Cross-sectional Survey-based Research Design Research Articles

Intra-organizational knowledge sharing, ambidexterity and firm performance: evaluating the role of knowledge quality

PurposeThis study aims to examine how knowledge sharing contributes to organizations’ ambidexterity, their overall performance and the role of knowledge quality in this relationship. Knowledge sharing is conceptualized based on tacit and explicit dimensions, and ambidexterity is viewed as comprising exploitative and explorative capabilities.Design/methodology/approachThis study uses a cross-sectional survey-based research design and structural equation modeling to test the proposed model of knowledge sharing and knowledge quality in organizational ambidexterity and the related hypotheses.FindingsThe results indicate that tacit knowledge sharing has a significant, direct impact on the exploitative and explorative capabilities of the organization and indirectly impacts both dimensions of ambidexterity (i.e. exploitative and explorative) through knowledge quality. In contrast, explicit knowledge sharing does not have a significant impact on knowledge quality and affects only the exploitative extent of ambidexterity. Both exploitative and explorative capabilities significantly impact organizational performance.Originality/valueTo the best of the authors’ knowledge, this study is the first study to empirically examine the role of knowledge quality in the context of knowledge sharing for ambidexterity, especially within the context of organizations in the United Arab Emirates.

Assessing the socio-economic factors affecting household waste generation and recycling behavior in Chennai: A survey-based study

This research paper investigates the socio-economic factors influencing household waste generation and recycling behavior in Chennai, India. The rapid urbanization and economic growth in Chennai have led to increased waste management challenges, making it imperative to understand the specific dynamics at play. The primary objectives of this study are to identify the key socio-economic factors affecting waste generation and recycling and to assess their implications for waste management policies. To achieve these objectives, a cross-sectional survey-based research design was employed. Data was collected through structured questionnaires administered to a sample of 500 households, encompassing various income levels, education backgrounds, and demographics. Statistical analysis, including multiple regression and logistic regression, was used to analyze the data. The key findings of this study indicate that monthly income significantly influences waste generation, with lower-income households producing more waste on average. Education level emerged as a predictor of recycling behavior, with higher-educated households exhibiting higher recycling rates. Additionally, the joint influence of income, education, age group, and gender on waste-related behaviors underscores the complex nature of socio-economic dynamics in waste management. These findings have significant implications for policy development. Tailored interventions are necessary to address income disparities and promote recycling awareness among different socio-economic groups. Furthermore, the study highlights the environmental and health impacts of socio-economic disparities in waste management, emphasizing the need for inclusive and sustainable waste practices.

The influence of waiting times and sociopolitical variables on public trust in healthcare: A cross-sectional study of the NHS in England

ObjectivesThis study aims to assess factors influencing public trust in the National Health Service (NHS) in England, focusing on the impact of waiting times in Accident & Emergency (A&E) departments and for GP-to-specialist cancer referrals. Study designA cross-sectional survey-based research design was employed, covering the period from July 2022 to July 2023. MethodsData were collected through YouGov surveys, yielding 7415 responses. Our analysis is based on 6952 of these responses which we were able to aggregate to 42 NHS Integrated Care Boards (ICBs) for A&E waiting times and 106 ICB sub-units for cancer referral times. Multiple regression analysis was conducted, with the dependent variable being trust in the NHS. ResultsWaiting times for A&E and cancer referrals did not significantly affect trust in the NHS. However, other sociopolitical factors displayed significant influence. Specifically, being a member of an ethnic minority group, or having voted Conservative in the 2019 general election were associated with lower trust scores. Other variables such as age and local unemployment rate were also significant predictors. ConclusionsOur findings suggest that waiting times for healthcare services have no effect on public trust in the NHS. Instead, trust appears to be largely shaped by sociopolitical factors. Policymakers should therefore look beyond operational efficiency when seeking to bolster trust in the healthcare system.

Assessment of Knowledge and Attitudes Toward Palliative Care and End-of-Life Decision-Making in Saudi Arabia: A Cross-Sectional Study.

Palliative care in Saudi Arabia has witnessed significant recent progress through the establishment of the Saudi Society for Palliative Care and the National Palliative Care Program. The objective of this study was to assess knowledge and attitudes regarding palliative care and end-of-life decision-making in Saudi Arabia's Eastern and Central provinces among individuals residing in these regions. Utilizing a cross-sectional survey-based research design, we assessed knowledge and attitudes regarding palliative care and end-of-life decision-making in Saudi Arabia's Eastern and Central provinces. Participants were recruited through purposive sampling via social media. Data collection included demographic information, palliative care knowledge, attitudes toward palliative care, and cultural influences on end-of-life decisions. A total of 710 participants completed the survey, resulting in a response rate of 85%, with a balanced gender distribution, predominantly aged 25-54. Over half were healthcare providers, many possessing more than 15 years of healthcare experience. A substantial proportion had received formal palliative care training and had personal involvement in end-of-life decisions. While most participants demonstrated a good understanding of palliative care, knowledge gaps, especially regarding its timing, persisted. Generally, participants felt at ease discussing end-of-life care and believed in palliative care's effectiveness. Cultural influences on end-of-life decisions were perceived both positively and negatively, with some facing cultural challenges in palliative care. This study underscores a promising understanding of palliative care in Saudi Arabia alongside persistent misconceptions. It highlights the necessity for targeted education to rectify misperceptions, particularly concerning the initiation timing of palliative care. Cultural factors strongly impact end-of-life decisions, emphasizing the need for culturally sensitive healthcare discussions and provider training.

High-involvement HRM and innovative behaviour: The mediating roles of nursing staff's autonomy and affective commitment.

AimsThe purpose of this paper was to investigate the relationship between high‐involvement human resource management, autonomy, affective organisational commitment and innovative behaviours of nursing staff who care for elderly clients.BackgroundNursing teams are increasingly required to demonstrate innovative behaviours that enhance care quality. Nursing leaders need to create environments where nursing staff have sufficient autonomy and feel a sense of commitment to support these behaviours. The appropriate implementation of these processes and practices may lead to greater involvement.MethodsA cross‐sectional survey‐based research design was employed to explore the experiences of involvement practices, autonomy, affective organisational commitment and innovative behaviours of 567 nursing staff workers from four elderly care organisations in the Netherlands.ResultsThe results demonstrate that a bundle of high‐involvement practices positively influences innovative behaviour and that affective commitment and autonomy fully mediate this relationship.ConclusionsThe study highlights the role of autonomy and commitment as routes towards translating involvement practices into nurses’ innovativeness.Implications for Nursing ManagementTo create an innovative environment, leaders need to create a positive climate by providing nurses with opportunities to enhance their competence, relatedness and autonomy through active involvement. Leaders should, therefore, encourage involvement as a mechanism to promote innovation.

RELATIONSHIP UNDERSTANDING BETWEEN PERFORMANCE APPRAISAL, SUCCESSION PLANNING, AND CAREER DEVELOPMENT

Purpose: This paper aims to explore an integrated relationship between performance appraisal, succession planning, and career development in the Indian context. A very few empirical studies could be seen in identifying a relationship between the proposed variables.
 Design/methodology/approach: An empirical study was conducted by employing the cross-sectional survey-based research design along with the convenience sampling method. Around, 167 questionnaires were circulated through online via Google forms. Finally, 134 responses were received from respondents having 80.23% response rate. The responses were subject to analysis using normality check, confirmatory factor analysis, correlation, model fit and multiple hierarchical regression analysis.
 Findings: Results reveal that all three study variables are positively associated with each other. This study fully supports the applicability of performance appraisal, and succession planning as crucial predictors of career development more specifically in the Indian context.
 Research limitations/implications: This current study is conducted using online data collection procedure, while future studies may use in-depth interview and daily diary studies.
 Practical implications: This study exhibits how employee career development can be initiated through succession planning and performance appraisal. This study also suggested that the organizations which emphasize on an effective policy guideline for systematic performance appraisal will probably support the succession planning and career development.
 Originality/value: Notably, no prior studies empirically investigate the proposed relationship in Indian context. Furthermore, the findings serve as a policy guideline for the performance appraisal, succession planning and career development literature in an Indian organizational setting.

Linking the emotional maturity factors and personal effectiveness: a study of cement and power manufacturing organisations in India

This paper discusses a cross-sectional survey, carried out by the authors, with data from 410 employees employed in cement and power manufacturing organisations in North India, to determine if emotional maturity factors have positive relationship with personal effectiveness in Indian context. This study uses broaden-and-build theory as theoretical framework to investigate the proposed relationship. The sample data was collected through convenience sampling method and a cross-sectional survey-based research design was employed. A paper-pencil survey was administered for this purpose by distributing a total of 476 questionnaires during office hours. However, only 410 responses were considered for final analysis using confirmatory factor analysis and multiple hierarchical regression analysis. Results reveal that emotional maturity factors (i.e., emotional stability, social adjustment and personality integration) are positively associated with personal effectiveness. This study fully supports the applicability of broaden-and-build theory in explaining the proposed relationships in Indian context. This study offers advanced insights on the proposed relationship that has not been examined till now, and serves as a potential policy guideline for personal effectiveness in understudied non-US cultures like India. The findings of this study enrich the literature on personal effectiveness from broaden-and-build theory perspective.

Modeling the relationship between service quality, destination attachment and eWOM intention in heritage tourism

Purpose This paper aims to empirically investigate the relationship between service quality (SQ) in heritage tourism, destination attachment (DA), and electronic word-of-mouth (eWOM) intention. Design/methodology/approach This study followed cross-sectional survey-based research design and surveyed 327 foreign tourists visiting the Golden Triangle, a heritage tourist circuit in India through mall interception method. The data were analysed using structural equation modelling. Findings The results reveal that heritage SQ has a significant positive effect on DA and eWOM intention and DA has a significant positive effect on eWOM intention. Originality/value The research findings make the theoretical and practical contribution in the domain, focussing explicitly on heritage tourism, in which such relation has not been studied yet, in sense of the foreign tourists.

Mediating role of mentoring functions on linking personality and occupational commitment in Indian organizations

ABSTRACTThis study investigated the mediating effect of mentoring on the relationship between the Five Factor Model (FFM) Personality traits and occupational commitment (OC). The study used cross-sectional survey-based research design. Data were collected from 362 managers of public and private sector organizations located in North India. The results indicated that psychosocial mentoring acts as a partial mediator for facilitating the linkage between all the FFM traits and OC. Contrary to this, career mentoring was found to partially mediate the link between only conscientiousness-OC, agreeableness-OC and emotional stability-OC. No mediating effect of career mentoring was found for personality factors of openness and extraversion. HRD practitioners are encouraged to implement train-for-trainers’ sessions for raising awareness among senior managers/mentors about the importance of psychosocial mentoring functions. This study is unique, because it is among the few to appropriately capture the mediating role of mentoring functions vis a vis the personality and OC relationship. Further, it also enriches the existing body of research on workplace mentoring and careers, especially in the South-Asian context.

A bird’s eye view approach: Linking Optimism and Career planning in millennials of an emerging economy

The study aims to test the construct of optimism (positive future expectancies) and career planning in the students born in millennial era. The study investigated the gender differences in a sample of 381 students enrolled in a postgraduate program. The study adopted a cross-sectional survey-based research design and employed hierarchical regression technique to establish the relationship. Further, the study used Hayes-PROCESS approach to test the moderating role of gender. The results revealed that the millennial students have high levels of optimism and females are more optimistic in nature as compared to male students owing to various environmental and societal reasons. Furthermore, the male-female ratio is increasing in millennial population over a period of time. The research emphasised the role of an optimistic outlook in order to plan ahead as career planning is an ongoing process reflecting the effects of the environmental uncertainties. Hence, optimism should be cultivated in order to promote the competence and skill-building events which would help in enhancing the productivity resulting in better understanding of workplace and life at large. The work supplements the existing literature on outcome expectancies by adding to the social cognitive career theory.

Linking the emotional maturity factors and personal effectiveness: A study of cement and power manufacturing organizations in India

This paper discusses a cross-sectional survey, carried out by the authors, with data from 410 employees employed in cement and power manufacturing organisations in North India, to determine if emotional maturity factors have positive relationship with personal effectiveness in Indian context. This study uses broaden-and-build theory as theoretical framework to investigate the proposed relationship. The sample data was collected through convenience sampling method and a cross-sectional survey-based research design was employed. A paper-pencil survey was administered for this purpose by distributing a total of 476 questionnaires during office hours. However, only 410 responses were considered for final analysis using confirmatory factor analysis and multiple hierarchical regression analysis. Results reveal that emotional maturity factors (i.e., emotional stability, social adjustment and personality integration) are positively associated with personal effectiveness. This study fully supports the applicability of broaden-and-build theory in explaining the proposed relationships in Indian context. This study offers advanced insights on the proposed relationship that has not been examined till now, and serves as a potential policy guideline for personal effectiveness in understudied non-US cultures like India. The findings of this study enrich the literature on personal effectiveness from broaden-and-build theory perspective.

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

The information and communication technology (ICT) sector within the Netherlands is a major driver of globalization, the country’s economic growth and innovation. The Dutch ICT sector’s performance is increasingly becoming dependent upon employee driven innovations in order to address the needs of the sectors they service. In other words, the ICT sector within the Netherlands is largely dependent upon the performance and innovative capacity of its employees; both of which are functions of employee engagement. Given the high demand, and low supply of talent within this sector, ICT organizations need to develop innovative ways to enhance the performance capacities of its people. Developing an engaged and highly innovative workforce seems to be an efficient way to activate employees’ performance. As such, the aim of this paper was to investigate the mediating function of employee driven innovative work behaviors in the relationship between work engagement and task performance within the a Dutch ICT consulting firm. A cross-sectional survey-based research design, employing a census-based sampling method, was employed to obtain data from a global ICT consulting firm within the Netherlands (n = 232). The Utrecht Work Engagement Scale, the Innovative Work Behavior Scale and the Task Performance Scale was used to assess the associative subjective experiences of ICT employees. The results showed that work engagement is a significant driver for innovative work behaviors, which in turn affects the task performance of employees. Further, innovative work behaviors are therefore important to translate the engaging energies of employees into performance. This paper discusses the theoretical and practical implications of these findings.

Evaluating channel partner’s performance: impact of task environments on the relevance of measurement metrics

Purpose The purpose of this paper is to develop a nuanced framework for evaluating a channel partner’s performance in distribution channel relationships. Given a channel partner’s task environment characteristics (high/low munificence, dynamism and complexity), the study examines which performance metrics (output, activity or capability) are most relevant for evaluating its performance levels effectively. Design/methodology/approach The study adopts self-administered cross-sectional survey-based research design. Matched data were collected from 252 channel partners – manager relationship dyads. The latent change score (LCS) model within SEM framework provides mean paired-differences of the relevance ratings for each metrics. This was used to assess the empirical validity of the hypothesized relationships. Findings The study demonstrates the importance of calibrating performance evaluation metrics to a channel partner’s task environment state, made possible by its holistic approach to performance evaluation. Based on an extensive analysis, it shows that no single metric is relevant within all environmental states; rather, it could be dysfunctional, a result that differs from vast majority of the literature. Research limitations/implications Investigates individual linkages between task environment dimensions and performance metrics to provide a fuller understanding of these relationships. Also provides a theoretical framework to support further research on the topic. Practical implications The study provides managerial guidelines (and extensive graphical analysis) for nuanced and dynamic evaluation of channel partners’ performance that can enable firms to identify and promote their most valuable channel partners and prevent the deterioration of others. Originality/value First one to develop and empirically validate a nuanced framework for evaluating performance of exchange partners that operate under diverse task environment states.

Initial development and validation of the Multidimensional Teacher Victimization Scale.

The Multidimensional Teacher Victimization Scale (MTVS) was developed to provide schools with a comprehensive and psychometrically sound self-report scale to assess teachers' perceptions of teacher-targeted aggressive and violent behaviors perpetrated by students. Using a cross-sectional survey-based research design, data were collected on a sample of 1,711 teachers (seventh to twelfth grade) from 58 schools in China. Confirmatory factor analysis showed that a second-order model with one general Teacher Victimization (TV) factor and six lower-order factors (i.e., Physical TV, Social TV, Verbal TV, Cyber TV, Sexual Harassment, and Personal Property Offenses) best represented the data. Measurement invariance tests showed that the scale's factor structure was consistent across middle and high schools and across gender. Latent mean comparisons suggested that similar levels of teacher victimization were reported across male and female teachers and across middle school and high school teachers. As evidence of the scale's concurrent validity, the total teacher victimization score correlated significantly with teachers' self-reported total burnout score and 3 subscale scores, including emotional exhaustion, accomplishment, and depersonalization. Adequate internal consistency reliability and test-retest reliability were achieved in both the total scale and subscales. Implications for using MTVS as a school-wide violence assessment tool in Chinese schools and other cultural groups are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

When life gives you lemons make lemonade: cross-sectional age and gender differences in optimism

Purpose The purpose of this paper is to test the cognitive construct of optimism (positive future outcome expectancies) and the age-gender differences in Indian sample. Design/methodology/approach The sample consists of 363 older, middle-aged and younger male and female employees. The study adopted a cross-sectional survey based research design. Findings Results revealed that middle-aged employees have high levels of optimism as compared to the old age and younger employees. Further, the males reflected high optimism levels in comparison to female employees in middle and old aged adult employees, whereas females have higher optimism level in younger age in Indian select organisations. Research limitations/implications The study suggests that the continuous changes in the lifespan lead to changes in one’s attitude and hence results in behavioural changes. The research indicates that optimism should be cultivated in the individuals by providing training and development to promote the competence and skill-building events which would help in enhancing the productivity resulting in better understanding of the scenario at workplace. Originality/value The work supplements the existing literature on positive attitude or outcome expectancies by adding to the lifespan development theory.

Impact of Gender on the Relationship between Job Satisfaction & Psychological Well-being of Indian Employees

A central point adding to the capacity of organizations to adapt to the turbulent environment is the advancement of job satisfaction and employee well-being. The purpose of this study was to understand the effect of gender on the job satisfaction and psychological well-being of the employees working in Indian private sector. Consequently, the relationship between job satisfaction and well-being was explored. A cross-sectional survey-based research design was adopted using data from 160 employees (equal number of males and females) of private sector organizations in North India. The Minnesota Satisfaction Questionnaire (MSQ) and The Warwick-Edinburgh Mental Well-being Scale (WEMWBS) were administered to gain insight into the levels of job satisfaction and well-being respectively. The results showed that gender did not play a role in determining job satisfaction and psychological well-being in Indian employees. Further, it was seen that job satisfaction and psychological well-being were positively correlated. The study advances the existing work and adds to the limited literature of Indian studies on the relationship between job satisfaction and well-being in the Indian private sector.

Linking the emotional maturity factors and self-disclosure: a study of Indian organizations

PurposeThis paper aims to discuss a survey, carried out by the authors, of 256 employees employed in public and private manufacturing organizations in north India, to determine if emotional maturity factors have positive association with self-disclosure in the Indian context. Specifically, capitalization and social exchange theories support as major theoretical framework to examine the proposed relationship.Design/methodology/approachThe sample data used were collected through a cross-sectional survey-based research design and a convenience sampling method. Totally, 290 questionnaires were distributed during office hours, administered with a paper and pencil survey. However, in the final analysis, only 256 responses were considered for analysis using multiple hierarchical regression analysis.FindingsResults reveal that all dimensions of emotional maturity positively associated with self-disclosure. This study fully supports the applicability of capitalization and social exchange theories while explaining the proposed relationships in Indian context.Research limitations/implicationsThe present study used a cross-sectional survey-based research design; future studies may use longitudinal research design.Practical implicationsThe study shows how to develop collective work culture and supportive work climate through emotional maturity and self-disclosure. Thus, employees become accustomed to multicultural team and cultural diversity issues at the workplace. The study also recommended that the organized employees social gathering will create positive feeling, and that such feelings of belonging to a group among employees will give reasons for self-disclosure and finally, in turn, to employee effectiveness.Originality/valueMore predominantly, the proposed association has not been examined before and the findings serve as a potential policy guideline for the self-disclosure literature through the perspective of capitalization and social exchange theories in understudied non-US cultures such as India.

Developing Trainers for a Changing Business Environment: The Role of Informal Learning in Career Development

The purpose of this study is to explore the relationship among skill variety, autonomy, and job involvement with the mediating effect of informal learning in the South Korean business context. This study adopts a cross-sectional survey-based research design, drawing on the responses of 226 South Korean trainers to a survey regarding their facilitation experiences. Structural equation modeling is used in order to examine the influential relationship among the research variables. The results suggest that trainers exhibit higher levels of job involvement when they possess significant skill variety and high levels of autonomy and informal learning. Moreover, informal learning is shown to mediate the relationship between the job characteristics and job involvement. Recent changes in the knowledge economy have required professional trainers to expand their capabilities to lead organizations in the execution of business strategies. This study highlights the importance of informal learning to the trainers’ professional and career advancement.

The joint effects of personality and supervisory career mentoring in predicting occupational commitment

Purpose– The purpose of this paper is to examine the joint effects of personality (agreeableness and conscientiousness) and perceived supervisory career mentoring (SCM) on occupational commitment (OC) in the Indian context. In addition, the role of SCM support as a predictor of OC was also analyzed.Design/methodology/approach– A cross-sectional survey-based research design was adopted using data from 121 employees of public and private sector organizations in North India.Findings– The results showed that the relationship between perceived SCM and OC was stronger for employees reporting high levels of agreeableness in contrast to low agreeableness. Further, perceived SCM support was observed as a significant predictor of OC in the Indian context.Practical implications– This study suggests that for fostering an occupationally committed workforce, it is critical for supervisory mentors to understand how to deal with employees of different personality traits. Further, supervisory mentors need to be trained and empowered to render vocational support to employees at all levels.Originality/value– The work advances the existing work on mentoring and vocational outcomes by demonstrating the crucial role of supervisory career support and personality interactions in predicting OC.

Workplace mentoring and career resilience: An empirical test.

The present study sought to investigate the role of mentoring relationships in predicting career resilience. The study adopted a cross-sectional survey based research design using a sample of 205 managers from public and private sector organizations in North India. Mentoring relationships were measured under the 2 broad categories of career mentoring and psychosocial mentoring in alignment with previous studies. The findings showed that psychosocial mentoring acts as a significant predictor of career resilience; however, career mentoring was not found to have any significant influence on career resilience. Given research thus reiterated the significant contribution of mentoring in influencing career outcomes such as career resilience. Theoretical and future implications of research were also discussed.