Xia Liu, Yuli Wang, Shanshan Li, Lei Chen, Fanbo Li and Hongfeng Zhang
The objective of this study is to utilize empirical research and analysis to examine the coupling coordination relationship between new quality productivity and higher vocational…
Abstract
Purpose
The objective of this study is to utilize empirical research and analysis to examine the coupling coordination relationship between new quality productivity and higher vocational education sustainable development.
Design/methodology/approach
To this end, an evaluation index system for the new quality productivity and higher vocational education sustainable development was constructed. The panel data of 30 Chinese provinces from 2016 to 2022 were then analyzed using the entropy method, the coupling coordination degree model, the Tobit regression model and Dagum’s Gini coefficient.
Findings
The findings indicate that the coupling coordination degree of new quality productivity and higher vocational education sustainable development exhibited an upward trend, though significant regional disparities were observed, with the highest coupling coordination degree recorded in the eastern region and the lowest in the northeastern region.
Originality/value
The study’s findings further suggest that the three factors of technological innovation level, rationalization of industrial structure and advanced industrial structure have a significant positive influence on the coupling coordination degree, while the level of government intervention has a significant negative influence on the Coupling Coordination Degree. The study posits that augmenting policy support, optimizing the government’s role, reinforcing the drive for technological innovation, and enhancing regional cooperation and exchange are imperative to foster high-quality development of the integration of industry and education between new quality productivity and higher vocational education.
Details
Keywords
Xianmiao Li, Cheng Cheng and Shanshan Yang
Based on social exchange theory and self-determination theory, this study explores the influence mechanism of empowering leadership on employees’ creative deviance and innovation…
Abstract
Purpose
Based on social exchange theory and self-determination theory, this study explores the influence mechanism of empowering leadership on employees’ creative deviance and innovation performance.
Design/methodology/approach
The data were collected from 312 employees on Internet and other high-tech corporation in China. Hierarchical linear regression models and bootstrapping analysis outlined by Hayes were used to test the hypotheses.
Findings
Empowering leadership is positively correlated with employees’ innovation performance (EIP), and employees’ creative deviance plays an intermediary role in the above relationship. Power distance positively moderates the relationship between empowering leadership and employees’ creative deviance. Time pressure moderates the moderating effect of power distance on empowering leadership and employees’ creative deviance.
Originality/value
This study advances the empowering leadership and employees’ innovation performance by establishing creative deviance as the mediator. This study is also helpful to clarify the role of time press and power distance as boundary condition in the relationship between empowering leadership and employees’ creative deviance, which have certain reference significance for organization practices.
Details
Keywords
Min Qin, Shanshan Qiu, Shuqin Li and Zhensong Jiang
The purpose of our research is to explore the role of employee AI identity in influencing employee proactive behavior and its boundary conditions in AI workplace.
Abstract
Purpose
The purpose of our research is to explore the role of employee AI identity in influencing employee proactive behavior and its boundary conditions in AI workplace.
Design/methodology/approach
Based on the IT identity theory and motivation theory, our research discusses the effects of employee AI identity on employee proactive behavior and regarded the proactive work intention as a mediating variable. Meanwhile, we considered organization inducement as a boundary condition and discussed the moderating effects of it and its two sub-dimensions (development rewards and material rewards). Data were collected from 326 employees and partial least squares structural equation modeling was used to analyzed and draw the conclusions.
Findings
Findings showed that employee AI identity significantly affects employee proactive behavior, in which the proactive work intention play a mediating role. Moreover, three subdimensions (relatedness, emotional energy, dependence) of employee AI identity have different effects on formation of employee AI identity. And organization inducement acts as a positive moderating role, development rewards and material rewards play different roles in the formation of organization inducements.
Originality/value
Our research explores the different paths that influence employee proactive behavior and their boundary moderation, while analyzing the results of these influences in different subdimensions, deepening the research on employee AI identity and organization inducement. Our research is conducive to the development of the identity theory and organizational behavior research and provide suggestions for managers to improve their organizational management level.
Details
Keywords
Shanshan Guo, Jinnan Wu and Paijie Wan
Limited empirical research has examined the impact of enterprise social media (ESM) use in the workplace on employees’ well-being and job satisfaction. Moreover, there remains a…
Abstract
Purpose
Limited empirical research has examined the impact of enterprise social media (ESM) use in the workplace on employees’ well-being and job satisfaction. Moreover, there remains a notable gap in effective management strategies to fully leverage the benefits of ESM while mitigating its potential drawbacks. This study employs the theories of self-depletion and resource conservation to investigate the mechanisms through which ESM use influences employees’ work flourishing, with particular emphasis on the mediating role of fatigue and the moderating roles of work autonomy and psychological detachment.
Design/methodology/approach
This study collected data from Chinese employees in two waves via an online survey platform. After two rounds of data collection, a total of 304 matched responses were obtained for analysis. Confirmatory factor analysis was conducted using Mplus, and multi-level linear regression analysis was employed to examine the relationships between corporate enterprise media use, fatigue, job autonomy, psychological detachment and job prosperity.
Findings
Social ESM use in the workplace increases employee fatigue (β = 0.258, p < 0.001), with fatigue negatively impacting thriving at work (β = −0.362, p < 0.001). Job autonomy mitigates the adverse relationship between social ESM use and fatigue, whereas psychological detachment moderates the negative impact of fatigue on thriving at work. The mediating effect of fatigue is most pronounced when both job autonomy and psychological detachment are low.
Research limitations/implications
The findings of this study enhance our understanding of the psychological impacts of using ESM in the workplace and underscore the critical role of job autonomy and psychological detachment in mitigating the effects of social ESM use on employee well-being and performance.
Practical implications
This study provides guidance for the use of ESM in the workplace. Management should pay attention to improving the functionality of ESM, effectively managing employees’ social ESM use in the workplace, and clearly defining the boundaries between work and social activities. It is also beneficial for organizations to provide employees with autonomy and create opportunities for psychological detachment to mitigate the potential negative effects of social ESM use on employees.
Originality/value
This research contributes to the literature by identifying fatigue as a key mediator and job autonomy and psychological detachment as important moderators in the relationship between social-related ESM use and thriving at work.
Details
Keywords
Gábor Pörzse and Zsófia Kenesei
Even though the pandemic years resulted in a significant increase in massive open online courses (MOOCs), there are still countries where penetration is low. The rejection of…
Abstract
Purpose
Even though the pandemic years resulted in a significant increase in massive open online courses (MOOCs), there are still countries where penetration is low. The rejection of MOOCs can inhibit individual and societal advancements. The purpose of this study is to explore what is behind the resistance to MOOCs in these regions. Using the theoretical framework of innovation resistance theory, it defines the factors that inhibit the adoption of MOOCs.
Design/methodology/approach
The research is based on two studies. In the first study, in-depth interviews were used to explore factors that may cause barriers to adoption. Following the results of the first phase, a survey was conducted to investigate resistance to MOOCs, including both users and nonusers of such platforms.
Findings
Structural equation modeling revealed the presence of functional and psychological barriers, with the most significant being usage and value-related barriers. The lack of information and the need for interaction were identified as the main factors contributing to these barriers.
Originality/value
The results help increase the acceptance and effective integration of MOOCs into different educational environments, especially in countries with high resistance.
Details
Keywords
Zeinab Zaremohzzabieh and Roziah Mohd Rasdi
The existing literature on knowledge-sharing (KS) behavior in the organizational context demonstrates that there is diversity, if not divergence, in understanding KS. Thus, this…
Abstract
Purpose
The existing literature on knowledge-sharing (KS) behavior in the organizational context demonstrates that there is diversity, if not divergence, in understanding KS. Thus, this paper aims to integrate social cognitive theory and social exchange theory to construct a research model for determining the incentive for knowledge sharing among individuals in organizations based on past empirical results.
Design/methodology/approach
Accordingly, the methodology adopted in this study is the meta-analytic structural equation modeling based on the data gathered from 78 studies (80 samples, n = 29,318).
Findings
The most significant predictors of KSB were organizational support and social interaction ties, whereby KS intention and attitude were most optimally predicted by organizational commitment, knowledge self-efficacy, social interaction ties, organizational expectancy and reciprocal benefit. This study carried out a moderation analysis to look into potential causes of inconsistent results.
Originality/value
This meta-analysis shows the most influencing factors that trigger KSB in organizations. Moreover, this study clarifies the possible reasons for the inconsistent findings of the previous studies. Thus, it contributes to the KS literature.