VINE

Publisher:: Emerald Group Publishing Limited
Publication date:: 2021-02-01

ISBN:: 0305-5728

Issue Number

No. 54-6, May - October - October - September - September - September - August - July - July - July - July 2023

Latest documents

The impact of adoption of digital innovation dynamics in reduce work exhaustion in SMEs in developing countries: the case of cloud of things services
Purpose: There is a growing awareness in today's organizations of the gap between existing digital technologies and those arising from digital innovation that contribute to reducing work exhaustion. However, no comprehensive framework has been proposed for the importance of adopting digital innovation in reducing work exhaustion. The purpose of this paper is to provide a holistic view by proposing a model for the importance of adopting digital innovation technologies and their role in reducing work exhaustion in Iraq as a developing country, and the model was proposed based on the theory of technology-organization-environment and diffusion of innovation. Design/methodology/approach: To collect data, an electronic questionnaire was designed for a survey conducted on 183 Iraqi firms in the industrial sector. For data analysis, the structured equation model was used through the (AMOS. 26) program. Findings: The results revealed the importance and significance of the study model in adopting the cloud of things (CoT) as one of the techniques of digital innovation in reducing work exhaustion. Research limitations/implications: The authors can conclude that the adoption of the CoT in small and medium enterprises (SMEs) can have a positive impact on the performance of the employees. The adoption of the CoT may provide SME managers with an opportunity to effectively manage various roles and responsibilities. While there were many limitations that this study faced, the authors focused on one type of digital innovation dynamics, which is the CoT, as they must focus on other technologies. Originality/value: To the best of the authors’ knowledge, this study is one of the first studies in Iraq as a developing country that explains how emerging digital innovation can be leveraged to create innovative digital products and services as a CoT technology and subsequently lead to the reduction of work exhaustion. It also fills the literature gaps related to adoption factors of digital innovation and their role in reducing work exhaustion.
Does feedback-seeking behavior trigger knowledge sharing at work: the role of gender
Purpose: This study aims to test the relationship between feedback-seeking behavior (FSB) and knowledge sharing. The study also proposes the moderating role of gender in the relationship between FSB and knowledge sharing. In this study, the author draws on the social exchange theory to propose FSB as a driver of knowledge sharing. Ultimately, the study seeks to contribute to a better understanding of the role that FSB plays in triggering knowledge sharing and the ways in which gender can influence this dynamic. Design/methodology/approach: A survey was conducted with 290 knowledge workers from the manufacturing and service sectors of India. FSB and knowledge sharing were assessed with a purposive sample (n = 290). The hypotheses were tested using confirmatory factor analysis (CFA), structural equation modeling (SEM) and multi-group moderation analysis. Findings: The study found that FSB is positively related to knowledge sharing and gender moderates the relationship between FSB and knowledge sharing. Originality/value: This study adds to the literature by investigating the potential interplay between FSB, knowledge sharing and gender. By uncovering the ways in which gender differences can impact FSB and knowledge sharing, this study provides valuable insights for organizations seeking to promote knowledge sharing and improve communication and collaboration among employees.
Knowledge leakage through social networks: a review of existing gaps, strategies for mitigating potential risk factors and future research direction
Purpose: This paper aims to systematically review the literature on knowledge leakage through social networks in the past decade to find existing gaps, identify potential risk factors while, ultimately, proposing ways of mitigating these factors. Design/methodology/approach: This study adopted Preferred Reporting Items for Systematic reviews and Meta-Analysis as guide for searching relevant scholarly publications. Subject-specific and -related research papers were obtained from three databases, namely, Scopus, Web of Science and EBSCOhost. The review data was generated from the search results while adopting specific criteria to either accept or reject a particular publication during the search process. Findings: Technological, operational and human knowledge factors are some of the risks resulting from knowledge leakage. Highlights of the paper include strategies for mitigating these factors, including continuous training, creating awareness, banning social media usage at work and reinforcing nondisclosure policies. This study also found potential gaps from the literature, categorized as topical, geographical, industrial, theoretical, methodological and conceptual gaps while proposing ways of addressing these gaps using specific research questions. These questions set the direction for future studies on knowledge leakage and social networks. Originality/value: Implications of the findings are laid out, particularly the idea of developing actionable managerial plans for preventing knowledge leakage from occurring in organizations in the first place. The systematic, rigorous, transparent and methodological procedures used throughout the entire research process strongly suggest that the findings and conclusions are legitimate. While the findings were not drawn arbitrarily, they potentially offer windows of opportunities for bridging the six potential gaps identified in this paper.
Inclusive organizational behaviour – the dynamic rules of building new workplaces
Purpose: This study aims to reflect on the future of work dimensions through the new concept of inclusive organizational behaviour (IOB) and its practices. Design/methodology/approach: This work is a reflective concept development paper that focuses on new dimensions of organizational behaviour (OB) exploring IOB practices in the new workplace which can broaden the concept of OB that fits into the future of work. Findings: The IOB practices will adapt and help in adapting to the new work dynamics that can create more humane and stimulating workplaces, thereby benefiting society at large. Individual positive psychological traits, team dynamics and a fusion of digital corporate culture with a human-centric approach and sustainability are highlighted in the redefined IOB, expanding the concept of OB from the three levels of analysis (individual, group and the entire organization’s behaviour) in the new normal post-COVID situation. Research limitations/implications: Limited research studies are being conducted to investigate the future of work dynamics in the new standard post-COVID environment, which is dominated by digitization. The lack of literature and the changing situations that impact OB are the limitations. Practical implications: Corporate houses, policymakers and leaders who understand the workplace dynamics in the post-COVID scenario can effectively leverage the insights from this work and may chalk out a road map for future work through IOB practices. Originality/value: This research extends knowledge pertaining to IOB practices and the changing dynamics that need to be followed in the future OB practices.
Demographic differences in attitude, subjective norms, behavioral intention, and knowledge sharing behavior: an empirical study of non-academic staff from India and the UAE
Purpose: The purpose of this study was to understand knowledge-sharing behavior of nonacademic staff. In relation to the theory of reasoned action (TRA), the study investigated demographic characteristic differences in attitude, subjective norms, behavioral intention and knowledge-sharing behavior of nonacademic staff from India and the United Arab Emirates (UAE). Design/methodology/approach: The study used a survey method and questionnaire instrument to collect data from 467 participants. The participants were nonacademic staff working for two academic universities in India and the UAE. The two universities were Pondicherry University (266 respondents) and Al Ain University (201 respondents). The collected data were treated and analyzed using Microsoft Excel and SPSS software for statistical analyses and frequency distributions. Findings: The findings of the study showed that nonacademic staff from India and the UAE have a positive attitude toward knowledge-sharing, subjective norms and positive behavioral intention and are frequently involved in knowledge-sharing behavior. In addition, the study’s findings indicated statistically significant demographic differences in attitude, subjective norms and behavior intense knowledge-sharing behavior of nonacademic staff from India and the UAE. Nonacademic participants from India expressed a higher positive attitude toward knowledge-sharing and demonstrated more involvement in knowledge-sharing behavior than the respondents from the UAE. The findings of the study accepted 8 out of 20 stated hypotheses. The accepted hypotheses support the TRA theory and suggest the impact of age, job position, tenure of work and geographical diversity on attitude, subjective norms, behavioral intention and knowledge-sharing behavior. The study’s results suggested that nonacademic staff of 50 and above age groups are more likely to share knowledge than the nonacademic staff of 49 and fewer age groups. Likewise, the findings of the study suggested that nonacademic staff with a long tenure of work experience are more likely to share their knowledge with their coworkers than those with a short tenure of work experience. Originality/value: Studies targeting knowledge sharing among nonacademic staff are scarce as compared to academic staff and students. Nonacademic staff are different from students and academic staff in attitudes and behavior. This study contributes to the expansion of knowledge sharing through the investigation of knowledge-sharing behavior of nonacademic staff. Moreover, the study expands the understanding of knowledge-sharing behavior through the use of demographic characteristics in relation to the TRA theory. In addition, most of the previous studies are based on data collected from one country, and this study is based on data collected from two countries.
Does cognitive biased knowledge influence investor decisions? An empirical investigation using machine learning and artificial neural network
Purpose: Current research in the field of behavioural finance has attempted to discover behavioural biases and their characteristics in individual investors’ irrational decision-making. This study aims to find out how biases in information based on knowledge affect decisions about investments. Design/methodology/approach: In step one, through existing research and consultation with specialists, 13 relevant items covering major aspects of bias were determined. In the second step, multiple linear regression and artificial neural network were used to analyse the data of 337 retail investors. Findings: The investment choice was heavily impacted by regret aversion, followed by loss aversion, overconfidence and the Barnum effect. It was observed that the Barnum effect has a statistically significant negative link with investing choices. The research also found that investors’ fear of making mistakes and their tendency to be too sure of themselves were the most significant factors in their decisions about where to put their money. Practical implications: This research contributes to the expansion of the knowledge base in behavioural finance theory by highlighting the significance of cognitive psychological traits in how leading investors end up making irrational decisions. Portfolio managers, financial institutions and investors in developing markets may all significantly benefit from the information offered. Originality/value: This research is a one-of-a-kind study, as it analyses the emotional biases along with the cognitive biases of investor decision-making. Investor decisions generally consider the shadowy side of knowledge management.
Applying complexity theory perspective to knowledge management in the innovation context
Purpose: Interdependence on the global economy and rapid technological changes raised the degree of uncertainty and complexity, leading to innovation challenges. Innovation depends on knowledge, and the solution might rest on how sound firms manage it, particularly in emerging markets such as India. The purpose of this paper is to examine how firms implement knowledge management (KM) in highly innovation-oriented firms (biotechnology and pharmaceuticals) and the factors affecting its implementation by examining knowledge interactions between individuals. Design/methodology/approach: This study consists of a systematic literature review, a case study with embedded units and the use of grounded theory to analyse the data. The factors emerging from the results were examined from an individual and organisational lens. Next, complexity theory (CT) was used to understand the impact of these factors in KM by facilitating its incorporation as a system. Findings: The findings of this paper suggest that constant technology adoption increases human-to-technology interaction, higher circulation of existing knowledge and more controlled environments, discouraging individuals from learning or sharing knowledge. From a system perspective, results of this paper suggest that firms self-organise around technology, indicating that innovation decreases as knowledge creation and sharing tend to reduce with lesser social interactions. This study shows the usefulness of using CT in analysing KM for innovation. The performance of the system is analysed based on its constituents and interactions. Originality/value: This study contributes to advancing CT in KM in the context of innovation in highly knowledge-intensive firms, as few studies were found in the literature.
Customer values and patronage intention in social media networks: mediating role of perceived usefulness
Purpose: This paper aims to validates a framework using the Uses and Gratifications Theory (UGT) to study the effect of values, i.e. Functional Value (FV), Social Value (SV), Emotional Value (EV) and Monetary Value (MV), on the Patronage Intention (PI) of Social Network Users (SNU’s) with mediating role of Perceived Usefulness (PU). Design/methodology/approach: A survey method was used to collect responses from 302 SNUs, and the variance-based structural equation method was used to understand the relationships among the constructs. Findings: The results found a significant positive effect of FV and EV on Perceived Usefulness (PU) and MV and PU on Patronage intention (PI) of SNUs. Further, PU partially mediated the relationship of EV with PI. Originality/value: This study used the UGT to understand the effect of values on the PI of SNUs. This research study contributes to the existing social networks/social media literature.
Knowledge sharing on mobile social networking: motivational drivers and influence on productivity
Purpose: This paper aims to investigate the motivational drivers for knowledge sharing (KS) through the application of mobile social networking (MSN) and their influence on employee productivity in the Malaysian construction industry. Design/methodology/approach: The data was collected by distributing a self-administered questionnaire among employees working in the construction industry. A total of 250 questionnaires were collected and analysed using partial least squares structural equation modeling. This study used a variety of analysis methodologies including correlation analysis, reliability and validity testing, as well as a structural model in evaluating the relationships between KS, motivational factors and influence on productivity. Findings: The empirical results of this study reveal that utilitarian motivation is positively related to internal and external KS. Similarly, internal and external KS have a positive influence on productivity, while internal and external hedonic motivation does not show any significant relationship with productivity. Research limitations/implications: Considering the paucity of evidence regarding the determinants of KS motivational drives on employee productivity in the Malaysian construction industry, this study enriches the social cognitive theory-based literature on KS. Practical implications: This study provides some insights to the players in the construction industry in implementing the most appropriate KS promotion strategies that could potentially influence employee productivity. Organisations in the construction industry that place great emphasis on utilitarian motivation including competency, reward and incentives are more likely to have a better influence on KS and, in turn, positively impact employee productivity. Originality/value: This study meaningfully contributes to enhancing the understanding of the motivational drivers for sharing knowledge on MSN and its influence on productivity. The findings of this study potentially assist construction practitioners in developing a holistic blueprint for managing their KS towards improving the overall productivity of their employees.
Understanding the role of organizational agility in the context of digital transformation: an integrative literature review
Purpose: The purpose of this paper is to clarify the conceptual confusion in the extant literature about organizational agility and explore its role in different relationships in the context of digital transformation. Design/methodology/approach: An integrative review of the relevant literature on agility was conducted. The literature on organizational agility and other variables in recent quantitative research was also examined to explore its role in different relationships. Findings: Organizational agility is the ability to quickly respond and proactively embrace unanticipated changes in dynamic environments through effective resource reconfiguration and rapid decision-making. The role of organizational agility in achieving digital transformation has not been addressed from a holistic conceptual perspective. This paper addresses that gap and proposes that organizational agility is the underlying mechanism for an organization to fully use and engage its workforce, operation and network in the process of digital transformation. Research limitations/implications: This research is an integrative review of the existing literature on the concept of agility and its relationships. The next phase of research needed for theory building will be the operationalization of constructs. Practical implications: Organizations should strive to strategically develop both the reactivity and proactivity sides of organizational agility in achieving digital transformation that involves fundamental changes at different levels of the organization. Originality: This paper explores the role of organizational agility in digital transformation through an integrative review of the relevant literature.