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This study aims to examine customer helping and advocacy behaviours within dyadic financial service relationships involving customers and fellow customer helpers.

The gift-giving literature was used to propose a customer-to-customer interaction model, which was tested and cross-validated among electronic banking customers in South Africa (n = 404) and Australia (n = 244). Self-administered questionnaires were distributed to respondents who are users of electronic banking services and who previously received help with the service from a fellow customer. Data analysis included multi-group structural equation modelling.

The findings support the view that selected source credibility dimensions may influence greater affective commitment towards fellow customer helpers at various levels. Subsequently, further altruistic gift-giving in the form of customer helping and advocacy behaviours may result from higher levels of affective commitment. Feeling secure in their relationships with fellow customer helpers, customer recipients of help are likely to further socialise other customers who may share a common interest in the service category (e.g. electronic banking), but do not necessarily support the financial service provider of the customer.

The findings extend the conceptual domain of affective commitment and shed light on the factors contributing to the development of strengthened bonds between customers and fellow customer helpers within dyadic financial service relationships. Additionally, greater financial service socialisation and use may be achieved when the helping and advocacy behaviours of customer helpers are not restricted to a specific service provider. Subsequently, the current investigation advances knowledge of the underlying processes involved in motivating these desired service outcomes and behaviours.

The purpose of this paper is to propose a quantitative method for identifying multiple and hierarchical knowledge trajectories within a specific technological domain (TD).

The proposed method as a patent-based data-driven approach is basically based on patent classification systems and patent citation information. Specifically, the method first analyzes hierarchical structure under a specific TD based on patent co-classification and hierarchical relationships between patent classifications. Then, main paths for each sub-TD and overall-TD are generated by knowledge persistence-based main path approach. The all generated main paths at different level are integrated into the hierarchical main paths.

This paper conducted an empirical analysis by using Genome sequencing technology. The results show that the proposed method automatically identifies three sub-TDs, which are major functionalities in the TD, and generates the hierarchical main paths. The generated main paths show knowledge flows across different sub-TDs and the changing trends in dominant sub-TD over time.

To the best of the authors’ knowledge, the proposed method is the first attempt to automatically generate multiple hierarchical main paths using patent data. The generated main paths objectively show not only knowledge trajectories for each sub-TD but also interactive knowledge flows among sub-TDs. Therefore, the method is definitely helpful to reduce manual work for TD decomposition and useful to understand major trajectories for TD.

This paper investigates gender disparities, daily repercussions, and organizational implications related to customer sexual harassment (CSH) of service workers.

This study employed an experience sampling method across 10 days involving 71 call center employees in South Korea.

Women encountered significantly more instances of daily CSH, which eroded their daily job satisfaction and work engagement. Perceived organizational support and effective customer-service training mitigated the within-person relationship between CSH and job satisfaction, though not work engagement.

Female service employees are more susceptible to daily CSH, likely due to gender-role spillover. They require more robust organizational support and effective customer-service training to buffer the detrimental impacts of CSH on their daily job satisfaction.

In an attempt to understand sexual harassment as a daily experience, this research highlights gender differences in exposure to sexual harassment in workplaces no longer dominated by men and emphasizes the role of organizational resources in alleviating the adverse effects of daily CSH on service employees' well-being.

The research aims to establish importance scheme of geospatial factors for land valuation activities that may serve as an eye-opener and aid the concerned government agencies in drafting land valuation policies and guidelines to achieve a sound land governance and administration. It specifically identifies and weighs geospatial valuation factors to establish their importance.

The research involves discussions and survey questionnaires given to land experts (i.e. appraisers, environmental planners, land economist, geodetic engineers and assessors) who indicated their opinions on influence of geospatial factors on land value. The analytic hierarchy process (AHP) is then used to weigh the factors in terms of its importance.

The result was then compared with the multiple regression analysis (MRA) taking into consideration the standardized regression coefficient of the 15 factors. The AHP method found out the major road accessibility and slope direction as the most and least influential factors, respectively, while surprisingly MRA found major road accessibility not significant at p < 0.05 level of significance.

The research generally reflects the sub-urban type of study area; hence, inclusion of other road types such as express ways and subways and performing sensitivity analysis of AHP are suggested in future studies.

The findings of the study will provide information of concerned government agencies in improving valuation activities, as well as to update values regularly based on the geospatial factors.

To the best of the authors’ knowledge, this study is the first effort to rank geospatial factors with analytic hierarchy analytic process that further considered both their negative and positive influences on land value. The approach surmounts the flaw and shortcomings of empirical methods of identifying importance of factors.

The purpose of this study is to critically review current studies on job crafting to identify contextual factors related to employees’ job crafting and to integrate the findings to help organizations improve employees’ job crafting.

Based on the guidelines provided by Torraco (2016), the authors reviewed 44 quantitative studies on job crafting published between 2001and 2020.

The authors identified 35 contextual antecedents of job crafting at the job (11), group (6), leadership (12) and organizational (6) levels. The findings reveal that a significant number of studies have focused on contextual aspects related to employees’ job crafting. In particular, multiple studies discussed the important role of empowering leadership, servant leadership, transformational leadership, leader-member exchange in job crafting.

The authors emphasize contextual factors influencing job crafting including job, group, leadership and organizational levels. Based on the review, the authors suggest a future research agenda on job crafting in terms of job, group, leadership and organizational antecedents.

In the current business environment, no organization is assured of survival without continuous innovation. Employees’ innovative behavior is critical to enhance the innovation of an organization. While most literature on innovative behavior has focused on employees in the private sector, the purpose of this paper is to explore the factors that affect innovative behaviors in the government sector. In particular, it examines how proactivity, leader-member exchange (LMX), and climate for innovation affect employees’ innovative behavior in the Korean government sector, which is generally characterized as highly hierarchical, structured, and formalized.

The authors selected a sample of government employees in the Ministry of Education in Korea. Through the researchers’ contacts, ten government agencies agreed to recruit their employees to participate in the study. Data from 1,011 respondents were analyzed in two steps using structural equation modeling. First, to examine the construct validity of the measures, the authors examined the measurement model using the confirmatory factor analysis. Second, the interrelationships among the four variables were assessed. The hypothesized structural model was examined and compared to several alternative models to explore the best model fit to the data. The authors then examined the regression coefficients to determine the hypothesized relationships in the final structured model.

The results revealed the following: proactivity and climate for innovation had positive relationships with innovative behavior; LMX had a positive relationship with proactivity although it did not have a direct relationship with innovative behavior; and organizational climate for innovation did not ensure proactivity of employees.

The antecedents included in this research have been studied in relation to innovative behavior in several studies, but studies have called for further study. Few studies have examined innovative behavior in the public sector and they have examined innovation in the public sector which has mostly been focused on environmental factors surrounding government organizations or policy choices of government leaders while ignoring the individual traits of public workers, relational dynamics among people, and the cultural aspects of the organizations. This study investigated the interrelationships among the antecedents in the process of impacting innovative behavior in the public sector in Korea. In addition, little research has examined the antecedents of innovative behavior together. This study expands our knowledge of the roles and interrelationships of proactivity, LMX, and organizational climate for innovation as they relate to innovative behavior.

Because of the changing psychological contract between employers and employees over time, the primary responsibility for career development has shifted from organizations to employees. As the role of individuals in career development has become important, personal growth initiative (PGI), individuals' positive and proactive stance toward change and continuous self-improvement, can be a pivotal construct in the fields of human resources (HR), organizational behavior (OB) and career management. The purpose of this study is to investigate the effects of person–organization fit (POF), authentic leadership and work empowerment on PGI.

Data were collected from 235 employees of a leading telecommunication company in South Korea. Most respondents were highly educated male managers in their 30s and 40s. With an overall confirmatory factor analysis, the four-factor measurement model indicated a good fit to the data. The relationships between variables and the relative importance of each independent variables were tested using hierarchical multiple regression analysis, along with a bootstrapping to examine the mediation effect of work empowerment.

Based on a moderated mediation model, this study examined the integrative effects of POF, authentic leadership and work empowerment on PGI. The authors found that employees demonstrated a high level of PGI when they perceived themselves fit with the organization and when they were empowered in their work. While the direct effect of authentic leadership was non-significant, supportive, transparent and ethical leadership behavior significantly moderated the relationship between POF and PGI. Lastly, based on a bootstrap analysis, this study found that work empowerment partially mediated the relationship between POF and PGI.

This empirical study contributes to the body of knowledge in the field of HR, OB and career management. This study introduced a relatively less explored construct, PGI, using data from knowledge workers in South Korea. The authors integrated diverse research streams such as person–environment fit, leadership and engagement research. Lastly, this was the first study that investigated the effects of contextual factors on PGI in the workplace.

Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been a lack of empirical studies to examine the linkage between managerial coaching and its potential impact on employees. This study aims to investigate the interrelationships among managerial coaching, employees’ personal learning and organizational commitment. This study also attempts to revise an existing instrument for measuring coaching skills in organizations created by McLean et al. (2005) to assess managers’ coaching skills.

Data analyzes were based on 187 employees of a top global technology organization headquartered in the USA. The existing instrument for measuring coaching skills was revised and confirmed through a series of efforts including expert reviews, pilot tests and assessing its reliability and validity. Structural equation modeling was used to examine the relationships among managerial coaching skills and employees’ personal learning and organizational commitment.

This study identified five dimensions of managerial coaching skills and validated the revised instrument measuring coaching skills in organizations. It also demonstrated that managers’ utilization of managerial coaching skills had a direct effect on employees’ learning and organizational commitment and impacted employees’ organizational commitment through personal learning.

This study examined the interrelationships among managerial coaching and employees’ personal learning and organizational commitment in organizations. In doing so, this study unveiled the process of how managers’ coaching affects employees’ development and attitudes at work. This study also identified five coaching skills as a tool to assess the level of managerial coaching.