Employee Knowledge Research Articles

Assessment of Food Health and Safety Management in Selected Restaurants in Kabarnet Town, Baringo County

The study focused on evaluating food health and safety management practices in urban restaurants, highlighting challenges in meeting public health requirements. The specific objectives were to examine implemented safety management strategies, assess the knowledge of employees (specifically waiters) regarding safety management, and recommend effective strategies for safety management in selected restaurants. Utilizing a mixed-methods approach involving both quantitative and qualitative methods, the study involved a population of 60, with a sample size of 52 chosen through purposive sampling. Closed-ended questionnaires were employed for data collection, and the analysis incorporated descriptive statistics, presenting findings through graphs and charts. Results indicated that 18.75% of respondents demonstrated "Very Good" knowledge of food health and safety management, with 9.38% rated as "Good," 34.38% as "Average," and 37.50% as "Below Average." The study emphasized the importance of proper communication and effective training in food health and safety management for restaurant management. The research provided a comprehensive exploration of food safety practices, encompassing educational backgrounds, workforce roles, safety management strategies, knowledge levels, and recommendations. The findings underscored the necessity for targeted training initiatives, robust induction processes, and effective communication strategies. Continuous monitoring and evaluation mechanisms were recommended to ensure the sustained success of food health and safety practices in urban restaurants.

JOB SHADOWING AS A METHOD IN FURTHER EDUCATION

In response to the advanced shifts within the professional era, this study underscores the novel application of job shadowing as a medium of further education. By providing an understanding of the shifting requirements for practical knowledge in career building, this research represents the various scenarios of job shadowing for advanced professional growth. This study employed a mixed-methods approach employed quantitative surveys and qualitative interviews. The responses of 63 professionals from various industries involved in job shadowing were thoroughly analysed. The responses demonstrate the significant impact of job shadowing on acquiring skills and developing career trajectories. The respondents emphasise the importance of acquiring extensive practical knowledge, obtaining precise and reliable information about various professional job positions, and increasing their confidence to the most extent. Further, job shadowing is also helpful in expanding professional networks. This approach also contributes to a broader scenario on career-building journeys. Other than these positive outcomes, challenges were also underlined. These include a limited number of opportunities and not enough knowledge of employees in this field. This study represents the shifting position of job shadowing and recommends practical suggestions for establishing its efficiency in the professional corporate world. This study provides a detailed overview of the benefits, challenges, and solutions aligned with job shadowing. The study also highlights the important role of new strategies in further education in the recent discussion.

How does paternalistic leadership affect employee silence in the Chinese context? A mediated three‐way interaction model

Although employee involvement is playing an increasingly important role in contemporary human resource management, the phenomenon of employee silence is prevalent in the workplace. This study examines how leader benevolence and authoritarianism, the two components of paternalistic leadership, affect employee silence in the Chinese context. Data from 415 employees nested in 42 workgroups provide evidence for a cross‐level, three‐way interaction between benevolent leadership and authoritarian leadership and employee collective identity predicting employee silence. Specifically, benevolent‐authoritarian leadership predicts the lowest employee silence behavior when an employee holds a high level of collective identity. This three‐way interaction effect is mediated by employee interpersonal justice. Our study extends the knowledge of employee voice/silence behavior in the Chinese cultural setting by shedding light on the role of leadership characteristics. To reduce employee silence, organizations should provide training to improve leaders' skills to balance authoritarianism with benevolence, as well as activate employees' collective identity to further enhance the effectiveness of paternalistic management.

Ethical Leadership and Employee Knowledge Sharing With a Mediation Role Employee Moral Identity

This study investigates the direct and indirect correlation between ethical leadership and lecturers' knowledge-sharing experiences through the mechanism of moral identity. A quantitative approach was used in this research, involving 95 respondents who were permanent lecturers at Lancang Kuning University. Research findings show that ethical leadership is positively related to the act of sharing knowledge, both directly and through moral identity. In addition, the results also show that ethical leadership is positively related to moral identity, while moral identity itself is positively correlated with knowledge sharing. This study also found that moral identity acts as a mediator in the influence of ethical leadership on knowledge-sharing behavior. This research highlights that ethical leadership, which reflects personality, honesty, reliability, and high morality and understands its impact on others, can model behavior and shape employees' moral construction through moral identity. In essence, this research contributes to the expanding body of literature on organizational behavior by shedding light on the intricate dynamics between ethical leadership, moral identity, and knowledge-sharing behaviors among lecturers. Furthermore, it underscores the practical implications for educational institutions seeking to foster a culture of knowledge-sharing and ethical leadership within their academic community.

Perceived Knowledge, Attitude, and Practices of Employees Towards Diversity and Inclusivity in the Workplace

Perceived Knowledge, Attitude, and Practices of Employees Towards Diversity and Inclusivity in the Workplace

The Impact of Artificial Intelligence in Employee Onboarding Programs

Problem Employee onboarding is one of the most important phases of an employee’s life cycle. Human resources (HR) is vital in setting employees up for success, particularly during this employment stage. Some organizations lose employees before they have had a chance to learn about and acclimate to the organization. An ineffective onboarding program may contribute to high turnover costs and low employee retention. Solution This article discusses emerging trends in the role of artificial intelligence (AI) in human resource development (HRD) and how AI is being used to develop more effective and efficient processes and programs. Recommendations for practitioners will include how AI may create an informative and engaging onboarding program that may increase employee retention. Stakeholders Organizational development (OD) and learning and development (LD) professionals who want a more effective employee onboarding program that will provide the knowledge employees need while creating an engaging learning experience.

Approaches to Developing the Manufacturing Industry of Small and Medium Enterprises for Readiness Towards Large Businesses in Thailand

This research aims to 1) study the structure and operational characteristics of the manufacturing industry in small and medium-sized enterprises (SMEs) in Thailand for readiness towards becoming large-scale businesses; 2) investigate the components of development approaches for the manufacturing industry in SMEs for readiness towards becoming large-scale businesses; and 3) develop a structural equation model (SEM) for the development approaches of the manufacturing industry in SMEs for readiness towards becoming large-scale businesses. The study employed a mixed-methodology approach, incorporating both quantitative and qualitative research. The qualitative research involved in-depth interviews with a sample of 9 experts from 3 different groups: 3 entrepreneurs or executives in the manufacturing industry, three from the government sector, and three academics. For quantitative research, data was collected via surveys from 500 entrepreneurs or executives and analyzed using frequency, percentage, average, standard deviation, and structural equation modeling (SEM) with the advanced statistical analysis software AMOS. The research on the general characteristics of organizations found that they have been operating for 10-15 years, are predominantly Thai-owned, use financial institutions for funding, are established as limited companies, and mostly have offices located in Thailand. In terms of structure and operational characteristics, the research revealed that the most suitable business strategy for these organizations is creating a product advantage, emphasizing mentorship systems from knowledgeable employees, and key leadership qualities, including treating colleagues with kindness and generosity and developing leadership at various levels focusing on experience, comprehensive knowledge, and business expertise.The study on the importance of different components indicated that all aspects were highly important, with the order of importance from highest to lowest being digital technology, entrepreneurial leadership, knowledge management, and innovative organization. The results of the analysis of the structural equation model for small and medium-sized enterprises management for sustainable strength found that the chi-squared probability (CMIN-r) was 0.128, the relative chi-squared (CMIN/DF) was 1.126, the GFI was 0.955, and the root mean squared index of error estimation (RMSEA) was 0.015. It can be concluded that the model is consistent with the empirical data.

Overview of the State of Influence of Information Technology on the Government Sector in Bosnia and Herzegovina

In today’s technology world, many businesses rely on information technology. This influence has its reflection also on government sectors. Services and work are based on using different information technology programs, internal and external apps, digital documents, signatures etc. Information technology requires the entire package of knowledge, skills, and competencies necessary for employees within a government organization to master and to achieve organizational goals. In first, digital competences are a basis that civil servants must have in order to master day-to-day business activities. These digital competences are not only learned, but through life-long learning they complement, perfect and create new ones. As one of the new scientific approaches, this article uses one of the innovative explanations as well as indicators of adaptation to a changing work environment. In short, human capital is the subject analyzed with influences for continuous improvement of knowledge and learning as well as influences of information technology. This process of adaptation to change, transforms critical business capabilities into modern ones. Through desk and situation analysis with government officials, the study found that the impact of information technology on the work environment is evident, and that environment includes a range of digital skills, continuous learning, and modern skills that combines in one. The conclusions of this paper are necessary for the continuous monitoring and professionalization of government employees in the areas of using information technology in their daily work.

Transforming educational leadership in higher education with innovative administrative strategies

In developing nations particularly in Africa, innovative administrative strategies are essential for educational leaders to navigate inherent challenges in education. This study aims to explore how educational leaders in higher education can be equipped with innovative administrative strategies to cause a positive change in education delivery. A systematic literature review was conducted to achieve this aim, drawing on the transformational leadership model as its theoretical underpinning. The search encompassed scholarly publications from major repositories like Scopus, Web of Science, and International Bibliography of the Social Sciences and Textbooks from 1967 to 2023. The search process went a series of exclusive and inclusive processes and yielded 43 research articles. The synthesized findings were analyzed using a thematic approach. The findings indicate that transformational leadership has the potential to incorporate innovation into higher educational administrative practices. It was also found that innovative administrative practices in higher education can be achieved through staff motivation, technology integration, adoption of agile methodologies, collaborative research, interdisciplinary collaboration, seminars, workshops, and positive organizational culture. Based on the findings, professional development programs for managers and administrators in higher education were highly recommended. These programs would help enhance the knowledge and skills of employees in educational administration.

ANALISIS PENGEMBANGAN PEGAWAI PADA DINAS PARIWISATA, PEMUDA DAN OLAHRAGA KABUPATEN NIAS

The need to obtain superior and professional human resources is highly expected by every organization. So much human resource development funding is spent for this purpose, but it often results in disappointment. In achieving its goals, organizations strive to create human resources who are reliable and have the ability by opening the mindset of human resources in the organization. Employee development is an integral part of talent management. Skills refer to the combination of knowledge, attitudes and behaviors that enable a person to succeed in a particular job or task. Employee development involves a series of efforts designed to improve individual abilities, knowledge and skills so that they can achieve better performance and be more relevant to job demands. By integrating talent management with employee development, organizations can create an environment where individuals feel valued, have opportunities to grow, and make greater contributions to the organization's success. This research used qualitative methods with informants as many as 8 employees at the Nias Regency Tourism, Youth and Sports Office. The research results show that the employee development program is designed to improve the skills, knowledge and abilities of employees so that they can make a greater contribution to their duties and responsibilities in carrying out their assigned tasks. With employee development carried out at the Nias Regency Tourism, Youth and Sports Department, employees experience increased skills, work motivation, work enthusiasm, job or position promotions as well as improving employee leadership, competence and performance through training activities and providing opportunities for employees to program further education.

Does leader humor style matter employee knowledge sharing? From the lens of emotional contagion process

PurposeThis study aims to explore the enabling and suppressing effects of leader affiliative and aggressive humor on employee knowledge sharing form the lens of emotional contagion process, which provides theoretical reference for the applications of different leader humor style, thereby enhancing employee knowledge sharing.Design/methodology/approachThis study collected three waves of data and surveyed 379 employees in China. Regression analysis, bootstrapping and latent moderation structural equation were adopted to test the hypotheses.FindingsLeader affiliative humor has a positive impact on employee knowledge sharing, whereas leader aggressive humor has a negative impact on employee knowledge sharing. Positive emotion plays a mediating role between leader affiliative humor and employee knowledge sharing, and negative emotion plays a mediating role between leader aggressive humor and employee knowledge sharing. Moreover, supervisor–subordinate Guanxi moderates the relationship between leader affiliative humor and positive emotion, and between leader aggressive humor and negative emotion, respectively.Originality/valueThis study not only adds to the knowledge sharing literature calling for the exploration of antecedents and mechanism of employee knowledge sharing, but also contributes to our comprehensive understanding of the suppressing and enabling effects of leader humor style on employee knowledge sharing. Besides, this study also unpacks the dual-path mechanism and boundary condition between leader humor style and employee knowledge sharing and augments the theoretical explanations of emotional contagion theory between leader humor style and employee knowledge sharing.

When the victims fight back: the influence of workplace ostracism on employee knowledge sabotage behavior

PurposeThis study aims to investigate the negative interpersonal antecedents, emotional mediators and boundary conditions of knowledge sabotage behavior.Design/methodology/approachThe authors collected data from 275 Chinese employees using convenience sampling and snowball sampling across three stages. Subsequently, the authors used both hierarchical regression and bootstrap methods to test the proposed hypotheses.FindingsThe results confirmed that workplace ostracism has positive effects on employee knowledge sabotage behavior both directly and via employee anger. In addition, the authors found that employee bottom-line mentality (BLM) moderates not only the direct effect of workplace ostracism on employee anger but also the indirect effect of employee anger in this context. Employee conscientiousness moderates only the direct effect of workplace ostracism on employee anger and does not moderate the indirect effect.Originality/valueTo the best of the authors’ knowledge, this study not only explores the influence of workplace ostracism on employee knowledge sabotage behavior for the first time but also elucidates the underlying emotional mechanisms (anger) and boundary conditions (employee BLM and conscientiousness) by which workplace ostracism influences employee knowledge sabotage behavior, thus deepening the understanding of how knowledge sabotage emerges in organizations.

Healthcare professionals' experiences with the use of antipsychotics in dementia

BackgroundAntipsychotics are commonly administered to nursing home residents with dementia, despite the associated risk of severe adverse events. ObjectiveThis study aimed to explore healthcare professionals' experiences in caring for nursing home residents with dementia, with a focus on rationales behind the use of antipsychotics. MethodTwelve semi-structured interviews with healthcare professionals' from Danish nursing homes were conducted and analyzed using the method Systematic Text Condensation. ResultsNonpharmacological interventions were reported as the primary approach to care and the first-choice treatment for behavioral and psychological symptoms of dementia (BPSD). Use of antipsychotics was considered to serve as a last resort, reserved for residents with severe symptoms. However, most informants preferred a more limited use. The study identified four main barriers to reduce the use of antipsychotics: “Scarcity of resources”, “Perceiving antipsychotic use to provide relieve”, “Reluctance towards deprescribing” and “Limited access to medical counseling”, and three potential enablers: “Updating knowledge and nonpharmacological competencies”, “Management support and clear procedures” and “Regularity in interdisciplinary collaboration”. ConclusionThe treatment and care were reported as primarily following guidelines in BPSD. Several barriers were perceived to challenge the healthcare professionals' preference of limited use of antipsychotics. To further reduce the use, this study highlights the importance of understanding the adverse effects caused by limited resources, enhancing employee knowledge and competencies and ensuring regular interprofessional collaboration for assessing and reassessing the need to use antipsychotics.

Supervisor knowledge Hiding’s impact on employee creativity: implications for thriving at work and future career

ABSTRACT This study examines the relationship between supervisor knowledge hiding behaviour (SKHB) and employee creativity in the context of the social exchange theory (SET). The study also investigates the mediating roles of supervisor ostracism (as perceived by employees, or SO) and employee knowledge hiding behaviour (EKHB), and the moderating role of mastery motivational climate (MMC) on this relationship. Data was collected from 216 employees working in IT-related organisations in Pakistan and the results support the hypotheses that SKHB negatively impacts employee creativity through the sequential mediating effects of SO and EKHB. Moreover, the study found that MMC serves as a buffer, reducing the negative impact of SKHB on employee perception of SO. Overall, this study provides a deeper understanding of how supervisor knowledge hiding can affect employee creativity, which is crucial for organisations to gain a competitive advantage.

Komunikasi Media Internal di PT PLN (Persero) Unit Induk Distribusi Sumatera Selatan Jambi dan Bengkulu dalam Meningkatkan Pengetahuan Karyawan

This study aims to find out and describe how the Internal Media Communication of PT PLN (Persero) Main Unit Distribution of South Sumatra, Jambi and Bengkulu in Increasing Employee Knowledge. The research method used is qualitative, with a descriptive approach. The object of this research is to discuss how the Internal Media Communication of PT PLN (Persero) Main Unit Distribution of South Sumatra, Jambi and Bengkulu in Increasing Employee Knowledge. Using Middleton's Communication Strategy & Planning Theory (1980), the internal media communication strategy with the POAC management approach is analyzed, namely: Planning, Organizing, Actuating (Controlling/implementation), and Controlling (monitoring/evaluating). The subjects in this study were the Communications Sub-Sector Manager, and the Communications & Stakeholder Officier. The data collection techniques used in this study were observation, interviews, documentation, and literature study. The results of the research are program planning strategies, brainstorming strategies, employee targeting strategies, HR strategies, to monitoring strategies.

Bureaucratic Performance in the Service of Natural Disaster Victims at the Langkat Regency Social Office

The purpose of this study is to describe the performance of the bureaucracy and the factors that influence it in the service of victims of natural disasters at the Langkat Regency Social Office. This study used qualitative descriptive research method. Data collection techniques use observation, interviews and documentation studies. Data analysis is carried out by reducing data, presenting data, and drawing conclusions. Based on the results of data analysis, it can be concluded that the Social Office of Langkat Regency has unsatisfactory services. The system that runs so far will be more efficient and better if continuous improvements are made. The services of the Social Service of Langkat Regency are mostly constrained by time. Knowledge of employees, providing direction, and also decision making is not able to be carried out properly. There are still weaknesses in the ability of the Social Office of Langkat Regency to serve the community such as the difficulty of being contacted, found and asked for services is a point that must be improved by the Social Office of Langkat District. To improve and improve bureaucratic performance in services for victims of natural disasters at the Langkat Regency Social Office, researchers suggest that services can be evaluated on an ongoing basis, related to communication services that become a driver for the community can be improved in each service unit, so that the community does not need to spend time to carry out a long process in managing the services needed.

Leadership Behaviour Association with Human Resource Management Practice in Selected Ethiopian Sport Federations

Leadership behavior and human resource management practices (HRMP) in sport organizations is crucial for organizational success. Effective leadership behavior can positively influence human resource management practices, while these practices can also impact leadership behavior. By understanding and leveraging this relationship, sport organizations can create a positive work environment, enhance employee performance, and achieve their organizational goals. To objective of the study was to find the association between Leadership Behaviour and HRMP of selected Ethiopian Sport Federations. In this study, the sequential explanatory research design was used. a sample size of 95 respondents (n = 95) from Ethiopian Football Federation and Ethiopian Athletics Federation was selected using stratified sampling technique. The variable of the study was leadership behaviour and HRMP. In addition to this, standardized questionnaires, document analysis, focus group discussions and semi-structured interviews were used to collect the data. Quantitative data was analysed using Spearman correlation coefficient while qualitative data were transcribed and interpreted. The result of the study shows that there was significant association between leadership behaviour and HRMP, r = 0.41, p = .001. The study concluded that Ethiopian selected federation leadership behavior has contribution for effectiveness HRMP. However, utilizing modern technology, robust monitoring and evaluation mechanism, adequate guidelines, standards and manuals, employee knowledge, skills and attitudes, physical facilities, financial capacities and satisfaction athletes, coaches, officials and stakeholders were not up to the required level.

The Effectiveness of Accounting Information Systems in Savings and Loans Cooperatives (KSP) in Bangli District

Purpose: The purpose of this research is to assess the effectiveness of accounting information systems (AIS) and explore factors influencing this effectiveness. AIS effectiveness is crucial for organizations as it determines the extent to which resources are utilized to collect, process, and generate useful information for decision-making and reporting purposes. This study aims to examine the impact of various factors, including formalization of information development, information quality, satisfaction with system usage, AIS performance, and employee knowledge, on the effectiveness of AIS implementation. Methods: The research population consists of employees working in the financial reporting and cashier/teller roles within Savings and Loans Cooperatives (KSP) in Bangli District. The sample selection employs a purposive sampling method, targeting two employees per KSP, resulting in a total sample size of 76 individuals from 38 cooperatives. Data analysis is conducted using multiple linear regression to test the hypotheses and assess the relationships between the aforementioned factors and AIS effectiveness. Results and discussion: The findings indicate that formalization of information development, information quality, satisfaction with system usage, AIS performance, and employee knowledge collectively exert a positive influence on the effectiveness of AIS. This suggests that organizations can enhance AIS effectiveness by addressing these factors comprehensively. The results underscore the importance of not only technical aspects but also organizational processes, user satisfaction, and employee competence in determining AIS effectiveness. Furthermore, the study highlights the interplay between these factors and their cumulative impact on organizational performance and decision-making processes. Implications of the research: The implications of this research are significant for organizations seeking to optimize the effectiveness of their AIS implementations. By understanding the factors influencing AIS effectiveness, organizations can tailor strategies to improve system performance, enhance information quality, and increase user satisfaction. Moreover, addressing employee knowledge and training needs can contribute to more efficient system utilization and better decision-making outcomes. These insights can inform managerial decision-making and guide resource allocation towards areas that will maximize the value derived from AIS investments. Originality/value: This research adds value to the literature by providing empirical evidence on the factors influencing AIS effectiveness within the context of Savings and Loans Cooperatives in Bangli District. By examining multiple factors simultaneously and assessing their collective impact on AIS effectiveness, the study offers a comprehensive understanding of the dynamics at play. Furthermore, the research contributes to practical knowledge by offering actionable insights for organizations aiming to enhance AIS performance and maximize the utility of their information systems investments. Overall, this research provides valuable guidance for practitioners and policymakers involved in AIS implementation and management.

Dimensionalized goal orientation, innovation climate, and knowledge sharing behavior in higher education research teams

Knowledge sharing behavior (KSB) in the work process is governed by achievement goals and organizational environments. It is of great value to focus on whether achievement goal orientation can effectively predict the employees knowledge sharing in the context of team innovation climate. On the basis of the data from 29 scientific research teams in China's higher education, a multi-layer linear model is constructed to investigate the cross-level relationship. The study finds that learning goal orientation (LGO) and performance proof orientation (PPO) contribute to knowledge sharing, performance avoidance orientation (PAO) tends to be knowledge hiding, and their political skills (PS) consolidate the connections. Team innovation climate not only promotes knowledge sharing behavior, but also activates the traits related to individuals' shared behavior in performance proof orientation, which has enhanced the relationship between achievement goal orientation and knowledge sharing, but has no effect on learning goal orientation and performance avoidance orientation.

Sharing and hiding knowledge under pandemics: The role of stressor appraisals, perceived supervisor behaviors and attributions of supervisor motives

AbstractThis study aims to shed light on the dual impact of appraisals of pandemic‐induced job stressors on employee knowledge sharing and hiding behaviors. Drawing on the transactional attribution model, we hypothesize that employee perceptions of supervisor compassionate and self‐serving behavior would positively mediate the impact of employee challenge and hindrance appraisals of pandemic‐induced job stressors on employee knowledge sharing and knowledge hiding, respectively. Moreover, stressor appraisals are expected to interact with employee attributions of supervisor compassionate and self‐serving motives in shaping perceptions of supervisor compassionate and self‐serving behavior, respectively. To test our hypotheses, we conducted two independent studies—a three‐wave full longitudinal study with 230 employees from UK and U.S. firms during the first COVID‐19 outbreak and a randomized scenario‐based experiment with 210 U.S. employees. Cross‐lagged structural equation analyses, analyses of variance, and path analyses fully supported our predictions, thus providing a nuanced understanding of the role of perceived supervisor behavior and attributions of supervisor motives in accounting for the differential effects of employee appraisals of pandemic‐induced job stressors on knowledge behaviors.