PurposeOrganizations use enterprise social media (ESM) platforms to operate, function, and develop. However, the effectiveness of the use of ESM is inconclusive. This study aims to explore the mechanism and boundary conditions of the relationship between employee ESM use and job performance.Design/methodology/approachThis study uses a 2-wave survey design, with a final sample of 481 employees from a large automobile company.FindingsThe results indicate that ESM use is beneficial and detrimental to job performance. On the one hand, ESM use is positively related to work overload, decreasing job performance. On the other hand, ESM use is positively associated with informational support, increasing job performance. A mediation test revealed that both work overload and informational support mediate the relationship between ESM use and job performance. Furthermore, job autonomy weakens the positive relationship between ESM use and work overload, but strengthens the positive relationship between ESM use and informational support.Originality/valueThis study provides a more balanced view of how ESM use influences job performance by demonstrating the opposing mediating roles of work overload and informational support. Further, this study fills a research gap by considering job characteristics when examining the boundary conditions of ESM use. Third, this study validates the generalization of the job demands-resources model in social media research.

Objectives: This study aimed to identify the prevalence and preference of herbal productsusage and to determine the perceptions of herbal products together with the awareness towardsthe drug-herb interactions among university students in Klang Valley Malaysia. Methods:A cross-sectional study was carried out by using a self-administered survey questionnairedistributed to students of four universities in Klang Valley Malaysia. A total number of 231responses were collected between December 2018 and March 2019. Statistical analysis wasperformed to evaluate the demographic factors associated with the use and perceptions of herbalproducts and awareness of drug-herb interactions. Results: Ethnicity and religions were twofactors associated with the use/perceptions of herbal products in the current study. The generalawareness and knowledge about drug-herb interactions were low and inadequate among theparticipants. Furthermore, with regard to awareness on drug-herb interactions, the course/program that students enrolled was found to be the sole factor linked. Conclusion: The culturalbeliefs and family traditional cultures played critical roles among Malaysia university studentson the use of herbal products. The healthcare stakeholders are suggested to design and to deliverprofessionally structured education to increase the consumers’ knowledge and even customerservice leading to an efficient and safe use of herbal products. Bangladesh Journal of Medical Science Vol.20(2) 2021 p.361-367

Using data from 310 executive MBA students in 66 teams on a business simulation project, we explored (a) how shared leadership and team learning behaviors influence each other over time in self-managed teams, and (b) how the stability of the leadership network structure (i.e., network churn) is associated with team learning behaviors. We found that shared leadership stimulated team learning behaviors in a manner consistent with previous research at the early stages of teams’ work together, but not at the middle and later stages of the task. We also found that teams that engaged in more learning behaviors early in the task were more likely to keep their leadership network structure stable. This stability was positively associated with team learning behaviors at the midpoint and end of the task. We use these findings to elaborate theory on how leadership and learning in self-managed teams develop, change, and influence each other over time.

PurposeThe authors explain the conditions under which positive personality traits and work environment factors either interact synergistically or yield diminishing-gains when creative individuals are in a supportive working environment.Design/methodology/approachData were obtained using a time-lagged design. The final sample includes 350 researchers from 64 scientific research teams.FindingsThe results indicate that the need for cognition is positively associated with individual creativity. Furthermore, this study suggests that perceived organizational support for creativity can complement an individual's need for cognition when it comes to individual creativity. This indicates a synergistic pattern. On the other hand, psychological safety can substitute for an individual's need for cognition when influencing individual creativity. Thus, a diminishing-gains pattern also exists.Practical implicationsThe results suggest that when individuals are stuck in environments of low psychological safety, yet perceive higher levels of organizational support for creativity, their levels of creativity can be boosted.Originality/valueThis study is among one of the first to explore a supportive context's complementary or substitution effect on positive personality traits by demonstrating the complementary effect of perceived organizational support for creativity and the substitution effect of psychological safety. This study validates the positive effect of the need for cognition on creativity. This study also enriches the psychological safety literature by showing that psychological safety is not always necessary for individuals with a high need for cognition.

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