Collaborative Workplace Research Articles

Knowledge management and knowledge sharing in maintenance department of high-tech industries

PurposeThe competition and competitive advantage among firms in various industries have shifted toward a knowledge-based economy. This is particularly evident in knowledge-intensive industries where a company’s competitive edge relies heavily on its ability to generate and utilize new knowledge solutions. Knowledge management (KM) is essential for all organizations, but it holds greater significance in specific functional units, such as maintenance. Industrial maintenance is a knowledge-intensive field and knowledge sharing (KS) motivation is low due to the tacit and intricate nature of knowledge. Despite these challenges, sharing knowledge between experienced and novice employees is fundamental to industrial maintenance, and much remains to be examined in this area. This study explores how novices' knowledge and KS with other workers can be improved via “Training by Novices” program in industrial maintenance.Design/methodology/approachThis study adopted an action-research approach within a high-tech company’s maintenance department, involving 103 maintenance employees. The research unfolded in three pivotal phases: first, an initial evaluation of KM and KS was carried out; second, training programs by novices aimed at strengthening KS between novices and department members were implemented and third, data were collected to assess changes and facilitate improvement in knowledge exchange and collaboration within the department.FindingsThe study demonstrates that involving novices in training programs as trainers within high-tech industries' maintenance departments enhances KM and KS among all employees. The training programs led to substantial increases in knowledge for novices and experienced workers and fostered a culture of continuous learning. Despite the short training duration, participants' overall knowledge increased, and they found the program effective and expressed willingness to continue, indicating potential for long-term improvements in KS practices.Research limitations/implicationsThis research challenges conventional wisdom regarding KS among novices in industrial maintenance. Showcasing the effectiveness of novices as trainers offers a fresh perspective on enhancing KS practices within knowledge-intensive industries.Practical implicationsThis study provides actionable insights for maintenance managers grappling with KS challenges. Organizations can boost employees' knowledge and KS practices by advocating for structured training programs led by novices, fostering a more collaborative workplace culture.Originality/valueThis study introduces a novel approach by empowering novices to engage actively in KS within industrial maintenance settings. By utilizing novices as trainers, the research demonstrates a practical means of enhancing both their own knowledge and that of their peers. This innovative strategy not only addresses common challenges in KM within maintenance units but also promotes a culture of continuous learning and development. This research offers valuable insights into improving KS practices and fostering a more collaborative organizational culture.

Enduring impacts of collaborative workplace music mentoring for early childhood generalist teachers, music mentors and students

ABSTRACT This study documents the enduring impacts of a workplace music mentoring programme for generalist classroom teachers in early childhood school settings in Australia. The study draws on follow-up interviews with mentors, teachers and principals from five of 11 participating schools one year after the programme. This study identifies participant perceptions of enduring outcomes, enduring effective mentoring, and effective mentor qualities. Two researchers undertook thematic analysis independently and conducted iterative discussions to refine the emerging themes. Enduring outcomes for mentors, teachers and students included: (1) music mentoring as collaborative self-development; (2) identification and realisation of individual and collective goals for music teaching; (3) reflection, feedback and joint planning informing learning; (4) integration of music into daily activities, lesson transitions, school culture; (5) creating a community of music practice in and across schools; and (6) improved classroom climate and enhanced student engagement and positive behaviours. Enduring qualities of effective music teaching included: (7) building teacher confidence and competence for music leadership; (8) observation of expert practice as a learning tool; (9) focused feedback informing lesson planning and implementation; and (10) specialised, collaborative workplace mentoring. Enduring qualities of effective music mentors included sensitivity, responsiveness, situational awareness, flexibility, and subject and pedagogic expertise.

The Dark Side of Knowledge Sharing and Knowledge Hiding

Knowledge sharing can be an advantage to organizational success as it propels innovation, collaboration, and growth. However, knowledge hiding-a phenomenon when individuals hide or distort information intentionally-leads a very critical challenge for organizations. The paper discusses the dual dynamics of knowledge sharing and knowledge hiding within organizations. It examines the reasons for each practice, their influence on organizational culture and effectiveness, and how organizations can intervene to foster an even more open and knowledge-sharing environment. Intervention to counter and curtail this dark side of knowledge hiding may contribute to bettering the competitive advantage of organizations while stimulating a more sustainable and collaborative workplace culture.

A human resources and legal risk management framework for labour disputes in the petroleum industry

The petroleum industry is vital to many economies but is often plagued by labor disputes that can disrupt operations and affect profitability. This paper proposes a comprehensive Human Resources and Legal Risk Management Framework specifically tailored for managing labor disputes in the petroleum sector. The framework integrates human resource management practices with legal compliance measures to minimize risks associated with employee relations and disputes. The framework emphasizes proactive measures, including effective communication, employee engagement, and training programs designed to foster a collaborative workplace culture. By implementing conflict resolution strategies and grievance handling procedures, organizations can address issues before they escalate into disputes. Additionally, the framework underscores the importance of adhering to labor laws and regulations to mitigate legal risks. Key components of the framework include risk assessment tools that identify potential areas of conflict, alongside mechanisms for monitoring labor relations. By leveraging data analytics, organizations can better understand employee sentiment and predict possible disputes, allowing for timely interventions. Furthermore, the framework advocates for establishing a clear legal compliance structure, ensuring that all practices align with local and international labor laws. The integration of human resources and legal considerations not only enhances organizational resilience but also fosters a positive workplace environment. It is crucial for organizations in the petroleum industry to recognize the interdependence of HR practices and legal obligations, as failure to address labor disputes effectively can lead to significant financial losses and reputational damage. In conclusion, this framework offers a structured approach to managing labor disputes, promoting organizational sustainability in the petroleum sector. By aligning human resource strategies with legal risk management, companies can create a harmonious work environment that ultimately contributes to their long-term success.

Personalizing Human–Robot Workplace Parameters in Human-Centered Manufacturing

This study investigates the relationship between collaborative robot (CR) parameters and worker utilization and system performance in human–robot collaboration (HRC) environments. We investigated whether optimized parameters increase workplace efficiency and whether adapting these parameters to the individual worker improves workplace outcomes. Three experimental scenarios with different CR parameters were analyzed in terms of the setup time, assembly time, finished products, work in process, and worker utilization. The main results show that personalized CR parameters significantly improve efficiency and productivity. The scenario in which CR parameters were tailored to individual workers, balanced the workload, and minimized worker stress, resulting in higher productivity compared to non-people-centric settings. The study shows that personalization reduces cognitive and physical stress, promotes worker well-being, and is consistent with the principles of human-centered manufacturing. Overall, our research supports the adoption of personalized, collaborative workplace parameters, supported by the mathematical model, to optimize employee efficiency and health, contributing to human-centered and efficient HRC environments.

The Impact of Changing Collaborative Workplace Parameters on Assembly Operation Efficiency

Human–robot collaborative systems bring several benefits in using human and robot capabilities simultaneously. One of the critical questions is the impact of these systems on production process efficiency. The search for high-level efficiency is severely dependent on collaborative robot characteristics and motion parameters, and the ability of humans to adjust to changing circumstances. Therefore, our research analyzes the effect of the changing collaborative robot motion parameters, acoustic parameters and visual factors in a specific assembly operation, where efficiency is measured through operation times. To conduct our study, we designed a digital twin-based model and a laboratory environment experiment in the form of a collaborative workplace. The results show that changing the motion, acoustic and visual parameters of the collaborative workplace impact the assembly process efficiency significantly.

Conflicts up in the air: cabin crew resistance in Argentina and Portugal through the lens of the body

AbstractWe reflect upon labour conflicts over changes in the flagship airlines in Argentina and Portugal through the lens of the body. In our qualitative, empirical study we refer to these changes as part of a global tendency in the civil aviation sector to intensify the workload and undermine occupational health and safety standards. Defining this as “Ryanairisation”, we argue that the flagship airlines are pushed towards a neoliberal labour model. Via an embedded and relational comparison, we want to highlight labour conflicts in transnational corporations as a relevant sub-discipline of peace and conflict studies along two research questions: Firstly, what corporal impact does Ryanairisation have on cabin crew workers in Argentina (Aerolíneas Argentinas) and Portugal (TAP) during the first stages of renationalisation processes? Secondly, how do cabin crew workers resist the impact at the scale of their bodies? To answer both questions, we combine concepts from Social Reproduction Theory (SRT) and materialist state theory. Despite increasing salaries and improving general working conditions in both countries, we see how nationalised companies relied on the intensification of labour and are pushing workers’ very physical and mental boundaries. We aim to highlight less visible conflicts at workplaces, a) at a rather individual level, b) hybrid collaborative workplace action, and c) organised in trade unions via open confrontations. Workers address the encroachment on their boundaries in diverse ways, from individual to organised forms of resistance. We examine how this also became relevant in the aftermath of the Covid-19 pandemic.

The Workplace of a Teacher Under the Conditions of Distance Learning: Regulatory and Legal Aspect

The article examines the current state of the workplace of a teacher at a higher education institution in the conditions of distance learning and remote work, which is primarily caused by the COVID-19 pandemic and the introduction of martial law in Ukraine, which was declared after the full-scale military invasion of the Russian Federation. In particular, the normative and legal support of teachers' activities in the distance educational environment is analyzed. The key aspects that determine the peculiarities of the organization of the workplace of a teacher of a higher education institution in the conditions of distance learning are highlighted, such as: technical support; organization of the educational process; psychological aspects; regulatory guarantees, etc. It was noted that the implementation of distance learning "devalued" the previous work with the saturation of educational institutions, in particular - higher education institutions with computer equipment and communication connections, primarily oriented to use in the mode of physical presence in the premises of higher education institutions. Attention is also focused on the problem of ensuring the physical safety of teachers of higher education institutions and students of higher education and their urgent distance learning of the key foundations of the educational process, focused on what the International Organization for Standardization (ISO) calls joint activities (Collaborative activities), which are provided by joint workplaces (Collaborative workplace). The provisions of international standards, as well as the norms of national legislation, which regulate the requirements and guarantees of the organization of the workplace of a higher education teacher according to the hierarchical structure, are consistently laid out. It is emphasized that the regulation of the professional activities of teachers of higher education institutions when performing remote work at the level of legal norms is more or less resolved, while the introduction of secondary legal documents and local acts of higher education institutions that regulate distance learning is unacceptably slow and harms the quality of higher education. It was noted that the Ukrainian legislation and the practice of its application in distance learning left higher education students and teachers of higher education institutions alone regarding the need to ensure safe and effective conditions in the new realities. There is a lack of recommendations on the organization and equipment of the workplace of a student of higher education. This is somewhat dampened by the creative practices of teachers of higher education institutions. It was concluded that the main reason for the intensive development of the distance education system in Ukraine is its integration capacity, and the five-year Ukrainian experience of conducting distance education in special conditions requires faster state regulation of this form of education and the conduct of relevant academic research, etc.

Analysis of the information flux model among all the actors involved in the use of a Bridge Management System according to Italian Guidelines: the BMS as a collaborative workplace

Bridges are critical elements in an infrastructural system for the resilience of the transportation network. It is important to guarantee proper maintenance of these structures since they are strategic for the economic and social welfare and support access to emergency services.The adoption of Italian Guidelines for the classification, risk management, safety and monitoring of existing bridges primarily introduces common instructions in periodic bridge inspections. At the same time, they suggest the use of digital instruments to collect data derived by the application of the guidelines.Bridge Management Systems (BMS) can absolve to this requirement and represent an additional value compared to a mere digital archive. From one hand, they are a tool for bridge owners to manage information to guarantee a proper maintenance while complying with budget and founding limitations defined by the Ministry. On the other hand, technicians can exploit them for data collection during bridge inspections and in-depth structural assessment.Thus, the creation of a collaborative workplace is one of the main requirements in the construction of a valid BMS. However, the information fluxes among the subjects can be complex inside a BMS from a management point of view. For instance, BMS must be a place where technicians can insert and receive information accordingly to their task and expertise. For this reason, it is important to ensure the possibility to differentiate data access levels and associate data property and responsibility.After briefly discussing the roles of each actor - technicians, bridge owners, Ministry - involved in the use of a BMS, this paper describes the interaction among all these figures and provides the flux model that has been implemented in INBEE, a new BMS that applies the latest version of the Italian Guidelines.

An interactive graph-based tool to support the designing of human–robot collaborative workplaces

In the context of Industry 4.0 and Industry 5.0, the introduction of collaborative workplaces, where humans and robots work together, represents a growing trend to improve the productivity, adaptability, and flexibility of production plants. Indeed, human–robot collaboration (HRC) is a very deepened topic in the scientific community and the designing of collaborative workplaces is a challenging issue due to the high level of complexity and multidisciplinary of its features. This work tackles the complexity of collaborative workplaces and proposes a structured framework to support strategic decisions in designing. A multi-level designing framework is proposed as a supporting tool for designers. Within five domains of collaborative robotics, the elements of a collaborative workplace are identified and proposed in a framework in order to better consider human safety and working conditions during the designing process. A decomposition matrix and an adjacency matrix are used to develop a multi-level designing workflow. Finally, an interactive tool is presented, named “Smart Graph Interface” (SGI), to read and exploit the contents of the framework. The SGI is applied to three case studies from the literature, to spread out principal outcomes in terms of applicability and robustness.

Audio-Visual Effects of a Collaborative Robot on Worker Efficiency

Collaborative workplaces are increasingly used in production systems. The possibility of direct collaboration between robots and humans brings many advantages, as it allows the simultaneous use of human and robotic strengths. However, collaboration between a collaborative robot and a human raises concerns about the safety of the interaction, the impact of the robot on human health, human efficiency, etc. Additionally, research is unexplored in the field of the collaborative robot’s audio-visual effects on the worker’s efficiency. Our study results contribute to the field of studying collaborative robots’ audio-visual effects on the worker’s behavior. In this research, we analyze the effect of the changing motion parameters of the collaborative robot (speed and acceleration) on the efficiency of the worker and, consequently, on the production process. Based on the experimental results, we were able to confirm the impact of robot speed and acceleration on the worker’s efficiency in terms of assembly time. We also concluded that the sound level and presence of a visual barrier between the worker and robot by themselves have no effect on the worker’s efficiency. The experimental part of the paper clearly identifies the impact of visualization on work efficiency. According to the results, the robot’s audio-visual effects play a key role in achieving high efficiency and, consequently, justifying the implementation of a collaborative workplace.

A generative design of collaborative innovation space

A workplace for collaboration can be a powerful tool for fostering collaborative innovation in an organization. However, many organizations have failed in realizing the benefits of collaborative innovation workplaces. Applying a sociomaterial lens to an empirical investigation of the creation and genesis of workplaces for collaborative innovation in six organizations, we expand the focus beyond identifying workplace's material and social elements to the emergence of a collaborative innovation space as an effective workplace for collaboration. We develop a dynamic generative design model for collaborative innovation spaces. This model draws the attention to practices involved in the creation of such space instead of spatial characteristics only. It presents three dimensions for creating collaborative innovation spaces: the collaborative workplace consisting of collaborative spatial layout, work practices, and organizational structures. All are created and manifested by means of a collaborative–participatory design approach and the practice of generative reflection instead of conventional evaluation measures. Ultimately, a mindset shift is set in motion, generating a sustainable emergence of a collaborative innovation space. We conclude that a collaborative innovation space as an in‐between space cannot be deliberately designed but rather evolves over time. Using our generative design model, organizations and stakeholder can actively become part of this emergence process.

Production Planning Process Based on the Work Psychology of a Collaborative Workplace with Humans and Robots

This study focuses on discerning how economics, as it pertains to work psychology, is lent a new perspective by the compatibility of humans and robots cooperating in the manufacturing sector. The stability of production plans, flexibility of the organizations, and the management of production constitute the basis for such analysis. In this context, initial findings revealed that steady performance by an individual was significantly influenced by a production plan, while the cycle and lead times in place fundamentally affected the behaviour of employees. Observations were made over five years of 200 workers at 100 manufacturers. Times given over to operations and cycles, and throughput, were primarily defined by the technical cycle of the robot. The secondary element of production planning was the employee, whose operator cycle time was informed by that of the robot. The authors set out to deduce which key factors altered the work psychology in situ in manufacturing environments where collaboration occurred between humans and robots. Prerequisites for optimal psychological conditions were identified (the cooperating human, production planner, collaborative workplace, standardized durations of complete tasks, distance between the worker and robot, and data analytics of production flow). Ensuring circumstances are optimal in terms of work psychology is essential to raising productivity and employee performance. Results showed that the operator was directly dependent on the robot in relation to mutual, continuous production flow. A model of production plan stability was devised, informed by the dependence of specific parameters of the planning model. Research was conducted on the reliance of selected parameters, leading to establishment of prerequisites for an optimal work psychology setting in enterprises with such a collaborative structure.

The Importance of Cobot Speed and Acceleration on the Manufacturing System Efficiency

In recent years, collaborative workplaces (human-robot collaboration) have become much more present in manufacturing systems. Although the introduction of collaborative workplaces is cost, time, and socially responsible, there is still great uncertainty about how the different speeds and accelerations of collaborative robots (cobots) affect human and manufacturing system efficiency. The paper shows the importance of evaluating and studying the characteristics of individual collaborative workstations to achieve an optimized manufacturing system. Two different simulation modeling methods were used to evaluate different speeds and accelerations of the robot on the quantity of parts to be manufactured and flow time of the collaborative workplace. The simulation modeling methodology of the simulation scenarios was used to evaluate each variation of speed and acceleration in detail. The main results are comparisons between the simulation modeling results and a study of a real collaborative workplace with graphically and numerically presented parameters describing the product flow time (normative time of the assembly operation) and the product quantity. The research confirms the importance of the individual evaluation of the introduction of a collaborative workplace in an existing or newly proposed manufacturing system. From the presented results optimizing the speed and acceleration of the robot is critical to achieving an optimized, efficient manufacturing system from a human perspective as well.

Redesigning workspace at Adobe: an Indian perspective

PurposeThe purpose of this study is to describe the success story of a software company, Adobe, in redesigning the workplace environment from cubicles to a connected collaborative workplace, which helped the organization optimize workplace usage. The goals were to design an innovative work environment to optimize the usage of the office portfolio, improve workplace service quality and infrastructure facilities of the portfolio, increase employee productivity, reduce technology costs, engage employees in a better way to enhance employee satisfaction, align workplace design with the brand, mobilize technology and enable a globalized workforce to facilitate higher productivity.Design/methodology/approachAn exploratory research design method was adopted using the purposive sampling technique to collect data through semi-structured interviews with a team of nine property professionals from the operations team responsible for workspace redesign at Adobe in India.FindingsThe main observations of the corporate real estate (CRE) manager were on what value parameters drive workplace redesign and how different software companies were creating strategies to manage workplace design or redesign change for optimal use of the organization portfolio. To discuss the CRE strategies of global software leaders, IBM and SAP were pointed out in this case.Research limitations/implicationsThe number of interviews were limited. The related parameters for workplace transformation are not necessarily complete. However, the parameters are regarded to include the most important aspects of workplace redesign.Practical implicationsThis study provides useful insights into how benchmarking in the workplace transformation function of the CRE industry can be applied to address portfolio-related challenges, divergent employee needs and improve workspace usability following energy-efficient policies. Practitioners can use this study as a guide to develop more effective workspace designs.Social implicationsThis study may guide other firms on successful workspace design initiatives that may overcome many obstacles in the workplace transformation process to have their intended impact on workplace efficiency and employee satisfaction. The case can be used as an inspiration for developing specific user-focused innovative workspace design in practice.Originality/valueAdopting the theoretical background of the person–environment fit theory, this study adds to the understanding of the operational model of a digitally connected workspace designed as per real estate needs and strategies to manage the CRE portfolio of the company.

A study of Employee Engagement Practices and its Impact on Team Effectiveness in the context of Virtual and collaborative Workplace

Purpose: To identify the challenges faced by virtual teams and study the impact of employee engagement practices on performance, team effectiveness of Virtual workforce/Virtual teams. Research Problem: With the Gig Economy coming in and the worldwide disruption in the operation of many organizations due to Geo-political or Biological Factors, organizations should be well prepared to continue to give an uninterrupted performance. Under such circumstances, managing the virtual workforce becomes very important. Due to technological advances, people all across the globe can collaborate without traveling. However, as a result, organizations operate change and require developing a new set of competencies from both managers and employees. Therefore, to ensure the smooth running of an organization, it is imperative to have a concrete performance management system in place as far as the virtual workforce is concerned. Execution of virtual work calls for extensive scientific research because managing a virtual team is different from managing an ordinary team. Research Methodology: The stratified sampling method has been used as the mode of data collection for this research, which has been done by floating a set of questionnaires among the sample set of respondents. Stratified sampling would help classify the sample set into different strata as required and optimize the sample size accordingly to have better precision. In this case, the sample has been categorized primarily into two strata of Gender (Male and Female). The responses have been then analyzed through SPSS by Factor analysis to reach the objective from a grass root level. In this case, the respondents were selected from only those organizations where the work-from-home nature is a viable option. Then the respondents were selected and segregated based on gender to ensure a diverse sample set. Once the data has been run through factor analysis and the independent variables have been identified, linear regression analysis has then been performed on the data to understand the relationship between the deduced independent variables and team effectiveness. Finally, based on the literature review and the responses received through the questionnaire, this piece of research will analyze the inputs and recommend suitable practices in leading virtual teams, taking the challenges faced by the virtual teams into consideration. Expected Outcome/Findings: Through this research, it is expected to conclude the challenges that virtual teams face and the factors that affect the performance of the virtual teams, It is then required to map the associated factors influencing performance to recommend viable, practical, and virtually implementable employee engagement practices. Practical / Managerial Implications: The study shall help virtual team managers better identify the needs of the employees, which would lead to better employee engagement and, in turn, improve productivity. It would help the Human Resource specialists pay specific attention to certain areas of employee engagement and motivational factors while introducing a virtual work ecosystem to optimize the workforce’s performance. Originality/Value: The paper’s originality comes from its methodological approach to identify the factors or the clusters of factors that impact the performance of virtual teams and the in-depth analysis of the factors to incorporate the same while designing employee engagement practices in an organization for its virtual workforce.

Speed-Interviewing for Classroom Group Formation: How a Clever Twist on the Classic “Speed-Dating” Tradition Enhances Small Group Coursework

Introduction: Students in higher education courses need to practice vital groupwork skills that are increasingly relevant in today's collaborative workplace, which often occurs through small group coursework. Statement of the Problem: The process of forming small groups with students who are committed to the topic and goals is frequently problematic. Literature Review: We review the literature on the advantages and disadvantages of common group formation strategies, such as self-assembly and professor assignment. Teaching Implications: We discuss the use of a unique method of forming small groups in a university setting through a fun, interactive activity based on the classic “speed-dating” exercise. Conclusion: We recommend that educators consider the use of a speed-interviewing group formation strategy to allow groups to form based on similar topic interests and work styles.

Process Optimization of the Selected Business Using a Process Approach

The aim of our research was to optimize the existing process approach of the selected small business (SME), due to the desire for long-term effectiveness, cost-efficiency, and market competitiveness. SMEs have several specific characteristics related to their limited size, lower level of diversification, low capital strength, limited market, and higher risk. On the other hand, they are more flexible, as they can adapt quickly to new conditions, have closer contact with customers and are very important for economy employment. Due to inevitable need of business management improvement and performance optimization, a process snapshot was performed to obtain the existing process approach. Based on the snapshot, identification of critical points was perpetuated, which enabled obtaining basic decision-making information. Based on the latter, a critical analysis of necessary furtherance’s was carried out: improvements of specific activities and elimination of redundant or unnecessary activities. For the purpose of real SME environment improvement of performance, we made a proposed problem solution, which represents an improved and optimized process approach for all of the fundamental processes of the company, based on the ISO 9001:2015 standard. Proposed optimized process approach was implemented immediately but gradually. The results were measured based on the overall number of proposed improvements (through the implemented renewed process approach) and the number of improvements that had been implemented by the time this research was conducted. It is estimated that the proposed solution has already been implemented (certain activities completely, others partially) in 62%. Even due to the partial implementation of optimized process approach, the business’s results have improved. This is reflected in increased market demand by 7% due to more efficient, faster order fulfillment and increased income by 3,5%, compared to the previous two years. The latter emphasizes the importance of a process approach implementation, which affects the improvement of productivity and efficiency, increases knowledge sharing amongst employees, enables collaborative workplace, flexibility and agility of the company, easier compliance with regulations, improves customer experience, reduces costs, and enables higher revenues.

Performing communi-tea

The morning tea break performs several useful and evidence-based functions, in providing a space for networking and exchanging information, for building relationships, and for reducing stress. However, in a higher education context predicated on outputs and performance, the time spent in talking to colleagues over a cuppa is often considered a wasteful indulgence, and even harder to organise meaningfully with our post-Covid hybrid patterns of working. In an audit culture, how can the qualitative value of social relations be recognised, cultivated and strengthened, so that we might all benefit from the productivity that inevitably follows? Questions: How do we make space in our week to get to know each other as people? What are the best methods for developing and maintaining a collaborative workplace community for hybrid workers? Is coffee ever an acceptable substitute for tea?

When Given a Fish vs. Offered a Fishing Rod: Outcomes of Receiving Contrasting Types of Help

In today’s fast paced, collaborative workplace cultures, it is hard for employees to not receive help and succeed alone. Thus, giving and receiving help is omnipresent in organizations. However, receiving help has proven to be both beneficial and harmful concurrently. To reconcile these conflicting outcomes of receiving help, we adopt a dual-type view of helping. We propose that employees who receive dependency help (i.e., where a leader fixes a problem on behalf of an employee or presents a final answer) report lower job satisfaction and higher turnover intention. In contrast, employees who receive autonomy help (i.e., where a leader guides an employee through the steps on how to fix a problem) report higher job satisfaction and lower turnover intention. We further invoke Self-Determination Theory to examine the mediating role of employees’ needs for perceived impact, sense of belongingness, and occupational self-efficacy in predicting divergent outcomes. Finally, we examine the moderating role of leader-employee relationships in elucidating how high-quality LMX can buffer against the negative effects of receiving dependency help. We test our hypotheses using a combination of experimental studies and a large field study comprising of 73 supervisors and 292 employees. In doing so, this research highlights how receiving contrasting types of help can yield divergent outcomes.