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This research paper aims to explore the added value of knowledge management (KM) and its antecedents for innovation and organizational performance (OP) in marginal healthcare organizations.

Using insights from the resource-based view and knowledge-based theory of the firm, the model explains the effects of technology capabilities (TC) and organizational culture (OC) on the KM process, process innovation (PIN), administrative innovation (AIN) and OP. The authors used partial least squares structural equation modeling (PLS-SEM) and fuzzy-set qualitative comparative analysis (fsQCA) to analyze data collected from 168 healthcare practitioners in Cameroon using a survey.

The authors reveal that TC and OC positively impact some KM components. Knowledge sharing (KS), knowledge acquisition (KA) and responsiveness to knowledge (RK) influence PIN, while only PIN and KA influence OP. FsQCA provided several configurations that lead to high OP within healthcare centers. As a result, the results are adaptable to any healthcare center that wishes to set up one or more KM processes.

Given that the results will help the health workforce make concerted decisions about medical care, the authors contribute significantly to the definition and optimization of KM in healthcare by implementing various processes and policies to ensure the continued existence of high-quality and outstanding healthcare systems. The KM propositions will enable healthcare centers to: (1) improve the quality of patient care through collegiality in medical practice; (2) optimize processes in the patient care chain; and (3) leverage knowledge gained though knowledge sharing among the medical team. The propositions open up avenues for future research in addition to providing practical implications for healthcare center practitioners.

This study sheds new empirical light on the relationships between KM antecedents and processes, innovation and OP in healthcare centers. This research is one of the few to examine the relationship between TC, OC, KM processes, innovation and OP in developing countries. This paper aims to fill this gap and inform future research concerning KM in the healthcare sector. Further, this study goes beyond testing the PLS-SEM approach's hypotheses by applying fsQCA to provide practical and comprehensive knowledge on how to increase the efficiency of a healthcare center through KM.

This paper is motivated by the need for a generic approach to evaluate the volumetric accuracy of rapid prototyping (RP) machines. The approach presented in this paper is inspired in large part by the techniques developed over the years for the parametric evaluation of coordinate measuring machine (CMM) errors. In CMM metrology, the parametric error functions for the machine are determined by actual measurement of a master reference artifact with known characteristics. In our approach, the RP machine is used to produce a generic artifact, which is then measured by a master CMM, and measurement results are used to infer the RP machine's parametric error functions. The results presented demonstrate the feasibility of such an approach on a two‐dimensional model.

The purpose of this research is to extend the previous approach to software error compensation to fused deposition modeling (FDM) machines and explores the approach to apply compensation by correcting slice files.

In addition to applying the stereolithography (STL) file‐based compensation method from earlier research; a new approach using the slice file format to apply compensation is presented. Under this approach, the confounded effects of all errors in a FDM machine are mapped into a “virtual” parametric machine error model. A 3D artifact is built on the FDM machine and differences between its actual and nominal dimensions are used to estimate the coefficients of the error functions. A slice file compensation method is developed and tested on two types of parts as a means for further improving the error compensation for feature form error improvement. STL file compensation is also applied to a specific FDM 3000 machine and the results are compared with those of a specific SLA 250 machine.

The two compensation methods are compared. Although, the slice file compensation method theoretically allows higher compensation resolution, the actual machine control resolution of the FDM machine can be a limitation which makes the difference between STL compensation and slice file compensation indistinguishable. However, as the control resolution is increased, this method will make it possible to provide a higher degree of compensation.

Compensation method applied to slice file format is developed for FDM machines and its limitations are explored. Based on the experimental study, dimensional accuracy of parts is considerably improved by the software error compensation approach.

Drawing on Bandura’s social learning theory (SLT), the purpose of this paper is to investigate, analytically, the impact that after-training skills level (i.e. perceived skill match) has on change self-efficacy. Moreover, this research also aims to identify which specific skills sets (if any) act as a protective factor during organizational change, supporting the change confidence (CC) level of the people involved.

Quantitative research was carried out on a sample of 200 workers in the bank sector.

Findings of this study suggest that skill match has a significant impact on the CC level. Furthermore, this study demonstrates that, even in front-office jobs, a perceived skill match of soft skills does not have a significant impact on staff CC, unlike that suggested by common sense and by literature.

Future research should investigate if and how a training process enables change self-efficacy over time or instead shows its utility only when it is relating to a specific and limited period.

This study suggests that in designing training, top and middle management should pay specific attention to change recipients’ needs by adopting a bottom-up approach. Moreover, to improve training effectiveness, it would be advisable to also train change recipients’ supervisors.

This study has social implications in suggesting how to foster the adaptive capabilities of change recipients in current turbulent times. In doing so, it suggests how to prevent some undesirable change consequences such as anxiety, intention to quit, work-related stress and change cynicism.

This paper shows that, from a methodological point of view, it is necessary to evaluate training effectiveness at the level of a specific skill area and not simply by comparing the trained/not trained people, as typically practiced until now.

Drawing on the microfoundations theory and rational choice sociology, this study aims to investigate knowledge-sharing microfoundations through knowledge sabotage behaviours in the workplace. As such, it aims to shed light on the adverse impact of knowledge sabotage on a knowledge-sharing climate.

As a quantitative deductive study, it is based on information collected from 329 employees of European companies by self-administered online surveys. Data validity and reliability has been assessed through a confirmatory factor analysis, and data analysis was carried out by using a covariance-based structural equation modelling technique.

The findings from the empirical investigation supported the baseline hypotheses of the multilevel conceptual model, which is the positive relationship between organizational trust and environmental knowledge sharing. Then, recurring to a microfoundational exploration, this study supports the mediating indirect effect of job satisfaction and knowledge sabotage in affecting knowledge sharing as a social outcome.

This study concurs to broaden knowledge-sharing awareness among scholars and practitioners, by focusing on knowledge sabotage as its most pernicious counterproductive behaviour. Furthermore, this research provides valuable guidance for the future development of research based on multilevel investigations.

This study builds on the need to explore the numerous factors that affect knowledge sharing in economic organizations, specifically focusing on knowledge sabotage. Adapting Coleman’s bathtub, the authors advance the first multilevel conceptual model used to unveil the knowledge-sharing microfoundations from the perspective of a counterproductive knowledge behaviour.

This paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.

A quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies N = 186, total questionnaires collected N = 838).

Drawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).

By adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.

This study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.

SMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.

This study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.

To propose a new numerical elastohydrodynamic (EHD) analysis method suited to cinematic pairs lubricated with aqueous dispersions of collagen gelled media.

In comparison with traditional lubricants, these media are characterized by an apparent viscosity that increases with film thickness. Hence, the Reynolds equation has been numerically solved taking into account the new rheological law. The apparent viscosity of 4 percent collagen gel dispersions, as measured at a fixed shear rate of 100 l/s, is in the range 2‐5 Pa s, when film thickness varies between 20 and 200 μm. These experimental data have been fitted using a power law. The proposed analysis method has been applied to a 180° partial bearing, which rigid journal rotates in a flexible sleeve, made up by a resin shell.

The results of this tribological analysis have been compared with those concerning traditional isoviscous fluids which viscosity has been set equal to the viscosity of the gelled media when the film thickness is constant, i.e. in the unloaded bearing. The minimum film thickness calculated has been turned out equal to 66.8 μm in the former case, and 27.6 μm in the latter case. Furthermore, when the cinematic pair is lubricated with the aqueous gel media, film thickness distribution over the bearing surface is more uniform, active film region is wider and, consequently, peak pressure is lower than when the isoviscous lubricant is employed.

For lightly loaded journal bearings, the dependence between apparent viscosity and the shear rate in the lubricant film has been neglected, so that the apparent viscosity has been considered changing only with the film thickness.

The paper introduces a new numerical EHD analysis method for use with cinematic pairs lubricated with aqueous dispersions of collagen gelled media.

Process modeling guidelines are a valuable instrument for increasing the quality of process models. Since finding and selecting suitable guidelines are challenging, this paper aims to find and select suitable guidelines because they are scattered across the many studies of the literature. Also, not all of them are supported by empirical studies.

The authors conducted a systematic literature review to collect and analyze process modeling guidelines present in the literature and the empirical evidence that supports them.

The authors investigated a total of 793 articles and identified a total of 45 process modeling guidelines in five different categories. For each of these guidelines, the authors report empirical evidence together with corresponding measures, such as comprehension accuracy and error probability.

Compared to the prior literature reviews on process model quality and process modeling guidelines, this article extends current knowledge by analyzing the empirical evidence and variables associated with each guideline. This analysis provides guidance for practitioners and scholars on which guidelines to use while modeling a process and perform further research on.

The purpose of this paper is to analyze the role of external knowledge in the innovation process of firms in the food and beverage (F&B) industry and the effects of two external knowledge sourcing modes on new product development (NPD) performance.

The paper applies a quantitative approach, relying on data from 157 Italian firms operating in the F&B industry to test the hypotheses through OLS regression models.

Results suggest that the surveyed firms actively engage in open innovation with strong ties with market-based sources. Moreover, the authors found that market-based sources are associated with income from incremental innovation and time to market, while science-based sources are associated with income from radical innovation. Finally, the authors found that the R&D intensity enhances the benefits of the above external knowledge sourcing modes.

Despite the large amount of studies assessing the effects of external knowledge sourcing on performance in the open innovation field, few studies focused on a specific industry, especially with regard to F&B. Moreover, this paper considers different types of NPD performance measures given that different external knowledge sourcing modes exert different effects.

Literature identifies the key relevance of human resource management (HRM) in the creation of an organisational performance measurement and management system, while, in practice, small and medium-sized enterprises (SMEs) continue to prioritise financial and operational aspects. This study aims to identify the main characteristics that typify an advanced performance measurement and management system in SMEs, according to the literature dedicated to performance measurement and HRM.

Through a multiple-case study methodology, the research deeply investigates four European SMEs. Empirical data were collected through interviews, company documents and direct observations. Then, within- and cross-case analysis were implemented to analyse the data.

In designing organisational performance measurement and management systems in SMEs, HRM emerges as essential in supporting the enhancement of the maturity of performance measurement and the improvement of performance management. Through a framework based on the relevant literature, this research identifies three conceptual propositions that highlight the main characteristics that typify advanced performance measurement and management systems in SMEs.

The research identifies a conceptual framework suitable to investigate empirically the role of HRM in developing performance measurement and management systems at SMEs, and it lays the foundation for future broader empirical studies in this field.

This paper underlines HRM as an important driver in the creation of organisational performance measurement and management systems. Moreover, it suggests some key characteristics that such a system should develop to be effective in the target enterprises.