She is a postdoctoral researcher at the Faculty of Economics and Business (FEB) (University of Zagreb, Croatia). Previously, she worked at the Knowledge Management and Innovation Research Centre at the Hong Kong Polytechnic University, where she obtained my doctoral degree. Her current research interests include service innovation, design thinking, digital work, and knowledge dynamics. She […]
Aleša Saša Sitar, PhD is Assistant Professor at the Academic Unit for Management and Organization at the School of Economics and Business, University of Ljubljana (SEB LU), Slovenia. Her academic research interests focus on organizational learning, knowledge management, organizational and job design, informal knowledge sharing networks, employee learning, learning in agile organizations, future organizational designs, technology […]
COVID-19 and digitalization represent important sources of many employees’ frustrations. In this article, we address the question of how employees can achieve meaningful work in such a challenging and frustrating context. Specifically, we investigate whether employees’ negative experiences related to technology use—that is, techno-invasion—leads to frustration and in turn reduces employee perceptions of meaningful work. […]
She is a Postdoctoral Research Associate at the School of Psychology and Computer Science – University of Central Lancashire. She received my Ph.D. in Innovation Management from the University of Udine and the University of Trieste. Her research is interdisciplinary it focuses on Organisational Behaviour, particularly Human Resource Management, as well as Organisational Psychology (teams […]
Evasive knowledge hiding (EKH) is a behavioural phenomenon with important personal and organizational implications, whose intraindividual motivational antecedents and situational contingencies are still not sufficiently clarified. In this paper, we integrate mixed-motives and trait-activation theory to address EKH in low- and high-trust work relationships. The focus is on complex interactions of trait competitiveness and prosocial […]
This study examines the evolution of leader–member exchange (LMX) research. We apply bibliometrics to analyze the extant literature published from the beginning of the construct development, complementing existing qualitative and meta-analytic reviews of the LMX field. We use a combination of three bibliometric techniques—document co-citation analysis, co-word analysis, and bibliographic coupling. Our approach enables us […]
This study investigates how transformational leadership, through shared leadership, predicts followers’ information technology (IT) innovation adoption at work. We further examine how management innovation acts as an organizational-level enabler, enhancing the impact of leadership on followers’ IT innovation adoption. To test our hypotheses, we conducted a multi-source, multi-level field study of 5884 employees and 92 […]
We focus on dyadic interactions among supervisor- and employee-innovative work behavior (IWB) and how (in)congruence ([mis]fit) conditions relate to employee task performance. The logic of the person–supervisor (P–S) fit framework is used to explicate perceived supervisory performance ratings in the high-high fit and low-low fit situations, as well as designate the moderating effects of employee […]
This paper investigates the relationships between optimism, mindfulness, and task engagement. Specifically, we hypothesized that optimism, mindfulness, and their interaction would facilitate individuals’ task engagement. We tested our research model in four studies: two surveys among gig workers and two experiments. The results of the two surveys among gig workers indicated that optimism predicted higher […]
The development and maintenance of work relationships is the primary mechanism for effective socialization, yet emerging work relationships in early socialization are fragile. We hypothesize that their persistence is related to frequency of information-based support between newcomers and support providers and perceived responsiveness of support providers. We contrast this relational effect with a more established […]