Abstract: Today’s workers face more numerous and complex challenges and are required to be increasingly interdependent and faster learners. Knowledge sharing activities between people have been understood as a significant element affecting organizational innovation performance. While they do have the potential to spark cognitive conflict, disagreement is important from an organizational perspective because it can stimulate the development of new ideas and perhaps pave the way for creativity, innovation, and competitive advantage. How teams cope with the cognitive conflict dimension of knowledge sharing and the associated interpersonal risk is what captures our attention. Specifically, assertive conflict management strategies have a positive influence on knowledge sharing behaviors, and team psychological safety has a positive influence on knowledge sharing intention. This paper focuses on explaining the impact that these factors have on the shaping of an individual’s decision to engage or not in knowledge sharing activities. To accomplish this, we performed an empirical analysis on the results of our questionnaire about knowledge-sharing related conflict management and team psychological safety in pharmaceutical enterprises located in North America, Europe, and Asia. First, univariate analysis is used to characterize behavior regarding conflict management strategy into two groups. Group 1 presents assertive conflict management strategies and group 2 shows unassertive ones. Then, by using SEM methodology, we evaluated the relationships between them and the team psychological safety construct with the knowledge sharing process. The results of the SEM analysis show that assertive conflict management strategies affect the knowledge sharing process the most with a small, but significant effect from team psychological safety. The findings suggest that assertive conflict management strategies are just as important as knowledge sharing intentions for encouraging knowledge sharing behavior. This paper provides clear insights into how employees manage the sharing of their knowledge in the face of conflict and interpersonal risk and the relative importance of these factors in sustaining productive knowledge sharing activities.
Abstract: Various personality profile tests are used to identify
personality strengths and limits in individuals, helping both
individuals and managers to optimize work and team effort in
organizations. One such test, the Hartman’s personality profile,
emphasizes four driving "core motives" influenced or affected by
both strengths and limitations classified into four colors: Red -
motivated by power; Blue - discipline and loyalty; White - peace; and
Yellow – fun loving. Two shortcomings of Hartman’s personality test
are noted; 1) only one selection for every item / situation allowed and
2) selection of an item / option even if not applicable. A test taker
may be as much nurturing as he is opinionated but since
“opinionated” seems less attractive the individual would likely select
nurturing, causing a misidentification in personality strengths and
limits. Since few individuals have a “strong” personality, it is
difficult to assess their true personality strengths and limits allowing
only one choice or requiring unwanted choices, undermining the
potential of the test. We modified Hartman’s personality profile
allowing test takers to make either multiple choices for any item /
situation or leave them blank if applicable. Sixty-eight participants
(38 males and 30 females), 17 - 49 years old, from countries in Asia,
Europe, N. America, CIS, Africa, Latin America, and Oceania were
included. 58 participants (85.3%) reported the modified test, allowing
multiple / no choices better identified their personality strengths and
limits, while 10 participants (14.7%) expressed the original (one
choice version) was sufficient. The overall results show that our
modified test enhanced the identification and balance of core
personalities’ strengths and limits, aiding test takers, managers and
organizations to better assess individual characteristics, particularly
useful in making task-related, teamwork, and management decisions.
Abstract: This study aims to explore the positive effects of self-leadership and innovative behavior that'd been proven in the existing researches proactively and understand the regulation effects of smartphone addiction which has recently become an issue in Korea. This study conducted a convenient sampling of college students attending the four colleges located at Daegu. A total of 210 questionnaires in 5-point Likert scale were distributed to college students. Among which, a total of 200 questionnaires were collected for our final analysis data. Both correlation analysis and regression analysis were carried out to verify those questionnaires through SPSS 20.0. As a result, college students' self-leadership had a significantly positive impact on innovative behavior (B= .210, P= .003). In addition, it is found that the relationship between self-leadership and innovative behavior can be adjusted depending on the degree of smartphone addiction in college students (B= .264, P= .000). This study could first understand the negative effects of smartphone addiction and find that if students' self-leadership is improved in terms of self-management and unnecessary use of smartphone is controlled properly, innovative behavior can be improved. In addition, this study is significant in that it attempts to identify a new impact of smartphone addiction with the recent environmental changes, unlike the existing researches that'd been carried out from the perspective of organizational behavior theory.
Abstract: One of the most important areas of knowledge management studies is knowledge sharing. Measured in terms of number of scientific articles and organization-s applications, knowledge sharing stands as an example of success in the field. This paper reviews the related papers in the context of the underlying individual behavioral variables to providea direction framework for future research and writing.
Abstract: Sociological models (e.g., social network analysis, small-group dynamic and gang models) have historically been used to predict the behavior of terrorist groups. However, they may not be the most appropriate method for understanding the behavior of terrorist organizations because the models were not initially intended to incorporate violent behavior of its subjects. Rather, models that incorporate life and death competition between subjects, i.e., models utilized by scientists to examine the behavior of wildlife populations, may provide a more accurate analysis. This paper suggests the use of biological models to attain a more robust method for understanding the behavior of terrorist organizations as compared to traditional methods. This study also describes how a biological population model incorporating predator-prey behavior factors can predict terrorist organizational recruitment behavior for the purpose of understanding the factors that govern the growth and decline of terrorist organizations. The Lotka-Volterra, a biological model that is based on a predator-prey relationship, is applied to a highly suggestive case study, that of the Irish Republican Army. This case study illuminates how a biological model can be utilized to understand the actions of a terrorist organization.