Differences in sharing knowledge interpersonally and via databases: The role of evaluation apprehension and perceived benefits

Knowledge sharing is an essential component of effective knowledge management. However, evaluation apprehension, or the fear that your work may be critiqued, can inhibit knowledge sharing. Using the general framework of social exchange theory, we examined the effects of evaluation apprehension and perceived benefit of knowledge sharing (such as enhanced reputation) on employees' knowledge sharing intentions in two contexts: interpersonal (i.e., by direct contact between two employees) and database (i.e., via repositories). Evaluation apprehension was negatively associated with knowledge sharing intentions in both contexts while perceived benefit was only positively associated with knowledge sharing intentions in the database context. Moreover, compared to the interpersonal context, evaluation apprehension was higher and knowledge sharing lower in the database context. Finally, the negative effects of evaluation apprehension upon knowledge sharing intentions were worse when perceived benefits were low compared to when perceived benefits were high.     

Workplace Familism and Psychological Contract Breach in the Philippines

Cette étude cherche à promouvoir des investigations à fondement théorique sur le vécu familial du travail. Elle apporte sa contribution en proposant et en évaluant la fonction régulatrice du vécu familial du travail en ce qui concerne aussi bien la rupture du contrat psychologique que le comportement civique. Nous avons enquêté auprès de 267 salariés à plein‐temps et avons mis en évidence des effets majeurs des deux sortes de vécu familial du travail (c’est‐à‐dire le vécu familial organisationnel et le vécu familial de la relation avec le supérieur hiérarchique) et de la rupture des obligations relationnelles sur les conduites civiques. Le vécu familial des rapports avec le supérieur intervient aussi dans la relation entre la rupture et le comportement civique, la relation négative entre ces deux termes étant plus affirmée quand le vécu familial vis‐à‐vis du chef est fort. On peut en conclure que les salariés vivant une étroite relation de type familial avec leur supérieur risquent de se sentir trahis et par suite de réagir plus négativement s’ils sont confrontés à une rupture de contrat. On analyse les retombées de ces travaux sur la pratique et les orientations des recherches à venir. The present study addresses the call for theory‐based investigations on workplace familism. It contributes to the literature by proposing and testing the moderating role of workplace familism between psychological contract breach and civic virtue behaviour. We surveyed 267 full‐time employees and found main effects of both types of workplace familism (i.e. workplace organisational and workplace supervisor familism) and breach of relational obligations on civic virtue behaviour. Workplace supervisor familism also moderated the relationship between breach and civic virtue behaviour, with the negative relationship between breach and civic virtue behaviour stronger when workplace supervisor familism was high. This suggests that employees with a high level of workplace supervisor familism may feel a sense of betrayal and, therefore, respond more negatively to contract breach. Implications for practice and directions for future research are discussed.     

Career adaptation: The relation of adaptability to goal orientation,proactive personality,and career optimism

This study examines the psychometric properties of the Career Adapt-Abilities Scale (CAAS) and its relation to adaptivity (i.e., learning goal orientation, proactive personality, and career optimism) among Australian university students (N = 555). Results demonstrated adequate levels of test–retest reliability (r = .61 to .76) and internal consistency (α = .83 to .94) for the CAAS full scale and subscales over a 4-week interval between measurements. Confirmatory factor analysis also supported the multidimensional and hierarchical model of career adaptability resources. The factor structure generally corresponded with that obtained from other CAAS international validation, thus, expanding its cross-national measurement equivalence. In addition, correlation results supported the predicted positive association between career adaptability and adaptivity in the form of learning goal orientation, proactive personality, and career optimism. Taken together, the present findings confirm the psychometric utility of CAAS in the Australian context and substantiate the proposition that higher personal adaptive readiness relates to better career adaptability among young people.     

Uncertainty During Organizational Change: Types, Consequences, and Management Strategies

This research tested a model that classifies change uncertainty into three interrelated types: strategic, structural, and job-related. We predicted that control would mediate the effects of job-related uncertainty upon psychological strain, and that management communication and participation in decision-making (PDM) would reduce uncertainty and increase feelings of control. The model was tested in a public sector organization and the results supported it. Control was found to mediate the effects of job-related uncertainty upon psychological strain. Management communication was negatively related to strategic uncertainty, whereas PDM was negatively related to structural and job-related uncertainty, suggesting different mechanisms to deal with the types of uncertainty during change. Finally, PDM was positively associated with feelings of control and negatively associated with psychological strain. These results suggest that PDM can short-circuit the damaging effects of uncertainty by allowing employees to have a say in change related organizational affairs, thereby instilling a sense of control over their circumstances.     

Advisor–Student Relationship in Business Education Project Collaborations: A Psychological Contract Perspective

Fulfillment of students' expectations in the educational context is likely to generate a sense of satisfaction and well‐being. The current study examines the association between students' perceptions of psychological contract breach and their psychological well‐being and satisfaction in a project collaboration context with a thesis advisor. The moderating role of conscientiousness on these relationships is considered. Students in 48 group thesis projects of the undergraduate management program at a private university in the Philippines were surveyed. Students perceiving higher levels of psychological contract breach in the advisor–student relationship reported lower levels of psychological well‐being and project satisfaction. The negative effects of psychological contract breach on psychological well‐being were stronger for students high in conscientiousness compared with students low in conscientiousness.     

Abusive Supervision in Advising Relationships: Investigating the Role of Social Support

The present study examines the consequences of abusive supervision in an educational setting. The study contrasts the cross-domain stress-buffering hypothesis with the within-domain stress exacerbation hypothesis in examining the moderating role of advisor and team member support on the relationship between abusive supervision and student outcomes in student–advisor relationships. Using a temporal research design, results provided support for both hypotheses. In support of the stress exacerbation hypothesis, in the presence of high advisor support, there was a significant positive relationship between abusive supervision and anxiety, and a significant negative association between abusive supervision and psychological well-being. Consistent with the stress-buffering hypothesis, in the presence of high team member support, there was a negligible association between abusive supervision and satisfaction and anxiety.