Determinants of Knowledge Sharing: The Roles of Learning Organization Culture, Empowering Leadership, and Learning Goal Orientation

This study examined how knowledge sharing attitudes (KSAs) and knowledge sharing intentions (KSIs) are affected by perceived learning organization culture (LOC), empowering leadership (EL), and learning goal orientation (LGO). From the data collected, we discovered that KSA was a significant partial mediator between KSI and LGO. Furthermore, LOC and EL had moderating roles on the LGO and KSA relationship. Such moderation effects were insignificant for KSI, however. This study incorporated the knowledge sharing research fields of motivation research, leadership, and organizational culture. We comment that this study was centered on relatively highly educated management consultants, as human resource management and information management practitioners can support employees and their managers to enhance organizational knowledge sharing by offering relevant practices and services

The Influence of Proactivity on Creative Behavior, Organizational Commitment, and Job Performance: Evidence from a Korean Multinational

Proactivity has emerged as an extremely important behavior in organizations, and has been shown to correlate with very positive organizational and individual outcomes. Proactive personality has been identified as a stable personality attribute that is predictive of several positive work behaviors outcomes. Utilizing a large sample from a well-known and successful Korean multinational employer, this study investigated the influences of proactive personality on three key outcomes in the workplace, namely the level of employee creativity, level of organizational commitment, and in-role job performance. The study also examined whether the contextual factors of quality of leader-member exchange (LMX) and the level of job autonomy affected the influence of proactivity on the three employee outcomes. In the Korean sample, proactive personality was found to be highly correlated with creative behavior, organizational commitment, and in-role job performance. Overall, the results suggest that proactivity along with LMX quality and job autonomy accounted for 53%, 38%, and 23% of the observed variation in employee creativity, organizational commitment, and job performance respectively. In hierarchical multiple regression, proactive personality appeared most influential on variation in creativity and performance. LMX was shown to enhance the impact of proactivity on level of organizational commitment. LMX was also shown to influence the impact of both proactivity and job autonomy on in-role job performance. Theoretical and practical implications, limitations, and recommendations for future research are also presented

Statistical Inference in Redundancy Analysis: A Direct Covariance Structure Modeling Approach

10.1080/00273171.2022.2141675Multivariate Behavioral Research585877-89