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The current study aimed to design the leadership model for knowledge-oriented enterprises in Isfahan province via the mixed-research methodology and the use of the Grounded Theory in qualitative section. To this end, a group of primary themes was collected during a coding process and some categories were extracted besides performing open interviews with 17 senior managers of the knowledge-based enterprises and academic experts. According to the findings, thus, enhanced professionalism, knowledge nature of the knowledge-based enterprise, maintaining the survival, reinforcing the competitive advantage and capability of the enterprise in coping with the environmental changes were introduced as causal factors; technological, knowledge sharing infrastructure and knowledge employees, cultural, economic, structural and control and communicative contexts were introduced as underlying factors; socio-cultural, economic, legal were introduced as intervening factors; improved performance and competitive advantage, job satisfaction, improved quality of working life, durability of knowledge employees, sense of belonging and mental-cognitive involvement of employees, continuous improvement and economic and social consequences were introduced as consequences of the knowledge-oriented leadership. In the quantitative section, the governing relations and goodness of all major factors of the proposed qualitative model were evaluated and confirmed via structural equation modeling by means of AMOS software.The current study aimed to design the leadership model for knowledge-oriented enterprises in Isfahan province via the mixed-research methodology and the use of the Grounded Theory in qualitative section. To this end, a group of primary themes was collected during a coding process and some categories were extracted besides performing open interviews with 17 senior managers of the knowledge-based enterprises and academic experts. According to the findings, thus, enhanced professionalism, knowledge nature of the knowledge-based enterprise, maintaining the survival, reinforcing the competitive advantage and capability of the enterprise in coping with the environmental changes were introduced as causal factors; technological, knowledge sharing infrastructure and knowledge employees, cultural, economic, structural and control and communicative contexts were introduced as underlying factors; socio-cultural, economic, legal were introduced as intervening factors; improved performance and competitive advantage, job satisfaction, improved quality of working life, durability of knowledge employees, sense of belonging and mental-cognitive involvement of employees, continuous improvement and economic and social consequences were introduced as consequences of the knowledge-oriented leadership. In the quantitative section, the governing relations and goodness of all major factors of the proposed qualitative model were evaluated and confirmed via structural equation modeling by means of AMOS software.The current study aimed to design the leadership model for knowledge-oriented enterprises in Isfahan province via the mixed-research methodology and the use of the Grounded Theory in qualitative section. To this end, a group of primary themes was collected during a coding process and some categories were extracted besides performing open interviews with 17 senior managers of the knowledge-based enterprises and academic experts. According to the findings, thus, enhanced professionalism, knowledge nature of the knowledge-based enterprise, maintaining the survival, reinforcing the competitive advantage and capability of the enterprise in coping with the environmental changes were introduced as causal factors; technological, knowledge sharing infrastructure and knowledge employees, cultural, economic, structural and control and communicative contexts were introduced as underlying factors; socio-cultural, economic, legal were introduced as intervening factors; improved performance and competitive advantage, job satisfaction, improved quality of working life, durability of knowledge employees, sense of belonging and mental-cognitive involvement of employees, continuous improvement and economic and social consequences were introduced as consequences of the knowledge-oriented leadership. In the quantitative section, the governing relations and goodness of all major factors of the proposed qualitative model were evaluated and confirmed via structural equation modeling by means of AMOS software.

Flexible work arrangements (FWA) are becoming increasingly widespread as an efficient means of coping with a dynamic and competitive business environment. Existing studies have primarily examined the impact of FWA as a management system; however, its impact on employee innovation behavior has not been fully explored. Based on the self-determination theory, this study constructed a moderated mediation model that empirically examined the influence of FWA on the innovation behavior of knowledge employees. Our findings are as follows: (1) FWA can activate innovation behavior among knowledge employees; (2) thriving at work plays a partial mediating role; (3) human resource policies that facilitate opportunities have a positive moderating effect. The findings fill a theoretical research gap and provide insights for managers on implementing FWA to promote the innovative behavior of knowledge employees. [ABSTRACT FROM AUTHOR]

This study focuses on the influence of organizational identity on knowledge employees’ job performance and the mediating effect of work values. Job performance is divided into task performance and contextual performance and then a theoretical hypothesis model of organizational identity-work values-job performance is constructed based on the theory of social identity. Combined with the questionnaire data of 483 knowledge employees, the SEM was used to empirically test whether the theoretical hypothesis model was valid. It is found that organizational identity has a positive impact on knowledge employees’ job performance, and work values partially mediate the relationship between organizational identity and job performance. Overall, the results show that improving the organizational identity level and work values of knowledge employees can promote their job performance. Finally, based on the results, the theoretical and practical implications of the study are discussed.

Today, knowledgeable human resources have the greatest role in the success of knowledge-based organizations. Knowledge sharing as one of the most effective components of achieving competitive advantage in these organizations can be a threat to their human resources; a threat that can bring various risks to the organization. This study investigates the undesirable effects of the knowledge sharing process on the level of knowledge staff separation and the risks created. The research hypotheses have been developed from the literature and tested on the data collected through a survey on an IT firm. In this research, a descriptive-applied research model has been utilized and its survey method and its statistical society are employees of a knowledge-based organization. The data has been collected using a designed questionnaire and expert opinion, and the reliability and validity of the extracted data have been evaluated by Cronbach's alpha, Kaiser-Mayer-Olkin, Bartlett tests, and the research hypotheses have been investigated using t-test, Chi-Square and Friedman tests. The results show that the negative effects of the knowledge sharing process on the separation of knowledge employees from the organization under study have a real nature and can play an effective role in their separation from the organization. This issue leads to the creation of risks in the organization, the most important of which to mention, are reduced productivity and increased costs of the organization.

In the employment relationship, organizational factors are the main factors that affect employee behavior. Especially for knowledge-based workers, it is even more crucial for organizations to give enough attention to their individual needs. Based on Existence, Relatedness, and Growth (ERG) theory, this study constructs a moderated mediating model to explore how the impact of the employee–organization relationship (EOR) on work engagement (WE) and work well-being (WWB) of knowledge-based employees. In this study, existence–relatedness–growth need satisfaction (GNS) is used as a mediator and the perceived symbiotic relationship is used as a moderator. Data collected from 791 knowledge-based employees in higher education institutions from more than 20 provinces and cities in China are used to test the model. The results show that (1) EOR has significant positive effects on WE and WWB. (2) Need satisfaction for relatedness partially mediates the effects of EOR on WE and WWB. (3) Need satisfaction for growth mediates the effect of EOR on WE while the mediating role of need satisfaction for growth between EOR and WWB is unsupported. (4) The mediating role of need satisfaction for the existence of EOR on both WE and WWB is unsupported. (5) The perceived symbiotic relationship moderates the relationship between EOR and WE and WWB. The findings are of theoretical significance in expanding the research field of EOR and providing a basis for organizations to implement EOR strategies. [ABSTRACT FROM AUTHOR]

In the employment relationship, organizational factors are the main factors that affect employee behavior. Especially for knowledge-based workers, it is even more crucial for organizations to give enough attention to their individual needs. Based on Existence, Relatedness, and Growth (ERG) theory, this study constructs a moderated mediating model to explore how the impact of the employee–organization relationship (EOR) on work engagement (WE) and work well-being (WWB) of knowledge-based employees. In this study, existence–relatedness–growth need satisfaction (GNS) is used as a mediator and the perceived symbiotic relationship is used as a moderator. Data collected from 791 knowledge-based employees in higher education institutions from more than 20 provinces and cities in China are used to test the model. The results show that (1) EOR has significant positive effects on WE and WWB. (2) Need satisfaction for relatedness partially mediates the effects of EOR on WE and WWB. (3) Need satisfaction for growth mediates the effect of EOR on WE while the mediating role of need satisfaction for growth between EOR and WWB is unsupported. (4) The mediating role of need satisfaction for the existence of EOR on both WE and WWB is unsupported. (5) The perceived symbiotic relationship moderates the relationship between EOR and WE and WWB. The findings are of theoretical significance in expanding the research field of EOR and providing a basis for organizations to implement EOR strategies.

The present study aimed to develop a model for the voice of knowledge employees who were working in information technology (IT) small and medium enterprises (SMEs) located in science and technology parks affiliated with Iranian universities. This qualitative research was conducted based on the grounded theory model. For this purpose, semi-structured in-depth interviews were performed with 13 individuals, including knowledge managers and employees as well as IT business experts in SMEs affiliated with science and technology parks of Iranian universities accredited by the Ministry of Science, Research, and Technology. The study was conducted in the autumn and winter of 2019. The inclusion criteria for the selection of experts were having three complete years of vocational experience in SMEs with at least 50 employees. Then, the data was analyzed using Atlas T software (version 8) in the three stages of initial, axial, and selective coding, which led to the identification of 8 categories, 16 axial concepts, and 50 final codes. The results showed that the knowledge employee voice could lead to the greater interaction with customers, the achievement of competitive advantage, and high productivity and performance in the intended companies. Moreover, the findings can help the managers improve decision-makings about the obstacles and challenges that the employees may face in the process of growth and development of their companies. [ABSTRACT FROM AUTHOR]

In order to explore the specific path of the influence of job autonomy on the satisfaction of knowledge employees, the current study deduced and established a Chain Mediation Model, which was based on the Resource-Gain-Development Model and the Conservation of Resources Theory. Primary data were gathered through questionnaire surveys at several cities in China by using a professional platform named "Wenjuanxing." The target populations were employees with a bachelor's degree or above, who were engaged in higher knowledge content and have mastered certain professional knowledge and skills, including technical R & D personnel, management personnel, professionals (such as accountants, lawyers, and medics) and other personnel generally recognized by the academic community. In order to improve the reliability of the sample and reduce the error caused by regional differences, the questionnaires were disseminated to involve as many cities in China as possible, such as Tianjin, Beijing, Chengdu, Wuhan, and Guangzhou. SPSS24.0 and Aoms24.0 were used as multivariate data analysis tools for statistical analysis. The results showed that job autonomy can significantly improve the satisfaction of knowledge employees; however, it cannot affect the satisfaction of knowledge employees through self-efficacy. The findings of the study also revealed that job autonomy has a positive impact on both resource source domain satisfaction and resource acceptance domain satisfaction through work-family enrichment, especially the positive emotions in the resource source domain. Job autonomy improves the self-efficacy of knowledge employees, which, in turn, improves their overall satisfaction through the work-family enrichment path. [ABSTRACT FROM AUTHOR]

In order to explore the specific path of the influence of job autonomy on the satisfaction of knowledge employees, the current study deduced and established a Chain Mediation Model, which was based on the Resource-Gain-Development Model and the Conservation of Resources Theory. Primary data were gathered through questionnaire surveys at several cities in China by using a professional platform named “Wenjuanxing.” The target populations were employees with a bachelor’s degree or above, who were engaged in higher knowledge content and have mastered certain professional knowledge and skills, including technical R & D personnel, management personnel, professionals (such as accountants, lawyers, and medics) and other personnel generally recognized by the academic community. In order to improve the reliability of the sample and reduce the error caused by regional differences, the questionnaires were disseminated to involve as many cities in China as possible, such as Tianjin, Beijing, Chengdu, Wuhan, and Guangzhou. SPSS24.0 and Aoms24.0 were used as multivariate data analysis tools for statistical analysis. The results showed that job autonomy can significantly improve the satisfaction of knowledge employees; however, it cannot affect the satisfaction of knowledge employees through self-efficacy. The findings of the study also revealed that job autonomy has a positive impact on both resource source domain satisfaction and resource acceptance domain satisfaction through work-family enrichment, especially the positive emotions in the resource source domain. Job autonomy improves the self-efficacy of knowledge employees, which, in turn, improves their overall satisfaction through the work-family enrichment path.

This study aimed to identify the challenges of relationship between individuals and organization in knowledge based companies and to provide useful strategies in order to eliminate job obstacles of knowledge workers. It is done by an analytical case and qualitative approach and thematic analyses. The statistical population includes active managers in companies placed in Tehran technology and science parks. Date gathering were based on a semi structured interview with 10 persons of expert managers by purposive sampling. The results of thematic analyze showed that there are three challenges including individuals, structural and cultural in the relationship between individuals and organization. So in this manner it should be review the policies of relationship setting among individuals and organization. Also it should be designed jobs which are align with knowledge-economy such as professional industrial jobs including; project management, jobs derived from new technology like Nano and biology science, professional service jobs facilitating interaction as advocacy, counselor and jobs absorbed from foreign companies.

This study constructed a model to explore how emotional intelligence (EI) predicts organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) via the mediators of job satisfaction (JS) and work engagement (WE). Furthermore, this study examined whether organizational justice (OJ) and person-organization fit (P-O fit) moderate the effect of EI on OCB and CWB. The model was tested using data from 540 knowledge employees in mainland China. This study found that JS and WE positively and partially mediated the association between EI and OCB, as well as negatively and partially mediated the association between EI and CWB. Moreover, OJ and P-O fit moderated the effect of EI positively on OCB and negatively on CWB. This study revealed the mechanism from EI to OCB and CWB through multiple mediators, identified two variables that may adjust EI-OCB and EI-CWB relationships, and proposed that organizations could promote OCB and diminish CWB of knowledge employees by employing certain human resource practices.