Faizuniah Pangil

The mediating effect of knowledge sharing on the relationship between trust and virtual team effectiveness

– The limited proximal communication between virtual team members can create a lack of trust among members which can significantly reduce the effectiveness of these teams. Hence, this study was conducted to examine the relationship between trust and virtual team effectiveness by looking into the mediating effect of knowledge sharing. , – This is a cross-sectional study conducted in a multinational company in Malaysia. Questionnaires were distributed to individuals working in a virtual environment. The questionnaire required the respondents to answer questions regarding three different types of trust (i.e. personality-based trust, institutional-based trust and cognitive-based trust), their knowledge sharing behavior, and their evaluation of the effectiveness of the virtual teams that they are involved with. , – Results of hierarchical regression analysis indicated that knowledge sharing and all the three types of trust are significantly related to virtual team effectiveness. However, only personality-based trust and institutional-based trust are significantly related to knowledge sharing, but knowledge sharing only partially mediates the relationship between these two types of trust and team effectiveness. , – The population of this study are virtual teams working for an organization, hence the generalizability of the findings to other settings is unknown. , – Trust has been founded to be a significant predictor of virtual team effectiveness. However, this paper shows the effect of different types of trust and the role of knowledge sharing in mediating the relationship between trust and virtual team effectiveness.

Theories of Knowledge Sharing Behavior in Business Strategy

Inspiring people to share knowledge and experience at workplaces has gained attention among the researchers to determine the ways of motivating employees to knowledge sharing behavior. In order to promote knowledge-sharing behavior, people in business need to understand the influences and the mechanism that drives individually to contribute their valuable knowledge with others. This paper reviews the nature of knowledge sharing and theories underlying knowledge sharing behavior to understand the factors that influence individual behavior to share their knowledge. Several theories have been applied to study knowledge-sharing behavior included theory of reasoned action (TRA), theory of planned behavior (TPB) and social exchange theory (SET). The literature review was conducted to identify the association of the theories, practices and knowledge sharing behavior. Initial discussion in this paper, was discussing the nature of knowledge sharing and common practices of knowledge sharing behavior. The literature review determined willingness, business citizenship behavior and commitment represent as an individual knowledge sharing behavior. While, the theories identified that attitude, subjective norms, perceived behavioral control, and exchange of maximizing benefits and minimize cost in turn leads to drive individual towards knowledge sharing behavior. The finding contributes to the individual and business in understanding the factors that drive to knowledge sharing behavior.

E-training adoption in the Nigerian civil service

Purpose – The purpose of this paper is to highlight the factors that aid e-training adoption in the Nigerian civil service. Design/methodology/approach – This paper is based on a review of past literature from databases, reports, newspapers, magazines, etc. The literature recognised the role of perceived cost, computer self-efficacy, availability of resources and perceived support in e-training adoption. Using technology acceptance model (TAM), this paper explained the importance of these variables in e-training adoption in developing country context. Findings – The authors found that the combined role of perceived cost, computer self-efficacy, technological infrastructure, Internet facilities, power supply, organisational support, technical support and government support is critical for e-training adoption in developing countries, particularly in Nigeria. Thus, the authors proposed the combination of these variables which would encourage future research on the use of TAM in technology adoption. Research ...

Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist?

The purpose of this paper is to examine the mediating role of organizational commitment (OC) on the relationship between human resource management (HRM) practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh.,The survey data include 383 employees from 30 private commercial banks in Bangladesh. For analyzing the data, structural equation modeling is employed with the bootstrapping method.,This study finds that HRM practices such as career advancement, employee participation, job security, performance feedback, rewards and recognition, training and development are the significant predictors of employee engagement. Results also identify OC as a partial mediator on HRM practices and employee engagement relationship which suggest that direct relationship of predictors and criterion variables are stronger than indirect association. More interestingly, findings indicate that the mechanism of black-box stage is not always work on the relationship between HRM practices and employee performance.,Exploring the role of OC on the relationship between HRM practices and employees’ behavioral outcome, i.e. employee engagement, is appeared as an initial effort in the academic literature. Furthermore, empirical research that examines the association of different organizational factors with employee engagement through OC is rarely been investigated. Thus, the findings of this study act as a strategic tool for the bank managers to design their organizational policies in such a way that fosters their employee’ level of engagement.

Does Training, Job Autonomy and Career Planning Predict Employees’ Adaptive Performance?

Despite the importance of adaptive performance towards enhancing organizational effectiveness, the role of organizational human resource management (HRM) practices as predictors of adaptive performance remains unexplored. This study examined the predictive influence of training, career planning and job autonomy on employees’ adaptive performance. The study employed a survey method coupled with stratified sampling technique among 265 local government employees in Nigeria. The partial least square structural equation modeling (PLS-SEM) was performed. The study revealed that training, career planning and job autonomy significantly influence employees’ adaptive performance. The results suggested that greater the attention given to employees’ training, career planning and job autonomy in the organization, higher will be their adaptive performance. It was identified that HRM practices are important predictors of employees’ adaptive performance that managers and practitioners need to consider in promoting higher adaptive behaviours in the organization. Implications of the study and future research on HRM practices and adaptive performance are discussed in this article.

Antecedents and Consequences of Employee Engagement: A Conceptual Study

Employee engagement is a psychological state of mind of doing the work with full of energy, enthusiasm and dedication which can provide the competitive advantage of an organization. The purpose of this paper is to synthesize prior literature to identify antecedents and consequences of employee engagement. This literature review shows that prior studies examined diverse types of antecedents as well as consequences of employee engagement. Results of these existing studies are varied and inconclusive which leads the importance of further study in order to enhance the clarity of the relationship of employee engagement with its antecedents and consequences.

The effect of emotional intelligence on police officers work-life balance: The moderating role of organizational support

Work–life balance is a main concern for employees and employers alike, because a work–life imbalance can cause stress and health-related problems among workers. This study examines the relationship between emotional intelligence and work–life balance among police officers, and also the impact of organizational support as a moderator in this relationship. The data were collected from 1566 police officers in Peninsular Malaysia. Data was analyzed using the Partial Least Square (PLS) method. The results showed a significant and positive relationship between emotional intelligence and work–life balance. Organizational support was also found to moderate this relationship. These findings suggest that to achieve a work–life balance, police officers must have emotional intelligence, and the presence of organizational support would strengthen this relationship. Hence, in managing police officers’ work–life balance, it is important to enhance their emotional intelligence and implement organizational support policies.