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Coworking spaces use the idea of spatial co-location that improves communication and knowledge sharing among independent knowledge professionals. Fluid work structures and a sense of community can facilitate work satisfaction, creativity and entrepreneurship. Fundamentals to those positive outcomes are the knowledge sharing processes between users of coworking spaces. The purpose of this study is to explore the knowledge sharing processes in this setting where researchers still have very little understanding.

Based on an inductive research methodology, qualitative data were collected through observations and interviews with a variety of users (including freelancers, entrepreneurs and firms) incumbent in various coworking spaces in Germany.

Co-location of individuals in coworking spaces is first about physical proximity and second about socialization and collaboration opportunities, which then advance cognitive proximity. Thus, co-location can facilitate tacit knowledge exchange, ignite the social disembodiment of ideas, synthesize domain-related knowledge sharing and promote inter-domain learning. The institutionalization of knowledge management services will allow coworking spaces to increase these positive outcomes.

Findings of this study are interesting for managers of shared spaces and traditional firms that use spatial co-location. The authors propose institutionalized knowledge management services to enable multifaceted and multidisciplinary knowledge creation in organizations.

This paper sheds light on the role of spatial co-location in knowledge sharing processes among independent knowledge professionals in shared office spaces. Thereby, this study provides valuable insights into a phenomenon that has received little attention even though its practical importance is high.

This paper aims to discuss problems, requirements and current trends for deploying group communication in real‐world scenarios from an integrated perspective.

The Hybrid Shared Tree is introduced – a new architecture and routing approach to combine network – and subnetwork‐layer multicast services in end‐system domains with transparent, structured overlays on the inter‐domain level.

The paper finds that The Hybrid Shared Tree solution is highly scalable and robust and offers provider‐oriented features to stimulate deployment.

A straightforward perspective is indicated in the paper for a mobility‐agnostic routing layer for future use.

The broader adoption of the internet along with web‐based systems has defined a new way of exchanging information. That advance added by the multiplication of mobile devices has required systems to be even more flexible and personalized. Maybe because of that, the traditional teaching‐controlled learning style has given up space to a new way of learning, which is more flexible and adequate to the learners needs. The purpose of this research is to go further into the semantic modeling of adaptive web based learning systems. Particularly, the paper focuses on those learning systems that consider in their definition the awareness of student's context in order to properly react to the student needs.

In this paper the authors introduce a semantic model of the student context in terms of an ontology network. This semantic model is explored in order to detect the “current situation” of students when they are navigating into e‐learning environments. The final objective is to enrich the adaptation functionality of e‐learning environments, being able to evaluate context data from personal profile, learning domain and technological situation.

In order to evaluate the semantic model defined, examples of detected situations are shown in accordance to specific e‐learning scenarios.

The paper covers definition of a flexible and modularized model by using ontology networks, which can be easily modified to incorporate new knowledge data, aiding the modeling of concepts from different learning environments.

This research investigates the relationship between inter‐domain conflict in the form of work‐family conflict and family‐work conflict with various facets of employee job satisfaction. The study was conducted among police personnel (n = 119) in a large southeastern state. Results indicate that work‐family conflict is significantly related to satisfaction with job in general, pay, supervision, promotion, work, and co‐workers. Family‐work conflict is not as consistently related to the facets of job satisfaction. In general, as expected, conflict between work‐family is more closely related to employee job satisfaction than conflict between family‐work. Managerial implications are included as well as directions for future theoretical research.

Advances in military medical care have facilitated a reduction of fatalities in the global war on terror, relative to previous conflicts. The physical and psychological trauma of returning personnel remain a challenge, and poor physical and psychological health have been shown to affect quality of life (QOL). The purpose of this paper is to validate the WHOQOL-BREF questionnaire amongst wounded, injured and ill military personnel, and to determine the characteristics of distinct groups found in this sample.

In total, 52 male and female military personnel (34.69+7.63 years, n=51) completed 24 items of the WHOQOL-BREF. Principal component analysis using the direct oblimin rotation was used to determine the factor structure of the WHOQOL-BREF and k-means cluster analysis was used to determine QOL characteristics of the separate groups.

The WHOQOL-BREF is a reliable tool for measuring QOL for American military personnel. However, the psychometric structure of the WHOQOL-BREF in this sample differed from the original domains. The first cluster analysis based on the original domains produced two clusters: a group of 12 that had poor QOL, and a group of 40 that had relatively good QOL except for the physical domain. The second cluster analysis differed in independence and access/social support only.

Although the sample was small for principal component analysis, the investigators chose to proceed with this procedure, because objective indicators such as measures of sampling adequacy and communalities met or exceeded acceptable thresholds.

Rehabilitation programs for military ill, injured and wounded should contain components that promote independence and self-actualization.

Context awareness is one of the key aspects of pervasive computing systems. In such systems, a plethora of dynamic context information needs to be constantly retrieved, soundly interpreted, rapidly processed, maintained in various repositories, and securely disseminated. Thus, a flexible, scalable and interoperable context representation scheme needs to be established and solid context management mechanisms need to be adopted, which will perform well in large‐scale distributed pervasive systems. This paper elaborates on the COMPACT context middleware that has been designed to cope with the issues above and saturate pervasive computing environments with context awareness functionality.

A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain. Yet, there remains ambiguity as to what these elements are and how these permeations impact important outcomes such as role satisfaction and role performance. The authors introduce a multidimensional perspective of work–home boundary permeability, identifying five forms of boundary permeation: task, psychological, role referencing, object, and people. Furthermore, based on the notion that employee control over boundary permeability behavior is the key to achieving role satisfaction and role performance, the authors examine how organizations’ HR practices, leadership, and norms impact employee control over boundary permeability in the work and home domains. The authors conclude with an agenda for future research.

The purpose of this paper is to present the construct of social intra-organizational connection (SIC). This construct reflects the extent to which a focal actor believes his alters present behaviors of social inclusion in relation to himself. This assessment compares the ego’s expectations of being included and the behavior of inclusion performed by those alters with whom the actor has more frequent interactions. The effects of this construct are tested in the organizational domain regarding the intention to leave, in the domain of co-workers regarding cooperation and in the family domain regarding work–family conflict.

The survey data were collected from 380 Brazilian workers.

The results confirmed the effects of SIC in the relational domain of the organization through the variation in the focal actor’s intention to leave. In the sphere of coworkers, the effects of SIC were found in the variation of the degree of cooperation. In the family sphere, SIC had an influence upon the intensity of the work–family conflict.

The research indicates that the behavior of making direct contacts and more frequent interactions by the focal actor extends to other relational spheres through the transitions of the organizational member between the domains of organization, coworkers and family. This paper draws attention to the need to consider the local networks, both within and beyond the organization, and their effects on each other.

To increase the spread and reuse of lessons learned (LLs), the purpose of this paper is to develop a standardised information structure to facilitate concise capture of the critical elements needed to engage secondary learners and help them apply lessons to their contexts.

Three workshops with industry practitioners, an analysis of over 60 actual lessons from private and public sector organisations and seven practitioner interviews provided evidence of actual practice. Design science was used to develop a repeatable/consistent information model of LL content/structure. Workshop analysis and theory provided the coding template. Situation theory and normative analysis were used to define the knowledge and rule logic to standardise fields.

Comparing evidence from practice against theoretical prescriptions in the literature highlighted important enhancements to the standard LL model. These were a consistent/concise rule and context structure, appropriate emotional language, reuse and control criteria to ensure lessons were transferrable and reusable in new situations.

Findings are based on a limited sample. Long-term benefits of standardisation and use need further research. A larger sample/longitudinal usage study is planned.

The implementation of the LL structure was well-received in one government user site and other industry user sites are pending. Practitioners validated the design logic for improving capture and reuse of lessons to render them easily translatable to a new learner’s context.

The new LL structure is uniquely grounded in user needs, developed from existing best practice and is an original application of normative and situation theory to provide consistent rule logic for context/content structure.

The present study aims to contribute to the growing cross‐national body of literature on work‐family conflict (WFC) and family‐work conflict (FWC) issues by examining the interrelationship of these constructs with other variables in the context of a transitional economy.

Data were collected using self‐report questionnaires distributed to retail salespeople in Hungary. Hypothesis tests were conducted using structural equation modeling.

The results revealed that WFC is strongly related to job stress, while FWC is not, and that job stress fully mediates the effect of WFC on turnover intentions. It was also found that self‐efficacy, as a moderator, heightened the positive effect of WFC on job stress, but attenuated the effect of FWC.

Future research could examine both the deleterious and beneficial effects of role identity spillover and include additional psychological work outcomes beyond turnover intentions. Assessing the impact of collective efficacy in addition to individual self‐efficacy is also warranted in future studies conducted in transitional economies, especially those with collectivistic cultures.

The authors' evidence that WFC is more strongly related to job stress than FWC underscores the need for retailers to implement progressive policies to create supportive work environments, which can reduce WFC and FWC. The finding of the contingent effect of self‐efficacy also has important implications for recruiting and training practices of retailers operating in transitional economies.

This study is among the first to compile the multiple theoretical rationales for the moderating effect of self‐efficacy and empirical evidence that it operates in opposite ways relative to WFC and FWC.