Employee Knowledge Research Articles

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.

Effects of Employee Learning, Knowledge, and Creativity on Employee Performance in Cigarette Companies in Kudus

Current competitive conditions are increasing and very competitive. This requires companies to be able to improve the performance of their employees in terms of increasing productivity. Competitiveness: To survive in an ever-changing market environment, companies need to utilize Human Resources (HR), especially employee performance. Employees are a key element of an organization; the success or failure of an organization depends on the performance of its employees. This research aims to determine the relationship and analyze the effect of employee learning on employee knowledge, employee creativity and employee performance, employee creativity on employee satisfaction, employee knowledge on employee performance, and employee satisfaction on employee performance. Respondents in this study were 135 respondents. The sample in this study was employee staff at a cigarette company in Kudus. This research is quantitative in nature with an analysis method using the PLS Structural Equation Model (SEM). The research results show that employee learning has a positive effect on employee knowledge, employee creativity, and employee performance, employee creativity has a positive effect on employee satisfaction, employee satisfaction has a positive effect on employee performance, and employee knowledge has a positive effect on employee performance.

The effect of leadership style on performance with psychological capital as moderating

An organization must have more value in terms of human resources in order to compete with other organizations. The organization in implementing the work program that has been prepared basically always aims to achieve organizational goals. One way is to improve employee performance. Performance is the result or level of success of a person as a whole during a certain period in carrying out tasks. This study was conducted to determine the effect of leadership style on performance with psychological capital as moderating on employees of the Faculty of Sport Sciences, Padang State University. Independent variables in this study include leadership style, while employee performance is used as the dependent variable and psychological capital as a moderating variable. The sampling technique was carried out by saturated sampling which made the entire population as a sample obtained as many as 66 employees at the Faculty of Sports Science, Padang State University. By using an instrument in the form of a questionnaire which is analyzed using SEM-PLS analysis, where the results obtained are leadership style has a significant and positive effect on employee performance. Psychological capital can moderate leadership style on employee performance. It is recommended that the leadership of the Faculty of Sports Science, Padang State University needs to provide development training, update the knowledge of employees, because in filling out the questionnaire the respondents are still low in skillful value compared to the standard procedures that exist in work.

Knowledge about earthquake evacuation: A survey to high-rise buildings employee in Jakarta

The earthquake that occurred in Cianjur Regency on December 21, 2022 had a wide impact on the city of Jakarta and its surroundings. The shocks caused by the Cianjur earthquake were also felt by workers who were in high-rise buildings in the city of Jakarta and its surroundings. Evacuating employees in high-rise buildings has its own challenges, employee knowledge in earthquake evacuation is an interesting thing to study. This study aims to examine the level of knowledge of employees in earthquake evacuation and the factors that influence it. The survey was conducted on 79 worker respondents who have offices in high-rise buildings in Jakarta and its surroundings. The sampling was done randomly. Data collection was carried out using a questionnaire designed to measure the variables of knowledge, experience and training. The results showed that 63.3% of the respondents had never experienced a destructive earthquake, 30.4% rarely experienced a destructive earthquake, and 6.3% often experienced a destructive earthquake. Respondents had never participated in earthquake preparedness training 34.2%, 50.6% rarely attended, and 15,2% often attended earthquake preparedness training. Respondents’ level of knowledge in earthquake preparedness was 91.1% in the high category and 8,9% in the moderate category. Training has a significant effect on earthquake preparedness knowledge.

Who knows? Mobilization of Employee Knowledge in Nursing Homes

In Norway, as in many other countries, professionalized elderly care faces a twin challenge: lack of competent labor combined with disinvestment in elderly care. Furthermore, while the number of elderly people in need of care is projected to rise over the coming decades, politicians are reluctant to commit more resources to the sector. Instead, innovation is seen as the solution. But in the policy debate on these issues, innovation is largely understood to be technological. This paper argues that the experience-based knowledge of assistants, healthcare professionals and nurses working in elderly care is an overlooked resource for innovation. By discussing three ways such knowledge is mobilized for innovation in nursing homes, we show that employee knowledge can help solve problems articulate under a logic of care, but also to solve problems traditionally thought of as belonging to the domain of management.

Knowledge Sharing Behavior Shaped by Organizational Climate, Social Network, Perception, and Achievement Motivation

To date, knowledge sharing commonly discussed just as a part of knowledge management. However, knowledge sharing as a behavior is imperative to be investigated and managed carefully at a firm level. This study was aimed to examine employee knowledge sharing behavior could be shaped by organizational climate, social network, individual perception on knowledge itself, and achievement motivation. Data collected from questionnaires filled by 121 respondents who work at a multinational Japanese company operating in Indonesia (PT MII). Path analysis was used to evaluate causal model among variables. Result indicates that achievement motivation acts well as an intervening variable influences knowledge sharing behavior. Organization climate has a strongest path among variables with good practices performed by a supervisor; corporate policy to deploy knowledge; a knowledgeable feedback and corrective actions; and an assignment with a considerable time to deadline. Employees perceived that sharing behavior encouraged first in the network, promoted and managed by the organization, and lastly as a personal initiative. Motivated employees sharing their knowledge for self’s empowered, a sense of self merit, and share first at the situation of immediate and necessity. Idea for a better work more often shared than to find solutions for instant actions, tacit knowledge tends to be shared when requested, self’s refined knowledge shared individually rather than at a workgroup, and still there are some reluctances of senior owners to contribute their precious tacit knowledge at once. Keywords: Knowledge Sharing Behavior, Organizational Climate, Social Network, Individual Perception, Achievement Motivation

The influence of supervisor bottom-line mentality on knowledge territorial behavior and knowledge sabotage behavior

PurposeBased on social cognitive theory, this study aims to explore the influence of supervisor bottom-line mentality (SBLM) on employee knowledge behavior (knowledge territorial behavior and knowledge sabotage behavior). The study first investigates the role of an ethical decision-making mechanism (moral disengagement) in mediating this relationship. In addition, it considers the possible boundary conditions to supplement research on the influence of SBLM in the knowledge management field.Design/methodology/approachThe authors collected 256 data points from employees across three stages using convenience sampling. The authors then tested the proposed hypothesis using hierarchical regression and bootstrap methods.FindingsThe results demonstrated that SBLM promotes employees’ moral disengagement, leading to more knowledge territorial behavior and knowledge sabotage behavior. Furthermore, high power distance orientation among employees exacerbates the ill effects of SBLM according to the first stage of a moderated mediation model. Employees with such an orientation are more likely to respond to a SBLM by exhibiting a higher level of moral disengagement, thus increasing their knowledge territorial behavior and knowledge sabotage behavior.Originality/valueResearch on the influence of SBLM in the knowledge management field is limited. This study not only clarifies the relationships between SBLM and two types of knowledge behavior (knowledge territorial behavior and knowledge sabotage behavior) but also enriches the research on the antecedents of these two types of knowledge behavior.

The effect of human resource development and leadership on employee performance with organizational commitment

<p>Employee development greatly affects the development of the organization. Professionally developed employees can bring various benefits to the organization. This study aims to analyze the influence of human resource development and leadership on employee performance with organizational commitment as a moderation variable in Batamindo Industrial Park companies. Human resource development aims to increase employee knowledge in terms of knowledge and practice skills through education, training, non-training and learning tasks. Furthermore, employee performance is the quality of work results, quantity of work, attendance and teamwork ability. This study uses a qualitative approach with a correlational associative research method by distributing questionnaires to employees June-July 2023 using <em>a google form</em>. The research sample was taken by purposive sampling involving 100 respondents. Data analysis was carried out using multiple regression analysis and data was processed using Smart PLS 3. The results of this study show that leadership variables and organizational commitment have a significant effect on employee performance. Human resource development does not have a significant effect on employee performance, this is due to HR development that is not implemented properly or without a mature plan so that it does not have a significant impact. Poor execution and lack of support from management. Organizational commitment is proven to be able to strengthen the influence of leadership and human resource development on employee performance.</p>

Servant leadership and knowledge employee performance: the mediating role of employee innovative behavior in knowledge-based firms

PurposeThe purpose of this paper is to examine the relationship between servant leadership, employee innovative behavior and knowledge employee performance in knowledge-based firms.Design/methodology/approachA quantitative approach was used to conduct the present study. The respondents were sampled from knowledge-based firms in Iran. Overall, 726 knowledge employees in 121 firms were selected using convenience sampling. A confirmatory factor analysis was conducted to ascertain the validity and reliability of the observed items, and a structural equation model was employed for testing the hypotheses.FindingsIn the studied firms, servant leadership has a significant effect on employee innovative behavior. Moreover, the findings of this study show that firms that enhance their employees’ innovative behavior have higher knowledge employee performance.Research limitations/implicationsThe study was conducted in knowledge-based firms in Iran. Therefore, our conclusions may not be applicable to other countries. Future studies should be carried out with samples from other contexts.Practical implicationsWe found that servant leadership is conducive to employee innovative behaviors, and this effect leads to high knowledge employee performance. Accordingly, knowledge-based firms’ leaders should encourage employees’ innovative behavior through stimulating employee thriving at work, supporting employees’ development and empowering them with decision-making discretion.Originality/valueThis study contributes to advance research on servant leadership literature by linking servant leadership to knowledge employee performance in knowledge-based firms through employee innovative behavior as a mediator.