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The purpose of this study is to get an understanding regarding the clusters of middle management employees on the basis of their knowledge sharing behaviour. Designing knowledge sharing behaviors with a distinct focus for a specified group of employees can be an effective and productive one. As it is often argued that the cluster of employees labeled as “middle management” is the key player for knowledge sharing behaviors – a subject of this study that intends to contribute to management strategy to enhance organizational effectiveness and subsequently to its knowledge sharing phenomona.

Cluster analysis was adopted as key tool as a part of quantitative method to accumulate the data from 597 employees who are working within the middle management of service sector located in the union territory of India named Jammu and Kashmir.

Three distinct segments namely – “knowledge sharing adepts (KSA),” “knowledge sharing scrupulous (KSC)” and “knowledge sharing servitudes (KSE)” as the prime domains of knowledge sharing behavior are identified.

To draw a narrow focus, the study was limited to the service sector of a union territory in India, hence the findings may not be generalized. Furthermore, as knowledge sharing behavior of individuals is always evolved out of social and historical practices, findings of this cross-sectional study should ideally be needed to be updated time to time through further research.

Cluster dynamicism of knowledge sharing behavior based on the differentiated and specified group of employee functions distinctly which in turn increases the organizational productivity with a particular focus on the mid-management of the service sector – a key managerial implication of this study.

To the best of the authors’ knowledge, this research paper is the first of its kind in Jammu and Kashmir adding value to the international literature in the area of knowledge sharing behaviors of service sector.

The purpose of this paper is to investigate how voluntary citizenship behaviour towards an individual (VCB-I) is linked with vicious knowledge hiding (VKH), and why members, within a mastery climate, tend to participate in less VKH after their engaging in VCB-I. The authors, according to the moral licensing theory, propose that moral licensing mediates the relationship between VCB-I and VKH, and that a mastery climate weakens the hypothesised link via moral licensing.

This study surveys 455 valid matching samples of subordinates and supervisors from 77 working teams in China at two time points and explores the relationship between VCB and VKH, as well as the underlying mechanism. A confirmatory factor analysis, bootstrapping method and hierarchical linear model were used to validate the research hypotheses.

The results show that VCB-I has a significant positive effect on VKH; moral credentials play a mediating role in the relationship between VCB-I and VKH; and the mastery climate moderates the positive effect of moral credentials on VKH and the mediating effect of moral credentials. In a high-mastery climate, the direct effect of moral credentials on VKH and the indirect influence of VCB-I on VKH through moral credentials are both weakened, and conversely, both effects are enhanced in a low-mastery climate. However, contrary to the expected hypothesis, moral credits do not mediate the relationship between VCB-I and VKH, which may be due to the differences in the mechanisms between the two moral licensing models.

Prior research has mainly focused on the “victim-centric” perspective to examine the impacts of others’ behaviour on employees’ knowledge hiding. Few works have used the “actor-centric” perspective to analyse the relationship between employees’ prior workplace behaviour and their subsequent knowledge hiding intention. In addition, this study enriches the field research on the voluntary aspects of organisational citizenship behaviour, which differs from its involuntary ones.

To a large extent, knowledge in government workplaces resides within the hierarchy as it provides unique services to the public. Governments should preserve and pass on valuable and irreplaceable knowledge in providing their services through learning by sharing. Yet, sharing requires time and effort. This study examines the motivations of civil servants to share knowledge and their knowledge-sharing behaviors.

The authors conducted an online survey to collect quantitative data from civil servants in the Hong Kong Government and obtained 104 useable responses to test the eight hypotheses comprising six constructs by structural equation modeling to explore the participants' knowledge-sharing behaviors.

Results indicated that (1) expected contribution was the primary source of motivation behind knowledge sharing; (2) participants engaged more frequently in informal than formal knowledge-sharing activities; and (3) there was a dire need for knowledge sharing focusing on explicit knowledge of work procedures.

The research focuses on motivational factors for knowledge sharing. Despite abundant literature about knowledge sharing in public or governmental organizations, scant studies focus on the motivations behind why expected rewards and expected associations have less significant impacts on the attitude toward knowledge sharing than expected contribution.

Knowledge sharing is a key part of enterprise knowledge management, which helps to develop and use knowledge-related resources and ultimately achieve organizational goals. This study aims to theoretically discuss and empirically investigate the mechanism by which the intention to share knowledge is influenced by employees’ attitudes, social pressure and job characteristics.

Based on the theory of planned behavior, this study uses primary data collected from technology companies in the Yangtze River Delta region of China based on a longitudinal tracking research method of different variables at two different points in time. The data from 287 questionnaires were investigated by hierarchical regression analysis and processed with SPSS 21.0.

The findings suggest that attitudes toward knowledge sharing, perceived social norms and job autonomy positively affect knowledge-sharing intentions. Job autonomy plays a moderating role in the relationship between perceived social norms and knowledge-sharing intentions. Specifically, job autonomy positively moderates the effect of pro-sharing norms on knowledge-sharing intentions and negatively moderates the effects of subjective norms on knowledge-sharing intentions.

This study brings together employees’ and work-related characteristics to systematically explore the influence of employees’ personal evaluations of knowledge sharing. Additionally, by empirically distinguishing between subjective and pro-sharing norms, the study contributes to a better understanding of the antecedents of knowledge sharing and other voluntary behaviors at the individual level.

This paper aims to study the role of absorptive capacities in coopetitive alliances that involve leakages of sensitive private knowledge regarding firms’ production processes.

This paper uses a game theoretic approach to model a differentiated product market in which two firms asymmetrically informed about the economic value of a business opportunity must cooperate to exploit this opportunity. Under coopetition, firms gain access to their partners’ core knowledge as the result of inevitable leakages of information. Firms differ in their absorptive capacities, which affects their abilities to leverage this new knowledge outside the collaborative activity.

Firms with superior absorptive capacities are more likely to devise alliances whose purpose is to gain access to their partners’ core knowledge. This opportunistic behaviour does not disappear even if firms compensate their partners for the damages caused by this deceptive business practice. This paper also finds that a highly specialised product safeguards firms with limited absorptive capacities against these opportunistic behaviours.

This paper provides a theoretical analysis of the role that absorptive capacities and product specialisation play in influencing the emergence of opportunistic behaviours in coopetitive alliances. The theoretical analysis underscores the extent to which the risk of opportunism associated with the exploitation of a partner’s specific core knowledge outside the scope of the cooperative activity affects not only the nature and intensity of market competition but also the incentives to pursue coopetitive alliances.

During the COVID-19 pandemic, many working mothers in India adopted involuntary telecommuting work option for the first time. However, no research explored their adjustments and experiences in the new work setting. This paper aims to gain an in-depth understanding of Indian working mothers' lived experience of involuntary telecommuting.

A phenomenological research design was adopted. The authors conducted 14 in-depth, semi-structured telephonic and online interviews. Data were analyzed using Interpretative Phenomenological Analysis framework.

The data analysis yielded two interconnected superordinate themes in this research: (1) characteristics of involuntary telecommuting and (2) the impact of involuntary telecommuting. Under the first theme, four sub-themes emerged: long working hours, increased family demands, reduced interaction with coworkers and technology-enabled communication with supervisors. The second theme comprised five sub-themes: time-based work interference with family, time-based family interference with work, strain-based family interference with work, absence of emotional and professional support and performance management concerns. Involuntary telecommuting mothers faced challenges due to lack of control over their daily work schedule and demands, along with an increased burden of unpaid household work, leading to difficulties in managing their work schedule and negotiating their professional role identity within the family. These findings emphasize that working mothers who participated in involuntary telecommuting encountered bidirectional time-based conflicts and unidirectional strain-based conflict.

The study examines a particular subset of women telecommuters who were working mothers with young children. These potential limitations are to be addressed in future research.

The findings suggest that managers should develop HR policies and telecommuting ecosystems in order to enhance effectiveness of telecommuting. Specifically, organizations offering telecommuting work options should create opportunities for informal interaction among peers and formal one-to-one interaction with managers. Moreover, HR managers should develop and implement employee-friendly telecommuting policies.

The research contributes to HRM and gender literature.

The paper contributes to the discourses of work-life balance, workplace relationships and work policies within telecommuting literature.

This study aims to examine and understand the impact of reverse logistics adoption on firms' digitalization and collaboration activities. Specifically, leveraging the knowledge-based view, this study examines how adopting sustainable logistic practices (reverse logistics) prepares firms to embrace digitalization and encourages them to collaborate with other organizations.

The study used longitudinal survey data from two waves (2017 and 2019) from the Mannheim Centre for European Economic Research. The authors used the negative binomial regression analyses to test the impact of reverse logistics adoption on the digitalization and inter-organizational collaboration dependent count variables.

The study's findings highlight the usefulness of reverse logistics in enabling digitalization and inter-organizational collaboration. The results show that the firms investing in sustainable supply chains will be better positioned to nurture digitalization and inter-organizational collaboration.

For resource-bound managers, this study provides an important insight into prioritizing activities by highlighting how reverse logistics can facilitate digitalization and collaboration. The study demonstrates that the knowledge generated by reverse logistics adoption can be an essential pillar and enabler toward achieving firms' digitalization and collaboration goals.

The study is among the first to examine the effect of reverse logistics adoption on firm activities that are not strictly associated with the circular economy (digitalization and collaboration). Utilizing the knowledge-based view, this study reports on the additional benefits of reverse logistics implementation previously not discussed in the literature.

This paper aims to explore how Human Resource Management (HRM) practices were adopted to implement and manage remote working during the COVID-19 pandemic and identify whether and how remote working would/should continue in the future, in a developing and a unique cultural set up in the Asian context.

The study was conducted using qualitative methodology with semi-structured, in-depth interviews with 26 Human Resource Professionals (HRPs) of different industries in Sri Lanka. The information was collected in two phases; at the initial stages of the pandemic during May–June 2020 and after one year and four months, in October–November 2021.

The findings explain the different HRM activities executed by HRPs, such as employee engagement activities, setting guidelines, employee support, performance management and training, to make remote working successful when it was implemented as an emergency and involuntary work arrangement with the advent of the COVID-19 pandemic in Sri Lanka. However, over time, the interest and interventions of HRPs appeared to have dwindled, and many companies are waiting to revert to on-site work when the pandemic situation settles. It appears that remote working will remain a transitory work arrangement to respond to crises or exceptional circumstances rather than a permanent work arrangement for many companies in Sri Lanka.

The study contributes to and expands the knowledge of HRM in managing remote working during and beyond the pandemic in a developing Asian country perspective and the suitability of remote working and HRM practices for specific national cultural contexts.

The purpose of this study is to examine the factors affecting deposit withdrawal intentions among Moroccan profit-sharing investment account holders.

Applying the push-pull-mooring (PPM) theory, a quantitative survey, based on insights brought to light by a previous qualitative study, was developed and administered to 166 depositors from five participatory banks at branches located in Morocco. Structural equation modeling was then used to evaluate the significance of relationships between the various variables under study.

Empirical findings showed that the PPM model with a second-order construct structure exhibited a better representation of the observed variables as compared to a first-order factor model. The results of the structural analysis indicated a significant direct relationship between withdrawal intention and each of the PPM model constructs: push and pull factors were found to have a positive impact on withdrawal intention, while mooring factors had a significant inverse relationship with withdrawal intention. The results of this study also revealed that the moderating role of the mooring construct was found in both relationships between push and withdrawal intention and between pull and withdrawal intention.

The absence of a longitudinal study measuring the actual withdrawal behavior is the main limitation of this study. Furthermore, withdrawal intention was examined without differentiating between individual and corporate depositors. Finally, despite being insightful, the empirical findings should be generalized with caution, as the sample was purposely chosen by the banks’ management.

This study implied that participatory banks should stress the importance of mooring factors, as they strongly inhibit depositors’ intention to shift their funds to the conventional banking system. Moreover, this study provides great indications to Moroccan regulators and policymakers on a number of issues that can be used to develop policies that could improve the participatory banking system.

To the best of the authors’ knowledge, this study represents the first attempt to confirm the effectiveness of the PPM model in examining depositor-withdrawal intentions. This study is also the first of its kind to address profit-sharing investment depositors’ apprehensions in the Moroccan context, to the best of the authors’ knowledge.