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This study aims to debunk the myth that knowledge sharing will harm one’s competiveness, and argues, from the learning theory perspective, that sharing knowledge benefits both knowledge sharers and knowledge recipients.

Survey data were collected from 233 respondents across a variety of industries in Taiwan and the data were analyzed using Partial Least Squares analysis.

The results showed that both knowledge sharers and knowledge recipients benefitted from knowledge sharing, developing deeper and wider knowledge, leading to better performance, and that the benefits were greater for the knowledge sharers.

It is suggested that managers advocate knowledge sharing as a learning activity for both knowledge sharers and knowledge recipients. Regular knowledge sharing activities are advised, with knowledge sharers engaged fully in active learning, and knowledge recipients encouraged to take a more active role, by not only listening but also starting to share themselves.

This research adds to the knowledge management literature by investigating the results of knowledge sharing for both the sharer and recipient through a learning theory lens. It challenges the conventional view that employees will be worse off if they share knowledge, and debunks it with theoretical argument and empirical evidence. It offers insights into the impact on knowledge breadth and depth at the individual level, which was previously only studied at the organizational level.

The purpose of this paper is to examine the impact of manager influence strategies and innovation attributes on employee attitudes and behaviors in innovation implementation.

Employees (n=237) in a manufacturing company in Taiwan which implemented an e-learning system participated in an online survey. System logs were used as behavioral outcome variables.

Persuasive strategy and relative advantage had a significant positive association with attitudes while relationship-based strategy and complexity had a significant negative association with attitudes. Assertive strategy and relative advantage had a significant positive association with use of the e-learning system, while persuasive strategy, relationship-based strategy, and complexity had a significant negative association with use of the e-learning system. Both relative advantage and complexity mediated the relationship between persuasive strategy and employee attitudes and behaviors. Complexity mediated the relationship between relationship-based strategy and employee attitudes and behaviors.

Managers should use persuasive strategy to inform employees regarding the benefits of the innovation and provide any assistance needed. Managers should be advised to not use relationship-based strategy as it can have an adverse employee impact.

The mediation model uses the diffusion of innovations model and the influence tactics literature to help explain the benefits of certain managerial practices.

Innovations can bring desired benefits to organizations if implemented successfully. Managers are a critical factor for influencing employee attitudes and behavior for adoption of innovations. We study employee (n=237) attitudes and behaviors for 13 different manager influence tactics in the innovation implementation phase of an e-learning system, which is regarded as the knowledge management system, in a manufacturing company in Taiwan. With regard to attitudes toward using the e-learning system, the influence tactics of apprising and collaboration were significantly associated with increased attitudes, while exchange and pressure were significantly associated with decreased attitudes. With regard to two separate behavior outcomes of the number of e-learning courses taken and the number of times online, the influence tactics of coalition, collaboration, and pressure all had significant increased associations; while ingratiation, inspirational appeals, legitimating, and rational persuasion all had significant decreased associations. Also, the influence tactics of apprising and persistence had significant increased associations only for the number of e-learning courses taken. Managers attempting to adopt innovative practices should consider the importance of influence tactics when adopting innovative practices in the corporate workplace.

Instructors had to adapt to the online teaching environment after the higher education institutions were closed due to the pandemic. The authors surveyed and interviewed instructors to understand how the quality of instructional technologies affected compatibility and psychological availability, which further affected their online teaching satisfaction and online teaching intention. The results showed that both information quality and service quality were positively associated with compatibility, while system quality was positively associated with psychological availability. Also, both compatibility and psychological availability were positively associated with online teaching satisfaction. Compatibility and online teaching satisfaction were associated with online teaching intention. The results from both open-ended questions and in-depth interviews provide support to the quantitative model and present a more complete picture of what instructors experienced during the lockdown.

Board diversity has been an important topic in corporate governance. Extant literature examines the overall diversity in the boardroom and its impact. However, since important decisions are usually taken by the committees, it is important to also examine diversity in committees. We use the Coca-Cola Company as the case study and examine its diversity in both audit and finance committees. Our goal is to raise the awareness of researchers, board nominating committees, and diverse directors themselves, as to whether diverse directors are placed in the right positions to allow them to contribute their diverse views and experiences.

We conducted a case study of the Coca-Cola Company using its proxy statement in both 2016 and 2018.

While Coca-Cola’s self-reported board diversity stood at 27% in 2016, and increased to 31% by 2018, the critical audit and finance committees showed a distinct lack of diversity. Focusing on gender diversity for the purposes of this chapter, we investigated two possibilities: (1) that the lack of committee diversity is due to the lack of finance and leadership skills of those board members who were from underrepresented groups, but this possibility does not seem likely, (2) that the presence of a female CFO removed the urgency to place board members from underrepresented groups on the audit and finance committees.

We provide a cautionary perspective on the implementation of diversity policies at the highest levels of an organization. The pursuit of diversity, like other admirable corporate goals, can degenerate into a check-the-box mentality. When this happens, diversity can become viewed as a substitute for real competency rather than a complement to existing competencies.

It is suggested that boards revise the recruiting and selecting process to include more female candidates, and be sensitive how and where those diverse directors can best contribute their perspectives and experiences.

The purpose of this chapter is to provide an overview of the research presented in this edited volume.

This report is based on 13 chapters, which vary in terms of research approach, design, and method, yet aims to present different types of diversity in organizations.

The chapters shed light on existing practices promulgating the value of diversity, while opening the road toward diverse definitions of diversity. Contributors provide a critical reflection of the current discourse on different types of diversity around the world. Findings indicate that multinational organizations are regularly confronted with the absence of the necessary sensitivity on behalf of their top management team and spokespeople. Empirical studies advocate strategies that could potentially facilitate both organizations and immigrants to overcome a plethora of challenges.

The report summarizes and integrates novel insights on how organizations approach, view, and manage different types of diversity.

The purpose of this paper is to examine how the emergent 3D interactive media technologies are used as a viable tool for enhancing visitors’ overall experiences at an exhibition entitled, 300 Years of Hakka Kungfu – Digital Vision of Its Legacy and Future (Hakka Kungfu Exhibition) – presented and co-organized by the Intangible Cultural Heritage Office of Hong Kong, International Guoshu Association and the School of Creative Media, City University of Hong Kong.

A questionnaire survey in both online and paper-based formats was used for identifying visitors’ experiences in the interactions with the multimedia technologies. For this research study, a questionnaire, consisting of 26 items, was set out to measure the visitors’ experiences at the Exhibition. Since the Exhibition was about presenting a centuries-old Chinese cultural heritage, Hakka Kungfu via the use multimedia technologies, in the context of establishing a dialogue between the past and present, the researchers included questionnaire items that were devoted to enquire about the level of understanding, knowledge and enjoyment, and visitors’ new knowledge about Hong Kong history and culture was successfully disseminated to the respondents at the end of the questionnaire.

A total of 209 completed questionnaires were collected at this Hakka Kungfu Exhibition. The findings reveal that the exhibits did attract people at all ages. This Exhibition gave the visitors a sense of interest and wonder in the object and information presented in the Exhibition. Findings of this study also reveal that this Exhibition has successfully attracted a large number of female visitors, as well as visitors who have never taken any martial arts training. In addition, visitors’ Exhibition experience was found to be memorable, as well as enjoyable. Furthermore, visitors’ experience within the Exhibition suggested that it was entertaining, as well as educational. By creating a long-lasting impact on the minds of these Exhibition visitors about the connections between and relevance of traditional Chinese Kungfu, their collective cultural identity, as well as the contemporary society we live in. The Exhibition exemplified the successful integration of the presentation of Kungfu as a form of cultural heritage with engagement-creating technology, in which technology is unobtrusive but effective.

Although it is already a global trend for the museums to integrate multimedia technologies into their exhibitions, research on the situation and feedback of multimedia technology used in the museum exhibitions in Hong Kong is scarce as well as scattered. Findings of this study could help identify various factors involved in audience participation, thereby exploring the possibility of building a contact point/space for traditional Chinese Kungfu as an intangible cultural heritage, via the integration of the latest media technologies. In particular, the development of multimedia technologies has become increasingly important to museums, and museum professionals have been exploring how digital and communication technologies can be developed to offer visitors a more interactive, personalized museum experience. In general, despite the growing interest in deploying digital technology as interpretation devices in museums and galleries, there are relatively few studies that examine how visitors, both alone and with others, use new technologies when exploring the museum contents.

Using the theory of planned behavior (TPB) as a theoretical framework, this study investigates individual level psychological determinants of individuals word-of-mouth (WOM) intentions as a way to support corporate social advocacy (CSA).

An online survey (N = 505) using a Qualtrics panel was conducted.

Individuals' attitudes towards WOM, subjective norms, and self-efficacy was positively associated with their positive WOM intention, whereas perceived controllability over WOM behaviors was not associated with WOM intention. Age was negatively associated with WOM intention.

This study is one of the early attempts to test individual level factors in shaping individuals' WOM intention in response to CSA. This study also employed recent TPB argument and tested the role of self-efficacy and perceived controllability on behavioral intentions in the context of corporate communication. The findings of this study offer theoretical and practical insights to corporations when developing CSA campaigns and designing CSA messages.