Current study is intended to explore the influence of knowledge management (KM) on organizational commitment and work engagement of the banking employees. Paper examines the dimensions of knowledge management that can influence the effective elements of employee performance. Five dimensions of knowledge management practices are bootstrapped on the organizational commitment and work engagement. Data collected form the different banks of Punjab, Pakistan by including 171 usable questionnaires. Data analysis was done with the help of SPSS and smart PLS. Results reveals that knowledge sharing, codification and retention helps in boosting organizational commitment of employees while knowledge creating, retention and sharing has a significant impact on work engagement. Knowledge management construct is not discussed as a complete construct as researchers opt some of its dimensions. Moreover, KM relationship with organizational commitment and work engagement is missing in the past literatu...

This study examined the effect of work behavior and knowledge management on employee performance and organizational performance, the effect of employee performance on organizational performance, and the mediation effect of employee performance between work behavior and knowledge management on organizational performance at PT Bank Aceh Syariah. The sample used in this study was 120 respondents using the Census method. The analytical tool used was path analysis with the help of SEM Amos 21. The results showed that work behavior and knowledge management had a positive and significant effect on employee performance. Work behavior and knowledge management had a positive and significant effect on organizational performance. In addition, employee performance had a positive and significant influence on organizational performance. The result of the mediation effect analysis revealed that employee performance fully mediated the effect of work behavior on organizational performance, and employee performance fully mediated knowledge management on organizational performance.

This study aims to assess the impact of Employee Engagement (EE) on counterproductive work behavior. An adopted survey instrument comprised of EE and CWB was used. Data was composed from academic staff through self-administered questionnaire. The sample entailed 199 respondents randomly drawn from academic staff of the universities owned by private sector. The instruments were found reliable and valid. The statistical tools such as descriptive statistics score, ANOVA, Ftest, T-test, coefficient correlations and regressions were used to analyze the data. The upshots of the study proposed sufficient evidence for the correlation between EE and CWB and concluded a negative connection between these two variables. The study recommended that universities shall focus more on EE in order to reduce the CWB and hence increase the overall employees performance. Academics can incorporate results of this study to develop models that would promote the EE and CWB area.

Work Engagement and Knowledge Management on Work Productivity". The research method used in this study is associative with a sample of 83 respondents, and the data analysis method used is with test t and test F. Based on the study results in the following results: There is an influence between work engagement and work productivity. There is the influence of knowledge management on work productivity partially. There is an influence jointly between work involvement and knowledge management on work productivity. Simultaneously 72.9% and the remaining 27.1% are affected by other variables. The implication of this research is work involvement. In this case, the Company is expected to pay more attention to providing feedback on employee work results so that employees are always motivated to do their work well. The company needs to provide clear and challenging tasks and targets

Employee engagement is the important drive in an organization to achieve their premier goal. Engagement is an employees' involvement with deep interest in the organization's principles. In business context, employee engagement is refer to work with colleagues to get effective task performance which leads to productivity of the organization. To understand the levels of employee engagement and its impact is the core objectives of this paper and further to examine the various factors influencing the employee engagement. This research paper suggests the effective ways to improve the productivity by applying the better strategies of employee engagement.

This research article aims to examine individual characteristics that influenced employees deviant behavior in one of the Malaysian Civil Service organisation. Mount’s model was used in this article as a basis to determine the influence of individual characteristics on employees’ deviant behavior. In this article, job satisfaction is identitied as the mediating variable. Four Hundred and twenty nine employees whom are support personnel were chosen as respondents. Findings indicated that all the tested individual characteristics except emotional intelligence predicted employees deviant behavior. The result also signified that job satisfaction mediates the relationships between employees deviant behavior and negative affectivity, conscientiousness, and agreeableness.

This study aims to assess the impact of Employee Engagement (EE) on counterproductive work behavior. An adopted survey instrument comprised of EE and CWB was used. Data was composed from academic staff through self-administered questionnaire. The sample entailed 199 respondents randomly drawn from academic staff of the universities owned by private sector. The instruments were found reliable and valid. The statistical tools such as descriptive statistics score, ANOVA, F-test, T-test, coefficient correlations and regressions were used to analyze the data. The upshots of the study proposed sufficient evidence for the correlation between EE and CWB and concluded a negative connection between these two variables. The study recommended that universities shall focus more on EE in order to reduce the CWB and hence increase the overall employee's performance. Academics can incorporate results of this study to develop models that would promote the EE and CWB area.