Aug 2026· Journal of Enterprise Information Management· pp. 1-24· 0 citations· 53 references
TL;DR
This study explains how employees translate the day-to-day value they derive from generative artificial intelligence into employees' perceived insider status and knowledge sharing behavior, and finds that emotional value is positively associated with perceived insider status, conditional value is negatively associated with perceived insider status, and functional and epistemic value show no direct associations.
Abstract
This study explains how employees translate the day-to-day value they derive from generative artificial intelligence (GAI) into employees' perceived insider status and knowledge sharing behavior.
Integrating the job demands–resources theory, we theorize four value perceptions of GAI, functional, epistemic, conditional and emotional, as distinct socio-cognitive cues from which employees infer perceived insider status. A cross-sectional survey design was employed using a structured questionnaire administered to employees across multiple industries where GAI is embedded in daily work practices. The final sample consisted of 298 valid responses, and the proposed relationships were tested using covariance-based structural equation modeling, including mediation and moderation analyses.
We found that emotional value is positively associated with perceived insider status, conditional value is negatively associated with perceived insider status, and functional and epistemic value show no direct associations. Perceived insider status predicts greater knowledge sharing, which in turn is linked to stronger commitment, more citizenship behavior, deeper identification and lower alienation. Knowledge of artificial intelligence strengthens the associations of functional and emotional value with perceived insider status, and weakens the association of conditional value with perceived insider status.
The findings re-orient technology value theorizing toward socioemotional inclusion, identify perceived insider status as a proximal mechanism connecting everyday GAI experiences to cooperative behavior, and specify knowledge of artificial intelligence as a capability amplifier that shapes how value cues are read as signals of membership. Practical guidance follows for embedding GAI in routine workflows, investing in literacy and designing for emotionally positive user experiences.
This study examines how and why individual knowledge sharing fosters ambidextrous behavior among nonmanagerial employees in an operationally intensive, environmentally sensitive industry. We conducted a survey of 243 operators across 10 plants of an international lime producer, finding that knowledge sharing is positively related to individual ambidexterity. This relationship is fully mediated by environmental consciousness, the dominant conduit, and by the meaning and impact dimensions of psychological empowerment. The study makes three contributions: First, by specifying which empowerment dimensions carry the motivational force of knowledge sharing, we extend self‐determination theory to the microfoundations of individual ambidexterity and reconcile conflicting evidence on the empowerment–ambidexterity link. Second, we introduce environmental consciousness as a cognitive‐identity mediator, connecting the strands of literature on knowledge management and environmental strategy at the individual level. Third, we expand the focus of individual ambidexterity research from managerial samples to a frontline workforce in a hard‐to‐abate heavy industry.
Laurent Scaringella, William Limousin, Morgane Scaringella· Business Strategy and the En...· 0 citations
This study investigates the temporal complexity of knowledge sharing (KS) among Polish working millennials, integrating complexity and configurational theories with social motivation and social cognitive perspectives. It explains how trust, reciprocity, and knowledge features drive KS through motivation and self-assessment over time. We employed a time-lagged research design, collecting survey data across multiple waves. Sequential fuzzy-set qualitative comparative analysis (fsQCA) was applied to uncover causal configurations leading to both the occurrence and non-occurrence of KS. Results highlight the nonlinear and configurational nature of KS, showing that combinations of trust, reciprocity, and knowledge features (combined with motivation and self-assessment) explain temporal patterns of KS. Distinct causal recipes account for both successful knowledge sharing and its absence, demonstrating the dynamic and contingent character of the phenomenon. The findings provide actionable insights for managers seeking to enhance KS practices. Interventions should focus on cultivating trust and reciprocity while reinforcing employees’ motivation and self-assessment capacities to sustain long-term knowledge exchange. This study offers original longitudinal evidence on the processual mechanisms underpinning KS among millennials. By combining configurational and temporal perspectives, it advances understanding of how social and cognitive factors interact to foster or inhibit KS.
Carla Curado, T. Gonçalves, Paulo Lopes Henriques et al.· European Conference on Knowl...· 0 citations
Green organizational citizenship behavior is essential for translating corporate sustainability strategies into everyday work practices. Although green transformational leadership has been widely examined as an antecedent of employee green behavior, less is known about why it encourages employees to go beyond formal job duties and when this effect becomes stronger. Drawing on Broaden-and-Build Theory, this study develops a psychological resource model linking team-level green transformational leadership to green organizational citizenship behavior through employees’ cognitive-motivational and affective resources. Specifically, we examine general psychological empowerment (hereafter, empowerment) and environmental passion as complementary psychological resources, and leaders’ emotional intelligence (LEI), assessed through employee ratings, as a socio-emotional boundary condition. Multilevel path analysis was conducted using matched multi-source, three-wave time-lagged survey data from 517 employees nested within 77 teams in 10 Chinese new energy enterprises. The results showed that green transformational leadership was positively related to green organizational citizenship behavior. Empowerment and environmental passion mediated this relationship, while LEI strengthened both the green transformational leadership–green organizational citizenship behavior relationship and the empowerment–green organizational citizenship behavior relationship. These findings extend green leadership research by showing that a domain-specific leadership behavior can promote discretionary green behavior through both a general work-related cognitive-motivational resource and a domain-specific affective resource, and that this process becomes stronger when leaders are perceived as emotionally intelligent.
Liqing Zhong, Juhee Hahn· Frontiers in Psychology· 0 citations
This study aims to examine the impact of artificial intelligence (AI)-driven workflows on efficiency and collaboration, shaping employees’ attitudes and intentions. In addition, it theoretically contributes by linking AI adoption to different levels of collaboration, showing how trust and risk influence engagement.
This study conducted a survey with remote work employees in Indian information technology (IT) firms and received 386 respondents. The study further extended the unified theory of acceptance and use of technology (UTAUT2) model, and for a comprehensive analysis, partial least squares structural equation modeling using SmartPLS4 was used.
The study findings underline the significant impact of AI adoption on employees’ attitudes and intentions. Results also demonstrate how trust and risk perceptions determine the depth of collaboration in remote AI-enabled work environments. It further provides insights into how traditional job practices adapt to an AI-integrated work environment.
Finally, this study contributes to understanding organizational adaptation in an AI-enabled environment and gives practical and managerial insights for organizational leaders, practitioners and policymakers while ensuring a trust- and ethics-focused AI system in remote work. The findings contribute to collaboration theory by empirically showing how trust enables, and risk constrains, effective collaborative engagement in remote work.
The rapid use of AI in remote work scenarios in Indian IT firms influences collaboration and work efficiency. However, this scenario is hindered by certain challenges related to stakeholder and employee trust and ethical concerns. This study provides a novel integration of UTAUT2 with collaboration frameworks, emphasizing the theoretical link between AI adoption, trust, risk and collaboration levels.
Suman Kumar, M. Moslehpour, A. Walawalkar et al.· Journal of Information, Comm...· 0 citations
The rapid digital transformation in the banking sector presents critical challenges for rural banks (BPR), which lack the resources for structured adaptation. This issue creates an urgent need to understand the human-centered mechanisms and digital competencies interacting with technology that determine successful performance outcomes in this new era. This study aims to analyze the influence of digital skills and AI utilization on BPR employee performance, with digital competence and innovation as mediating variables. This study employed a quantitative explanatory survey method among BPR employees. Data were collected from 250 respondents selected through purposive sampling, using a structured questionnaire with a five-point Likert scale. Data were analyzed using Structural Equation Modeling (SEM) with SmartPLS 3 software to test the hypotheses. The study findings prove that all nine hypotheses are accepted. Digital Skills (X1) and Artificial Intelligence (X2) have a positive and significant effect on Digital Competence (Z1), Innovation (Z2), and Employee Performance (Y). AI is the strongest direct driver of performance, accompanied by Digital Competence. Digital Competence and Innovation serve as critical mediators for performance improvement investments. This study presents an integrated empirical model for Indonesian rural banks. The main practical implication is the need to prioritize the development of human resource capabilities in technology procurement by implementing tiered training to build structured digital competencies, targeted integration of AI into core processes supported by training, and building an organizational culture that encourages technology-based innovation.
This study examines how organizations in Cambodia intend to adopt generative artificial intelligence (AI) and how these intentions are associated with changes in work processes and employee arrangements. Although generative AI is attracting strong managerial interest, most empirical evidence comes from developed economies. This has resulted in a limited understanding of how adoption unfolds in resource-constrained settings where digital readiness, managerial support, and strategic evaluation may not carry equal weight.
This study uses a quantitative, cross-sectional survey of 347 respondents from Cambodian organizations engaged in AI-related initiatives. The proposed relationships were assessed using partial least squares structural equation modeling (PLS-SEM), drawing on organizational change theory and socio-technical systems theory to link organizational antecedents to adoption intention and reported organizational change outcomes.
Technological readiness, managerial support, and perceived strategic value were positively associated with the intention to adopt generative AI. Technological readiness and managerial support showed stronger relationships, whereas perceived strategic value had a smaller, though still significant, effect. Adoption intention was positively associated with changes in work processes and employee arrangements. The model explained these two downstream outcomes modestly, suggesting that additional organizational and employee-level factors are also likely shape how change unfolds in practice.
This study contributes context-specific evidence from Cambodia, a setting that remains underrepresented in the generative AI literature. Rather than proposing a new theory of AI adoption, it shows how established organizational change and socio-technical perspectives explain the intention to adopt generative AI in an emerging economy. The findings suggest that, in this context, adoption intention depends more immediately on readiness and internal managerial support than on a fully developed strategic evaluation. This extends the current debate by showing that generative AI adoption in emerging economies may be organizationally consequential, yet uneven, exploratory, and shaped as much by practical capacity constraints as by strategic ambition.
Bora Ly, Romny Ly· Journal of Organizational Ch...· 0 citations
A new method, called CW-Net, translates the reasoning process of an autonomous vehicle’s AI system into understandable concepts that explain its behavior.