Effect of empowering leadership on knowledge sharing: mediating roles of psychological empowerment and psychological capital

Haq, Muhammad Anwar ul; Ahmed, Mirza Ashfaq; Khalid, Shaista; Usman, Muhammad

doi:10.1504/ijkl.2021.116897

Cited by 4 publications

(4 citation statements)

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“…According to Zunaidah, Nengyanti, and Hadjri (2019), work stress easily leads to frustrating workers' turnover intention. Due to work stress, there are chances of delivering poor and delayed services by nurses, which may harm the organisation in both financial and non-financial aspects (Haq, 2014). Furthermore, there are chances that the effects of work stress show an adverse influence on nurses' behaviour that ultimately increases the intention to leave the job (Haq, 2014).…”

Section: Discussionmentioning

confidence: 99%

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Does work stress & workplace incivility influence Employee Turnover Intentions? Mediating Role of Work-family Conflict

Mehmood

Aziz

Husin

2023

IJSSER

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Purpose: The purpose of this study was to assess the impact of work stress and workplace incivility on turnover intention and work-family conflict. As well as the role of work-family conflict in mediating the relationship between work stress, workplace incivility, and turnover intention. Design/methodology/approach: The data was collected by distributing 573 questionnaires to nurses working in the healthcare sector in Punjab, Pakistan. The SPSS (23) statistical package was used to analyze the data, and the model was evaluated using partial least squares (Smart PLS 3.3). Main Findings: The findings showed that workplace stress and incivility had a direct positive effect on turnover intention. Additionally, there was a positive relationship between work stress and workplace incivility, as well as a negative relationship between work-family conflict and workplace incivility. Work-family conflict positively mediates the relationship between work stress and turnover intention, but there is no such relationship between workplace incivility and turnover intention. Research limitations/implications: The results provide empirical evidence that work stress, and workplace incivility, are positively related to intent to leave the organization. Furthermore, the conceptual framework of this study can be a guide for future research on turnover intention. Originality/value: This study is unique, as it is the first study conducted on work stress and workplace incivility in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to work stress, workplace incivility, and its outcomes.

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Section: Discussionmentioning

confidence: 99%

“…Job stress has a favourable relationship with the intention to leave a job. According to Haq (2014), an employee who is under much stress at work may want to leave. Shukla and Sinha (2017) also consider the psychological effects of demanding work environments.…”

Section: Work Stress and Turnover Intentionmentioning

confidence: 99%

Does work stress & workplace incivility influence Employee Turnover Intentions? Mediating Role of Work-family Conflict

Mehmood

Aziz

Husin

2023

IJSSER

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“…(2012), örgütsel dışlanmanın duygusal tükenme, iş yerinde moral bozukluğu ve duygusal tükenme ile arasında pozitif ilişki olduğunu ortaya koymuştur. Haq (2014) örgütsel dışlanma ile iş stresi ve işten ayrılma niyeti arasında pozitif ilişki tespit etmiştir. İş performansı ve örgütsel dışlanma arasında da negatif ilişki bulunmuştur.…”

Section: Tartışma Sonuç Ve öNerilerunclassified

Öğretmen Algılarına Göre Örgütsel Muhalefet ve Örgütsel Dışlanma Arasındaki İlişki

YOL

Zincirli

2022

İnönü Üniversitesi Eğitim Fakültesi Dergisi

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Bu çalışmanın genel amacı, öğretmen algılarına göre örgütsel muhalefet ile örgütsel dışlanma arasındaki ilişkiyi incelemektir. Çalışmada genel tarama modeli türlerinden, ilişkisel tarama modeli kullanılmıştır. Araştırmanın evrenini 2021-2022 eğitim öğretim yılında Elazığ ilindeki resmi anaokulu, ilkokul, ortaokul ve liselerde görevini sürdüren öğretmenler oluşturmaktadır. Araştırmanın örneklemi, kota örnekleme yöntemiyle belirlenmiş olup araştırma çeşitli kademelerde görev yapan 626 öğretmenden alınan veriler analiz edilerek gerçekleştirilmiştir. Araştırma kapsamında veriler, Örgütsel Muhalefet Ölçeği (ÖMÖ), Örgütsel Dışlanma Ölçeği (ÖDÖ) ve araştırmacı tarafından hazırlanan kişisel bilgi formu ile toplanmıştır. Araştırmada verilerin analizinde istatistiki paket programı kullanılmıştır. Elde edilen veriler, güvenirlik, yüzde, frekanslar, t-testi, ANOVA testi, Pearson Korelasyon analizi ve Çoklu Regresyon Analizi yapılarak incelenmiştir. Öğretmen algılarına göre ÖM, alt boyutları olan dikey ve yatay muhalefetin cinsiyet, eğitim kademesi, branş değişkenlerine göre istatistiksel olarak anlamlı bir farklılık göstermediği tespit edilmiştir. Öğretmen algılarına göre ÖD, alt boyutları olan yalnızlaştırma ve hiçleştirmenin cinsiyet, eğitim kademesi, branş değişkenlerine göre istatistiksel olarak anlamlı bir farklılık gösterdiği tespit edilmiştir. Pearson Korelasyon analizi sonucuna göre, ÖM (dikey muhalefet, yatay muhalefet) ile ÖD (hiçleştirme, yalnızlaştırma) arasında pozitif yönde anlamlı ilişkiler vardır. Çoklu regresyon analizi sonucunda örgütsel muhalefet toplam puanları ile dikey muhalefet ve yatay muhalefet boyutlarının ÖD algısını anlamlı düzeyde yordadığı görülmektedir. Bu sonuçlara göre örgütsel muhalefet düzeyinin örgütsel dışlanma algısındaki toplam varyansın yaklaşık %15’ini açıkladığı söylenebilir.

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“…Knowledge sharing and hiding are the behaviors of employees that intentionally distribute or store information, ideas, competencies, and skills, which are determined by various factors. Factors that affect employees to share or hide knowledge, including career identity , paradoxical leadership, employee creativity (Devi, 2023), motivation (Perotti et al, 2023), empowering lea-dership (Haq et al, 2021;Khatoon et al, 2022), workplace ostracism (Xing and Li, 2022), job autonomy (Peng et al, 2022), work alienation (Guo et al, 2022), organizational environment (Kumar-Jha and Varkkey, 2018), organizational rewards (Zhang and Min, 2021), organizational injustice (Jahanzeb et al, 2020), psychological contracts, and overqualified employees (Zhang et al, 2022). Overqualified employees as a determinant of knowledge-sharing or hiding behavior have attracted attention, as one-third of the world's workforce thinks and believes that they are overqualified for the job they are currently doing (Arvan et al, 2019;.…”

Section: Introductionmentioning

confidence: 99%

The Roles of Respectful Leadership and Overqualified Employees on Knowledge Sharing and Knowledge Hiding

Hardi,

Alviani,

Dewi

et al. 2024

JAM

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In response to the competitive and dynamic business environment, understanding the determinants of knowledge sharing and knowledge-hiding behavior is crucial for optimizing knowledge utilization in achieving sustainable competitive advantage. This study aimed to develop a conceptual model of the relationships between overqualified employees, knowledge sharing, knowledge hiding, and respectful leadership. Data were collected from 94 BUMN Bank employees, and data were processed using PLS Structural Equation Modeling (SEM). This study proposes respectful leadership as a strategy to increase knowledge-sharing behavior and reduce knowledge-hiding behavior. The results of this study show that overqualified employees have an effect on knowledge sharing and knowledge hiding. Then, respectful leadership strengthens the effect of overqualified employees on knowledge sharing but weakens the effect of overqualified employees on knowledge hiding. The results of this study strengthen social exchange theory, where a respected leader will make individuals more concerned with social exchange than economic exchange so they don't hide information.

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Effect of empowering leadership on knowledge sharing: mediating roles of psychological empowerment and psychological capital

Cited by 4 publications

References 0 publications

Does work stress & workplace incivility influence Employee Turnover Intentions? Mediating Role of Work-family Conflict

Does work stress & workplace incivility influence Employee Turnover Intentions? Mediating Role of Work-family Conflict

Öğretmen Algılarına Göre Örgütsel Muhalefet ve Örgütsel Dışlanma Arasındaki İlişki

The Roles of Respectful Leadership and Overqualified Employees on Knowledge Sharing and Knowledge Hiding

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