Performance Of Knowledge Workers Research Articles

Enhancing organizational performance through knowledge-oriented leadership: the neglected role of employee creative work behavior and digital citizenship behavior in IT industry

PurposeDrawing upon Drucker’s theory of productivity, this study proposes to examine the relationship between knowledge-oriented leadership (KOL) and knowledge worker performance (KWP) within the Chinese information technology (IT) industry during the COVID-19 pandemic. Further, this study examines the direct connection between KWP and organizational performance (OP), as well as mediated via employee creative work behavior (ECWB), and digital citizenship behavior (DCB).Design/methodology/approachThe data for the research was collected from a sample size of 322 individuals working in the IT industry context in China, with varying levels of seniority (lower, middle and upper). The relationship was examined by employing Smart PLS 4 in a current study.FindingsThe study findings revealed a significant and conspicuous effect of KOL on KWP. The outcomes divulged the fact that KOL has a positive impact on the ECWB, and DCB improves the performance of knowledge workers, resulting in an overall augmentation in the organizational performance of the IT industry.Originality/valuePresently, there exist a scarcity of substantial empirical studies to thoroughly examine the influence of KOL, ECWB, DCB, KWP and OP in the domain of Chinese IT industry research, particularly in the setting of the pandemic. The study makes a substantial contribution to the extant literature on the topic via empirically examining the association among KOL, KWP and organizational performance, as well as evaluating the mediation mechanism of both employee creative work behavior and digital citizenship behavior.

Nexus of knowledge oriented leadership and knowledge worker performance in Chinese higher education institutions: a post-pandemic behavioral analysis

PurposeIn the wake of the COVID-19 outbreak understanding the behavioral dynamics and role of knowledge-oriented leadership (KOL) in driving knowledge worker performance (KWP) is paramount for organizations striving to adapt and thrive in the post-pandemic era. Drawing on the path-goal theory, this study explores the impact of KOL on KWP. In addition, this study seeks to examine both the direct and indirect influences of KOL on KWP via digital orientation (DO) and digital citizenship practices (DCP), especially for higher education institutions (HEIs) located in China.Design/methodology/approachThe sample consisted of 319 academic staff from HEIs in China. The study used Smart-PLS 4.0 for analytical examination.FindingsThe results indicate that the impact of knowledge-oriented leadership on KWP is negligible. Furthermore, DCP and DO partially mediate the relationship between KOL and KWP. The findings of this research have practical implications for Chinese HEIs and organizations across industries, providing insights into how to navigate the complexities of the post-pandemic work environment and effectively harness digitalization to optimize the KWP.Research limitations/implicationsThe implications of this research extend beyond the HEIs, providing organizations in various industries with evidence-based strategies to promote effective leadership, foster digital skills, and cultivate a culture of digital citizenship in the post-pandemic work landscape.Originality/valueDespite the increasing significance of KOL in the higher education sector, there is a dearth of studies establishing a relationship between KOL and KWP in HEIs. The present study seeks to fill this gap by examining the association among KOL, KWP, DO, and DCP in HEIs during the post-pandemic. This research provides significant contributions to the existing literature on the topic by scientifically exploring the association between KOL and KWP by examining the intervention mechanism of both digital citizenship practices and digital orientation.

Balancing Affordances and Constraints: Designing Enterprise Social Media for Organizational Knowledge Work

Enterprise social media (ESM) is changing how knowledge workers interact and share information; however, a debate persists as to whether ESM is an adequate knowledge management system. ESM provides a rich set of affordances for organizational knowledge work, such as improved organizational memory, but also constrains knowledge work performance because of digital interruptions. Extending and complementing existing scholarship, this study asks the following research question: How can organizations design ESM to realize its knowledge work benefits? Using a computational agent-based model that incorporates the design features of ESM, workers’ attitudes, and resulting ESM-use affordances and constraints, this study shows how ESM-use outcomes are contingent both on the design of and users’ attitudes toward ESM. Specifically, the negative effects of ESM interactivity are mitigated when employees have a low transparency preference and access ESM without posting as much. The study further unpacks asymmetric engagement as the mechanism that leads low transparency configurations to be more resilient to the negative effects of interruptions driven by ESM interactivity. Asymmetric engagement—learning from posted content without interacting often—enables the gradual creation of organizational memory while maintaining a broad user base by minimizing interruptions. These results ultimately contribute a multilevel model of ESM use and knowledge work outcomes, enhancing the theoretical understanding of previously studied mechanisms such as communication visibility and providing implications for organizations designing ESM.

BPMN-VSM-based knowledge-work process analysis and improvement in police services: a case study

PurposeThe purpose of this study is to investigate the integrated application of business process modeling and notation (BPMN) and value stream mapping (VSM) to improve knowledge work performance and productivity in police services. In order to explore the application of the hybrid BPMN-VSM approach in police services, this study uses the department of digital crime investigation (DCI) in one Norwegian police district as a case study.Design/methodology/approachService process identification was the next step after selecting an appropriate organizational unit for the case study. BPMN-VSM-based current state mapping, including time and waste analyses, was used to determine cycle and lead time and identify value-adding and nonvalue-adding activities. Subsequently, improvement opportunities were identified, and the current state process was re-designed and constructed through future state mapping.FindingsThe study results indicate a 44.4% and 83.0% reduction in process cycle and lead time, respectively. This promising result suggests that the hybrid BPMN-VSM approach can support the visualization of bottlenecks and possible causes of increased lead times, followed by the systematic identification and proposals of avenues for future improvement and innovation to remedy the discovered inefficiencies in a complex knowledge-work environment.Research limitations/implicationsThis study focused on one department in a Norwegian police district. However, the experience gained can support researchers and practitioners in understanding lean implementation through an integrated BPMN and VSM model, offering a unique insight into the ability to investigate complex systems.Originality/valueComplex knowledge work processes generally characterize police services due to a high number of activities, resources and stakeholder involvement. Implementing lean thinking in this context is significantly challenging, and the literature on this topic is limited. This study addresses the applicability of the hybrid BPMN-VSM approach in police services with an original public sector case study in Norway.

Empirically investigating the organizational identity mechanism of empowering leadership affecting the innovation performance of knowledge workers

PurposeThe authors examined how the identification mechanism of the innovation performance of knowledge employees is affected by empowering leadership by influencing the organizational identification and the moderating effect of leaders on the role expectation of knowledge employees as an essential innovation subject.Design/methodology/approachThe authors employed a mixed-method research approach. The authors collected data from 378 knowledge employees and managers in 20 companies in China's Yangtze River Delta cities. The authors analyzed data using multiple regression analysis forecasting methods.FindingsThe authors found that there was an inverted U-shaped relationship between empowering leadership and the innovation performance of knowledge employees; organizational identity played a partial mediating role between empowering leadership and the innovation performance of knowledge employees; role expectation of leaders on the innovation behavior of employees regulated the relationship between the organizational identity and innovation performance of knowledge employees.Originality/valueThis study extends the literature on empowering leadership and innovation performance. This study empirically examines the mediating effect of organizational identity between empowering leadership and innovation performance. In addition, this study empirically examines how empowered leaders' expected innovation level moderates the association between organizational identity and innovation performance.

How to lead responsibly toward enhanced knowledge sharing behavior and performance: implications for human resource management

PurposeThis paper investigates the relationships between responsible leadership and employees' knowledge sharing behavior and performance in the healthcare sector. The present study provides deeper insights into those relationships by uncovering the mechanisms through which relational and ethical dimensions of responsible leadership influence knowledge sharing outcomes. Drawing on the social exchange theory, this study examines the mediating role of trust in the leader and leadership support.Design/methodology/approachData were collected from 445 healthcare professionals in Pakistan. Structural equation modeling was employed to analyze the data.FindingsThe study findings revealed that responsible leaders enhance knowledge worker performance and knowledge sharing behavior through enhancing trusting relationships with followers and providing support. Furthermore, the authors investigated the moderating role of goal orientation, and the results showed that the effect of responsible leadership on knowledge worker performance was stronger for highly goal-oriented employees.Practical implicationsThis research suggests that human resource managers interested in fostering knowledge sharing behaviors, must focus on cultivating responsible leadership behavior within their organizations. Furthermore, this study findings propose that HRM practices should foster employee goal orientation in order to enhance knowledge workers' performance.Originality/valueThis study makes a novel contribution to the literature by shifting the research focus from the traditional view of leadership to a leadership style more responsive to the reciprocity nature of the relationships between employees and leaders. By shifting the focus to a relational-ethical based leadership style, the current study was able to fully uncover the underlying mechanisms linking responsible leadership to knowledge sharing outcomes.

The impacts of within-task and between-task personal Internet usage on employee creative performance: the moderating role of perceived organisational support

PurposeEmployees' personal Internet usage (PIU) has become increasingly common at work. It is important for both researchers and managers to understand how PIU affects employee creative performance. This study aims to examine what kind of PIU is likely to increase or decrease employee creative performance and why. The authors also examine a potential boundary condition for the effect of PIU on employee creative performance.Design/methodology/approachBased on conservation of resource (COR) theory and broaden and build theory, the authors investigated the impact of two types of PIU, namely within-task PIU and between-task PIU, on the creative performance of knowledge workers. The authors conducted a daily diary study and surveyed 107 knowledge workers in China over 10 consecutive working days (n = 1,070) to test the model.FindingsThe authors find that within-task PIU reduces knowledge workers' creative performance by decreasing the workers' positive emotion, whereas between-task PIU promotes the performance by increasing positive emotion. The above relationships become stronger when knowledge workers perceive a higher level of organisational support.Originality/valueThe authors' study makes theoretical contributions by advancing researchers' understanding of the situations in which PIU may decrease or increase employee creative performance. The findings are also useful for developing organisational policies to take advantage of the positive side of PIU whilst avoiding PIU's negative side.

The Influence of Platform Leadership on Innovation Performance of Knowledge Workers: From the Perspective of Organizational Resilience and Innovation Self-Efficacy

Knowledge employees' innovation performance, as an important factor in maintaining a firm's competitive advantage, assumes a critical role in firm development, and existing research has confirmed that managerial leadership style has a significant impact on it. Based on social exchange theory and social cognitive theory, a mediated effect model of being moderated is constructed. Using 552 knowledge employees as research subjects, empirical analysis was conducted using hierarchical regression and process test, and the findings revealed that: platform leadership has a significant positive predictive effect on innovation performance of knowledge employees; organizational resilience is an important process mechanism between platform leadership and innovation performance of knowledge employees; the direct contribution of platform leadership to innovation performance of knowledge employees and organizational resilience in The mediating role between the two is moderated by innovation self-efficacy. The results of the study provide useful implications for how firms can leverage leadership effectiveness to cope with crises and enhance the innovation performance of knowledge employees.

Can Innovation Incentive Policies Improve the Innovation Performance of Knowledge Workers? Evidence from Chinese State-Owned Enterprises

Innovation by knowledge workers is the foundation of sustainable development within an organization. Chinese policy makers use various innovation incentive policies to improve the innovation performance of knowledge workers at state-owned enterprises, which is in line with China’s goal of becoming an “innovative country”. This study compares the impacts of incentive policies issued by the central government, by local governments, and at the enterprise level (vertical dimension) and examines the effectiveness of varying policy content (horizontal dimension). The mechanism by which policy supply influences the innovation performance of knowledge workers at state-owned enterprises is theoretically analyzed, and empirical tests based on 1857 samples from field research are then conducted. The results show that incentive policies at each vertical level and each horizontal content level have a significant positive effect on the innovation performance of knowledge workers at state-owned enterprises, although the effects vary. The findings indicate that, along the vertical dimension, local government incentive policies are most effective. Along the horizontal dimension, salary and honor incentive policies are the most impactful. Policy providers should consider the differences in the effects of various innovation incentive policies to formulate relevant incentive policies to improve the innovation performance of state-owned enterprise knowledge workers.

Impact of Real Estate Environment on Knowledge Worker Performance in IT Companies: Evidence from Sri Lanka

Knowledge worker performance is becoming an increasingly important requirement in information technology (IT) firms for its competitiveness. Although employee performance is an extensively researched area, the impact of the real estate environment of office on the performance of employees is still unexploited. The impact of the physical and social workplace on cognition and knowledge sharing by the knowledge worker and its impact on the knowledge worker's performance are hardly discussed in the literature. In this context, this study aims to investigate the relationship between the physical and social workspace setting on the knowledge worker performances in the Information Technology (IT) industry in Sri Lanka. The outcome of the study provides insight to top management of IT companies to confirm how attributes of office real estate environment contributes to knowledge worker performance. The study applied a quantitative approach to explore the impact of the physical and social workspace on the performance of knowledge workers. The study employed a convenience sampling method for collecting data from 185 respondents who worked in IT industry using a self-administered questionnaire. Partial Least Squares Structural Equation Model (PLS –SEM) was used to analyze the data. The findings of the study confirmed that physical workspace support cognitive work and knowledge sharing of a knowledge worker. Physical workspace characteristics have the strongest impact on knowledge sharing than the cognitive work of the knowledge employee. In addition, the analysis confirmed that cognitive work also supports knowledge worker performance. Thus, findings suggest that a review of the physical workspace of the IT organization is an important strategic decision to ensure higher order performance of the IT employees. In summary, the study argued that the physical workspace of the organization seems to play a pivotal role in ensuring the higher performance of the employee via cognition. Thus, this paper contributes to IT company management to think out of the box to ensure an improved physical workspace for better employee performance.

The Influence of High-Performance Work Systems on the Innovation Performance of Knowledge Workers

In the era of a knowledge economy, how to build an effective incentive system and to motivate the creativity of knowledge workers is extremely important to the long-term future of high-tech enterprises. However, a performance incentive system based on material incentives widely constructed by managers not only is difficult to generate in the long term and a significant incentive effect for knowledge workers but also brings heavy economic burden to enterprises. This paper constructs a high-performance work system (HPWS) that includes three variables: career growth, career calling and inclusive leadership. This study also discusses its effects on the innovation performance of knowledge workers, and examines the role of the craftsman spirit in the above-mentioned influence relationships. Based on the valid sample data of 364 knowledge workers from 14 different high-tech enterprises, the hierarchical regression analysis and the bootstrap analysis are used to analyze the data and to verify the relationship between the above-mentioned variables. The results show that: (1) Career growth, career calling and inclusive leadership can significantly improve the innovation performance of knowledge workers. (2) The craftsman spirit plays the part of an intermediary role in the above-mentioned influence relationships. (3) Career calling, inclusive leadership and their interaction can positively regulate the relationship between career growth and the craftsman spirit. Compared with previous studies, the purpose of this paper is to build a cross-level incentive system for knowledge workers from the perspective of non-material incentives, which effectively makes up for the deficiencies of material incentive system. Furthermore, the conclusion of this paper also provides practical suggestions for managers to better integrate the limited resources of enterprises to meet the multi-level needs of knowledge workers and to improve their innovation performance to the maximum extent.

Employee Creativity in Coworking Spaces: Towards a Conceptual Framework

Creative performance of knowledge workers outside the traditional office setting has become highly relevant during the COVID-19 pandemic. The prepandemic trend of companies using coworking spaces as an alternative workplace arrangement is expected to grow further. One important driver is that these collaborative workspaces are considered effective facilitators of creativity and innovation. The aim of this study is to fill a research gap by examining how corporate coworking may foster employee creativity, crucial for firm´s competitiveness and long-term survival. A systematic review of the coworking literature is conducted to critically evaluate employee creativity in coworking spaces. Structural, relational, and cognitive social capital along with an individual and contextual view of creativity are utilized as the theoretical foundation for analysis and synthesis. A novel conceptual framework is proposed for empirical examination of creative performance in a corporate coworking context. The study reveals that creative outcomes of coworking are largely taken for granted. Furthermore, the findings suggest that the most prominent factors influencing employee creativity in coworking settings are social interaction and knowledge sharing. We argue that fostering creativity in shared office environments is a complex phenomenon worth further scholarly attention. Theoretical and practical implications are discussed, and future research avenues are proposed.

It may be urgent, but is it important? A look at how employees evaluate their emails

AbstractThis paper presents the results of a study designed to identify the cues employees use to identify an email as important and/or urgent. Taking an emic perspective, a qualitative research methodology is used to analyze interview responses from knowledge workers. Our findings support the notion that employees use strategies similar to those encapsulated in Mitchell et al.’s (1997) operationalization of stakeholder salience when evaluating an email's importance and/or urgency. Results from this study can be used to design email policies to support knowledge worker performance.

Impact of activity-based work environments on knowledge work performance – quasi-experimental study in governmental workplaces

PurposeWork environment change from the traditional cell- and open-space offices to activity-based work (ABW) generates many concerns among workforce and management. The purpose of this study is to observe impacts of ABW change on several knowledge work performance drivers and outputs.Design/methodology/approachA quasi-experimental design was applied to distinguish the impact of ABW on several dimensions of knowledge work performance in three governmental organizations. The empirical measures that were observed in the study were: perceptions of physical environment, virtual environment and social environment, individual ways of working, well-being at work and self-assessed productivity.FindingsWell-being at work or productivity will not collapse because of ABW change. Most of the facets of self-assessed productivity and all of the well-being facets did not change because of the adoption of ABW. ABW change had a positive impact on group work effectiveness but negative effect on perceptions of the facilities as conducive for efficient working. ABW change had an enhancing effect on the routine of protecting one’s concentration from software-induced interruptions and decreasing effect on using mobile technologies to work during idle times and using technology to avoid unnecessary traveling. ABW change made telework more acceptable.Originality/valueTo the best of the authors’ knowledge, this study was one the first studies following real-world change to ABW with quasi-experimental design. The difference-in-differences approach made it possible to isolate the causal impact of ABW change on the knowledge work performance drivers and outputs from other simultaneous changes taking place in the studied workplaces.

COMBINED EFFECT OF INFORMATION TECHNOLOGIES AND THE KNOWLEDGE NETWORK ON PERFORMANCE AND KNOWLEDGE TRANSFER

Improving the performance of knowledge workers is one of the most relevant issues within knowledge management.

Human and AI: adaptation of the knowledge workers to artificial intelligence

Self-adaptive artificial intelligence (AI) technologies can perform a growing number of cognitive tasks that used to depend on human judgement, raising debates about whether AI may substitute for or complement knowledge workers. There is no conclusive evidence on how AI transforms the nature of work, human capital and organization, especially in knowledge-intensive industries. This study highlights the important yet overlooked strategic adaptation of knowledge workers to AI, and how it shapes the human–AI relationship through two mechanisms—a learning mechanism and a differentiation mechanism. Empirical analyses using proprietary data at individual worker level and task level suggest that the adoption of AI significantly improves the performance of knowledge workers. AI provides implicit incentives for knowledge workers to exert effort and adapt, leading to a revised division of tasks between humans and AI.

Promoting knowledge sharing performance in a knowledge management system: do knowledge workers’ behavior patterns matter?

PurposeThis paper aims to identify the impact of demographical and organizational variables such as age, gender, experiences use of knowledge management system (KMS), education and job level on knowledge sharing (KS) performance of knowledge workers in knowledge activities of a KMS. Specifically, it seeks to explore that is there any relationship between the KS behavior patterns of high KS performance knowledge workers with their performance. Furthermore, this study using its conceptual attitude model aims to show that whether knowledge workers’ behavior patterns in sharing information and knowledge throughout a KMS have any specific effect or not.Design/methodology/approachThis paper proposed a framework to mine knowledge workers’ raw data using data mining techniques such as clustering and association rules mining. Also, this research uses a case-based approach to a knowledge-intensive company in Iran that works in the field of information technology with 730 numbers of workers.FindingsFindings suggest that demographical and organizational variables such as age, education and experience use of KMS have positive effects on knowledge worker’s KS behavior in KMSs. In fact, people who have lower age, higher education degrees and more experience use of KMS, have more participation in KS in KMS. Also, results depict that the experienced use of KMS has the most impact on the intention of KS in this KMS. Findings emphasize on the importance of the influence of the behavioral, organizational environments and psychological factors such as reward system, top management support, openness and trust, on KS performance of knowledge workers in the KMS. In fact, according to data, the KMS reward system caused to increasing participation of the users in KS, also in each knowledge activity that top managers participate in, the scores were higher.Practical implicationsThis research helps top managers in designing policies and strategies to improve the participation of knowledge workers in KS and helps human resource managers to improve their membership policies. Also, assist Information Technology (IT) managers to enhance KMSs’ design to leverage with organization strategies in the field of improving KS and encourage people to participate in KMS.Originality/valueThis research has two key values. First, this paper applies a data mining framework to mining and analyzing data and this paper uses actual data of a KMS in a specialist company in Iran, with about 27,740 real data points. Second, this paper investigates the impact of demographical and organizational attributes on KS behavior, which little is empirically known about the impact of demographical variables on KS intention.

Research on the Relationship between Motivation and Innovation Performance of Knowledge Workers Based on Computer Algorithms

For many enterprises, knowledge workers have become an important human resource. As the human capital that can add value, the management of knowledge employees has become an important issue of concern for enterprises. At present, there are still some problems in the incentive research of knowledge workers in China, such as the incomplete research object, the relatively single industry, the lack of pertinence and operability of the research content, the lack of tools and methods to measure the incentive effect of knowledge workers. In the management practice, the incentive of knowledge employees is mainly based on salary, with little attention paid to other incentive measures, the enterprise’s understanding of it is not deep enough, the incentive mechanism is not sound, the incentive effect is not significant and other problems need to be solved.

The Influence of Immaterial Incentives on Job Performance of Knowledge Workers : Focusing on Psychological Contract as Mediating Variable

The Influence of Immaterial Incentives on Job Performance of Knowledge Workers : Focusing on Psychological Contract as Mediating Variable

Perceptions and performance of knowledge workers transitioning from single-cell offices to shared workspaces: evidence from panel data

Purposeto evaluate the experiences of knowledge workers who work in shared workspaces and those who moved from single-cell offices to shared workspaces.Design/methodology/approachKnowledge workers were surveyed before and after 34% moved from single-cell offices to shared workspaces. The authors exploit this panel design in the analysis.FindingsShared offices were rated as providing more distraction, less privacy and worsened indoor environment quality (IEQ) (p < 0.05). Perceptions of collaboration and networking also declined in shared workspaces. Distraction and a lack of privacy were negatively associated with self-reported productivity (p < 0.10). Neither IEQ nor collaboration nor networking was significantly associated with productivity. The perceptions of those who moved to shared workspaces and those who had worked in shared workspaces all along were statistically indistinguishable.Research limitations/implicationsThe quasi-experimental control provides evidence that it is the office type, not the experience of moving, that accounts for the evaluative changes. There are limitations inherent in using a self-rating performance measure.Practical implicationsOrganisations should be aware that the positive outcomes ascribed to shared spaces may not be apparent and that demands may outweigh benefits.Originality/valueKnowledge workers are particularly impacted by distraction and interruptions to concentrated work. The quasi-experimental design controlled for the Hawthorne effect, demonstrating that it is the office type, not the move, that accounts for differences in perceptions.