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Article
Publication date: 12 June 2023

Jihye Oh, Seung-Hyun Han, Jia Wang and Seung Won Yoon

Drawing on the theories of social capital and leader–member exchange (LMX), the authors examined the moderated mediation relationships of psychological ownership and perceived…

690

Abstract

Purpose

Drawing on the theories of social capital and leader–member exchange (LMX), the authors examined the moderated mediation relationships of psychological ownership and perceived supervisory support on social capital and organizational knowledge.

Design/methodology/approach

To test the proposed model, the authors collected data from 522 employees working in large corporations in South Korea.

Findings

The authors found that (a) social capital was positively related to organizational knowledge sharing, (b) perceived supervisor support mediated the linkage between social capital and knowledge sharing and (c) psychological ownership moderated the indirect effect of social capital on knowledge sharing through perceived supervisor support, such that the indirect effect was stronger for employees with low rather than high psychological ownership.

Originality/value

This study sheds new light on how the nature of relationship between the leader and followers as well as individual's psychological ownership play a crucial role in knowledge sharing.

Details

Leadership & Organization Development Journal, vol. 44 no. 4
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 14 May 2020

Seung Hyun Han, Seung Won Yoon and Chugnil Chae

This study has adopted theoretical frameworks of social capital, social networks and the Community of Practice to study how different types of relationships influence the…

2469

Abstract

Purpose

This study has adopted theoretical frameworks of social capital, social networks and the Community of Practice to study how different types of relationships influence the knowledge sharing relationship. This paper aims to suggest that building social capital, particularly structural capital, is part of expected key in knowledge sharing networks.

Design/methodology/approach

Using social capital theory, through social network analysis of 111 management students in the US business school, identified key social capital dimension in knowledge sharing networks. To incorporate the interdependency among examined relationships, network logistic regression with the quadric assignment procedure was used.

Findings

The proposed research model showed that about 98% of the existence of knowledge sharing relationship could be correctly predicted. Among three dimensions of social capital, this study found a superior influence of the structural dimension (i.e. task interdependence) in predicting having a knowledge sharing relationship. The significant effect of trust and friendship network on knowledge sharing was also found. Implications for practice and suggestions for future research were also discussed.

Originality/value

Existing literature as to how people learn through knowledge sharing is limited in at least two important ways. First, scholars of knowledge management acknowledge that organizational knowledge originates from dyadic relationships between or among individuals at work. However, prior research has heavily relied on survey responses from one’s perception of knowledge sharing experience, viewing as unidirectional. Second, substantial attention of prior research has been devoted to the factors of individual attributes. Emphasizing individual interactions as the fundamental building blocks of learning, this study focuses more on relational characteristics of knowledge sharing based on social capital theory.

Details

Journal of Knowledge Management, vol. 24 no. 4
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 28 April 2020

Seung-Hyun Han, Eunjung Grace Oh and Sung “Pil” Kang

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees'…

4170

Abstract

Purpose

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.

Design/methodology/approach

Based on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.

Findings

Understanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.

Originality/value

This study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.

Details

Leadership & Organization Development Journal, vol. 41 no. 4
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 19 February 2018

Seung-hyun Han

This paper aims to focus on the relationships between situational/dispositional variables and an individual’s intention to knowledge sharing, and has theoretical implications for…

611

Abstract

Purpose

This paper aims to focus on the relationships between situational/dispositional variables and an individual’s intention to knowledge sharing, and has theoretical implications for researchers in human resource development and management, as well as implications for practicing managers in organizations. First, this study examines whether an integrative model of knowledge sharing reveals an impact of various antecedents on sharing of knowledge between individuals, which has been rarely explored in a single study. In particular, this study is interested in examining whether the two dimensions improve individual sharing of explicit and tacit knowledge, respectively.

Design/methodology/approach

A quantitative survey design approach is used as the research method for data collection. Initially, a pilot study is conducted to examine the psychometric properties of the measures. A 120-item questionnaire is used to measure personality traits, organizational climate and knowledge-sharing intention. The main study is conducted at the Korean IT companies, which have knowledge management system and actively share knowledge between R&D engineers.

Findings

The results of regression analyses indicate that conscientiousness, openness and extroversion of dispositional variables are positively related to an individual’s intention to share knowledge. Of situational variables, organizational support and identity are positively related to knowledge sharing, and reward is negatively associated with knowledge-sharing intention. Theoretical and practical implications for future research are discussed.

Originality/value

Scholars focused with increasing emphasis over the past 20 years on an organization’s ability to facilitate, utilize and share knowledge as critical components of organizational success. Several scholarly attempts tried to explain the antecedents of knowledge sharing. Despite an increasing demand for a coherent and integrated approach to knowledge sharing, empirical efforts remain largely absent with regard to how knowledge transfer and knowledge-sharing practices among individuals are affected by dispositional and situational variables. Also, individual intention to share knowledge was primarily measured as a unidimensional concept. This is a surprising oversight, given that tacit knowledge and explicit knowledge are critical. Indeed, these may be collectivized successfully for the firm’s driver. To address this gap in our understanding of the personal dynamics involved in knowledge-sharing practices, this study seeks to investigate whether dispositional and situational variables lead to changes in individual’s intention to share tacit and explicit knowledge.

Details

European Journal of Training and Development, vol. 42 no. 1/2
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 11 October 2024

Sumi Lee and Seung-hyun (Caleb) Han

This study, grounded in social exchange theory, aims to explore the relationship between knowledge sharing and organizational sustainability, with a particular focus on the dual…

117

Abstract

Purpose

This study, grounded in social exchange theory, aims to explore the relationship between knowledge sharing and organizational sustainability, with a particular focus on the dual mediating roles of job-related psychological factors, specifically job engagement and meaningful work.

Design/methodology/approach

Data were collected from 373 employees across six large companies in South Korea. The study then used Model 6 of Hayes’ PROCESS hierarchical regression of SPSS 29 for hypothesis testing.

Findings

The study reveals a strong connection between knowledge sharing and its positive influence on employee job engagement and the perception of meaningful work, both of which play essential mediating roles in promoting organizational sustainability. The findings emphasize the critical importance of knowledge sharing in driving sustainability efforts, showing how the interplay between job engagement and meaningful work significantly enhances these outcomes.

Originality/value

This research contributes to social exchange theory by demonstrating the dual mediating roles of job engagement and meaningful work between knowledge sharing and sustainability.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

Available. Open Access. Open Access
Article
Publication date: 22 August 2024

Thi Hong Vinh Cao, Dae Seok Chai, Linh Phuong Nguyen, Hanh Thi Hien Nguyen, Caleb Seung-hyun Han and Shinhee Park

This study aimed to examine the impact of learning organization (LO) on job satisfaction and individual performance in Vietnamese enterprises. The study further explores the…

2306

Abstract

Purpose

This study aimed to examine the impact of learning organization (LO) on job satisfaction and individual performance in Vietnamese enterprises. The study further explores the mediating effect of job satisfaction on the relationship between learning organization and employee performance.

Design/methodology/approach

Data were collected from 653 employees from various types of organizations in Vietnam. Structural equation modeling was implemented to test the hypotheses.

Findings

The results revealed that the proposed research model was supported. Results indicated that LOs positively influenced employees’ job satisfaction and the broader range of their individual performance. In addition, employees’ job satisfaction motivated them to achieve higher performance levels. The study also found a mediating effect of job satisfaction on the relationship between LO and employee performance. The results underscore the importance of implementing an LO culture for individual outcomes such as job satisfaction and employee performance in the Vietnamese cultural context, which is based on socialism and Confucianism.

Originality/value

To the best of the authors’ knowledge, this is the first study to examine the relationships among LO, job satisfaction and individual employee performance in the Vietnamese context. The results offer a deeper understanding of the LO concept in the Vietnamese cultural context and highlight the cultural impact on the LO concept and its effects. The results suggest how the LO concept is applied in the Vietnamese context.

Details

The Learning Organization, vol. 32 no. 7
Type: Research Article
ISSN: 0969-6474

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Article
Publication date: 10 October 2018

Seung-Hyun Han, Dong-Yeol Yoon, Boyung Suh, Beixi Li and Chungil Chae

This paper aims to study the effects of perceived organizational support (POS) on employees’ knowledge sharing intention (KSI). More specifically, this study examined whether…

2580

Abstract

Purpose

This paper aims to study the effects of perceived organizational support (POS) on employees’ knowledge sharing intention (KSI). More specifically, this study examined whether these effects are moderated by job characteristics (JCs) and are mediated by organizational citizenship behavior (OCB).

Design/methodology/approach

Data for 426 employees were collected via an online questionnaire from four IT companies in South Korea. Combined effects in the variable set were analyzed using conditional process analyses (Hayes, 2013).

Findings

The results indicate that POS positively affects OCB and KSI, and that JCs moderate the relationship between POS and OCB. Also, the relationship between POS and KSI is mediated by OCB, and the hypothesized moderated mediation model is confirmed.

Originality/value

This study is novel in empirically establishing how employees’ KSI is affected by POS as an integrative construct bringing together JCs and OCB. This paper intends to fill a methodological gap and nurture future research by adopting conditional process analyses assessing whether JCs moderate the relationship between POS and OCB and mediate the effects of OCB on KSI.

Details

Journal of Knowledge Management, vol. 23 no. 4
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 11 April 2016

Seung Hyun Han, Gaeun Seo, Seung Won Yoon and Dong-Yeol Yoon

The purpose of this paper is to empirically examine the fundamental process through which transformational leaders play a significant role in employees’ knowledge sharing by…

6108

Abstract

Purpose

The purpose of this paper is to empirically examine the fundamental process through which transformational leaders play a significant role in employees’ knowledge sharing by investigating mediating roles of individual affects, particularly psychological empowerment, organizational commitment and organizational citizenship behavior (OCB).

Design/methodology/approach

Structural equation modeling, including confirmatory factor and path analysis, is conducted to test proposed hypothesis.

Findings

The results of this study indicate significant direct effects of transformational leadership on psychological empowerment, organizational commitment and OCB. Moreover, transformational leadership also shows an indirect effect on employees’ OCB, which, in turn, is identified as the primary factor that influences knowledge sharing. However, organizational commitment does not provide a significant influence on knowledge sharing. These findings highlight the importance of mediating roles, particularly OCB, to predict employees’ knowledge-sharing intention.

Originality/value

Identifying structural determinants of knowledge sharing is an important scholarly agenda. In particular, the mechanisms and processes by which leadership exerts influence to motivate employees to share knowledge deserve scholarly inquiry, and there, is a need for more research to understand the mechanisms and processes through which leadership influences individual motivation and attitudes toward pro-social behaviors, such as knowledge sharing.

Details

Journal of Workplace Learning, vol. 28 no. 3
Type: Research Article
ISSN: 1366-5626

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Article
Publication date: 13 June 2024

Jihye Oh, Soo Jeoung Han and Seung Hyun Han

Informed by the job characteristics model (JCM) and job crafting theory (JCT), this study aims to investigate the mediating role of meaningfulness at work in the relationship…

477

Abstract

Purpose

Informed by the job characteristics model (JCM) and job crafting theory (JCT), this study aims to investigate the mediating role of meaningfulness at work in the relationship between a growth mindset and in-role performance and moderating role of job crafting in this indirect effect.

Design/methodology/approach

To this end, the authors examined the moderated mediation model with 271 corporate trainers enrolled in the largest online community for adult educators in South Korea.

Findings

Results showed that the relationship between a growth mindset and in-role performance is positively mediated by meaningfulness at work. Furthermore, job crafting acted as a moderator in this relationship, such that trainers with high levels of job crafting showed a greater in-role performance, while trainers with low levels of job crafting reported a negative indirect effect of a growth mindset.

Originality/value

The current study contributes to the JCM and JCT by suggesting a growth mindset as individual characteristics to promote meaningfulness at work and in-role performance. The study also responds to the calls to expand the mediation mechanisms and boundary conditions of a growth mindset in the workplace. The authors provide important insights into how corporate trainers’ job crafting is crucial in enhancing or impeding their performance and meaningful work.

Details

Journal of Workplace Learning, vol. 36 no. 5
Type: Research Article
ISSN: 1366-5626

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Article
Publication date: 13 September 2024

Sumi Lee and Seung-hyun Han

This study aims to examine the underlying process through which learning organization culture positively influences knowledge sharing. It specifically explored the mediating role…

319

Abstract

Purpose

This study aims to examine the underlying process through which learning organization culture positively influences knowledge sharing. It specifically explored the mediating role of social capital, underscoring its critical impact on enhancing both knowledge sharing and fostering learning organization culture.

Design/methodology/approach

To test the proposed hypotheses, structural equation modeling (SEM) analysis was conducted with a sample of 231 employees from a manufacturing firm in South Korea.

Findings

The results of this study indicate significant direct effects of learning organization culture on social capital. Also, social capital indicates a positive effect on knowledge sharing. Although learning organization culture had no direct effect on knowledge sharing, it indirectly affected learning organization culture and knowledge sharing by mediating social capital.

Practical implications

This study proposes that a learning organization culture will be interconnected with social capital and knowledge sharing. Organizations that can effectively harness the wealth of knowledge unlocked by social capital, and subsequently integrate this knowledge into their activities, are poised for competitive advantage.

Originality/value

First, this study places a special emphasis on the mediating role of social capital between learning organization culture and knowledge sharing. Despite extensive research exploring diverse knowledge-sharing factors (Wang and Noe, 2010), it is plausible that examining social capital as a mediator could offer insights for facilitating knowledge sharing through its structural, relational and cognitive dimensions. Second, while a plethora of literature examines knowledge sharing, this study also seeks to unravel the multifaceted pathways through which the learning organization culture influences knowledge sharing and how these processes could be optimized in organizations.

Details

Journal of Workplace Learning, vol. 36 no. 8
Type: Research Article
ISSN: 1366-5626

Keywords

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