Haobo Zou, Mansoora Ahmed, Quratulain Tariq and Komal Akram Khan
The real estate markets may be significantly influenced by the uncertainty in global economic policy. This paper aims to evaluate the time-varying connectedness between global…
Abstract
Purpose
The real estate markets may be significantly influenced by the uncertainty in global economic policy. This paper aims to evaluate the time-varying connectedness between global economic policy uncertainty and regional real estate markets to understand how regional real estate markets and uncertainty in global economic policy are related throughout time.
Design/methodology/approach
The current study includes the monthly data from April 2007 to August 2022 of major regions (i.e. Asia Pacific, Europe, Africa, North America and Latin America). Moreover, the authors use the time-varying parameter vector auto-regression (TVP-VAR) approach for the analysis.
Findings
The finding revealed a significant level of connectedness among global economic policy uncertainty and selected regional real estate markets. The result highlights more than 80% connectivity between the two variables, which makes the current study valuable. Furthermore, results determine Africa and North America are the shock transmitters; thus, they are considered safe-haven for investors to invest in these markets.
Originality/value
The main novelty is that this research highlights the time-varying connectedness between global economic policy uncertainty and five regional real estate markets (Africa, Asian Pacific, Europe, Latin America and North America) using TVP-VAR. Furthermore, the authors used the standard and poor daily real estate investment trust (REIT) indices for the selected REIT markets. Finally, this research suggests practical implications for real estate investors, property developers, stakeholders, policymakers and managers to revise their current policies to maintain the real estate market stability during economic and political uncertainty or in other uncertain situations.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
ChatGPT has the potential to be a significant tool in knowledge management for organizations looking to upskill employees and boost performance, but until hallucinations and inaccuracies in responses are addressed it will not be suitable for largescale use.
Originality/value
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Muhammad Saleem Sumbal, Quratulain Amber, Adeel Tariq, Muhammad Mustafa Raziq and Eric Tsui
The new disruption in the form of ChatGPT can be a valuable tool for organizations to enhance their knowledge management and decision-making capabilities. This article explores…
Abstract
Purpose
The new disruption in the form of ChatGPT can be a valuable tool for organizations to enhance their knowledge management and decision-making capabilities. This article explores how ChatGPT can enhance organizations' KM capability for improved decision-making and identifies potential risks and opportunities.
Design/methodology/approach
Using existing literature and a small-scale case study, we develop a conceptual framework for implementing artificial intelligence on the internal organizational knowledge base of big data and its integration with a larger knowledge base of ChatGPT.
Findings
This viewpoint conceptualizes integrating knowledge management and ChatGPT for improved organizational decision-making. By facilitating efficient information retrieval, personalized learning, collaborative knowledge sharing, real-time decision support, and continuous improvement, ChatGPT can help organizations stay competitive and achieve business success.
Research limitations/implications
This is one of the first studies on the integration of organizational knowledge management systems with ChatGPT. This research work proposes a conceptual model on integration of knowledge management with generative AI which can be further tested in actual work settings to check it's applicability and make further modifications.
Practical implications
The study provided insights to managers and executives who, in collaboration with IT professionals, can devise a mechanism for integrating existing knowledge management systems in organizations with ChatGPT.
Originality/value
This is one of the first studies exploring the linkage between ChatGPT and knowledge management for informed decision-making.
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Qingxiong Weng, Kashmala Latif, Abdul Karim Khan, Hussain Tariq, Hirra Pervez Butt, Asfia Obaid and Naukhez Sarwar
This study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). This study integrates…
Abstract
Purpose
This study aims to explore an interpersonal predictor of coworkers-directed knowledge hiding behavior – the leader–member exchange social comparison (LMXSC). This study integrates leader–member exchange literature with social comparison theory to hypothesize that an individual’s upward LMXSC is positively correlated with coworkers-directed knowledge hiding and that an individual’s feelings of envy are mediated by the relationship between upward LMXSC and coworkers-directed knowledge hiding behavior. Also, this study proposes two-way and three-way interaction patterns of goal interdependence, which can influence LMXSC–envy relationships.
Design/methodology/approach
Two independent studies are conducted to test the hypothesized relationships. In Study 1, the authors collected multi-wave data from a large public sector university in China (N = 1,131). The authors then replicated the Study 1 findings by collecting multi-source and multi-wave data from a telecom company based in China (n = 379).
Findings
The authors found support across both studies for the idea that upward LMXSC is a possible interpersonal predictor of coworkers-directed knowledge hiding behavior. More specifically, it was found that feelings of envy ensue from upward LMXSC, resulting in further coworkers-directed knowledge hiding behavior. Further, this study shows that the influence of upward LMXSC on knowledge hiding behavior via feelings of envy was weaker (stronger) when employees have high (low) cooperative goal interdependence with coworkers, respectively, and when employees have low (high) competitive goal interdependence with the coworkers, respectively.
Originality/value
This study extends current knowledge management literature by introducing LMXSC as an interpersonal predictor of coworkers-directed knowledge hiding behavior. This will help practitioners to curb such counterproductive behavior.
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Munazza Saeed, Ahmad Jamal Bani-Melhem, Hamid Hassan, Tariq Hameed Alvi and Saira Altaf
Drawing on the conservation of resources theory, this research examines the relationship between managers’ servant leadership and frontline employees’ customer-oriented…
Abstract
Purpose
Drawing on the conservation of resources theory, this research examines the relationship between managers’ servant leadership and frontline employees’ customer-oriented boundary-spanning behaviors by considering career meaningfulness as an underlying mechanism. Furthermore, this study investigates a moderated mediation model by proposing work centrality as a boundary condition in the relationship between career meaningfulness and customer-oriented boundary-spanning behaviors.
Design/methodology/approach
Two-source (manager-frontline employee dyad) data were collected through a survey questionnaire from hospitality organizations at three different points in time. Hayes’ PROCESS macro was used to analyze the data.
Findings
Findings show that managers’ servant leadership fosters frontline employees’ customer-oriented boundary-spanning behaviors directly and through career meaningfulness. Frontline employees’ work centrality moderates the relationship between career meaningfulness and customer-oriented boundary-spanning behaviors (second stage) and the indirect effect of servant leadership (through career meaningfulness) on customer-oriented boundary-spanning behaviors (moderated mediation).
Practical implications
The findings imply that managers should exhibit servant leadership behaviors to enhance frontline employees’ sense of career meaningfulness and customer-oriented boundary-spanning behaviors. Additionally, hospitality organizations and managers are encouraged to prioritize work centrality when hiring frontline employees and implement training programs to cultivate work centrality.
Originality/value
This study’s originality lies in exploring career meaningfulness as the underlying mechanism linking servant leadership to customer-oriented boundary-spanning behaviors while also examining work centrality as a second-stage moderator in this relationship.
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Samson Samwel Shillamkwese, Qingxiong (Derek) Weng, Hirra Pervez Butt, Hussain Tariq and Zahid Hameed
Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly…
Abstract
Purpose
Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-workday mood for high vs low supervisor sleep quality.
Design/methodology/approach
The authors conducted a single-source, three-phase field study (N = 422) to test the proposed moderated mediation model for participants from a large telecommunications company located in Anhui province, People’s Republic of China.
Findings
Poor recovery experiences in the supervisor’s personal life can spill over to their work domain and provoke abusive supervisory behavior through the mediating effect of a negative start-of-workday mood. Moreover, a supervisor’s good night’s sleep (i.e. first-stage moderator) serves as a key mitigating factor to diminish the negative start-of-workday mood resulting from a lack of relaxation, mastery experiences and control experiences (except for the lack of psychological detachment from work) and lessens abusive supervision.
Originality/value
This study contributes to the literature examining off-the-job events to understand the antecedents of abusive supervision that are beyond organizations’ control but significantly influence workplace behaviors, showing that not all antecedents of abusive supervision exist in the workplace; some are transferred from the home domain through nonvisible moods. Finally, the inclusion of sleep quality as a first-stage moderator provides insights on preventing abusive supervision caused by nonwork-related events. This adds a unique dimension to the abusive supervision literature by highlighting factors in the home domain that can prevent negative spillovers to the work domain. The authors conclude with some theoretical and practical implications for researchers and practitioners.
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Bashir Ahmad, Hussain Tariq, Qingxiong (Derek) Weng, Samson Samwel Shillamkwese and Nadeem Sohail
Based on revenge theory and the three objectives of social interaction theory of aggression, the purpose of this paper is to develop a framework to answer why and when a…
Abstract
Purpose
Based on revenge theory and the three objectives of social interaction theory of aggression, the purpose of this paper is to develop a framework to answer why and when a subordinate’s own behaviour instigates abuse at the workplace. In particular, the authors argue that subordinate gossip behaviour instils in supervisors a thought of revenge towards that subordinate, which, in turn, leads to abusive supervision. Specifically, this hypothesised relationship is augmented when the supervisor feels close to the gossiper (i.e. psychological proximity).
Design/methodology/approach
The authors conducted two independent studies to test the moderated mediation model, which collectively investigate why and when subordinate gossip behaviour provokes abusive supervision in the workplace. A lagged study (i.e. Study 1: 422 supervisors and subordinates) in a large retail company and an experience sampling study (i.e. Study 2: 96 supervisors and subordinates with 480 daily surveys) in multiple organisations provide support for the moderated mediation model.
Findings
The two-study (i.e. a lagged study and an experience sampling study) findings support the integrated model, which has mainly focussed on instrumental consideration of abusive supervision that influences the supervisor–subordinate relationship.
Originality/value
The two-study investigation has important and meaningful implications for abusive supervision research because it determines that subordinate gossip behaviour is more threating to a supervisor when the subordinate and the supervisor are psychological close to each other than when they are not. That is because when they are close, the supervisor is not expecting gossip behaviour from the subordinate, thus giving rise to an abusive workplace.
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Hussain Tariq, Abdullah Almashayekhi, Ahsan Ali, M. Burhan and Hirra Pervez Butt
Expanding on the research of the antecedents of abusive supervision, this study aims to explore supervisor role overload as a supervisor-level predictor of abusive supervision…
Abstract
Purpose
Expanding on the research of the antecedents of abusive supervision, this study aims to explore supervisor role overload as a supervisor-level predictor of abusive supervision. Based on transactional stress theory, the authors investigate role overload that is appraised as a challenge or a hindrance stressor by supervisors, leading to pleasant or unpleasant feelings, respectively. The authors propose that, based on their appraisal, these feelings of supervisors act as a mediating mechanism that can facilitate or inhibit their abusive behaviour at work. Additionally, the authors posit emotional intelligence (EI) as a key moderator in helping supervisors manage the negative feelings arising from perceiving role overload as a hindrance and preventing them from demonstrating abusive supervision.
Design/methodology/approach
To test the proposed moderated mediation model, the authors collected two-wave data from middle-level supervisors or managers from several organisations located in the Eastern Province of Saudi Arabia (N = 990).
Findings
The results largely support the hypothesised relationships and show that depending on supervisor appraisal, role overload can generate pleasant or unpleasant feelings in supervisors and, consequently, impede or facilitate abusive supervision. They also shed light on the moderating effect of EI, in that supervisors scoring high on EI are better equipped to deal with unpleasant feelings arising from role overload and effectively manage their workplace behaviour, that is, to avoid abusive behaviours.
Originality/value
Role overload can have different impacts on employees: on the one hand, there is a potential for growth, which entails drive and enthusiasm; on the other hand, it could feel like an unsurmountable mountain for employees, leading to different forms of anxiety. Because what we feel is what we project onto others, supervisors experiencing unpleasant feelings cannot be the best leader they can be; even worse, they can become a source of negativity by displaying destructive behaviours such as abusive supervision. The corollary of something as minor as an interaction with a leader experiencing unpleasant feelings could have a ripple effect and lead to adverse outcomes for organisations and their employees. This study explores the different perceptions of role overload and the subsequent feelings coming from those perceptions as supervisor-level predictors of abusive supervision. While it is not possible to objectively put a different lens inside the minds of supervisors when they face stressors at work, to feel pleasant or unpleasant, they can be trained to manage their negative feelings and keep their behaviours in check. Particularly, training managers to be more emotionally intelligent can help them not only achieve growth by overcoming challenges at work but also acknowledge and adapt their feelings to keep their behaviours in the workplace positive. In practical terms, this research can provide organisations with the knowledge required to nip the problem of abusive supervision in the bud, as prevention is always better than cure.
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Muhammad Saleem Sumbal and Quratulain Amber
Generative AI and more specifically ChatGPT has brought a revolution in the lives of people by providing them with required knowledge that it has learnt from an exponentially…
Abstract
Purpose
Generative AI and more specifically ChatGPT has brought a revolution in the lives of people by providing them with required knowledge that it has learnt from an exponentially large knowledge base. In this viewpoint, we are initiating the debate and offer the first step towards Generative AI based knowledge management systems in organizations.
Design/methodology/approach
This study is a viewpoint and develops a conceptual foundation using existing literature on how ChatGPT can enhance the KM capability based on Nonaka’s SECI model. It further supports the concept by collecting data from a public sector univesity in Hong Kong to strenghten our argument of ChatGPT mediated knowledge management system.
Findings
We posit that all four processes, that is Socialization, Externalization, Combination and Internalization can significantly improve when integrated with ChatGPT. ChatGPT users are, in general, satisfied with the use of ChatGPT being capable of facilitating knowledge generation and flow in organizations.
Research limitations/implications
The study provides a conceptual foundation to further the knowledge on how ChatGPT can be integrated within organizations to enhance the knowledge management capability of organizations. Further, it develops an understanding on how managers and executives can use ChatGPT for effective knowledge management through improving the four processes of Nonaka’s SECI model.
Originality/value
This is one of the earliest studies on the linkage of knowledge management with ChatGPT and lays a foundation for ChatGPT mediated knowledge management system in organizations.
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Hussain Tariq and Qingxiong (Derek) Weng
The purpose of this paper is to investigate the link between perceived subordinate performance and abusive supervision. From the perspective of moral exclusion theory, the authors…
Abstract
Purpose
The purpose of this paper is to investigate the link between perceived subordinate performance and abusive supervision. From the perspective of moral exclusion theory, the authors examine cooperative goal interdependence and competitive goal interdependence as key boundary conditions to hypothesize and demonstrate the direct negative relationship between low-performing subordinates and abusive supervision. Within the moral exclusion framework, supervisors may strategically abuse low performers when cooperative goal interdependence is high, or competitive goal interdependence is low. Moreover, this study explores the impact of abusive supervision on subordinate’s objective performance.
Design/methodology/approach
This research employs two independent studies to examine the antecedents and consequences of abusive supervision based on respondents from a Fortune 500 company located in Anhui province of People’s Republic of China (PRC). Study 1 uses a time lagged, single source survey while Study 2 employs multi-source, multi-wave data. The results support the integrated model.
Findings
Across the two studies, the results showed that the direct negative relationship between perceived subordinate performance and abusive supervision was found to be stronger when cooperative goal interdependence was high and when competitive goal interdependence was low. Study 2 also revealed the negative impact of abusive supervision on subordinate’s objective performance and that the conditional indirect effect of subordinate’s perceived performance on objective performance via abusive supervision was contingent on the extent of cooperative and competitive goal interdependence.
Originality/value
The results clearly demonstrate that supervisors are likely to turn to abusive supervision in response to poor performing subordinates but that the tendency to use abuse as an instrumental strategy for improving subordinate performance is dependent on the nature of goal interdependence between the supervisor and subordinates’ goals. The research also shows that although supervisors may turn to abusive supervision under certain goal interdependence conditions, it is not an effective strategy for actually improving subordinate objective performance. In fact, it has the opposite effect.