Effects of knowledge sharing behavior on innovative work behavior among nursing Students: Mediating role of Self- leadership

Asurakkody, Thanuja Ariyasinghe; Kim, Sang Hee

doi:10.1016/j.ijans.2020.100190

Cited by 44 publications

(54 citation statements)

References 18 publications

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“…Knowledge sharing can promote the accumulation and flow of knowledge, which is essential for the translation of individual knowledge to organizational knowledge ( Hooff and Ridder, 2004 ) and the generation of new knowledge. Therefore, it is positively related to employees’ creative behavior, innovation capability, and innovation performance ( Kim and Lee, 2013 ; Akhavan and Hosseini, 2016 ; Pian et al, 2019 ; Clercq and Pereira, 2020 ; Ganguly et al, 2020 ), which is also an important factor affecting employees’ IWB ( Akram et al, 2020 ; Asurakkody and Kim, 2020 ; Yasir et al, 2021 ). As mentioned above, knowledge sharing consists of two central processes: knowledge collecting and donating ( Hooff and Ridder, 2004 ).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

“…As an important way to promote knowledge accumulation and flow, knowledge sharing has a positive impact on employees’ innovation ability and innovation behavior ( Kim and Lee, 2013 ; Akhavan and Hosseini, 2016 ; Pian et al, 2019 ; Zhu et al, 2019 ; Akram et al, 2020 ; Vandavasi et al, 2020 ; Asurakkody and Kim, 2020 ; Yasir et al, 2021 ). Especially in the Information Age, social networking sites use digital and new media technology to provide a more convenient and highly interactive platform for individuals and groups, so as to play the role of knowledge to a greater extent ( Kim et al, 2015 ).…”

Section: Introductionmentioning

confidence: 99%

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The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

et al. 2021

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This study aimed to test the mediating role of knowledge sharing, which includes two central processes of knowledge collecting and knowledge donating, in the relationship of psychological capital and innovative work behavior (IWB). The proposed theoretical framework was based on the theory of reasoned action and social exchange theory. In a field study, using a research sample of 345 valid leader-subordinate matching data, we tested three competitive models to explore the different mediating effects of knowledge collecting and donating. Results indicated that knowledge donating and knowledge collecting played a chain mediating role between psychological capital and IWB, and the independent mediating effect of knowledge collecting was also significant. From the perspective of knowledge sharing, the present study deeply analyzes the psychological processing mechanism of psychological capital on IWB, confirms the positive significance of knowledge donating at the individual level, and provides a new perspective for organizations to promote employees’ knowledge sharing and stimulate their IWB.

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Section: Literature Review and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

et al. 2021

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“…KSB is defined as the extent to which workers exchange their acquired information with others in the organization to increase communication and development of new information (Akturan and Çekmecelioglu, 2016;Ogunmokuna et al, 2020). KSB has many advantages for organizations, such as creating new thoughts, reducing costs, avoiding frequent errors, resolving problems (Asurakkody et al, 2019), achieving a competitive advantage, reducing employees turnover (Asurakkody and Kim, 2020), improving their performance, productivity, and profitability, and meeting all the needs of the organization (Talebizadeh et al, 2021).…”

Section: Knowledge Sharing Behavior (Ksb)mentioning

confidence: 99%

تقییم الملکیة النفسیة لموظفی الفندق: المؤثرات والنتائج

العاطي¹,

دراز²

2021

مجلة کلیة السیاحة والفنادق - جامعة مدینة السادات

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Employees' psychological ownership (EPO) leads to many positive outcomes for employees and the organization. It plays a crucial role in maintaining employee relations with the organization. It has appeared as a vital indicator of employees' work behaviors (e.g., value co-creation) and attitudes (commitment and satisfaction). Given the importance of EPO in the hotel industry, it is necessary to examine its antecedents and outcomes. This research also investigates the effect of four EPO antecedents (i.e., hotel identification; psychological safety; autonomy; information accessibility) on EPO. Besides, it examines the impact of EPO on three of its outcomes, i.e., employee creativity, employee voice, and knowledge sharing behavior (KSB). To achieve these objectives, data was obtained using questionnaires. A convenience sample of 420 hotel employees from the 14 investigated hotels was chosen. A total of 345 valid questionnaire forms was retrieved, with a response rate of 82.1 percent. To analyze these forms, descriptive analysis, correlation analysis, and multiple regression analysis were used. The main results showed that the four EPO antecedents were found to positively affect EPO. Moreover, the findings indicated that EPO significantly drives the three outcomes of EPO. Thus, the practical implications of the results assist hotel practitioners in enhancing EPO, its antecedents, and outcomes more effectively. For example, it was recommended that hotels should increase EPO and its outcomes by raising EPO antecedents (e.g., hotel identification) through many practices by hotel management, such as increasing the happiness of their workers by helping them cooperate with colleagues in handling work problems.

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“…The government of Ghana and organizational leaders believe that creativity and innovation are key to propelling and enhancing organizational activities in Ghana. Hence encouraging the notion of innovative work behavior is acclaimed towards actualizing Ghana's national vision as it sustains the capacity to increase the productivity of the nation (Artwatch, 2017;NEIP, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Effect of Psychological Empowerment on Innovative Work Behavior: The Mediating Role of Employee Voice

Krupah¹

2021

EJBM

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The importance of innovative work behavior cannot be downplayed as it functions as a key variable through which novel ideas translates into innovative outputs enabling businesses to survive and thrive. The study investigated the effect of psychological empowerment on employee innovative work behavior by examining the mediating role of employee voice in Ghana. This was done to address the lack of research on this topic, as well as to contribute to the long-term strategic vision of the government of Ghana and foster innovation in the nation. Data from 200 full-time Ghanaian workers was used in this cross-sectional study. Employing Pearson's correlation, linear regression and SEM, the empirical findings from the study demonstrates that psychological empowerment and employee voice correlates significantly and positively with innovative work behavior. Employee voice (promotive and prohibitive) sustained a favorable impact on innovative work behavior and also mediated the effect of psychological empowerment on employee innovative work behavior. The inference of this research implies that the government of Ghana and employers strengthen programs that integrate practices to increase employee psychological empowerment levels as a way of stimulating higher levels of innovative capabilities and also encourage employee voice primarily for the purpose of communicating ideas for organizational development.

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Effects of knowledge sharing behavior on innovative work behavior among nursing Students: Mediating role of Self- leadership

Cited by 44 publications

References 18 publications

The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting

تقییم الملکیة النفسیة لموظفی الفندق: المؤثرات والنتائج

The Effect of Psychological Empowerment on Innovative Work Behavior: The Mediating Role of Employee Voice

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