The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing

Akram, Tayyaba; Lei, Shen; Haider, Muhammad Jamal; Hussain, Syed Talib

doi:10.1016/j.jik.2019.10.001

Cited by 195 publications

(160 citation statements)

References 61 publications

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“…A radical innovation management “checklist” could name the intra- and extra-organizational aspects managers should pay attention to and how to best configure them. This overview would also help to identify research gaps as many organizational variables, such as agility ( Brand, Tiberius, Bican, & Brem, 2019 ), internal idea contest designs ( Hober, Schaarschmidt, & von Korflesch, 2019 ), entrepreneurial orientation ( Gupta, Mortal, & Yang, 2018 ), organizational innovation climate ( Liu, Chow, Zhang, & Huang, 2019 ), organizational justice ( Akram, Lei, Haider, & Hussain, 2020 ), or organizational wisdom practices ( Akgün, Keskin, & Kırçovalı, 2019 ), as well as human resource variables, such as emotional intelligence ( Açikgök & Latham, 2020 ), incentives ( Ritala, Vanhala, & Järveläinen, 2020 ), individual innovation behavior ( Strobl, Matzler, Nketia, & Veider, 2020 ), slack time ( Medase, 2020 ), and top management teams ( Sperber & Linder, 2018 ), and many more have been related to innovation performance but not yet been subject to in-depth analysis regarding specifically radical innovations. It would also be interesting to contrast findings about what radical innovation managers should do and what they really do ( Maier & Brem, 2018 ).…”

Section: Discussionmentioning

confidence: 99%

Radical innovations: Between established knowledge and future research opportunities

Tiberius

Schwarzer

Dobón

2021

Journal of Innovation & Knowledge

101

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The fast growing body of radical innovation research is fragmented and difficult to overlook. We provide an overview of the most cited journals, authors, and publications and conduct a bibliographic coupling to structure the literature landscape. We identified the following research clusters: management of radical innovations, organizational learning and knowledge, financial aspects of radical innovation, radical innovation adoption and diffusion, radical industry innovations as challenges for incumbents, and radical innovation in specific industries. Based on an in-depth content analysis of these clusters, we identify the following future research opportunities: A systematic compilation of all intra- and extra-organizational management aspects, moderators, and mediators, extending radical innovation research's epistemological basis by adding strategic foresight, further research in individual, group (team), organizational, and inter-organizational capabilities required for radical innovation, a managerial perspective on adoption and diffusion of radical innovations, applying portfolio theory and real options theory to radical innovation research, stronger research efforts on coping strategies for firms faced with competitors' radical innovations, and intensifying both industry-specific and cross-industry research.

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Section: Discussionmentioning

confidence: 99%

Radical innovations: Between established knowledge and future research opportunities

Tiberius

Schwarzer

Dobón

2021

Journal of Innovation & Knowledge

101

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“…Subsequently, therefore, common method bias was considered not to be a problem with the study data set (Vinzi et al, 2010). Common method bias according to Akram et al (2019) and Bagozzi and Yi (1988) refers to the variances that are attributable to the various measurement methods instead of the constructs of interest considering the potential of becoming a possible validity threat to the study results (Akram et al, 2019;de Zubielqui et al, 2019). Testing for common method biasness is of essence before undertaking further hypotheses testing for the study.…”

Section: Common Methods Variancementioning

confidence: 99%

“…Testing for common method biasness is of essence before undertaking further hypotheses testing for the study. We use the Harman's single factor test method to provide the needed evidence to indicate how the data set was void of common method bias, also with the total variance explained less than 50% (Akram et al, 2019;Podsakoff et al, 2003).…”

Section: Common Methods Variancementioning

confidence: 99%

Unemployment Blues: Analysis of the Dual Mediating Effects of Knowledge and Perception on Entrepreneurial Intentions in the Environment

et al. 2020

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The rate of youth unemployment has been a major challenge for preceding and consecutive Ghanaian governments. There is evidence to suggest how different economic interventions to bridge this gap have failed to yield the expected results. The intended beneficiaries of these interventions are caught in a quagmire of what they perceive as opportunities within the environment which are sometimes divergent from that of government. This is due to the influencing role of two main factors: their knowledge and perception. We carry out a study to reveal the relationship that exist between entrepreneurial environment and entrepreneurial intentions and how knowledge and perception of the youth mediate this relationship. A sample survey of 187 youth using questionnaires were administered and the results analyzed using the partial least squares–structural equation modeling (PLS-SEM). Overall, entrepreneurial knowledge and perception variables showed a partial mediation in their relationship with entrepreneurial environment and entrepreneurial intention. Entrepreneurial perception showed a higher mediating effect of the two mediators on the target construct, entrepreneurial intention. Entrepreneurial perception showed the highest Cronbach’s alpha of .90 of all the variables. We advance the theory of entrepreneurship intention to show how the dual mediating interactivities are influenced by the entrepreneurship environment. The need to build a supportive entrepreneurial environment is critical in transforming the youth perception to boost their knowledge in entrepreneurship to engage in business enterprises. These are critical for policy makers, implementers, and entrepreneurial trainers.

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“…It is the process when employees reciprocally exchange their (implicit and explicit) knowledge and jointly produce new knowledge (van den Hooff and de Ridder, 2004). In short, according to Akram et al (2020), knowledge-sharing is an effective tool for gaining and create knowledge at the workplace. It considers the central element of knowledge management.…”

Section: Knowledge-sharingmentioning

confidence: 99%

The Role of Employee Trust in the Relationship Between Leaders’ Aggressive Humor and Knowledge Sharing

Fayyad

2020

Journal of Association of Arab Universities for Tourism and Hos

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Purpose-The current paper aims to examine leaders' aggressive humor's influence on knowledge-sharing among hotel employees. Employee Trust is also tested as a moderator variable between this association. Design/methodology-An online questionnaire of 387 customer-contact employees of 38 five-star hotels located in Sharm El-Sheikh in Egypt provided data on the moderating role of trust in aggressive humor-knowledge-sharing relationships. Using the SEM by the PLS method by SmartPLS3 program, the data were analyzed, and the hypotheses were tested. Findings-Aggressive humor is negatively related to knowledge-sharing among hotel employees. Results also confirm the intervening role of trust as a moderator in the relationship between aggressive humor and knowledge-sharing. Practical implications-The results underscore the trust variable's benefits as a moderator in the relationship between aggressive humor and knowledge-sharing. Originality/value-This paper developed a model for the moderating effect of trust on the association between aggressive humor and knowledge-sharing. Thus, the study fills part of the gap dearth of studies that have examined the impact of negative humor in the workplace.

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The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing

Cited by 195 publications

References 61 publications

Radical innovations: Between established knowledge and future research opportunities

Radical innovations: Between established knowledge and future research opportunities

Unemployment Blues: Analysis of the Dual Mediating Effects of Knowledge and Perception on Entrepreneurial Intentions in the Environment

The Role of Employee Trust in the Relationship Between Leaders’ Aggressive Humor and Knowledge Sharing

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