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This research explores perceptions of knowledge management processes held by managers and employees in a service industry. To date, empirical research on knowledge management in the service industry is sparse. This research seeks to examine absorptive capacity and its four capabilities of acquisition, assimilation, transformation and exploitation and their impact on effective knowledge management. All of these capabilities are strategies that enable external knowledge to be recognized, imported and integrated into, and further developed within the organization effectively. The research tests the relationships between absorptive capacity and effective knowledge management through analysis of quantitative data (n = 549) drawn from managers and employees in 35 residential aged care organizations in Western Australia. Responses were analysed using Partial Least Square-based Structural Equation Modelling. Additional analysis was conducted to assess if the job role (of manager or employee) and three industry context variables of profit motive, size of business and length of time the organization has been in business, impacted on the hypothesized relationships.

Structural model analysis examines the relationships between variables as hypothesized in the research framework. Analysis found that absorptive capacity and the four capabilities correlated significantly with effective knowledge management, with absorptive capacity explaining 56% of the total variability for effective knowledge management. Findings from this research also show that absorptive capacity and the four capabilities provide a useful framework for examining knowledge management in the service industry. Additionally, there were no significant differences in the perceptions held between managers and employees, nor between respondents in for-profit and not-for-profit organizations. Furthermore, the size of the organization and length of time the organization has been in business did not impact on absorptive capacity, the four capabilities and effective knowledge management.

The research considers implications for business in light of these findings. The role of managers in providing leadership across the knowledge management process was confirmed, as well as the importance of guiding routines and knowledge sharing throughout the organization. Further, the results indicate that within the participating organizations there are discernible differences in the way that some organizations manage their knowledge, compared to others. To achieve effective knowledge management, managers need to provide a supportive workplace culture, facilitate strong employee relationships, encourage employees to seek out new knowledge, continually engage in two-way communication with employees and provide up-to-date policies and procedures that guide employees in doing their work. The implementation of knowledge management strategies has also been shown in this research to enhance the delivery and quality of residential aged care.

Generative AI and more specifically ChatGPT has brought a revolution in the lives  of people by providing them with required knowledge that it has learnt from an exponentially large knowledge base. In this viewpoint, we are initiating the debate and offer the first step towards Generative AI based knowledge management systems in organizations.

This study is a viewpoint and develops a conceptual foundation using existing literature on how ChatGPT can enhance the KM capability based on Nonaka’s SECI model. It further supports the concept by collecting data from a public sector univesity in Hong Kong to strenghten our argument of ChatGPT mediated knowledge management system.

We posit that all four processes, that is Socialization, Externalization, Combination and Internalization can significantly improve when integrated with ChatGPT. ChatGPT users are, in general, satisfied with the use of ChatGPT being capable of facilitating knowledge generation and flow in organizations.

The study provides a conceptual foundation to further the knowledge on how ChatGPT can be integrated within organizations to enhance the knowledge management capability of organizations. Further, it develops an understanding on how managers and executives can use ChatGPT for effective knowledge management through improving the four processes of Nonaka’s SECI model.

This is one of the earliest studies on the linkage of knowledge management with ChatGPT and lays a foundation for ChatGPT mediated knowledge management system in organizations.

The purpose of this paper is to explore the emergence and implementation of traceability systems in the Western Australian (WA) Halal food industry. In particular, to understand how individuals in facilitating organizations perceive the Halal idea logic and the benefits that a traceability system can provide to the Halal food processing industry.

An empirical qualitative approach was employed to examine these issues utilizing in-depth interviews. Thematic analysis was carried out using Leximancer software.

Findings suggest that individual’s perception of Halal idea logic is aligned to the roles they perform. These perceptions were impacted by the specific objectives or business interests of each organization. Facilitating organizations also perceive that traceability systems are a strategic tool in the Halal food processing industry.

The research provides insights into how to improve existing understanding of the Halal idea logic within Halal food business networks and the benefits of implementing traceability systems in Halal food production. Joint activity between firms creates a network effect, where the value created is greater than that which the firms alone can create.

Though traceability systems have become increasingly popular in the food industry, little research has been undertaken to understand how individuals in facilitating organizations perceive these systems, particularly in the growing Halal food industry. Hence, the study contributes to the literature of traceability studies and the area of change and process adaptation in business relationships in the context of halal food production.

This paper seeks to explore how a self-organised social group (SOSG) can facilitate supply chain resilience (SCRES) during an emergency condition.

A netnographic research was conducted on SONJO, an online SOSG emerging in response to problems in personal protective equipment (PPE) and food small businesses' supply chains (SCs) during the state of COVID-19 emergency in Yogyakarta, Indonesia. Qualitative data of 237,010 words were extracted from the group chats among 223 SONJO WhatsApp Group (WAG) members and were analysed using template analysis.

This paper reveals five communicative acts through which the SOSG facilitates SCRES, namely supply chain (SC) knowledge sharing, networking, bridging, mapping, and mindfulness. The enactment of these communicative acts could foster SC collaboration and help rebuild and sustain the SC operations during the critical period of the pandemic. The SOSG also facilitates the SC actors to be heedful of their responsive actions and risky operations.

This paper emphasises the need for organisations to build and maintain relationships with social communities and to extend their social capital beyond their existing SC linkages as an alternative way to survive unexpected disruptions.

This paper offers a novel perspective to understand SCRES from an external force. It proposes that, in the face of a devastating disruption, SCRES is not a self-induced process and that the SOSG could play a pivotal role in rebuilding the disrupted SCs. It also shows how a humanitarian effort could help rebuild commercial SCs.

This paper argues that human resource development (HRD) can make an important contribution in facilitating the effective management of boundaries and interfaces in organisations. Organisations are increasingly required to network and collaborate both internally and externally in order to achieve key strategic objectives. HRD can facilitate and contribute to this process at four levels of intervention.

Human resource is increasingly recognised as a critical success factor and limiting constraint. Chairmen and CEOs are seeking actively to build more flexible and responsive “network organisations”. They recognise increasingly the need for ongoing learning and change, and harnessing the potential of all employees. Yet too often personnel and other functional specialists are obstacles to, rather than facilitators of, change. Human resource practitioners must recognise the growing requirement for facilitating skills and processes, the diversity of preferred learning styles, and the importance of identifying learning potential. In particular they must understand how barriers to effective learning can be identified, overcome and facilitated by appropriate technology.

This study aims to assess the effectiveness of a scale measuring artificial intelligence capabilities by using the resource-based theory. It seeks to examine the impact of these capabilities on the organizational-level resources of dynamic capabilities and organizational creativity, ultimately influencing the overall performance of government organizations.

The calibration of artificial intelligence capabilities scale was conducted using a combination of qualitative and quantitative analysis tools. A set of 26 initial items was formed in the qualitative study. In the quantitative study, self-reported data obtained from 344 public managers was used for the purposes of refining and validating the scale. Hypothesis testing is carried out to examine the relationship between theoretical constructs for the purpose of nomological testing.

Results provide empirical evidence that the presence of artificial intelligence capabilities positively and significantly impacts dynamic capabilities, organizational creativity and performance. Dynamic capabilities also found to partially mediate artificial intelligence capabilities relationship with organizational creativity and performance, and organizational creativity partially mediates dynamic capabilities – organizational creativity link.

The application of artificial intelligence holds promise for improving decision-making and problem-solving processes, thereby increasing the perceived value of public service. This can be achieved through the implementation of regulatory frameworks that serve as a blueprint for enhancing value and performance.

There are a limited number of studies on artificial intelligence capabilities conducted in the government sector, and these studies often present conflicting and inconclusive findings. Moreover, these studies indicate literature has not adequately explored the significance of organizational-level complementarity resources in facilitating the development of unique capabilities within government organizations. This paper presents a framework that can be used by government organizations to assess their artificial intelligence capabilities-organizational performance relation, drawing on the resource-based theory.

This study aims to examine the role of organisational democracy (OD) in facilitating the knowledge sharing (KS) process within companies, thus considering the effect of different OD principles.

The authors used data collected through a questionnaire on a sample of 254 employees at private universities and colleges to test the relationship between OD and KS. Data were analysed using the structural equation modelling technique.

Overall, OD has a direct and significant effect on facilitating KS in organisations. Also, the results showed that there are different degrees and intensities among the individual principles (sub-concepts) of OD and KS.

The findings highlight the important role of democracy in an organisation to enhance the organisational climate and employees’ behaviours, thus leading to higher KS outcomes. Also, results, provide an opportunity for managers to consider enhancing democracy in an organisation for improving internal collaboration effectiveness in KS.

This paper sheds light and adds new knowledge to embryonic studies that are directed towards the integration of democracy within the main concept of knowledge management (KM). This emphasises the need to use and stimulate OD and its principles for improving the effectiveness of KM practices with specific attention to KS.

Literature indicates that the business case for projects is difficult to use and suggests that there are organizational factors that can facilitate effective use of the business case. This paper aims to identify such facilitators, measure their presence and importance, and relate them to the actual practice of business case processes.

A cross sectional quantitative method was used, with data on facilitators and business case process usage gathered through an online questionnaire.

The findings for the 43 organizational facilitators are that each one is considered more important than its presence in the respondents' organizations. High correlations emerge between the presence of the facilitators and the use of business case processes, indicating the pivotal role of the facilitators.

The research was conducted for business IT projects implemented by organizations based in South Africa. It furthers our understanding of project business cases and suggests additional research avenues in this area.

The findings indicate that organizations could improve key facilitators at an affordable cost. Such improvement would enable more effective use of the business case throughout the project's lifetime – from initial concept until planned benefits have been substantially realized. Better use of the business case would also support governance and increase the success rate of business IT projects.

Organizational facilitators of business case processes are identified and categorized for the first time, leading to measurements of their perceived importance and presence in organizations. Hence, the relationship between these facilitators and actual business case usage is determined, suggesting areas of optimum impact.

The purpose of this paper is to explore the factors that can facilitate agility in higher education and to analyze the interrelationship between the factors.

A structured model of factors facilitating agility in higher education was developed using total interpretive structural modeling (TISM). Cross-impact matrix multiplication (MICMAC) analysis helped in classifying the factors on the basis of their driving and dependency power.

An extensive literature review and expert opinion helped in identifying eight enablers that can promote agility in higher education. The ability to sense the environment, organizational structure, adoption of ICT, organizational learning, human resource strategies, leadership, readiness to change and collaboration with the stakeholders were the eight factors identified. The structural model revealed leadership as the most crucial enabler followed by human resource strategies and organizational structure.

The model has incorporated and prioritized all the crucial drivers of agility that can help universities and colleges design, adopt and implement policies and practices that would facilitate agility.

So far, the research on agility in higher education has looked into each factor in isolation. This research provides a comprehensive list of the factors and establishes the interplay between the factors making this study new and original.