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The purpose of this paper is to disentangle the role of the source and recipient of knowledge in supply chain collaboration by providing evidence that the distributive capabilities of a source, working in conjunction with the absorptive capacity (AC) of a recipient, have direct and significant effects on levels of collaborative engagement between supply chain partners and indirect and significant effects on collaborative operational outcomes.

This study utilises 310 surveys and structural equations modelling to provide empirical evidence to support the significance of the source of knowledge in collaborative activities.

The study provides evidence for source-based knowledge transfer constructs (distributive capabilities) in supply chain collaboration. Further, this research supports these capabilities working in conjunction with recipient AC both as necessary but insufficient requirements for successful knowledge transfer.

Firm interdependence within supply chains continues to grow. In today’s environment of outsourcing and increasing levels of inter-firm activities, this research provides a parsimonious model of collaboration that allows firms to understand knowledge transfer better and how to more aptly manage these types of activities and complex relationships.

Earlier research in this domain has focussed on the abilities of a recipient firm to absorb knowledge in order to understand successful collaborative knowledge transfer. By solely focussing on the recipient firm, the role of the source of knowledge has been largely overlooked in this stream of research.

The effect of empowering leadership on knowledge sharing is well defined, but factors that stimulate employees for knowledge sharing are still limited. Therefore, this study aims to address to what extent empowering leadership is desirable to create a trustful and fair environment that is conducive for an employee’s knowledge sharing.

Through integration of social exchange, equity and uncertainty management theories develop a moderating mediating model that links empowering leadership to knowledge sharing. Three-wave data collection from the sample of 375 managers–subordinates’ dyads was done in Pakistan textile industries.

Hierarchal regression analysis and bootstrapping method were applied to test the hypotheses. The results indicate that affective trust partially mediates the relationship between empowering leadership and knowledge sharing. More especially, the findings demonstrate that the relationship between empowering leadership and knowledge sharing becomes strong with high level of distributive and procedural justices.

This research study uses empowering leadership as a proposed motivational pathway for stimulating employee’s knowledge sharing through development of affective trust and buffering effect of distributive and procedural justices.

Most of previous research in knowledge sharing just cynosure organizational-level elements like leadership and organizational justices but deteriorate individual factors like trust. Therefore, this study will combine both organizational- and individual-level factors for urging employees for knowledge sharing.

Drawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from managers on nurses' work meaningfulness and work effort in public hospitals in China and examines the moderating role of work self-efficacy.

We collected 341 paired questionnaires for nurses and managers from four public hospitals in China. The data were analyzed by structural equation modeling and hierarchical regression analysis.

Distributive justice and managers' respect for employees are positively related to work meaningfulness. Additionally, work self-efficacy negatively moderates this relationship. Work meaningfulness is positively related to work effort and fully mediates the relationships between perceived distributive justice and respect from the manager and work effort.

This study provides useful insights for healthcare organizations to improve nurses' work meaningfulness from the perspectives of their material and emotional needs, according to their work self-efficacy characteristics, thus promoting their work effort. The findings offer important guidance for improving the effectiveness of grass-roots human resources to cope with unpredictable situations such as the COVID-19 pandemic.

This study focuses on the organization's environmental factors that affect the primary staff's work meaningfulness. Further, it analyzes the differences in signal interpretation among nurses with different work self-efficacy characteristics, thus providing new insights into work meaningfulness. Through manager–nurse pairing data, it reveals the important role of work meaningfulness in motivating work effort.

The purpose of this study is to quantify the impact of electricity power outages on the local housing market in South Africa.

This study uses the autoregressive distributive lag (ARDL) and quantile autoregressive distributive lag (QARDL) models on annual time series data, for the period 1971–2014. The interest rate, real income and inflation were used as control variables to enable a multivariate framework.

The results from the ARDL model show that real income is the only factor influencing housing price over the long run, whereas other variables only have short-run effects. The estimates from the QARDL further reveal hidden cointegration relationship over the long run with higher quantile levels of distribution and transmission losses raising the residential price growth.

Overall, the findings of this study imply that the South African housing market is more vulnerable to property devaluation caused by power outages over the short run and yet remains resilient to loadshedding over the long run. Other macro-economic factors, such as real income and inflation, are more influential factors towards long-run developments in the residential market.

To the best of the authors’ knowledge, this is the first study to examine the empirical relationship between power outages and housing price growth.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Wānanga are Indigenous educational institutions that encompass a diverse approach to education. Te Whare Wānanga o Awanuiārangi, an ‘Indigenous University’, is an environment where innovative thinking and culturally based teaching practice enhances student experiences in an Indigenous Māori environment. It is in this space that Māori ideology and epistemology are practiced and viewed as normal. This diverse environment accepts without qualification that education and knowledge will be provided to the highest level through an Indigenous Māori lens. Culturally responsive environments are conducive to learning experiences for Indigenous Māori students. Pedagogy that is underpinned by cultural values and philosophy enhances the reciprocal learning experiences that are shared between lecturer and student. A positive learning environment promotes a distributive action, where the student experience is further shared with whānau (family), hapū (sub-tribe), Iwi (tribe) and communities in which they interact and engage.

The transmission of tacit knowledge is crucial to organizations to ensure that individual expertise will be passed throughout a team or department, rather than centred in one employee. It is especially important among information technology (IT) professionals because, in addition to technical knowledge, they deal considerably with a combination of cognition and previous experience to solve daily problems, and implement and develop new systems. The purpose of this paper is to examine how organizational, individual, and environmental factors influence tacit knowledge sharing among IT professionals.

In this study, the author examines how organizational, individual, and environmental factors influence tacit knowledge sharing among IT professionals. To test the hypotheses, the survey method was chosen and a standard questionnaire was applied. The author obtained a sample of 143 respondents and employed a partial least squares (PLS) analysis to assess the structural and confirmatory models.

The results indicate that hardworking, responsible, and introverted employees tend to share their tacit knowledge when they feel they are in a supportive and team‐oriented environment, are not overly threatened by competitiveness, and experience good social interactions in the workplace.

The main limitation of this study is its small sample size, which may not capture all relationships. Future research can overcome this limitation and consider the role of organizational commitment and trust as possible mediators.

To practitioners, this study offers information on how organizations can encourage employees to share tacit knowledge. This research provides some support for the assumption that IT professionals should be managed under particular organizational rules by proposing that IT workers have a strategic role regarding the transmission of tacit knowledge.

This chapter aims to contribute to research on standards and regulation in education, taking as a point of departure three sets of interrelated policies, core to the globalised educational agenda: policies on competencies and skills, school autonomy and performance-based accountability, representing a new governmental logic founded on the values of efficiency, quality, competitiveness and outcomes. The chapter has a double purpose: first, to make a theoretical contribution to the literature interrogating the new modes of governing schools and curricular knowledge. It does this, by explicating the relationship between the regulative dimension of global policy discourses, embodying the principle of performativity, and the discourses regulating pedagogic practices in local sites, where policies are enacted. Second, to present aspects of a study carried out in the Greek education context, in which policies towards a post-bureaucratic administration regime (school autonomy, national testing, accountability mechanisms) have failed to be institutionalised. Focusing on the Modern Greek Language curriculum and its enactments in demanding school settings, the study illustrates how discourses on inclusion, diffused within the educational field and invading the school space, exert strong control over teachers' instructional practices. It is argued that developments of Bernstein's theory of knowledge pedagogisation provide a language to describe the complex ways in which regulative discourses operate in global times, affecting the recontextualisations of curricular policies. The theory thus contributes to the literature on the enactments of globalised education policies and helps explain the diversity of national and institutional responses to such policies.

With more demand-driven innovation activities, manufacturers must proactively engage in information sharing activities with their customers for better innovation performance. This study aims to inquire into the impacts of information sharing activities between manufacturers and customers (including information system usage and information content sharing) on manufacturers’ innovation performance and considers interfirm justice (including distributive justice, procedural justice and interactional justice) as information sharing antecedents.

The social exchange theory is applied to develop the conceptual model. The authors examine the conceptual model with the structural equation modeling approach using data collected from 213 Chinese manufacturers.

Interactional justice promotes information system usage. Both interactional justice and procedural justice increase information content sharing, while distributive justice decreases it. Information content sharing directly improves innovation performance and fully mediates the relationship between information system usage and innovation performance.

This research enriches empirical studies on justice-information sharing relationships by systematically investigating the impacts of three types of justice on different information sharing activities. It also adds to the application of social exchange theory in the practices of interfirm justice and information sharing. Besides, it probes into influencing mechanisms of different information sharing activities, information system usage and information content sharing, on innovation performance. The findings can guide firms to implement interfirm justice and information sharing practices for superior innovation performance.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).