Innovative behavior motivations among frontline employees: The mediating role of knowledge management

Kim, Minseong; Koo, Dong-Woo; Han, Hogyu

doi:10.1016/j.ijhm.2021.103062

Cited by 34 publications

(22 citation statements)

References 69 publications

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“…This interpretation is based on the empirical findings that the direct paths from green autonomous motivation, green external motivation, environmental concern and self-efficacy to green idea activist behavior were insignificant. From a statistical standpoint, the relatively stronger power of green idea generation’s and green idea promotion’s impacts on green idea activist behavior could make the paths from the psychological and attitudinal variables to green idea activist behavior significantly weaker (Kim et al , 2021). From a theoretical perspective of consumer behavior, individuals are more likely to adjust their behavioral ways to protect and preserve the natural environment, primarily when believing that their behavior can generate environmental benefits (i.e.…”

Section: Discussionmentioning

confidence: 99%

“…no threat of physical and mental harm and survey data confidentiality) to each participant and revisited the properties two weeks later to directly collect the completed questionnaires from the participants. This approach enabled the authors to maximize privacy as well as minimize a potential response bias because the participants could complete the surveys at home and have direct interactions only with the interviewers (Kim et al , 2021). Consequently, this study collected a total of 430 questionnaires; 20 were removed that had missing information [i.e.…”

Section: Methodsmentioning

confidence: 99%

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Drivers and interrelationships of three types of pro-environmental behaviors in the workplace

Kim

Lee

2022

IJCHM

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Purpose Prior research in the human resources management fields focused primarily on one type of employees’ pro-environmental behaviors yet failed to empirically investigate interrelationships among the distinct dimensions of their pro-environmental behaviors. To build a deeper understanding of the psychological process in becoming an environmental activist in the workplace, this study aims to examine the interrelationships among frontline employees’ green autonomous motivation, green external motivation, environmental concern, self-efficacy and three types of pro-environmental behaviors (i.e. green idea generation behavior, green idea promotion behavior and green idea activist behavior). Design/methodology/approach With the survey method, the data were collected from frontline employees working at hospitality enterprises in South Korea. This study analyzed the collected data, including frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis and structural equation modeling. Findings The empirical results showed that autonomous motivation significantly influenced environmental concern, self-efficacy, green idea generation behavior and green idea promotion behavior. Also, external motivation significantly affected environmental concern, self-efficacy and green idea promotion behavior. Furthermore, environmental concern had significant influences on self-efficacy and green idea promotion behavior, and self-efficacy had significant effects on green idea generation behavior and green idea promotion behavior. Finally, green idea activist behavior was significantly influenced by green idea generation behavior and green idea promotion behavior only. Practical implications This study proposes managerial implications to hospitality organizations and public policymakers for maximizing the effectiveness and efficiency of their green initiatives via frontline employees’ green idea activist behavior. Originality/value Based on the empirical findings, this study proposes several theoretical and practical implications for the extant literature and the service industry in the context of frontline employees’ three types of pro-environmental behaviors from their working motivation.

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Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Drivers and interrelationships of three types of pro-environmental behaviors in the workplace

Kim

Lee

2022

IJCHM

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“…Specifically, prior empirical research in the fields of human resource management reported that organization-level variables tend to be more unstable than individual-level variables because organization-level variables are easily affected by organization-related factors (e.g. organization structure and tenure) and market-related factors, including market condition and scandals (Kim et al , 2019a, 2019b, 2021; Sarwar and Muhammad, 2020). As one type of organizational benefits, job performance in the hospitality field serves as a significant criterion for the success of organizations, enhancing financial and non-financial business performance (e.g.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

From teamwork to psychological well-being and job performance: the role of CSR in the workplace

Kim

Kim²,

Koo³

2022

IJCHM

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Purpose Although the positive impact of corporate social responsibility (CSR) initiatives on personal and organizational outcomes has been studied in the fields of human resource management and the hospitality industry, scholars in these fields still consider CSR as a promising area with potential. Drawing upon the dual concern and the attribution theories, this study aims to identify three stages of formations from teamwork with colleagues and personal benefits to organizational benefits from social responsibilities of hospitality companies via an integrated research model. Design/methodology/approach With the data collected from 324 frontline employees in hospitality enterprises in South Korea, this study empirically investigated the interrelationship to predict frontline employees’ job performance. Findings The empirical results from structural equation modeling indicated that perceived management support for CSR and perceived colleague support for CSR had significant influence on empathetic concern for colleague and anticipated positive affect, separately. Also, empathetic concern significantly affected psychological well-being and job satisfaction, while an anticipated positive affect significantly influenced job satisfaction. Finally, psychological well-being and job satisfaction had a significant impact on job performance. Practical implications This study provides several managerial implications for maximizing the effectiveness of hospitality companies’ CSR practices, enhancing frontline employees’ psychological well-being, job satisfaction and job performance. Originality/value Based on the empirical findings, this study provided meaningful theoretical and managerial implications to maximize the effectiveness of CSR initiatives and maximize frontline employees’ job performance in the hospitality industry.

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“…Advances in technology and the development of an increasingly fast era, coupled with the increasing number of similar companies in one industry, require companies to continuously improve the quality of their human resources (Kim et al, 2021). That way, employees (human resources owned by the company) can carry out their work professionally and responsibly and have a character that can help companies meet increasingly complex consumer needs and desires.…”

Section: Introduction *mentioning

confidence: 99%

“…In simple terms, corporate culture is a system that is run and embraced by community members. Meanwhile, motivation is a form of self-development that reflects the natural desire of employees to develop, actualize, and grow in the work environment (Kim et al, 2021). Another research found that corporate culture affects employee motivation.…”

Section: Introduction *mentioning

confidence: 99%

Effect of Employee Characteristics and Organizational Culture on Employee Performance Mediated By Motivation

2022

Quant. Econ. Manag. Stud.

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Human resources are important factors that need to be considered by companies, with superior human resources, the company has the potential to achieve its goals effectively and efficiently. Besides that, the company can also win the competition and expand its business. This study aims to analyze the effect of employee characteristics and organizational culture on employee performance with motivation as a mediating variable. Using the purposive sampling technique, the respondents obtained are 125 employees of PT Nuansa Bumi. The technique used in analyzing the data in this research is Non-Probability sampling using SmartPLS tools. The results obtained from this study are that employee characteristics and organizational culture positively affect employee performance. Employee characteristics and organizational culture mediated by motivational variable also positively affect employee performance.

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Innovative behavior motivations among frontline employees: The mediating role of knowledge management

Cited by 34 publications

References 69 publications

Drivers and interrelationships of three types of pro-environmental behaviors in the workplace

Drivers and interrelationships of three types of pro-environmental behaviors in the workplace

From teamwork to psychological well-being and job performance: the role of CSR in the workplace

Effect of Employee Characteristics and Organizational Culture on Employee Performance Mediated By Motivation

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