Purpose: The purpose of this study is to extend the existing literature on knowledge management, which generally focuses on knowledge sharing. The model of this article explains how knowledge creation and team performance can be increased through the integration of social and technological factorsDesign/methodology/approach: To empirically test the model, multi-wave and multi-source data were collected from 80 teams whose members use social media as a tool for communication and interaction.Findings: The analysis results provide insights into some interesting findings. The results show transactive memory system (TMS) as an important factor that can significantly contribute to knowledge creation in teams. Especially, the TMS strengthens the significant positive effect of enterprise social media (ESM) and insignificant positive effect of knowledge complementarity on knowledge creation. Furthermore, knowledge creation is found to be a significant predictor of team performanceOriginality/value: Much of the knowledge management literature focuses on the ways to increase the quantity of accessible knowledge to organization members. Such knowledge management studies are more relevant to knowledge exchange among individual employees, teams and organizations. However, this study takes a nuanced approach to explore how knowledge creation can be increased in teams by implementing a knowledge integration mechanism. A general model of knowledge creation is proposed, but the strength of this model lies in the moderating effect of TMS which strengthens the effect of knowledge complementarity and ESM on knowledge creation in teams which eventually increases team performance.

Purpose: By integrating affective events theory and insights from the displaced aggression literature, the purpose of this paper is to highlight that state hostility can serve as an explanation for how perceived undermining by co-workers leads to antagonistic consequences. Distress tolerance and organizational identification are theorized to moderate the hypothesized relationships that are investigated in this study.Design/methodology/approach: PROCESS macro developed by Hayes (2013) was used to test all the hypotheses by using time-lagged, multi-source data collected from 218 Chinese employees associated with the service industry.Findings: The paper finds that state hostility seems to trigger unethical behavior on the part of employees resulting in service sabotage. It is concluded that perceptions of undermining are positively linked to employees’ hostility, which in turn drive service sabotage behavior. Furthermore, employee distress tolerance weakens the effects of perceived undermining on employees’ state hostility, while organizational identification alleviates the effect of employees’ hostility on service sabotage behavior.Practical implications: This study not only highlights the outcomes of perceived coworker undermining, the mechanism through which it occurs, and the moderating effects of given factors, but also provides insights to the organizations for managing service sector employees so that they can more effectively interact with customers. The findings suggest that employees with high organizational identification are less involved in service sabotage, thus, such measures are necessary to take which help employers to enhance employees’ organizational identification. The authors also suggest managers to clearly communicate the adverse consequences which employees could have to face if they exhibit unethical behavior.Originality/value: This study addresses the question: when and how perceived coworker undermining affects customers’ services. To date, most of the existing literature considered customers’ negative event and customers’ mistreatment as an antecedent of employees’ service sabotage. However, this study concluded that these are not the only reasons for employees’ service sabotage, employees’ interpersonal mistreatment which occurred beyond customers’ interaction also causes service sabotage.

Objective COVID-19 epidemic can be associated with a variety of anxious responses and safety behaviors. The present research explored the psychological implications associated with COVID-19 during the outbreak in 2020 to date. Pakistani media has given particular attention to this outbreak in the region.Methods Three hundred and forty-seven undergraduate university students from Pakistan completed a battery of questionnaires focusing fear of COVID-19, associated safety behaviors, factual knowledge of COVID-19, and other psychological pointers hypothesized to be as predictors of anxious responses to COVID-19 threat and associated safety behaviors.Results The sample appeared to be fearful of COVID-19 and this fear was related to disgust sensitivity, anxiety sensitivity-related physical concerns, body vigilance, contamination cognitions, and general distress. Results suggested that the tendency of overestimating the severity of contamination and anxiety sensitivity towards physical concerns are significant predictors of COVID-19 related fear and consequent safety behaviors.Conclusion It is suggested that people with a greater concern of contamination are likely to respond fearfully to COVID-19 and that people with higher fear of COVID-19 are likely to feel contamination concerns.

Moral disengagement is an intensely negative reaction that triggers unethical behavior in the workplace. By integrating the conservation of resources and moral disengagement theories, the current research examined how moral disengagement can explain the mechanism through which job insecurity results in adverse consequences. Furthermore, moral identity was theorized to moderate the hypothesized relationships. The theoretical model was tested by using time-lagged multisource data collected from 425 Chinese employees and their respective supervisors associated with the healthcare sector. The study concluded that job insecurity was positively linked with employees’ moral disengagement, which, in turn, led to coworker undermining behavior. Furthermore, moral identity moderated the relationship between job insecurity, moral disengagement, and coworker undermining such that employees high in moral identity experience less moral disengagement and are less involved in coworker undermining. Theoretical and practical implications along with future research avenues are discussed.

Taking support from ego-depletion theory, this study examines ego depletion as a mechanism that explains how employees’ organizational citizenship behavior (OCB) leads to antagonistic consequences, i.e., service sabotage. Employees’ positive psychological capital (PsyCap) is considered a moderator. PROCESS macro was used to test all the hypotheses using time-lagged, dyadic data collected from 420 employees and their 112 their supervisors associated with the service industry in China. This study finds that employees’ exhibition of OCB is positively linked to ego depletion, which in turn drives service sabotage behavior. Furthermore, employees’ PsyCap weakens the effect of OCB on employees’ ego depletion. This study highlights the dark side of OCB, the mechanism through which it causes adverse effects, and the moderating effect of PsyCap. It also provides insights to the organizations for managing service sector employees to effectively interact with customers.

The present study investigates the effect of financial development on sustainable competitiveness and its components (natural capital, resource intensity, and social cohesion) in the Arctic region. We employ bank-based, stock-market based, and composite index to measure financial development. To deal with endogeneity bias, system GMM is utilized. The results show a positive and significant effect of financial development on sustainable competitiveness. The estimates also assert that financial development encourages resource efficiency and social cohesion in the region. In contrast, we find the negative effect of financial development on natural capital. This suggests that overexploitation of natural resources may provide short-term benefits to the local and regional communities but it may threaten the long-term sustainability of the Arctic. Thus, the financial sector should be guided to support financing and investing activities in alternative eco-friendly technologies and ventures for reducing excessive natural resource utilization.