... papers to quantify the effects of knowledge hiding on job performance and job satisfaction. We also test moderator effects based on national-level cultural and economic indicators. Findings Knowledge hiding has a negative impact on job performance and job satisfaction; the negative effect...

...Hélio Cavudissa; Carlos Tam Purpose This study explores how team conflict in remote settings impacts employee well-being (burnout and psychological distress), trust and communication and job performance, moderated by supportive leadership. Design/methodology/approach Data from 421 remote...

...Chieh-Peng Lin; Shan-Wen Hu; Chou-Kang Chiu Purpose Being agile and innovative are both critical for outstanding job performance. Drawing upon ambidexterity theory, this study establishes a research framework that illustrates how personal agility and personal innovativeness are affected through...

...Song Wu; Yue Zhang; Hui Yang; Tian Tian Purpose The purpose of this study is to investigate when and why supervisor negative feedback is associated with employees' job performance via two different pathways (i.e. emotion-focused coping and problem-focused coping) and to introduce proactive...

...-resources model to classify coworker incivility as a type of job demand that decreases job performance. Specifically, job demands might drain employees' energy because they require sustained physical or mental effort, which makes them less likely to focus on their current tasks. As such, employees might...

...Danyu Huang; Hao Zhou Purpose The main objectives of this study were to examine the congruent/incongruent effects of ethical leadership–abusive supervision (EL-AS) on employees' job performance (JP), mediated by employees' workplace emotions. Design/methodology/approach In this study...

...-concern are more likely to experience emotional exhaustion. We further argue that the indirect effect of witnessing patient mistreatment on job performance through emotional exhaustion is moderated by other-orientation and self-concern. Design/methodology/approach We used data collected at two time...

... unethical behavior, explains how moral disengagement promotes social acceptance and identifies the moderating effect of job performance in the process. H3. Supervisor moral disengagement mediates the moderation effect of employee unethical behavior and employee job performance onto supervisor...

... supervision (Time 1), and performance-promotion attributions of abusive supervision's motives (Time 2). Supervisors rated the job performance of their employees (Time 3). Multilevel structural equation modeling was employed to test a multilevel moderated mediation model. Findings The findings indicate...

... 2020 02 09 2020 © Emerald Publishing Limited 2020 Emerald Publishing Limited Licensed re-use rights only Networking Communication Employee well-being Job performance Knowledge workers Person–environment fit Job resources Job demands Housing several staff together...

... 24 09 2019 08 07 2020 02 09 2020 © Emerald Publishing Limited 2020 Emerald Publishing Limited Licensed re-use rights only Counterproductive work behavior Employee well-being Knowledge workers Job performance Generational differences Johnson (1991) already...

...Woojae Choi; Raymond Noe; Yoonhyung Cho Purpose The purpose of this paper is to advance our understanding of how psychological capital (PsyCap) influences job performance. The authors do so through adopting a moderated mediation framework. Specifically, the authors investigate the mediation role...

... work hard, their diligence often gets invested in superior job performance, which paves the way for obtaining other meaningful resources such as a higher salary or a better position. The availability and accumulation of resources generates positive outcomes (Halbesleben et al., 2014...

... between transformational leadership and subordinate performance. Transformational leadership Job performance Organizational citizenship behaviours Cross-cultural studies The Full Range Leadership Model (Avolio and Bass, 1991) presents transformational leadership as the most effective form...

...Shani Pindek; David J. Howard; Alexandra Krajcevska; Paul E. Spector Purpose Surprisingly, most studies have failed to demonstrate a strong correlation between organizational constraints (conditions at work that make doing a job difficult) and job performance. The purpose of this paper...

... management interventions come together to motivate employees and impact performance. Originality/value This study speaks to the possible negative side of JE and provides support for its potential to produce adverse consequences for organizations under certain contexts. Attitudes Job performance...

...Yang-Joong Yun; Kyoung-Joo Lee Purpose Research and development (R&D) personnel are an organization’s ultimate source of creative knowledge. Thus, their job performance ensures an organization’s innovative capability. Focusing on the process nature of creativity and innovation in organizations...

... Management roles Leader-member exchange Job attitudes Job performance Organizational identification Supervisory support Organization-based self-esteem Multi-foci perspective The follower-focused underpinnings emphasize the role of employee self-evaluations in LMX. Relying on the social...

... conducted. Findings – Results showed that participants’ PsyCap, job crafting, work engagement, and self-ratings of job performance significantly increased after the JD-R intervention. Research limitations/implications – Only healthcare professionals participated in the intervention study, which...

... Group Publishing Limited 2016 Authenticity Job satisfaction Work engagement Job performance JD-R Model Questions regarding being authentic have attracted the attention of philosophers, psychologists, aestheticians, and many other disciplines due to its fundamental nature (Kernis...