge sharing itself is a self-motivated process that may lead employees to become more willing to share their expertise with their colleagues and coworkers only when they are dedicated to their work and enthusiastic about their organization (Fatima and Khan 2017). Such knowledge exchange develops the capability of an organization to acquire competencies useful while building organizational competitive advantages (Reid 2003).…”

Section: Links Between Work Engagement Burnout and Knowledge Sharing Behaviormentioning

confidence: 99%

How do job insecurity and perceived well-being affect expatriate employees’ willingness to share or hide knowledge?

Ali

Albort-Morant

et al. 2020

Int Entrep Manag J

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Employees' wellbeing is nowadays at the core of organizational HRM strategies, as firms have turned to grasp the significance of human resources while attaining competitive advantages. However, some external factors like localization of labor can adversely influence expatriate employees' perception of wellbeing at the firm level. The current study examines the influence of job insecurity on employee's perceptions of wellbeing, and their involvement in knowledge sharing or knowledge hiding strategies. The Influence of Job Insecurity on Expatriate Employees' Perceptions of Wellbeing and Knowledge Management StrategiesABSTRACT Employees' wellbeing is nowadays at the core of organizational HRM strategies, as firms have turned to grasp the significance of human resources while attaining competitive advantages. However, some external factors like localization of labor can adversely influence expatriate employees' perception of wellbeing at the firm level. The current study examines the influence of job insecurity on employee's perceptions of wellbeing, and their involvement in knowledge sharing or knowledge hiding strategies.The data is collected from 265 expatriate employees working at different organizations in Saudi Arabia. The Saudi Arabian government is currently implementing localization policies, and the organizations are increasingly replacing their expatriate employees with local employees in order to avoid governmental penalties. Therefore, it is important to examine how this job insecurity might be affecting expatriate employees' perceptions of wellbeing and knowledge management behaviors. The study uses Partial Least Squares (PLS) path-modeling technique to test the hypotheses proposed in this research. Some findings derived from this research are contrary to previous studies owing to the specific context examined in this research. The study found significant influence of job insecurity and employees' perceptions of work engagement, and knowledge sharing. There is no significant association found between job insecurity and knowledge hiding. Whereas, work engagement has a significant association with knowledge sharing and burnout. Finally, burnout is significantly related to knowledge hiding behavior among expatriate employees.

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“…Employees who feel adequately engaged are more proactive in problem-solving, and in making networks of partners through which, new ideas are passed on, thereby enhancing chances of innovativeness [17,18]. Previous studies have indeed confirmed that employee engagement is a precursor to innovative behaviour and creativity among employees.…”

Section: Employee Engagement and Innovative Work Behaviourmentioning

confidence: 99%

The Effect of Employee Engagement on the Relationship Between Leader-Member Exchange and Innovative Work Behaviour in Kenya

Kananu¹,

Kemboi²,

Tenai³

2020

JBED

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Do Hope Foster Innovative Work Behavior through Employee Engagement and Knowledge Sharing Behavior? A Conservation of Resources Approach Using MPLUS tool

Abstract: Abstract

Cited by 8 publications

References 72 publications

Towards enhancing creativity in university settings: does hope of academic knowledge workers matter?

Towards enhancing creativity in university settings: does hope of academic knowledge workers matter?

How do job insecurity and perceived well-being affect expatriate employees’ willingness to share or hide knowledge?

The Effect of Employee Engagement on the Relationship Between Leader-Member Exchange and Innovative Work Behaviour in Kenya

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