Instilling affective commitment: insights on what makes knowledge workers want to stay

Jayasingam, Sharmila; Govindasamy, Muhiniswari; Singh, Sharan Kaur Garib

doi:10.1108/mrr-03-2014-0060

Cited by 25 publications

(55 citation statements)

References 47 publications

(79 reference statements)

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In contrast, large companies do have the resources to develop and implement formal retention practices. Fostering employees’ workplace identity and their well-being within the firm are the most important actions firms can take for retaining knowledge workers (Jayasingam, Govindasamy, & Singh, 2016; Rothausen, Henderson, Arnold, & Malshe, 2017). However, their retention is a difficult challenge because they have many working opportunities outside of the firm (Allen et al, 2010; Sutherland & Jordaan, 2004), particularly in this era of globalization, where the war for talent is raging.…”

Section: Discussionmentioning

confidence: 99%

The Role of Firm Size and Knowledge Intensity in the Performance Effects of Collective Turnover

Meulenaere¹,

Winne

Marescaux

et al. 2019

Journal of Management

View full text Add to dashboard Cite

As employees are among firms’ most important resources and labor markets are facing serious labor shortages, firm-level collective turnover is one of the most important challenges facing organizations. Context-emergent turnover theory provides a theoretical framework for the performance implications of collective turnover and argues that context, and in particular, firm size, plays a crucial role in the collective turnover–performance relationship. Yet, the moderating role of firm size remains undertheorized, empirically understudied, and thus, unclear. Based on the resource-based view of the firm, we develop a theoretical framework for two competing perspectives (a negative and a positive one) on the role of firm size and put forward the firm’s knowledge intensity as a crucial additional moderator. The main premise is that whereas firm size determines what resources firms have to successfully cope with turnover, knowledge intensity determines the resources firms need to do so. We propose a three-way interaction, suggesting that firm size reinforces the harmful effect of turnover in highly knowledge-intensive firms and buffers it in firms with low levels of knowledge intensity. Using a unique multi-industry and longitudinal administrative data set of 6,913 Belgian firms (2012–2016), we find support for these assumptions. This study highlights the importance of the context in which firms have to deal with turnover, and it spurs researchers to go beyond studying turnover in narrow study contexts, to take into account the interplay among different but intertwined organizational contingencies, and to acknowledge both the quantitative (how many employees leave) and qualitative components (who leaves) of turnover.

show abstract

Section: Discussionmentioning

confidence: 99%

The Role of Firm Size and Knowledge Intensity in the Performance Effects of Collective Turnover

Meulenaere¹,

Winne

Marescaux

et al. 2019

Journal of Management

View full text Add to dashboard Cite

show abstract

“…Low knowledge worker productivity is a problem because the organization is dependent on knowledge workers to create value and contribute to the organizational knowledge base that is the organization's competitive advantage (Jayasingam and Yong 2013;Jayasingam et al 2016).…”

Section: Individual Organizationmentioning

confidence: 99%

A Soft Systems Approach to Knowledge Worker Productivity—Analysis of the Problem Situation

Óskarsdóttir

Oddsson

2017

Economies

View full text Add to dashboard Cite

Low knowledge worker productivity is an important problem that needs to be addressed. Current research addressing this problem is fragmented and deals with different isolated elements of the problem. There is a need for a holistic approach to knowledge worker productivity. This paper takes the first steps of a holistic approach to knowledge worker productivity by using soft systems methodology to describe the problem situation. The main challenge of this research was the abstraction of the results from two literature reviews into simple rich pictures and specific root definitions to identify the fundamentals of knowledge worker productivity. The problem situation was explored from the perspective of two problem owners, the organization and the individual knowledge worker. The rich picture from the perspective of the organization highlighted that the organization must communicate what they perceive as value and create a work environment that promotes collaboration, encourages knowledge sharing, motivates and fulfills the needs of their knowledge workers. The rich picture from the perspective of the individual knowledge worker highlighted the fact that knowledge workers need to manage their personal resources, be effective and efficient to maximize their own productivity. This paper attempts to integrate these two perspectives into a holistic view.

show abstract

“…These workers are more demanding (Olsen, 2016) -they live an "informal way of life" and are not tied to any organization (Imafidon, 2009). Being "deep-smarts" (Sumbal et al, 2020), most knowledge workers consider knowledge as power and may not be willing to share their knowledge entirely (Jayasingam et al, 2016). They adopt attitudes that restrain the flow of knowledge, even deliberately concealing it (Arain et al, 2019), considering their knowledge too valuable (Afshar Jalili and Ghaleh, 2020) for free diffusion.…”

Section: Introductionmentioning

confidence: 99%

“…The character of the process of knowledge diffusion among intellectual workers requires practical analysis, especially since empirical studies are still rare (Sumbal et al, 2020). There is also a research gap in exploring various aspects of knowledge worker management (Razzag et al, 2019), especially since getting knowledge workers to transfer their individual knowledge to the organizational knowledge is easier said than done (Jayasingam et al, 2016). Therefore, it is justified to study the factors that determine the process of professional knowledge dispersion.…”

Section: Introductionmentioning

confidence: 99%

Trust in the Diffusion of Professional Knowledge

Pietruszka-Ortyl¹,

Ćwiek²

2021

ERSJ

View full text Add to dashboard Cite

Purpose:The main objective of the study is to indicate the role of trust in the processes of knowledge diffusion of IT professionals. This includes the identification of individual types and components of trust impacting the knowledge exchange between intellectual workers, as seen from the perspective of knowledge agent groups involved in its circulation, and in subprocesses constituting the transfer of knowledge, as well as in generation of specialists. Design/Methodology/Approach: The procedure for obtaining empirical data consisted of three stages: the direct semi-structured individual interview, focus group online interviews (FIGO), computer assisted telephone interview (CATI) and computer-assisted web interview (CAWI). The hypotheses were tested with a test of significance for Spearman's rank-order correlation coefficient and the Wilcoxon-Mann-Whitney test. Findings: Trust is a factor in knowledge diffusion among intellectual workers and its importance depends on the groups of knowledge agents participating in it. Trust is most important in the exchange of knowledge among professionals, then in the circulation of knowledge between specialists and co-operators, and the least importantin the dispersion of knowledge between knowledge workers and the organization's personnel. Regardless of the group participating in the circulation of knowledge, the foundation of trust is competence-based trust, supported by benevolence-based trust. Practical Implications: The presented considerations provide specific indications as to which components of trust to develop due to the sub process of knowledge diffusion, and knowledge agents involved in the circulation. Originality/Value: This study's main contribution is filling the existing research gap regarding the impact of trust on the flow of intellectual workers' knowledge. The work has theoretical and practical contribution to research on the diffusion of professional knowledge. It organizes the theory and formulates practical guidelines for the formation of trust as a factor of knowledge dispersion.

show abstract

Instilling affective commitment: insights on what makes knowledge workers want to stay

Cited by 25 publications

References 47 publications

The Role of Firm Size and Knowledge Intensity in the Performance Effects of Collective Turnover

The Role of Firm Size and Knowledge Intensity in the Performance Effects of Collective Turnover

A Soft Systems Approach to Knowledge Worker Productivity—Analysis of the Problem Situation

Trust in the Diffusion of Professional Knowledge

Contact Info

Product

Resources

About