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Continuous knowledge sharing by active users, who are highly active in answering questions, is crucial to the sustenance of social question-and-answer (Q&A) sites. The purpose of this paper is to examine such knowledge sharing considering reason-based elaborate decision and habit-based automated cognitive processes.

To verify the research hypotheses, survey data on subjective intentions and web-crawled data on objective behavior are utilized. The sample size is 337 with the response rate of 27.2 percent. Negative binomial and hierarchical linear regressions are used given the skewed distribution of the dependent variable (i.e. the number of answers).

Both elaborate decision (linking satisfaction, intentions and continuance behavior) and automated cognitive processes (linking past and continuance behavior) are significant and substitutable.

By measuring both subjective intentions and objective behavior, it verifies a detailed mechanism linking continuance intentions, past behavior and continuous knowledge sharing. The significant influence of automated cognitive processes implies that online knowledge sharing is habitual for active users.

Understanding that online knowledge sharing is habitual is imperative to maintaining continuous knowledge sharing by active users. Knowledge sharing trends should be monitored to check if the frequency of sharing decreases. Social Q&A sites should intervene to restore knowledge sharing behavior through personalized incentives.

This is the first study utilizing both subjective intentions and objective behavior data in the context of online knowledge sharing. It also introduces habit-based automated cognitive processes to this context. This approach extends the current understanding of continuous online knowledge sharing behavior.

This research aims to investigate the effects of innovation types (exploratory innovation vs. exploitative innovation) on users' psychological perceptions (perceived self-improvement and prosocial impact) and continuous knowledge sharing intention and the moderating effects of monetary incentives.

The research model was developed based on the self-determination theory. A two-study approach involving an online survey (n = 338) and an online experiment (n = 160) was employed to collect quantitative data. Structural equation modeling and variance analysis were adapted to analyze the data.

The results show that exploratory innovation leads to higher perceived self-improvement among users than exploitative innovation, whereas exploitative innovation leads to higher perceived prosocial impact than exploratory innovation. The perceived self-improvement and perceived prosocial impact positively affects users' continuous knowledge sharing intention. Monetary incentives moderate the relationships among perceived self-improvement, perceived prosocial impact and continuous knowledge sharing intention.

This research highlights the role of users' experience of initial participation in forming continuous knowledge sharing intentions and also reveals the effectiveness of monetary incentives in different types of innovation activities. The findings provide a more comprehensive understanding of the antecedents of users' continuous knowledge sharing behavior, offering new insights and recommendations for managerial practitioners.

Online health communities (OHCs) have become increasingly popular sources of health information in recent years. However, little is known about the factors that affect the relationship commitment and continuous knowledge sharing intention among OHC members. Thus, this study aims to integrate social exchange and commitment-trust theories to establish a theoretical model to fill the gap.

A research model that integrates social exchange theory and commitment-trust theory is developed. Quantitative data from 519 valid questionnaires are collected via an offline survey. Statistical product and service solutions 20.0 and analysis of a moment structures 20.0 software are used to test the hypotheses.

Relationship commitment directly influences continuous knowledge sharing intention, partially mediates the relationship between social support and continuous knowledge sharing intention, and fully mediates the relationship between perceived health risks and continuous knowledge sharing intention. Informational and emotional supports are identified as benefit factors that positively affect relationship commitment and perceived health risks are regarded as cost factors that negatively influence relationship commitment. Informational and emotional supports of OHC members produce different effects on relationship commitment when members obtain social support from different sources. Moreover, trust moderates the influences of informational support and perceived health risks on relationship commitment.

The findings provide additional insights that can augment the knowledge management literature by indicating how people are driven to share knowledge continuously in the context of OHCs. This study empirically clarifies the relationships of benefits (i.e. social support) and costs (i.e. perceived health risks) to continuous knowledge sharing intention by demonstrating the significant mediating effect of relationship commitment. In addition, the findings of this study highlight the importance of the social support source in OHCs and provide additional insights into commitment–trust theory by integrating the moderating effect of trust on the relationships between relationship commitment and its antecedents.

Drawing on and theorizing continuous change, the purpose of this paper is to investigate the antecedents of continuous change behavior in schools. Relying on conceptual discussions about organizational change (OC), three sets of variables including context (workload, participatory management, trust), process (knowledge sharing, social interaction) and outcome (job satisfaction) were identified as antecedents of continuous change.

To test the predictive value of the antecedents for continuous change, a correlational study was design and structural equation modeling was used to test the direct and indirect relationships among study variables. The data were collected from a sample of 648 primary and secondary public school teachers.

The results showed that context, outcome, and process factors function through direct and indirect paths to contribute to the prediction of continuous change behavior. Moreover, knowledge sharing either directly or indirectly played a central role in the prediction of continuous change behavior.

These results suggested that a widened knowledge base provides the basis for ongoing experimentation with, alteration, and modification of work categories in schools. Providing such factors in schools seems to facilitate the ongoing improvement of work practices in schools, even in the absence of a planned change intervention.

This study is one of the first empirical studies tested the predictive value of antecedents of continuous change in school organizational context, where OC is the norm and change failures are very common.

This study aims to examine the determinant factors of perceived online community usefulness from a motivational point of view. The researchers have combined the use of the expectancy value model and the information system continuous-use model to predict continuous knowledge-sharing behaviour between online community members. This research provides an additional view of current literature focusing on technology-related factors.

This research has adopted a quantitative research method, with data being collected through a Web survey technique. The members of online business communities were invited to participate in the survey. A total of 220 respondents participated in the online survey. These data were then analysed using structural equation modelling.

The research findings revealed that motivation-related factors have a moderate ability to predict members’ perception of online community usefulness. The research findings have shown that attainment and utility values are two significant motivational factors, which can positively influence perceived online community usefulness. By promoting these values, continuous knowledge-sharing intentions can be encouraged through perceived online community usefulness.

Having members from communities other than online business communities might deliver different results, given that they have different needs and values. Also, this study only received responses from active contributors within selected online business communities. The responses from non-active contributors were not included in this study.

This study provides practical suggestions on how the administrators and designers of an online community can promote positive values within their community platform, using motivation-related mechanisms.

The existing literature that examines the determinants of perceived online community usefulness have mainly directed attention towards technology-related factors. This study fills the gap by examining the determinant factors of this construct from a motivation perspective.

The purpose of the current literature reviews to contribute to the study of organisational resilience. The study intends to understand the role of dynamic capability flow in creating more resilient business communities. The study tries to relate to how continuous learning enables business communities to plan for, respond to and bounce back from disasters.

A structured literature review of 38 empirical studies indicates organisational resilience and highlights the dynamic attributes of organisational resilience and the importance of knowledge interactions and information sharing.

Continuous learning results in complex dynamic capability manifested through research and innovations, technological implementations, social learnings and community knowledge sharing. This clearly emphasises the role of dynamic capabilities in fostering disaster resilience in organisations and business communities.

Research limitations on continuous learning can be cited as to incorporate case study methods related to organisational experiences during the COVID-19 pandemic while also reviewing digital knowledge transfer strategies and influencing factors.

The study for fostering resilience in the business ecosystem needs to be embedded in the continuous learning process, and it also includes knowledge sharing and collaboration, both externally and internally, for the business community.

Social implications for this study relate to the seamless flow of the knowledge transfer and knowledge sharing process. The dynamic process of organisational and the business community resilience is a key outcome of this knowledge sharing and knowledge transfer process.

A conceptual framework was developed from the review, emphasising how dynamic capabilities through continuous learning enhance business community resilience.

This paper aims to examine the role of organizational innovative capabilities (OIC) on the relationship between knowledge sharing (KS), corporate entrepreneurship (CE) and firm performance (FP). Specifically, this study uses the knowledge-based view to develop a model that examines the mentioned relationship.

Using survey data from 520 participants across 75 service sector companies in Thailand, measurement and structure models are tested through structural equation modeling to quantify the impact between constructs.

This study shows that KS and CE positively affect OIC and FP. A positive relationship is also found between KS and CE. The mediating impact of OIC strengthens the relationship between KS and CE on FP.

Like all research using survey methods, the research is prone to respondent biases and generalizability. However, this paper has put the best effort to minimize such effects by rigorous methodological testing to avoid such biases.

The findings of this study suggest that to improve organizational learning and knowledge-based performance, commitment and understanding of the employees in the entire organization is crucial. KS significantly contributes to developing innovative abilities because of its characteristics of providing firm-specific and socially complex advantages. The way a firm transforms and exploits its knowledge may ascertain its level of innovativeness, such as coming up with certain problem-solving procedures and new product development according to the rapid change in the market demand. However, organizations may only instigate to effectively organize knowledge when their employees are ready to share knowledge. Continuous KS boosts entrepreneurial practices and contributes innovativeness across individuals, groups, units or the entire organization.

The relationship between CE, organization innovative capabilities and FP in the presence of KS is rarely discussed in both theoretical and empirical literature. This study contributes to the literature by arguing that apart from the direct impact of KS on FP, KS can lead the firms toward generating important competitive advantage by forming innovative capabilities that can significantly influence FP.

This paper aims to enrich knowledge management theory and practice by investigating how boundary spanners’ willingness to share their knowledge contributes to innovation success and by examining the contingent role of market turbulence.

Cross-sectional survey data were collected from 296 top income Hungarian firms. Structural equation modelling with bootstrap procedures was used to test the hypotheses.

Boundary spanners’ willingness to share their knowledge has a dual effect on innovation success, which is captured by new product development innovativeness and performance. It has a direct effect on both new product development innovativeness and performance, and it has a mediated effect on new product development performance, where new product development innovativeness serves as a mediator. The study’s results indicate that these effects are robust and not contingent on the turbulence of the firm’s marketplace.

This study’s respondents were managers in boundary-spanning positions charged with the task of linking the organisation with its external environment. Owing to their proximity to the external environment, their evaluation of market turbulence may be distorted.

Maintaining the willingness of managers in boundary-spanning positions to share what they know is essential to the continuous creation of superior new product development performance. Hence, firms should develop organisational cultures where employees’ knowledge-sharing willingness is presented as an important asset. While turbulent markets may be unpredictable and hostile, firms should not adjust their knowledge management practices.

Building on the research on knowledge sharing, boundary spanning theory and contingency theory, this paper increases the understanding of the salient factors that are often implicitly assumed in mechanisms involved in transforming knowledge into new product performance. This is the first empirical study to focus on boundary spanners’ knowledge behaviour and to consider the contingent role of market turbulence in knowledge management.

The purpose of this paper is to discuss the relationship between psychological contract and knowledge sharing behavior in the enterprise system (ES) post-implementation stage. The fulfillment and obligation of psychological contract are proposed as antecedents of knowledge sharing behavior performed by client firms. Additionally, entrepreneurial orientation (EO) is considered a moderator in the relationship between psychological contract and knowledge sharing.

This study adopted the questionnaire survey to collect data from 132 client firms of a focal ES provider in the garment industry of China. Hierarchical regression analysis was used for data analysis.

Psychological contract fulfillment is negatively related to knowledge sharing, whereas the positive role of psychological contract obligation is supported. EOstrengthens the role of both psychological contract fulfillment and obligation in shaping knowledge sharing behavior of client firms.

This study adopts forward- and backward-looking approaches in decision making as a theoretical lens to investigate how to improve client firms’ knowledge sharing behavior through psychological contract. By figuring out the roles of psychological contract and EO in influencing knowledge sharing, this research benefits both vendor and client firms in maintaining sustainable collaboration and continuous improvement of ES projects.

This research aims to examine the influence of transformational leadership on employee efficiency. The research also examines the role of knowledge sharing as a mediator between transformational leadership and employee efficiency.

The research is based on the survey conducted among 200 employees of logistics firms. Exploratory Factor analysis (EFA) and Confirmatory Factor Analysis (CFA) approaches are used for the evaluation.

The study found that transformational leadership has positive and significant influence on employee efficiency. The research also demonstrates that after introducing knowledge sharing, it fully mediated the influence of transformational leadership on employee efficiency. The study suggests that, if leaders share their knowledge and expertise among the team, employees have a propensity to be highly effective and efficient than without knowledge sharing.

Blue collar staff and unskilled labors of the firms are not included in the study. So, the study is limited to white collar staff only which can further be expanded by considering other ground staff. Also few or no such researches have been conducted in logistics firms, particularly in Indian logistics firms. So, the result of this study can be used as reference to explore the area. This study can be replicated in the logistics firms of other regions also.

The finding of the study will help the top management of the organizations to formulate strategies to enhance its senior-subordinate relationship through knowledge sharing. The study also suggests that regular dissemination of knowledge among the team improves the efficiency of the team members and hence the performance of the organization.

This research examines the degree to which knowledge sharing acts as a mediator between transformational leadership and employee efficiency, which has not been found in previous studies.