Work Behavior Research Articles

Minor tungsten addition enhances corrosive resistance in CoCrFeNi high-entropy alloy at elevated seawater temperature

Most research on the corrosive CoCrFeNi high-entropy alloy (HEA) has mainly modulated element species and atomic concentration recently. However, the corrosive resistance of the passive film in the elevated temperatures environment inevitably need to be extensively explored for application. In this work, the microstructure and corrosion behavior in the elevated temperatures of face-centered cubic (FCC) CoCrFeNiWx (x = 0 and 0.2) HEAs are investigated. The mechanism of passivation layers on the corrosion behavior of HEAs is further discussed for comparison to the alloy of addition tungsten. Through potentiodynamic polarization curves in 3.5 wt% NaCl solution from 25 °C to 70 °C, the addition of tungsten can raise the critical pitting temperature, while maintaining a lower passivation current density and a larger passivation range at the same time. The high resolution X-ray photoelectron spectrometer (HRXPS), electrochemical impedance spectroscopy (EIS) and scanning electrochemical microscopy (SECM) are all conducted to analyze the passivation composition and chemical reaction of the present alloys detailly. The CoCrFeNiW0.2 HEA exhibits the uniform Cr2O3 layer on the FCC matrix; the proportion of dispersive WO3 layer on the μ phase precipitates form a double-layer passive film under elevated temperature in 3.5 wt% NaCl. It shows that the synergistic effect of the double-layer passive film significantly enhances the pitting and corrosive resistance in this HEA.

Knowledge management infrastructure capabilities towards innovative work behavior: Employee's resilience and role of functional flexibility

This study aims to identify the specific mechanisms through which knowledge management infrastructure capabilities (KMIC) can affect IWB and provide insights into how organizations can support innovation through the development of resilient employees. Therefore, current research investigates the association between Knowledge-Management Infrastructure Capability (KMIC), Employee Resilience, Function-al-Flexibility (FF), and Innovative Work-Behavior (IWB) in the workplace. The data was collected through a survey of 374 employees working in tourism firms. For data collection, random sampling method and SEM technique was used. The outcomes demonstrate that KMIC has significant link with IWB; findings also present that employee's resilience mediates and functional flexibility moderates in the association between KMIC and IWB, which in turn have a positive and significant impact on IWB. By investing in knowledge management practices, developing employee resilience, and enhancing functional flexibility, organizations can improve their competitiveness, promote growth and innovation, and enhance their employees' well-being and job satisfaction. This study just explored how KMIC affected innovative work behavior directly and indirectly. In future additional factors such as leadership style and organizational culture could be explored. Additionally, the study found that functional flexibility moderates the relationship between employee resilience and IWB. This study finding offer imperative implications for organizations that aims to improve their employees' resilience, functional flexibility, and IWB through knowledge management practices. Through inferring these dynamics, this research provides valued insights for upcoming studies on the executive origination and offer useful instructions for industries pursuing to raise employee determined invention with strong KMIC, nurturing resilience and stimulating functional flexibility.

Pengaruh Perceived Overqualification dan Work Stress Dengan Moderasi Transformational Leadership Terhadap Innovative Work Behavior dan Turnover Intention

This research aims to analyze and explore the influence of two key factors, namely Perceived Overqualification and Work Stress, on employee Innovative Work Behavior and Turnover Intention in the context of logistics companies. In addition, this research considers the moderating role of Transformational Leadership in the relationship between Perceived Overqualification and Work Stress with Innovative Work Behavior and Turnover Intention. This research involved a survey of employees at a logistics company using a questionnaire, then the data collected was analyzed using quantitative methods with the population in this study involving 180 employees at a multinational logistics company that provides warehousing and distribution services in the Bekasi Regency area. The research results show that Perceived Overqualification and Work Stress have an influence on Turnover Intention. Apart from that, Transformational Leadership has been proven to moderate the relationship between Perceived Overqualification and Innovative Work Behavior. These results indicate that human resource management in logistics companies must consider Perceived Overqualification and Work Stress as important factors in promoting innovative work behavior that can reduce employee turnover intentions. This research has practical implications for logistics companies in developing more effective and efficient human resource management policies. Apart from that, this research also provides theoretical contributions in understanding the relationship between Perceived Overqualification, Work Stress, Transformational Leadership, Innovative Work Behavior and Turnover Intention in the context of logistics companies.

Assist me or replace me? Uncovering the influence of AI awareness on employees' counterproductive work behaviors.

Drawing on the conservation of resources theory (COR), the research aims to reveal the influence of artificial intelligence (AI) awareness on employees' mental health and behaviors, particularly examining whether and how employees' AI awareness impacts their counterproductive work behaviors (CWB) in human-intelligence collaborations. Data was collected from 327 Chinese employees who collaborated with AI in sales, manufacturing, logistics, and other industries. The measurement instruments included scales for AI awareness, psychological contract (PC), emotional exhaustion (EE), and counterproductive work behavior (CWB). We used Hayes's PROCESS macro to analyze the data. AI awareness had a significant positive impact on CWB (β = 0.448, p < 0.01). PC and EE play a role as partial mediators in the relationship between AI awareness and CWB. The mediating pathways consist of three sequences: "AI awareness → PC → CWB," "AI awareness → EE → CWB" and "AI awareness → PC → EE → CWB," with the respective contributions to the overall effect amounting to 8.04, 18.53, and 4.91%. Our research contributes to the study of AI in the management field by elucidating the relationship between AI awareness and CWB, as well as the mediating mechanisms of this relationship, which enriches the literature on CWB and expands the understanding of the associations between AI and CWB.

Effects of Authentic Leadership on Innovative Work Behavior: Psychological Capital as Mediator and Organizational Unfairness as Moderator in Pakistani Public Sector Organizations

The purpose of this research is to determine the effects of authentic leadership on innovative work behavior (IWB) in the context of Pakistan’s public sector organizations, with the mediating effect of psychological capital and moderation by organizational unfairness. This study adopted a quantitative research design and questionnaires were used to collect data from 314 respondents, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. The outcomes show that the degree of authentic leadership has a positive impact on the level of IWB. As in the case of psychological capital, it is effective in mediating this relationship, thus underlining the significance of leaders supporting self-efficacy, hope, resilience, and optimism among the workforce to enhance innovation. Furthermore, the organizational unfairness to a great extent moderates the relationship between authentic leadership and IWB; the role of the right environment in encouraging employees’ innovation. This research fills the gap in the literature by describing and explaining authentic leadership and innovation in the context of the public sector organizations. The managerial implications stress the significance of the leadership development initiatives aimed at strengthening the authentic leadership in organizations and creating the supportive environment that would help improve creativity and organizational performance.

The impact of human factors on veterinary anaesthesia

Human factors are an evidence-based science that consider how external factors and personal circumstances influence work behaviours and the reasons why events happen. It has been frequently studied in professions where mistakes can have disastrous consequences, such as aviation and human medicine, and is now becoming more considered in veterinary medicine. Understanding how human factors influence the safe delivery of anaesthesia means more safety measures can be put in place for both the wellbeing of patients and veterinary staff. These measures include surgical safety checklists, open communication between colleagues and the use of adverse event reporting platforms.

Validating Measures of Work Engagement and Innovative Work Behaviour in Malaysian Educators: An Exploratory Factor Analysis

Validating Measures of Work Engagement and Innovative Work Behaviour in Malaysian Educators: An Exploratory Factor Analysis

Taking Anger Home: Are Employees Who Experience Ostracism from Supervisors More Likely to Undermine Family Harmony? The Perspective of Anger Displacement

Supervisor ostracism is commonplace in work settings. Previous studies have mainly focused on the influence of supervisor ostracism on employees’ work behavior and performance, while the impact of supervisor ostracism on employees’ family harmony has garnered less attention. Based on the affective events theory, we analyzed data collected from 3 time points and 343 employees in the Chinese context. We found that supervisor ostracism significantly undermines employee-family harmony, which is mediated by workplace anger. In addition, our study demonstrated that high emotional regulation alleviates the relationship between workplace anger and family undermining, reducing the destructive consequences for the family. Our results indicated that individual differences in emotional regulation are responsible for moderating the mediating effects of workplace ange between supervisor ostracism and family undermining, shedding light on future research directions and providing practical implications for solving work-family conflict.

Counter Productive Work Behaviour and Organizational Productivity of Selected Public Organizations in Cross River State: A Theoretical Review

The purpose of the study was to examine counter productive work behavior and organizational productivity in selected public organizations. A study of Calabar, Ugep and Ikom local government council in Cross River State. The specific objectives were to: examine the extent to which sabotage behavior can affect organizational productivity; examine how theft can affect organizational productivity; and to determine how withdrawal can affect organizational productivity. This study adopted theoretical review methods. Information was gathered using textbooks, journals, published and unpublished journals, libraries and internet applications. Based on the theoretical review, the following findings were revealed thus: there was a significant relationship between sabotage behavior and organizational productivity, there was a significant relationship between theft behavior and organizational productivity, and there was a significant relationship between withdrawal behavior and organizational productivity. In line with the findings, the study recommended that organizations should organise regular enlightenment programmes and formulate appropriate HR policies that would help reduce the level of counterproductive work behaviors among employees. Managers should endeavor to limit the effect and pervasiveness of detrimental behaviors.

Adaptive leader's toolkit: Strategies for enhancing employee performance through mediated pathways in the Saudi healthcare sector

This study examines how adaptive leadership (AL) affects employee performance (EP) in Saudi Arabian healthcare organizations. It also explores how leaders can effectively manage employees during the major changes expected as part of Saudi Arabia's Vision 2030 and the Health Sector Transformation Program. The research looks at how occupational self-efficacy (OSE), acceptance of change, and innovative work behavior (IWB) mediate the relationship between AL and EP. Data was gathered from 456 healthcare workers in Saudi Arabia. SPSS-28 and SmartPLS4 were used to analyze the data and test the hypotheses. Reliability was assessed through Cronbach's Alpha, rho_A, and composite reliability, while validity was tested using AVE, Heterotrait-Monotrait (HTMT), and the Fornell-Larcker criterion. Descriptive statistics, Pearson correlation analysis, and Structural Equation Modeling (SEM) were applied to confirm the measurement model and test the hypotheses. The model evaluation included the adjusted R2, normed fit index, standardized root mean square residual, and Q2predict. The findings show that AL positively impacts EP in healthcare organizations in Saudi Arabia. OSE, acceptance of change, and IWB also influence this relationship. The study emphasizes the importance of AL in healthcare organizations facing ongoing change, as it helps empower employees and improve their creativity, performance, and well-being. Training in AL and change management strategies can be used to promote resilience, communication, and innovation, fostering a positive organizational culture during periods of transition.

Cultivating Innovative Work Behavior: Insights from HRM Practices Integration

Innovative Work Behavior (IWB) has a prominent space in various literature, but what cultivates it remains inconsistent and fragmented. This study posits that controlled Human Resource (HR) practices can foster Innovative Work Behavior (IWB). It used Reflective Thematic Analysis (RTA) to examine from the lens of Perceived Organizational Support (POS) and Learning Culture (LC) theories based on the insights of 10 expert-respondents across 8 industries. The findings revealed that the organization’s support and the synergy of HR practices such as Diversity Management (DM), Work Life Balance (WLB), and Training and Development (TD) significantly succeeded to cultivate IWB while Rewards and Recognition (RR) practices failed to cultivate the desired behavior. The study also showed that championing cultural diversity and observing employees’ balanced work-family time propelled innovative behavior. Likewise, Learning Culture (LC) as enhanced by TD, DM, and WLB practices escalated the employees’ IWB. The study recommends to strategize RR practices, focusing on intrinsic rewards that are linked to IWB and to enhance TD practices for sustainable learning. It further highlights the crucial role of organizational support through HRM practices and learning culture in cultivating IWB. Since IWB is multi-factored, an investigation on other factors not addressed in this study and longitudinal research must be conducted to ensure consistent findings. The future direction of this study should also focus on external factors such as technological advancement, market competition, and regulatory environment that shall redefine the organization’s core values and consequently frame employees’ Innovative Work Behavior. This study does not only contribute to the existing body of literature, but also offers significant insights for both HR and Innovation managers in their respective practices. Keywords: Innovative Work Behavior, HR Practices, Organizational Performance, Diversity Management, Work-Life Balance, Training and Development, Rewards and Recognition, Perceived Organizational Support (POS) Theory, Learning Culture (LC) Theory

Unnoticed problems and overlooked opportunities: How and when employees fail to speak up under ambiguous threats.

Organizations often need to deal with ambiguous threats, which are complex, unprecedented, and difficult-to-predict events that hold the potential to cause harm. Drawing on the attention-based view of work behavior, we propose that employees do not always remain vigilant to such threats. Consequently, we argue that, in the face of those threats, employees can fail to notice or recognize problems or vulnerabilities in their organizations' work processes or products that can hinder coping. We posit that this effect is, paradoxically, more pronounced when employees are working with trustworthy managers who are perceived as capable and focused enough on the well-being of their units to adequately deal with work challenges. Thereby, we highlight that employees may overlook problems and thus not speak up, precisely when their input is highly desired to address ambiguous threats and can be effectively used by competent and caring managers. Using a combination of field surveys and preregistered experiments, we demonstrate support for our arguments. In the process, we present an alternative attention-based perspective to the voice literature that has so far predominantly focused on cost-benefit-based explanations (i.e., how employees evaluate the perceived costs of speaking up vs. presumed benefits) when describing hurdles to employee voice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Do Organizational Politics Triggers Counterproductive Work Behaviors in Hospitality and Tourism Organizations: The Roles of Job Stress and Distributive Justice

Do Organizational Politics Triggers Counterproductive Work Behaviors in Hospitality and Tourism Organizations: The Roles of Job Stress and Distributive Justice

Job stress matters: Understanding how job stress moderates the relationship between person-environment fit and innovative work behavior in the Thai food industry

This study investigates the impact of person-environment fit and job stress on innovative work behavior within Thailand's food industry. Through a comprehensive survey conducted among supervisors in the food industry, validated scales were utilized to measure person-environment fit, job stress, and innovative work behavior while controlling demographic variables. Employing hierarchical regression analysis and moderation analysis, the study examines the direct and moderating effects of person-environment fit and job stress on innovative work behavior. Results reveal a significant positive relationship between person-environment fit and innovative work behavior, with job stress moderating this relationship. Notably, specific points of interaction between job stress levels and person-environment fit are identified, shedding light on nuanced dynamics within the food industry. This research introduces a novel approach by integrating the Job Demands-Resources Model with person-environment fit theory to explore how specific stressors unique to the food industry can influence innovation. The study also pioneers the use of industry-specific measures for assessing job stress and innovation, which were developed and validated within this context. This research contributes to both theoretical and practical knowledge by enhancing our understanding of innovation mechanisms in the food industry and providing actionable insights for fostering creativity and innovation among employees. The study's originality lies not only in its emphasis on the context of the food industry but also in its development of tailored theoretical and methodological approaches to address the sector's unique challenges and opportunities.

Driving Organizational Innovation in Public Healthcare: The Strategic Impact of Inclusive Leadership

In the public sector, it is essential to prioritize innovation and adaptation to efficiently tackle intricate and ever-changing difficulties. The objective of this study is to analyze how inclusive leadership affects the innovative work behavior of employees in the public healthcare sector and to determine the function of public service motivation and leader-member exchange theory in regulating this relationship. To evaluate the study’s hypotheses, data was collected from a field study of 300 public healthcare workers. The data was gathered via structured surveys and analyzed using Hayes' technique with the help of Mplus. The testing was combined with bootstrapping to analyze mediation and moderation relationships in the study. The results show a strong and positive connection between inclusive leadership and employees’ innovative work behavior in the public healthcare sector. Furthermore, the variables of autonomy and competence played a mediating role in the connection between inclusive leadership and individual work behavior. The study also includes a rigorous investigation of its results, as well as an analysis of their implications, limitations, and recommendations for future research endeavors.

Workplace ostracism and counterproductive work behaviour: parallel mediation of felt accountability and emotional exhaustion

Workplace ostracism and counterproductive work behaviour: parallel mediation of felt accountability and emotional exhaustion

The Influence Of Transformational Leadership And Job Characteristics On Innovative Work Behavior And Employee Performance In The Setda Environment Of Ketapang Regency

The purpose of this study is to explain the effect of transformational leadership on: 1. Characteristics of work, 2. Innovative work behavior, and explain the influence of: 3. Transormational leadership 4. Characteristics of work, 5. Innovative work behavior, on employee performance in the Regional Secretariat of Ketapang. The study was carried at the Regional Secretariat of Ketapang, to use quantitative research and Path analysis with program SPSS 21. Data collection is the Questionnaire method. The number of respondents in this study is 35 respondents. The results of this study indicate that each variable has a positive and significant effect, transformational leadership and work characteristics is a positive and significant effect on innovative work behavior, and transformational leadership, work characteristics and innovative work behavior is a positive and significant effect on employee performance.

Emotional Intelligence as Critical Competence in Nurses' Work Performance: A Cross-Sectional Study.

Emotional intelligence may help nurses to cope with demanding work environments where the need to improve the quality and safety of the care provided, as well as the care of the chronically ill, prevails. Although it is well known that emotional intelligence is positively related to work performance, the literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. We conducted a cross-sectional study with 318 nurses. We collected data from a convenience sample of nurses during January 2024. Since we conducted an online survey through social media, our sample could not be representative of all nurses in Greece. For instance, older nurses may be underrepresented in our study due to limited access on social media. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We followed the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. We found that the four streams of emotional intelligence (i.e., well-being, self-control, emotionality, sociability) increased nurses' work performance. In particular, we found a positive relationship between well-being and task performance (adjusted beta = 0.210, 95% CI = 0.140 to 0.281, p-value < 0.001) and contextual performance (adjusted beta = 0.135, 95% CI = 0.050 to 0.221, p-value = 0.002). Similarly, there was a positive relationship between self-control and task performance (adjusted beta = 0.136, 95% CI = 0.030 to 0.241, p-value = 0.012). Additionally, sociability increased task performance (adjusted beta = 0.223, 95% CI = 0.151 to 0.295, p-value < 0.001) and contextual performance (adjusted beta = 0.198, 95% CI = 0.111 to 0.286, p-value < 0.001). Moreover, emotionality (adjusted beta = -0.198, 95% CI = -0.319 to -0.076, p-value = 0.002) and sociability (adjusted beta = -0.133, 95% CI = -0.221 to -0.044, p-value = 0.003) reduced counterproductive work behavior. Our multivariable models identified a positive impact of emotional intelligence on nurses' work performance. Nurse managers and healthcare organizations should adopt appropriate interventions to improve nurses' emotional intelligence. Enhancing emotional intelligence among nurses can improve work performance and, thus, healthcare outcomes. Moreover, higher levels of emotional intelligence may empower nurses' compassion and resilience, fostering a supportive work environment. In this context, the well-being of both nurses and patients may improve.

The contribution of leader–member exchange (LMX) to organisational sustainable development: Results and implications from Kenyan public universities study

We aimed to establish the contribution of leader–member exchange (LMX) to sustainable development of public universities in the emerging country of Kenya. The participants were 320 employees from public universities in Kenya (female = 43.1%; middle level managers = 47.8%, top leadership team = 26.6%; mean year of service = 13 years, SD = 3.6 years). They completed measures on LMX, innovative work behaviour, organisational engagement and sustainable development. Following structural equation modelling, findings showed that high quality LMX characteristics exhibited between leaders and followers significantly contributed to organisational sustainable development. High quality LMX also significantly contributed to employee organisation engagement. The results further revealed that innovative work behaviour was positively associated with sustainable development in that high LMX relationships between leaders and their followers inspired workers to be more innovative in their jobs. Our findings suggest a need for emerging countries’ public universities to incorporate LMX in their policies and procedures for their sustainability. The results indicate that high LMX is a key factor for driving successful public universities in developing country settings.

Innovative work behavior of intrapreneurs: a matter of belonging and support?

Innovative work behavior of intrapreneurs: a matter of belonging and support?