Withholding Knowledge in Teams: An Interactionist Perspective of Personality, Justice, and Autonomy

2018 ◽  
Vol 46 (12) ◽  
pp. 2009-2024 ◽  
Author(s):  
Wei Pan ◽  
Qingpu Zhang
Keyword(s):  
Negative Relationship ◽  
Personality Characteristics ◽  
Interactive Effects ◽  
Job Autonomy ◽  
Overall Justice ◽  
Development Teams ◽  
Activation Theory ◽  
Trait Activation ◽  
Interactionist Perspective ◽  
Software Development Teams

From an interactionist perspective and drawing on trait activation theory, we examined the main and interactive effects of personality, overall justice, and job autonomy on knowledge withholding in a team context. Participants comprised 214 employees from software development teams. Results showed that employees with high conscientiousness and low neuroticism were less likely to withhold knowledge. Contrary to our expectations, job autonomy was positively related to knowledge withholding. Further, the negative relationship between conscientiousness and knowledge withholding was stronger in a high overall justice situation, whereas the positive relationship between neuroticism and knowledge withholding was stronger in situations of low overall justice and high job autonomy. Our findings highlight the differences between knowledge withholding and knowledge sharing, and show that high overall justice can compensate for less desirable personality characteristics, such as neuroticism and unconscientiousness.

Moderating Role of Job Autonomy and Supervisor Support in Trait Emotional Intelligence and Employee Creativity Relationship

2018 ◽  
Vol 22 (3) ◽  
pp. 253-263 ◽  
Author(s):  
Md. Hassan Jafri
Keyword(s):  
Emotional Intelligence ◽  
Supervisor Support ◽  
Interactive Effects ◽  
Job Autonomy ◽  
Employee Creativity ◽  
Activation Theory ◽  
Trait Activation ◽  
The Relationship ◽  
Moderating Role

This study examined the relationship between trait-based emotional intelligence and employee creativity. Drawing from the trait activation theory (TAT), the current study also examined job autonomy and supervisor support as interactive effects on emotional intelligence—employee creativity relationship. The study was conducted on 233 employees working at different positions, in two financial sector organizations. Using random sampling approach, data were taken on standard questionnaire from employees of the organizations of the study. Correlations and regression analyses revealed that the trait-based emotional intelligence has positive and significant influence on employee creativity. Moderated regression analysis showed that both job autonomy and supervisor support strengthened the emotional intelligence—employee creativity relationship. The implications of the study have been explicated in the research.

Interactive effects of employee and coworker general self-efficacy on job performance and knowledge sharing

2020 ◽  
Vol 48 (7) ◽  
pp. 1-11
Author(s):  
Heesun Chae ◽  
Jisung Park
Keyword(s):  
Knowledge Sharing ◽  
Task Performance ◽  
Self Efficacy ◽  
Critical Role ◽  
Interactive Effects ◽  
Work Outcomes ◽  
Future Research ◽  
Activation Theory ◽  
Trait Activation ◽  
General Self Efficacy

Guided by resource allocation theory and trait activation theory, we examined the relationships between a focal employee's general selfefficacy and the work outcomes of task performance and knowledge sharing. In particular, because coworkers play a critical role in activating the trait-like dimension of general self-efficacy, we investigated how the interactive effects between a focal employee's and their coworker's general self-efficacy influenced the work outcomes of 140 focal employee–coworker dyads employed in 15 industries in South Korea. Results show that focal employees' high general self-efficacy positively affected task performance and negatively affected knowledge sharing. Implications of the results and directions for future research are discussed.

scholarly journals Interactive Effects of Work Autonomy and Proactive Personality on Innovative Behavior

2019 ◽  
Vol 4 (1) ◽  
pp. 6 ◽  
Author(s):  
Koichi Takaishi ◽  
Kazuyo Sekiguchi ◽  
Hideko Kono ◽  
Shoko Suzuki
Keyword(s):  
Self Determination Theory ◽  
Proactive Personality ◽  
Self Determination ◽  
Interactive Effects ◽  
Work Schedule ◽  
Innovative Behavior ◽  
Activation Theory ◽  
Trait Activation ◽  
Work Autonomy ◽  
Work Method

This study investigates the effects of three facets of work autonomy (i.e., method, schedule, and criteria) on employees’ innovative behaviors. In addition, it examines the effects of each facet of work autonomy on innovative behavior in line with the self-determination theory. Furthermore, based on the trait activation theory, this study explores the interacting influences of the different facets of work autonomy with proactive personality on innovative behavior. Data were collected from the sample of 502 employees and 102 supervisors working for a forging factory in Japan. The results confirm the validity of work autonomy scales. It also finds that innovative behavior is independently affected by work method autonomy and work schedule autonomy as well as work criteria autonomy interacting with proactive personality. These findings are discussed in terms of promoting employees’ engagement in innovative behavior.

scholarly journals When Do Frontline Hospitality Employees Take Charge? Prosocial Motivation, Taking Charge, and Job Performance: The Moderating Role of Job Autonomy

2018 ◽  
Vol 60 (3) ◽  
pp. 237-248 ◽  
Author(s):  
Zhenyao Cai ◽  
Yuanyuan Huo ◽  
Junbang Lan ◽  
Ziguang Chen ◽  
Wing Lam
Keyword(s):  
Job Performance ◽  
Positive Relationship ◽  
Interactive Effect ◽  
Job Autonomy ◽  
Prosocial Motivation ◽  
Activation Theory ◽  
Trait Activation ◽  
Taking Charge ◽  
Two Stages

This study draws on trait activation theory to examine the effects of frontline hospitality employees’ prosocial motivation on their taking charge and job performance and how job autonomy moderates these effects. We collected data in two stages from 185 pairs of frontline hospitality employees and their direct supervisors, and we found a positive relationship between employees’ prosocial motivation and their taking charge. In addition, job autonomy strengthened this positive relationship, and taking charge mediated the interactive effect of prosocial motivation and job autonomy on job performance. These results suggest that when frontline hospitality employees perceive their level of job autonomy to be high enough to activate their expression of prosocial motivation, they will be more likely to engage in taking charge, which should lead to a higher evaluation of their job performance. Theoretical and practical implications for hospitality industry were discussed at the end of the article.

What do we need for creativity? The interaction of perfectionism and overall justice on creativity

2017 ◽  
Vol 46 (1) ◽  
pp. 154-167 ◽  
Author(s):  
Seckyoung Loretta Kim ◽  
Myungsun Kim ◽  
Seokhwa Yun
Keyword(s):  
Two Dimensions ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type ◽  
Overall Justice ◽  
Socially Prescribed Perfectionism ◽  
Activation Theory ◽  
Trait Activation ◽  
Negative Effect ◽  
Cross Sectional Design

Purpose The purpose of this paper is twofold, applying an interactive perspective. First, the authors examine the effects of perfectionism, specifically self-oriented and socially prescribed perfectionism on creativity. Understanding the distinctive effects of two dimensions of perfectionism (Leonard and Harvey, 2008), the authors propose the positive effect of self-oriented perfectionism on creativity while the negative effect of socially prescribed perfectionism on creativity. Second, the authors explore the role of overall justice by examining the direct and interacting effects of the two dimensions of perfectionism on creativity. Design/methodology/approach Data were collected using questionnaires distributed to employees and their direct supervisors located in South Korea. Hierarchal regression analyses were used to examine the main and moderating effects. Findings The authors’ results demonstrated that self-oriented perfectionism was positively related to employee’s creativity; while, socially prescribed perfectionism was not significantly related to employee’s creativity. Furthermore, the study examined the critical context factor of overall justice in determining individual creativity. The result demonstrated that the positive relationship between self-oriented perfectionism and creativity was stronger when overall justice is low rather than high in line with trait activation theory. Research limitations/implications A cross-sectional design may be a concern. Future research needs to take a more careful approach to avoid this potential problem. Originality/value This study enriches our understanding of the two domains of perfectionism (self-oriented and social prescribed perfectionism) and overall justice as critical factors for creativity. Applying an interactive perspective, this study demonstrated how perfectionism and overall justice play important roles in influencing employees’ creativity independently and jointly.

Collectivistic Leadership in Context: An Examination of How and When Collective Charismatic Leadership Relates to Unit Functioning

2021 ◽  
pp. 154805182098653
Author(s):  
Jonathan C. Ziegert ◽  
David M. Mayer ◽  
Ronald F. Piccolo ◽  
Katrina A. Graham
Keyword(s):  
Social Inclusion ◽  
Task Complexity ◽  
Contextual Factors ◽  
Negative Relationship ◽  
Field Studies ◽  
Charismatic Leadership ◽  
Interactive Effects ◽  
Collective Leadership ◽  
Contingency Perspective ◽  
The Impact

This research explores the nature of collective leadership by examining the boundary conditions of how and when it relates to unit functioning. Building from a contingency perspective that considers the impact of contextual factors, we propose that collective charismatic leadership will be associated with lowered unit conflict, and this relationship will be strengthened by the contingency elements of individual charismatic leadership, task complexity, and social inclusion. Furthermore, we propose that the interactions of collective charismatic leadership with these contextual factors will relate to performance and satisfaction through conflict. We examine our hypotheses across two unit-level field studies, and the results illustrated that high levels of these contextual factors enhanced the negative relationship between collective charismatic leadership and conflict, which generally mediated the relationships between these interactive effects and performance and satisfaction. The results also highlight the detrimental aspects of collective leadership and how it can relate to reduced unit functioning when it is not aligned with an appropriate context. Overall, these findings begin to provide a more complete picture of collective leadership from a contingency perspective through a greater understanding of when and how it is related to unit functioning.

Effects of coworker's idiosyncratic deals on witness's creative process engagement: roles of responsibility for change and perceived exploitative leadership

2021 ◽  
pp. 1-21
Author(s):  
Jie Huang ◽  
Chunyong Tang
Keyword(s):  
Creative Process ◽  
Psychological Contract ◽  
Positive Impact ◽  
Negative Effects ◽  
Idiosyncratic Deals ◽  
Psychological Contract Violation ◽  
Activation Theory ◽  
Trait Activation ◽  
Time Lagged ◽  
Contract Violation

Abstract Emerging research in the idiosyncratic deals literature is to examine its negative effects. Thus far, much remains unknown about how and when idiosyncratic deals are associated with employee creative process engagement. Invoking fairness heuristic theory and trait activation theory, we propose and test a model that coworker's idiosyncratic deals have a negative association with witness's creative process engagement through psychological contract violation. Furthermore, we theorize and test the combination of the responsibility for change and perceived exploitative leadership as important boundary conditions, associate interact with coworker's idiosyncratic deals to strengthen the positive impact on psychological contract violation, thereby reducing witness's creative process engagement. We use two time-lagged studies to provide support for these mediation and moderation effects, and also discuss the theoretical and practical implications of these findings.

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