Seckyoung Loretta Kim

Knowledge Sharing, Abusive Supervision, and Support A Social Exchange Perspective

Knowledge sharing is essential for achieving sustainable competitive advantages for organizations. Yet, there is a paucity of studies examining how a supervisor’s behavior, particularly, abusive supervision may become a barrier of individuals’ knowledge sharing. Drawing on insights from social exchange theory, this study investigates the influence of abusive supervision on knowledge sharing, moderated by support from organization and coworker. Consistent with our hypotheses, abused employees do not share their knowledge, but the negative effect could be buffered when they perceive high organizational support. Implications and future research directions are discussed.

Knowledge sharing, work–family conflict and supervisor support: investigating a three-way effect

Despite the importance of knowledge sharing in competitive environments, there is a paucity of studies examining the relationship between employee knowledge sharing and work–family conflict. Drawing on insights from conservation of resources theory, this study investigated how employees may reduce their knowledge-sharing behaviors when they experience resources lost from work interference with family (WIF) or family interference with work (FIW). Furthermore, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was explored as a valuable resource. Using data collected from 159 employees in South Korea, we found support that WIF is negatively related to knowledge sharing. In addition, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was the strongest when WIF is low and FIW is high, thus supporting the hypothesized a three-way effect. Theoretical and practical implications are discussed.

Abusive supervision, knowledge sharing, and individual factors

Purpose – By applying conservation-of-resource (COR) theory, the purpose of this paper is to examine the effect of a leader’s destructive behaviors, i.e., abusive supervision, on employee knowledge sharing and the moderating effects of learning goal orientation and self-enhancement motives on the aforementioned relationship. Design/methodology/approach – The hypotheses were tested using regression analysis on data from 245 employees in South Korea. Findings – The results showed that abused employees who experience depleted resources are likely to reduce their level of knowledge sharing, in accordance with COR theory. Furthermore, this research demonstrated that the negative effects of abusive supervision may differ depending on individual factors. Specifically, when an individual employee has low internal motivation or available resources for knowledge sharing (low learning orientation and high self-enhancement motive), the detrimental consequence of abusive supervision on knowledge sharing is worsened. P...

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

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.

Abusive supervision and knowledge sharing: the moderating role of organizational tenure

Purpose Drawing on social exchange theory (SET) and conservation of resources (COR) theory, the purpose of this paper is to examine the negative consequence of abusive supervision on knowledge sharing. Further, this paper explores the moderating role of organizational tenure in the relationship between abusive supervision and employees’ knowledge sharing behavior applying sense-making theory. Design/methodology/approach The hypotheses were tested using regression analysis across two independent studies conducted in South Korea. Findings The authors found evidence that there was a negative relationship between abusive supervision and employees’ knowledge sharing behavior. Furthermore, the aforementioned relationship was strengthened for those with longer organizational tenure. Originality/value This research deepens our understanding of the negative consequences of abusive supervision on employees’ knowledge sharing behavior by drawing on SET and COR theory. Through two independent studies, the results demonstrated that employees who receive abusive treatment from their supervisors tend to reduce their knowledge sharing behavior. Furthermore, this detrimental effect is stronger for key knowledge providers, namely long-tenured employees.

Consideration of future consequence and task performance: The moderating effects of support

Purpose The purpose of this paper is to examine the effect of an employee’s consideration of future consequences (CFCs) in predicting employee task performance and its situational contexts (i.e. organizational support and supervisor support) based on trait activation theory. Design/methodology/approach Using a cross-sectional field study design, data were collected from 189 employees and their immediate supervisors in South Korea. Findings Hierarchical multiple regression analyses showed that employees’ CFC has a positive effect on their task performance. Furthermore, this study investigated whether this relationship would be varied by relevant situational factors. Consistent with the hypotheses, the relevance of CFC to employees’ task performance would be stronger when they perceive low levels of organizational support based on trait activation theory. Practical implications The findings suggest the importance of employees’ CFC on task performance. Also, organizations should pay more attention to the way of compensating for employees with low levels of CFC by fostering supportive environment. Originality/value Although researchers have been examined long-term perspectives in the business field, a few studies have examined its effect at the individual level. This paper identified not only the main effect of CFC on employee task performance but also the moderating role of organizational support on the aforementioned relationship.