Epistemic curiosity and perceived workload: a moderated mediation model of achievement striving and overwork climate

Ishaq, Erum; Bashir, Sajid; Khan, Abdul Karim; Hassan, Muhammad Mubbashar; Zakariya, Ramsha

doi:10.1080/09585192.2019.1641734

Cited by 20 publications

(16 citation statements)

References 76 publications

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“…To test our moderation hypotheses, such as to estimate conditional effects, we use Hayes' PROCESS macro for SPSS which is widely used for such types of hypotheses (see, for example, Ishaq et al, 2019;Einarsen et al, 2018;Lee et al, 2018).…”

Section: Empirical Strategymentioning

confidence: 99%

Social capital, knowledge sharing, work meaningfulness and creativity: evidence from the Pakistani pharmaceutical industry

Bhatti

Vorobyev

Zakariya

et al. 2020

JIC

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PurposeAs an integral part of intellectual capital (IC), social capital (SC) has been studied as an asset crucial to social relationships among individuals and groups of individuals, which in turn have a significant impact on organizational performance outcomes. This study investigates the impact of organizational social capital (OSC) on employee creativity through the mediation role of knowledge sharing (KS) and moderation of work meaningfulness (WM).Design/methodology/approachThe authors base the analysis on employee-level data gathered via a cross-sectional survey designed for this study. The authors surveyed 217 employees of the pharmaceutical industry in Pakistan. The authors run a confirmatory factor analysis (CFA) and use structural equation modeling (SEM) and Hayes method to test the hypotheses.FindingsThe authors find that OSC positively affects employees’ willingness to share their knowledge with colleagues, which in turn has a positive effect on employee creativity (EC). The results also show that the relationship between social capital and knowledge sharing is moderated by work meaningfulness.Research limitations/implicationsThis study contributes to the IC in general and the SC literature in particular, by providing empirical evidence that shows how creativity could be a focal and pivotal performance outcome of organizational social capital through the moderated mediation roles of work meaningfulness and knowledge sharing.Originality/valueThe authors adopt the concept of SC from the organizational level to the individual level, examining how an individual's perception of organizational capital influences his or her creative behavior and exploring the role of KS and job meaningfulness (JM) in this relationship.

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Section: Empirical Strategymentioning

confidence: 99%

Social capital, knowledge sharing, work meaningfulness and creativity: evidence from the Pakistani pharmaceutical industry

Bhatti

Vorobyev

Zakariya

et al. 2020

JIC

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“…Proposition 4: Mastery goal orientations may moderate the mediated relationship between post-COVID-19 technology acceptance behaviors and post-COVID-19 perceived technology ease of use through computer self-efficacy such that mediated relationship is stronger when mastery orientation of individuals is high than low Proposition 5: Mastery goal orientations may moderate the mediate relationship between post-COVID-19 technology acceptance behaviors and post-COVID-19 perceived technology ease of use through mastery experience such that mediated relationship is stronger when mastery orientation of individuals is high than low As mentioned earlier that a mastery goal orientation pertains to developing abilities, mastering new skills, accomplishing challenges, and developing alternative strategies when working on difficult tasks of an individual (Ishaq et al, 2019). Thus individuals with high learning goal orientation have a more positive attitude toward learning.…”

Section: Mastery Goal Orientationmentioning

confidence: 92%

“…In general, high achievement goals direct the behavior of individuals toward continuously striving to accomplish these goals. Individuals with mastery goal orientations seemingly exert consistent efforts and hard work to enhance their intellectual abilities ( Wan et al, 2012 ; Ishaq et al, 2019 ). Mastery-learning-oriented individuals are intrinsically motivated and are less susceptible to failure, because their sense of satisfaction with the work is not driven by external reasons ( Nicholls, 1984 ; Valentini and Rudisill, 2006 ).…”

Section: Mastery Goal Orientationmentioning

confidence: 99%

“…As mentioned earlier that a mastery goal orientation pertains to developing abilities, mastering new skills, accomplishing challenges, and developing alternative strategies when working on difficult tasks of an individual ( Ishaq et al, 2019 ). Thus individuals with high learning goal orientation have a more positive attitude toward learning.…”

Section: Mastery Goal Orientationmentioning

confidence: 99%

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Technology Acceptance Behavior and Feedback Loop: Exploring Reverse Causality of TAM in Post-COVID-19 Scenario

et al. 2021

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In this study, we considered the reverse causality of the technology acceptance model, specifically in the post-COVID-19 scenario. We propose a theoretical model that considers the impact of technology acceptance behaviors after COVID-19 over the beliefs of a user in terms of perceived ease of using technology and its usefulness. More specifically, we suggested that acceptance of technology post-COVID-19 may have influenced many technology-related individual factors such as computer efficacy, mastery experience, and self-regulated learning of users, while using technology that in turn may have affected beliefs of users about ease of using technology. Such an effect is ultimately reflected in the belief of technology usefulness and favorable post-COVID-19 attitude of users toward using technology. We further extend our model to identify mastery orientation of individuals that may moderate the relationship between technology acceptance behaviors and favorable attitude toward using technology in the post-COVID-19 scenario. Both practical and theoretical implications of this perspective are discussed.

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“…Although curious employees are empirically better at exploring and asking questions, but in the workplace, employees often feel that their curiosity doesn't have free rein. A large cross-cultural sample study results show that 60 percent of 3000 employees believe that curiosity is essential, but the same proportion of employees say that curiosity is hindered at work (Chang & Shih, 2019), which indicates that the performance of employees' curiosity is influenced by situational factors, Ishaq et al (2019) also appeal in the study that needs to explore the boundary conditions of work curiosity in future study. According to trait activation theory, personality traits can effectively predict behavior only when the situation provides clues or opportunities for the behavioral expression of personality traits.…”

Section: Introductionmentioning

confidence: 99%

Can Curious Employees be More Innovative? Exploring the Mechanism of Intrinsic Motivation and Job Autonomy

Qiu-ling¹

2021

PSYCH

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Innovation enables organizations to survive and maintain sustainability in today's increasingly competitive business environment. Employee innovation is an issue that has received much attention from enterprises and academic circles and has never been out of date. Curiosity is the beginning of the desire for knowledge, has always been regarded as the source of instructions for innovation. However, the idea that curiosity promotes innovation is not supported by empirical research. Here, we broaden our understanding of curiosity in an organizational context through an empirical investigation how work curiosity influences innovation behavior. We also propose that the mediating role of intrinsic motivation and the moderating role of job autonomy in the abovementioned relationships. Through two-stage paired tracking and multi-source questionnaire survey, using SPSS22.0 and Mplus7.0, and based on data collected from 247 participants in China, we tested our hypotheses concerning these relationships. The study has implications for enterprises to promote employee innovation, especially through "micro-innovation" to promote "big innovation".

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Epistemic curiosity and perceived workload: a moderated mediation model of achievement striving and overwork climate

Cited by 20 publications

References 76 publications

Social capital, knowledge sharing, work meaningfulness and creativity: evidence from the Pakistani pharmaceutical industry

Social capital, knowledge sharing, work meaningfulness and creativity: evidence from the Pakistani pharmaceutical industry

Technology Acceptance Behavior and Feedback Loop: Exploring Reverse Causality of TAM in Post-COVID-19 Scenario

Can Curious Employees be More Innovative? Exploring the Mechanism of Intrinsic Motivation and Job Autonomy

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