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This study aims to test the relationship between feedback-seeking behavior (FSB) and knowledge sharing. The study also proposes the moderating role of gender in the relationship between FSB and knowledge sharing. In this study, the author draws on the social exchange theory to propose FSB as a driver of knowledge sharing. Ultimately, the study seeks to contribute to a better understanding of the role that FSB plays in triggering knowledge sharing and the ways in which gender can influence this dynamic.

A survey was conducted with 290 knowledge workers from the manufacturing and service sectors of India. FSB and knowledge sharing were assessed with a purposive sample (n = 290). The hypotheses were tested using confirmatory factor analysis (CFA), structural equation modeling (SEM) and multi-group moderation analysis.

The study found that FSB is positively related to knowledge sharing and gender moderates the relationship between FSB and knowledge sharing.

This study adds to the literature by investigating the potential interplay between FSB, knowledge sharing and gender. By uncovering the ways in which gender differences can impact FSB and knowledge sharing, this study provides valuable insights for organizations seeking to promote knowledge sharing and improve communication and collaboration among employees.

African feminist scholars and activists have made major contributions to our understanding of gender-based violence. This is especially the case in southern Africa, which has a long history of high rates of violence against women and girls. Their rates of gender-based violence are among the very highest in the world. While there are many forms of gender-based violence, this chapter will explore the important contributions of African gender scholars and activists to our knowledge concerning domestic violence and rape. These issues will be interrogated using Zimbabwe and South Africa as case studies, with some reference to Namibia. In the region, domestic violence and sexual assault have deeply rooted structural explanations linked to the long history of colonialism, apartheid and white minority rule, political transition, economic crises and adjustment, changes in expected gender roles and the HIV/AIDS pandemic. In the past 25 years, Zimbabwe and South Africa attempted to address violence against women through the development of laws as well as the creation of non-governmental organizations. Although these important efforts have not resulted in a major decrease in violence against women, they clearly demonstrate the long history of African women’s actions in resisting state power and patriarchy. African women as citizens, scholars and activists are responsible for bringing to the fore the critical importance of reducing gender-based violence in order to establish strong, just and sustainable societies in southern Africa.

On the occasion of the publication of the 20th volume of the Advances in Gender Research series, this chapter reviews the series goals and previous volumes and introduces the themes and chapters of the current one.

The chapter shows both continuity and change in approaches to theories, research methods, pedagogy, and praxis in gender studies.

Newer approaches, gender-centered, intersectional and global, offer a critique of older ways of gathering and understanding data, ways that respond to and are impacted by social change.

The chapter and the volume are intended to encourage further advances in gender research.

This chapter investigates the effects of gender stereotypes on expectations about expertise and task assignments. We present a theoretical model that predicts and explains the pervasive and self-reinforcing effects of gender-based stereotypes on expected knowledge and task assignments in groups. In the model, stereotypes influence expertise recognition, which influences tasks assignments. Task assignments provide group members with task experience and expertise. Expertise influences expertise recognition, making the model cyclical. Expertise gained from task experience also affects stereotypes, creating a cycle that reinforces stereotypes. We describe findings from a program of research designed to examine ways of breaking this self-reinforcing cycle, which investigates the effectiveness of various types of expertise claims made by people with expertise, that is inconsistent with stereotypical expectations. We consider the implications of our theory and data for effects of status on evaluation of expertise claims in work groups.

This introduction sets forth the main themes of the volume, reviews the methods employed by the contributors, and demonstrates the relationships among the chapters.

The chapters in the volume exemplify current research approaches to the subject matter: gender-based violence. The introduction identifies both trends and gaps that might be filled by future research.

Worldwide attention is being drawn to examples and forms of gender-based violence. These are currently major topics in the media, both factual and fictional. Public policies are under discussion and programs to deal with them are developing. However, because the discussions and the programs are often not research-based or intersectionally inclusive, gender-based violence persists and victims are sometimes ignored, blamed, or subjected to further violence.

The chapter serves as an overall introduction to the volume and the subject matter more generally.

Departing from an online interactive Gender Café on the topic of Knowledge Management (KM), jointly hosted by a UN agency and the Society of Gender Professionals, this chapter seeks to provide gender practitioners and others with practical examples of how to “gender” KM in international development. Through analyzing the travel of feminist ideas into the field of KM with inspiration from Barbara Czarniawska’s and Bernard Joerge’s (1996) theory of the travel of ideas, the chapter explores the spaces, limits, and future possibilities for the inclusion of feminist perspectives. The ideas and practical examples of how to do so provided in this chapter originated during the café, by the participants and panellists. The online Gender Café temporarily created a space for feminist perspectives. The data demonstrate how feminist perspectives were translated into issues of inclusion, the body, listening methodologies, practicing reflection, and the importance to one’s work of scrutinizing underlying values. However, for the feminist perspective to be given continuous space and material sustainability developing into an acknowledged part of KM, further actions are needed. The chapter also reflects on future assemblies of gender practitioners, gender scholars and activists, recognizing the struggles often faced by them. The chapter discusses strategies of how a collective organizing of “outside–inside” gender practitioners might push the internal work of implementing feminist perspectives forward.

This research aims to examine differences in male and female tacit knowledge conversion behaviours in Japan, essentially marrying the studies from knowledge creation and gender‐based management in an Asian context.

Data are collected from a sample of 986 junior, middle and senior level managers in a Japanese firm, of which 14 per cent are women, examining socialisation variables from Nonaka's SECI model.

The study finds that female managers in Japan believe they attach more importance and perceive that they allocate more time to tacit knowledge socialisation variables than do males for all of the variables in question, although they rank the importance of the variables in much the same way.

The study concludes that Kingston may be correct in his description of a “demographic time bomb” in Japanese society, as women begin to undertake similar management behaviours as men.

Women focus on or show a preference for using certain types of information while men may focus on or show a preference for using different types of information. As more women move into middle and upper management in Japan, firms that better meet the needs and focus upon opportunities for women will be able to take advantage of the diversity these individuals bring to an organisation.

Because women are so sparse in Japanese management, few studies have examined their preferences and behaviours. This study gives us a window into the future of how women may act as their numbers increase in Japanese organisations.

Raises questions about the links between gender and organizational changes, and between gender and learning at work. The empirical base is a qualitative study of organizational changes in the pulp and paper industry, electronics industry, food industry, and laundry industry in Sweden during the late 1990s. In the studied companies, restoration responses in the work organizations brought the organization back its original form and function. Shows that gender exerts an influence on the existing work organization and on the organizational change. The learning organization, with its focus on integration and decentralization, challenges gender order, which is a strong system, built on segregation and hierarchy. Concludes that gender segregating and stereotypic gender‐coding of workplaces and work tasks were strong restoring mechanisms and obstacles to strategic organizational changes, and to individual and to organizational learning.