Employee Knowledge Research Articles

Food Safety Knowledge, Attitude and Behavior of Employees in Star Grade Hotels: Reference to Western Province of Sri Lanka

Food safety is a critical aspect of public health that significantly impacts various sectors, particularly the hospitality industry. Despite the high importance of food safety in the tourism sector, instances of foodborne illnesses continue to occur, posing health risks and threatening the industry's economic contributions. In a quantitative approach, this study investigates the relationships between food safety knowledge, attitude, and behavior among employees in the above three-star hotels in the Western Province of Sri Lanka. Partial least square structural equation modeling (PLS-SEM) was used to examine the measurement and struc-tural models. The study was conducted using the convenient sampling method and data was collected from 51 respondence working in the kitchen departments of above 3-star hotels in Western province, Sri Lanka. The findings reveal a strong positive correlation between attitude and behavior, emphasizing that fos-tering a positive attitude through training and awareness campaigns can signifi-cantly enhance food safety behaviors. Conversely, the relationship between knowledge and behavior is found to be slightly negative and statistically insig-nificant, suggesting that knowledge alone does not directly influence behavior. However, a moderate positive relationship between attitude and knowledge indi-cates that a positive attitude can facilitate the acquisition and retention of food safety knowledge. This study contributes to the broader understanding of food safety in the hospitality sector and offers practical recommendations for policy and training interventions to mitigate foodborne illnesses and enhance the repu-tation and sustainability of hotels.

The Influencing Factors of Knowledge Hiding Among Employees in the Construction Industry: A Psychological Contract Perspective

This study explores the factors influencing employee knowledge hiding in construction industry organizations. Utilizing quantitative methods, the research examines the impact of demographic factors, including gender, age, educational level, marital status, and duration of service, as well as psychological contract breaches on employee knowledge hiding. An independent samples t-test and multiple comparisons using the least significant difference (LSD) test were conducted to analyze the demographic factors. At the same time, a simple linear regression analysis was employed to assess the relationship between psychological contract breach and knowledge hiding. The results indicate that demographic factors significantly affect employee knowledge hiding, with females, older employees, those with lower educational levels, divorced or widowed individuals, and employees with longer service durations tending to hide knowledge more frequently. Furthermore, psychological contract breach is found to have a strong and positive relationship with employee knowledge hiding, suggesting that employees are more likely to engage in knowledge-hiding behaviors when they perceive a violation of their psychological contract. The findings have important managerial implications, emphasizing the need for tailored strategies to address knowledge hiding among different employee groups and maintaining a strong psychological contract with employees to foster a culture of knowledge sharing and innovation.

Knowledge, Attitude, and Practice of Office Employees in Qom, Iran Regarding Dental Treatment During the COVID-19 Pandemic Based on the Health Belief Model

Background and Objectives: COVID-19 can spread from human to human primarily through respiratory secretions. In this regard, dental procedures can pose a high risk of COVID-19 transmission. This study aims to investigate the knowledge, attitude and practice (KAP) of office employees in Qom, Iran regarding dental treatment during COVID-19 pandemic based on health belief model (HBM). Methods: This cross-sectional study was conducted on 510 office employees in Qom Province. Data collection tools included a demographic form and a KAP questionnaire based on the HBM constructs. Results: The mean age of participants was 36.7±9.1 and 252(52%) were female. The practice variable had a statistically significant relationship with perceived susceptibility (P<0.001), perceived barriers (P<0.001), history of vaccination (P<0.001), and history of chronic diseases (P<0.001). Age had a significant relationship with perceived severity (P<0.001) and perceived benefits (P<0.001). Gender had a significant relationship only with perceived severity (P<0.001). Marital status had a significant relationship with knowledge (P<0.001), perceived severity (P<0.001) and perceived barriers (P=0.03). Educational level had a significant relationship with knowledge (P=0.01), perceived severity (P<0.001), perceived benefits (P<0.001), perceived barriers (P<0.001). History of vaccination had a significant relationship with knowledge (P<0.001), perceived susceptibility (P<0.001), perceived severity (P=0.02), and perceived benefits (P=0.02). History of chronic disease had a significant relationship with perceived susceptibility (P<0.001), perceived severity (P<0.001), perceived benefits (P<0.001), and perceived barriers (P<0.001). Conclusion: knowledge, perceived susceptibility, perceived severity, perceived benefits and perceived barriers of office employees in Qom regarding dental treatment during COVID-19 pandemic are at moderate level. Their perceived susceptibility and severity have a positive relationship with visiting dental clinics.

Information and Technology Governance Capability Analysis Using COBIT 2019: Case Study of CV Wirelessindo

The implementation of IT supports company sustainability. Large companies use IT as an integral part of their business model. Digital strategies must align with business strategies to achieve sustainability. Wirelessindo, established in 2007, provides IT solutions such as equipment, site surveys, network design and security, and tower installations. Its mission is to increase company productivity to win the competition in the era of Industry 4.0. IT is used to enhance customer service and internal business process efficiency. Initial investigations found issues with IT function mismatches, financial losses due to data loss, errors in IT equipment installation and configuration, and business process incidents caused by emerging risks. Identified root problems include employee knowledge gaps, risk management disparities, errors in defining business needs, and change management gaps. Based on these findings, IT governance evaluation was chosen as the research focus. This study aims to provide an overview of CV Wirelessindo IT capability levels and recommendations for improvements to meet expected levels. COBIT 2019 were used in this study. The General Manager, IT Division Manager, Software Development Team, Network Monitoring Team, Project Manager, and HR Manager were selected as respondents based on the Responsible, Accountable, Checked, Informed chart guidelines. Of the nine selected objectives, BAI08 showed level 0. APO12, BAI02, BAI06, BAI07, and DSS01 showed level 1. APO07, BAI10, and DSS03 showed capability level 2. Therefore, 61 recommendations were provided to raise the IT governance capability level to level 3 for all objectives.

The dark side of algorithmic management: investigating how and when algorithmic management relates to employee knowledge hiding?

The dark side of algorithmic management: investigating how and when algorithmic management relates to employee knowledge hiding?

Role of Strategic HRM as Mediator of Intellectual Assets and Knowledge Sharing of Hotel Performance in West Java

In addition to examining the factors affecting organizational performance and hotel performance, this research aims to investigate the relationship between knowledge sharing and intellectual assets and hotel strategic human resource management (HRM). To create a robust knowledge culture, strategic HRM and hotel management should collaborate. This can be accomplished by holding team meetings, workshops, employee development programs, and discussion forums to promote cooperation and knowledge exchange among staff members. Maintain a competitive edge in the hospitality sector, while offering visitors outstanding service. This research was done using quantitative methods. In this study, 185 employees served as samples. Structural equation modeling was used in the analysis method (SEM). The findings demonstrated that knowledge sharing and intellectual assets impact the hotel’s strategic HRM. Hotel performance is impacted by knowledge sharing and intellectual assets. Strategic HRM influences organizational performance. Intellectual assets and knowledge sharing affect hotel performance through strategic HRM. By increasing employee knowledge and skills and encouraging collaboration and continuous learning, hotels can improve organizational performance, provide superior service to guests, and stay competitive in the hospitality industry. Strategic HRM should work closely with hotel management to build a strong knowledge culture. This can be accomplished by carrying out initiatives like staff development and training, workshops, team meetings, and discussion forums to encourage collaboration and knowledge sharing among employees. Keywords: intellectual assets, knowledge sharing, strategic HRM, organizational

The Influencing Factors of Knowledge Hiding Among Employees in the Construction Industry: A Psychological Contract Perspective

This study explores the factors influencing employee knowledge hiding in construction industry organizations. Utilizing quantitative methods, the research examines the impact of demographic factors, including gender, age, educational level, marital status, and duration of service, as well as psychological contract breaches on employee knowledge hiding. An independent samples t-test and multiple comparisons using the least significant difference (LSD) test were conducted to analyze the demographic factors. At the same time, a simple linear regression analysis was employed to assess the relationship between psychological contract breach and knowledge hiding. The results indicate that demographic factors significantly affect employee knowledge hiding, with females, older employees, those with lower educational levels, divorced or widowed individuals, and employees with longer service durations tending to hide knowledge more frequently. Furthermore, psychological contract breach is found to have a strong and positive relationship with employee knowledge hiding, suggesting that employees are more likely to engage in knowledge-hiding behaviors when they perceive a violation of their psychological contract. The findings have important managerial implications, emphasizing the need for tailored strategies to address knowledge hiding among different employee groups and maintaining a strong psychological contract with employees to foster a culture of knowledge sharing and innovation

ANALYSIS OF THE IMPORTANCE OF TRAINING AND CAREER DEVELOPMENT ON EMPLOYEE PERFORMANCE

This research aims to analyze the importance of training and career development on employee performance in the organization. Training and career development are two very important components in the human resource development (HR) strategy, which not only serves to increase employee knowledge and skills but also as a means of motivating them to achieve optimal performance. This study uses a literature study method to examine various previous research relevant to this topic. The research results show that effective training can make a significant contribution to improving employee performance, while structured career development can increase employee motivation and commitment, and reduce turnover. Furthermore, there is a significant relationship between training and career development, with good training often laying the foundation for successful career development, ultimately improving overall employee performance. This research provides important insights for companies in designing HR development strategies that are more effective and oriented towards improving employee performance. Keywords: training, career development, employee performance, human resources, literature study.

IN TERMS OF ORGANIZATIONAL BEHAVIOR A BIBLIOMETRIC RESEARCH OF LEADERSHIP 4.0 WHICH IS A REFLECTION OF INDUSTRY 4.0

The Industry 4.0 revolution refers to the digital transformation of industry. The significance of the Industry 4.0 revolution is further enhanced by the advent of new technologies concomitant with this revolution. The technologies of Industry 4.0 include artificial intelligence, the Internet of Things, big data, and cloud computing. Organizations that adopt these technologies can adapt to the Industry 4.0 revolution and gain a competitive advantage. By means of Industry 4.0 technologies, it is possible to save resources used in production and to produce products with better quality and different features. Organizations that fail to leverage these technologies will be unable to reap the benefits of the Industry 4.0 revolution, potentially leading to a disadvantage in the competitive landscape. It is therefore crucial for organizations to adopt Industry 4.0 technologies. It is imperative that employees possess the requisite knowledge, skills, and abilities to utilize Industry 4.0 technologies. Those in leadership positions are able to exert influence and direct the knowledge, skills, and abilities of employees. Consequently, the pivotal factor in the implementation of Industry 4.0 technologies within an organizational context is leadership. The concept of Leadership 4.0 posits that leaders possess distinctive advanced knowledge, skills, and abilities that enable them to influence employees and facilitate the utilization of industry 4.0 technologies within the organization. Leadership 4.0 serves as an indispensable conduit for the transfer of industry 4.0 technologies within organizational settings. Leadership 4.0 plays a pivotal role in preparing organizations for the advent of industry 4.0. Consequently, the successful integration and utilization of industry 4.0 technologies within organizations hinges upon the effectiveness of Leadership 4.0. This study aims to elucidate the impact of Leadership 4.0 on employee outcomes. In accordance with the objective, a bibliometric analysis of the studies on Leadership 4.0 in the Web of Science (WOS) database was conducted using the VOSviewer program.

Bringing employee learning to AI stress research: A moderated mediation model

While a substantial portion of the literature characterizes artificial intelligence (AI) stress as a hindrance, our focus diverges by probing employee learning as an active response to this challenge. We highlight the role of employee knowledge and skills development amidst an enterprise's digital transformation. Drawing on the active learning perspective of the Job Demand-Control model, we investigate why and when AI stress promotes employee learning and subsequent adaptive coping behaviors. We propose that AI stress can create opportunities and resources for employee learning, leading to improved job performance and supportive behavior for digital transformation. Additionally, we examine how employee trust in AI moderates these relationships, finding that higher levels of AI trust are associated with greater use of active learning strategies when faced with AI stress. Our findings, based on a two-wave survey of 224 employees from a motor-vehicle testing company in China, are further supported by post-hoc interview data collected from 32 employees of the same company. Overall, our study contributes to the understanding of AI adoption, digital transformation, and stress learning.

Impacts on Firm Productivity by Retaining Worker Knowledge and Capacity Through Disability Management Programs

Helping employees return to work following an injury or illness is a moral imperative, and usually a legal requirement, but is it economically beneficial to the firm? While there is intuitive awareness that disability management programs can be economically beneficial, particularly by retaining and resecuring the knowledge and capacity of employees, there is limited evidence to support that claim. The literature lacks insight into the logic and mechanisms through which disability management programs are economically beneficial. To provide such insight, this study undertakes an exploratory analysis of disability management programs concerning productivity as a firm-level performance factor. The data is sourced from a Canadian national database statistically representing more than 650,000 firms. The findings indicate there are differential impacts of disability management programs on firm productivity and this relationship is moderated by business strategy.

Effectiveness of Interventions on Habits Among University Staff in Southeastern Iran

Background: Health-promoting environments are a key focus of the Ottawa Strategic Charter, which aims to enhance health in the workplace and reduce unhealthy behaviors among employees. Objectives: This study aimed to evaluate the effectiveness of health-promoting interventions on the habits of university staff in Southeastern Iran. Methods: This semi-experimental study was conducted from 2020 to 2021 in Zahedan, Southeastern Iran. A total of 254 administrative staff from the University of Medical Sciences and Sistan & Balochistan University were selected using available randomized methods and divided into control and intervention groups. The study instrument was a researcher-designed questionnaire, which demonstrated a content validity ratio (CVR) of 0.8, a Content Validity Index (CVI) ranging from 0.83 to 0.97, and an internal consistency with a Cronbach's alpha of 0.85. The questionnaire was distributed online via the Porsline platform. For the intervention, training sessions were conducted online, and the session files and training booklet were made available to intervention group staff through the university's education system. A post-test was administered one month after the pretest. Data were analyzed using SPSS 21 software, with pretest results adjusted using chi-square and ANCOVA statistical tests. Results: The study found that the mean age of participants was 40.5 ± 7.4 years. Scores for employee knowledge, attitude, and behavior were 80.0 ± 16.4, 86.6 ± 22.8, and 80.8 ± 17.6, respectively. The most significant factors influencing attitudes were education (P < 0.001) and health status (P = 0.001). Type of employment (P = 0.025), work experience (P = 0.017), and health status (P = 0.037) were also significantly associated with behavior. After adjusting for pretest results, there were significant differences between the intervention and control groups in terms of scores for knowledge, attitude, and behavior (P < 0.001). Conclusions: The study concluded that employees with correct attitudes and healthy behaviors reported better health outcomes. Additionally, educational interventions effectively improved staff knowledge, attitudes, and behavior. To enhance health status, reduce employee disability, decrease absenteeism, and increase organizational productivity, it is recommended to plan and implement workplace health promotion programs focused on employees.

Emotional exhaustion weakens the relationship between social media use and knowledge sharing behavior

PurposeKnowledge sharing behavior is crucial for ensuring organizational success, fueling innovation, solving problems, and informing decision-making. While social media platforms offer powerful tools for employees to share knowledge, the intricate relationship between social media use and knowledge sharing behavior remains unclear. Few studies have examined the influencing mechanisms of emotional exhaustion on the above relationships, especially through self-determination perspective. Design/methodology/approachAs knowledge is inherently private to the individual, grounded in self-determination theory, this study employed a moderated mediation analysis to explore the internal mechanisms of social media use on employee knowledge sharing behavior. The survey of 356 full-time employees was collected from a large environmental protection group in China. Hypotheses are tested using hierarchical regression analysis and bootstrap tests. FindingsThe results show that social media use positively affects employee knowledge sharing behavior; knowledge sharing intention partially positively mediates the influence of social media use on knowledge sharing behavior; emotional exhaustion negatively moderates the relationship between social media use and knowledge sharing intention. Contribution of researchThe study identifies how two styles of social media use - work-related purpose and social-related purpose – affect knowledge sharing behavior. It significantly advances the understanding of social media use on knowledge sharing behavior from self-determination perspective. Practical implicationsThis study has several important practical implications for organizations seeking to facilitate employee knowledge sharing behavior through social media use. Organizations should improve employees' knowledge sharing intention and avoid emotional exhaustion.

The Relationship Between Knowledge and Computer Vision Syndrome Prevention Behavior in Computer User Employees at Setco Group Pekanbaru

Background: Computer Vision Syndrome (CVS) refers to a group of eye and vision-related problems that result from prolonged computer use. The prevalence of CVS among office workers varies but is notably high. Studies indicate that the prevalence of CVS symptoms can range from 50% to 90% among regular computer users. CVS occurs due to poor computer use behaviors such as incorrect sitting position and lack of breaks while using the computer. Bad behavior in using computers is influenced by poor knowledge in using computers. Based on an initial survey, 70% of employees experienced CVS. Objective: To determine the relationship between knowledge and CVS prevention behavior of computer user employees at Setco Group Pekanbaru. Methods: Observational analytic research with cross sectional design, data collection technique used total sampling with a sample size of 122 respondents. Data analysis was performed bivariate using the Spearman correlation test. Results: Based on the Spearman correlation test on knowledge of CVS prevention behavior, it was found that there was a relationship between CVS prevention knowledge and CVS prevention behavior with a positive direction and weak correlation strength (p-value 0.011) and r 0.229. Conclusion: There is a relationship between knowledge and CVS prevention behavior in employees who use computers.

The Impact of Leave Length on After Leave Experience under Family and Medical Leave Policy in the U.S.

This research examines employee experiences under the Family and Medical Leave Policy in the United States and to what extent the length of leave affects the post-leave employment experience. The data source comes from the Family Medical Leave Act Employee Survey, which was conducted by the U.S. Department of Labor in 2018. This research further investigates whether females are more likely to be discriminated against than males and whether the eligibility of FMLA would decrease the possibility of being treated differently. Three hypotheses were 1) the longer leave one takes, the higher the possibility of being treated differently; 2) females have a higher possibility than males of being treated differently; and 3) FMLA-eligible employees have less possibility than their counterparts of being treated differently. This study found that longer leave length is associated with a higher possibility of being treated differently. Another important finding is that females have a higher possibility than males of being treated differently after controlling for other factors. Also, this study suggests that there is no significant difference between FMLA eligible groups and non-FMLA eligible groups. This study discussed policy implications regarding the length of most recent leave and gender, including the need to expand the length and types of family leave coverage, the need for government-mandated paid leave, and approaches for increasing employee knowledge of leave rights.

Facing AI with knowledge: an investigative study on the utilisation of service robots and employee knowledge management behaviours

ABSTRACT Knowledge is the source of competitive advantage for employees in the labour market and for businesses in the services market. While academic research on knowledge management has made significant progress, the impact of robotic utilisation on the knowledge management behaviour of service employees remains limited, particularly with respect to the entry of artificial intelligence and robots into tourism and hospitality settings. Drawing on stress coping theory, this paper explores the mechanisms through which the utilisation of service robots influences employee knowledge management behaviour. Through a survey of 347 hotel employees, we conduct a multiple regression analysis on the data. The findings indicate that the utilisation of service robots positively influences employees’ knowledge management behaviours, with learning tensions partially mediating this relationship, and a paradox mindset negatively moderating the impact of learning tensions on knowledge management behaviour. The research findings theoretically enrich the body of knowledge in the areas of service robots, human-robot interaction, and knowledge management. Practically, the research conclusions provide insights for tourism and hospitality organisations adopting robots on how to embrace change, leverage the learning tensions and paradox mindset, and thereby fostering a more engaged and motivated workforce in the realm of knowledge management.

Leader Narcissism and Employee Knowledge Management Behavior

The current literature is becoming increasingly interested in employee management behavior. In this article, we focus on how leader narcissism affects employees' knowledge management behavior, including knowledge sharing, knowledge hiding, and knowledge manipulation. The questionnaire was administered to 260 employees in mainland China to test our hypothesis. Results showed that leader narcissism is significantly related to employee knowledge management behaviors. Specifically, leader narcissism is negatively related to employee knowledge sharing, and is positively related to employee knowledge hiding and manipulating. Employee trust in management mediates these relationships, and power distance orientation moderates the relationship between leader narcissism and employees' trust in management. Our study discusses theoretical and practical implications.

Leader generosity and employee knowledge sharing: an episodic perspective of generalized reciprocity

PurposeDespite the acknowledgment of the significant role leaders play in knowledge management, there has been limited focus on the dynamic relationship between one particular leader’s behavior and knowledge sharing of employees. This study aims to investigate the impact of leader generosity on employee knowledge sharing.Design/methodology/approachDrawing upon the generalized reciprocity theory, we develop a process model that examines the impact of leader generosity on knowledge sharing, and empirically tests the resulting mechanism. Based on event-contingent ESM that collected 1147 episodic data points, the data are analyzed by Mplus 8.30 and R software.FindingsThe findings indicate that employee gratitude and prosocial motivation respectively play a mediating role in the relationship between leader generosity and knowledge sharing. Additionally, leader generosity has an indirect impact on knowledge sharing via employee gratitude and prosocial motivation. Furthermore, relational self positively moderates the relationship between leader generosity and employee gratitude, while also moderates the chain mediation effect between leader generosity and knowledge sharing.Originality/valueBy exploring the important influence of leaders in implementing knowledge management practices, the authors demonstrate that a specific leader behavior (i.e. leader generosity) shapes the positive emotion and reciprocal motivation of employees and its subsequent impact on knowledge sharing. This paper complements the focus on knowledge sharing in the daily behavior literature of leaders, suggesting that leader generosity matters for employee knowledge sharing.

Bank Sampah Graha Sewaka Dharma sebagai Alternatif Pengelolaan Sampah Perkantoran di Kawasan Pemerintahan Kota Denpasar

Purpose: This research provides an alternative strategy in waste management by educating employees through the Graha Sewaka Dharma (GSD) waste bank in the Denpasar City Govermance area in Lumintang which is integrated with the 4R principles. Research methods: This research uses qualitative methods with observation and documentation data collection. The researchers use SWOT analysis (strengths, weaknesses, opportunities and threats) so that it solutions or alternative policy strategies can be found in managing office waste at the GSD Waste Bank. Results and discussion: The presence of the GSD waste bank is able to provide education on sorting waste, raising awareness among employees about collecting waste in a timely manner. Apart from that, employees who hand over waste will receive additional income which can be used for shopping at the Dharma Wiguna Cooperation. Implications: The existence of the GSD waste bank which is integrated with education regarding 4R principles provides basic knowledge for employees to manage waste from its source, namely households and office areas, empowering employees to have knowledge and skills so they are able to sort organic and non-organic waste.

The Influence of Employee Competencies on Increasing Women's Empowerment Through Programs Training at the Empowerment Office Women, Child Protection and Community (Dp3am) Binjai City

Employee knowledge or competence will increase employee motivation in participating in training and employee performance. The purpose of this study is to find out and analyze the influence of Competence on Performance mediated by Training at the Office of Women's Empowerment, Child Protection and Community Protection (DP3AM) Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that Competence had a significant influence on employee performance (T-statistic 2,567 > 1.96; P-value 0.011 < 0.05), which indicates that improving Competency directly improves employee performance. Competence also had a positive and significant effect on Training (T-statistic 9.042 > 1.96; P-value 0.000 < 0.05), indicating that the improvement of Competency significantly increases employee training. Furthermore, training had a positive and significant effect on Performance (T-statistic 6,091 > 1.96; P-value 0.000 < 0.05), which means that the increase in Training significantly improves Performance. Indirect influence analysis showed that Training was able to intervene in the influence between Competence and Performance (T-statistic 5.974 > 1.96; P-value 0.000 < 0.05). These findings provide insight that Training plays a significant mediator role in the relationship between Competency and Performance, emphasizing the importance of Training in improving employee Performance.