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This study analyzed three years of data from the Collegiate Leadership Competition to investigate potential differences in longitudinal leader self-efficacy growth between students who identify as men and those who identify as women.

Survey design.

Results indicate that women participants enter their competition experience at higher levels of leader self-efficacy than men and that both groups were able to sustain moderate levels of growth measured several months after the end of the competition.

The gap between men and women in their leader self-efficacy did not change over the several months of measurement. Implications for leadership educators are discussed.

The purpose of this study is to show that an important antecedent of perceived knowledge quality is an employee’s position in the organizational network due to their participation in different interest groups. In particular, this study theorizes that brokers establish a network of groups, which increases perceived knowledge quality vis-a-vis the social capital that employees draw on.

To test this study’s hypotheses on the influence of the structural position of knowledge brokers on the positive effects of social capital on perceived knowledge quality, this study combines data from an online survey with longitudinal archival data from a youth-care organization who used an enterprise social network (ESN) for knowledge sharing.

This study found a mitigating effect of being a broker on the relationship between trust and perceived knowledge quality, and also between inter-team interaction and perceived knowledge quality for lower levels of both trust and inter-team interaction on perceived knowledge quality.

Although the hypotheses are supported, in light of prior research, the authors would have expected stronger and positive effects.

This research is particularly interesting because it emphasizes the important role of social capital. For organizations that deal with trust issues, it might help to stimulate employees to broaden their activity on ESNs by becoming active in multiple groups.

While knowledge sharing on ESNs is generally conducive for creating organizational value, there is a lack of understanding of what drives employees’ perception of the quality of shared knowledge, and how this perception may depend on their position in the social network. To investigate this question, the authors turn to social capital theory.

In this study, the authors use the actor-network theory (ANT) as a theoretical framework to better understand constructing learning as part of the networking process to produce innovations. Focussing on the antecedents of innovation within three teams in an engineering company, the authors propose a framework to enhance understanding of the innovative processes. The authors apply ANT to examine how informal learning is distributed amongst human and non-human actors.

Based on 27 interviews in a large Australian engineering company, the authors' qualitative investigation shows that innovation can have very different antecedents. The authors mobilised ANT as the authors' vantage point to explore inanimate actors and their effect on social processes or, more specifically, networks and informal learning.

The authors propose a framework to better understand innovative processes by exploring the network aspects of non-human actors and their connection to learning. More specifically, findings contribute towards a more granulated understanding of how networks, learning and non-human actors contribute towards innovations in organisations.

This study has three significant implications for managers and organisations looking to improve their innovation processes. Firstly, fostering open communication is essential for developing successful innovation processes. Secondly, a close relationship with the customer and/or the final users has often been found to positively contribute to innovation processes. Finally, intrateam motivation is also critical when it comes to creating an environment that supports innovation processes.

Surprisingly, leadership, communication and motivation did not give the best innovative outcome as the authors expected. Challenging traditional theorisations, low teamwork spirit and high individual performance orientation were some of the powerful drivers of highly innovative teams.

This study aims to propose a combined effect framework to explore the relationship between research and development (R&D) team networks, knowledge diversity and breakthrough technological innovation. In contrast to conventional linear net effects, the article explores three possible types of team configuration within enterprises and their breakthrough innovation-driving mechanisms based on machine learning methods.

Based on the patent application data of 2,337 Chinese companies in the biopharmaceutical manufacturing industry to construct the R&D team network, the study uses the K-Means method to explore the configuration types of R&D teams with the principle of greatest intergroup differences. Further, a decision tree model (DT) is utilized to excavate the conditional combined relationships between diverse team network configuration factors, knowledge diversity and breakthrough innovation. The network driving mechanism of corporate breakthrough innovation is analyzed from the perspective of team configurations.

It has been discerned that in the biopharmaceutical manufacturing industry, there exist three main types of enterprise R&D team configurations: tight collaboration, knowledge expansion and scale orientation, which reflect the three resource investment preferences of enterprises in technological innovation, network relationships, knowledge resources and human capital. The results highlight both the crowding-out effects and complementary effects between knowledge diversity and team network characteristics in tight collaborative teams. Low knowledge diversity and high team structure holes (SHs) are found to be the optimal team configuration conditions for breakthrough innovation in knowledge-expanding and scale-oriented teams.

Previous studies have mainly focused on the relationship between the external collaboration network and corporate innovation. Moreover, traditional regression methods mainly describe the linear net effects between variables, neglecting that technological breakthroughs are a comprehensive concept that requires the combined action of multiple factors. To address the gap, this article proposes a combination effect framework between R&D teams and enterprise breakthrough innovation, further improving social network theory and expanding the applicability of data mining methods in the field of innovation management.

Despite similarities, research across family business and business advising forwards contradictory conclusions when considering family business advising. The authors seek to integrate these literature and in doing so uncover both the hurdles facing family business advisors attempting to adapt tools developed in corporate advising to the family business context as well as the potential for greater integration of these streams in ways that contribute to both family business and advising research and practice.

Primary data were collected both in the form of a survey questionnaire and website marketing content. In the survey, 47 family business advisors evaluated the distinctiveness of their family business clients across structural, cognitive and relational social capital dimensions. Motivated by unexpected findings, a content analysis of advisor websites uncovered specific marketing themes that illustrate the divides between family business advising and scholarship.

Family business advisors reliably acknowledge structural and cognitive social capital as preeminently characterizing the distinctiveness of their family business clients. Expanding on this, the authors’ findings suggest that the urgency signaled in advisor marketing via their websites may inspire tactics misaligned with the long-term time horizon typically characterizing family businesses strategy.

The few family business advising studies that exist predominantly consider post-hoc evaluation of advising by family business clients. The primary data the authors collect are unique in the literature in that the data detail how family business advisors perceive and engage with potential clients.

This paper aims to clarify how organizations manage their participation in networks to share and jointly create knowledge but also risk unwanted knowledge spillovers at the same time. As formal governance, trust and observation are less applicable in informal networks, the authors need to understand how members address the need to protect knowledge by informal practices. The study aims to investigate how the application of knowledge protection practices affects knowledge sharing in networks. The insights are relevant for organizational and network management to control knowledge risks but harvest the benefits of network engagement.

The authors opted for an exploratory study based on 60 semi-structured interviews with members of 10 networks. In two rounds, network managers, representatives and members of the networks were interviewed. The second round of interviews was used to validate the intermediate findings. The data were complemented by documentary analysis, including network descriptions.

Through analyzing and building on the theory of psychological contracts, two informal practices of knowledge protection were found in networks of organizations: exclude crucial topics and share on selected topics and exclude details and share a selected level of detail. The authors explored how these two practices are enacted in networks of organizations with psychological contracts.

Counter to intuition that the protection of knowledge can be strengthened only at the expense of knowledge sharing and vice versa, networks benefitted from more focused and increased knowledge sharing while reducing the risk of losing competitive knowledge by performing these knowledge protection practices.

This study aims to explore the different effects of inter-community group networks and intra-community group networks on group innovation.

The authors used a pooled panel dataset of 12,111 self-organizing innovation groups in 463 game product creative workshop communities from Steam support to test the hypothesis. The pooled ordinary least squares (OLS) model is used for analyzing the data.

The results show that network constraint is negatively associated with the innovation performance of online groups. The average path length of the inter-community group network negatively moderates the relationship between network constraint and group innovation, while the average path length of the intra-community group network positively moderates the relationship between network constraint and group innovation. In addition, both the network density of inter-community group networks and intra-community group networks can negatively moderate the negative relationship between network constraint and group innovation.

The findings of this study suggest that network structural characteristics of inter-community networks and intra-community networks have different effects on online groups’ product innovation, and therefore, group members should consider their inter- and intra-community connections when choosing other groups to form a collaborative innovation relationship.

Engaging suppliers in joint innovation can be an effective means for buyer firms to overcome internal resource/capability limitations. The purpose of this research is to investigate the impacts of cultural and trust congruences between the supplier and buyer firms on joint innovation. In addition, we examine the relationship commitment as an antecedent of cultural and trust congruences.

The study constructs a theoretical model based on social exchange theory (SET) and examines it using data from Chinese manufacturing firms.

The results suggest that cultural and trust congruences between suppliers and buyers positively influence joint processes and product innovations. Furthermore, we find that while normative relationship commitments of supplier firms promote cultural and trust congruences with buyers, instrumental relationship commitments only positively affect trust congruence.

This study enhances our understanding of social exchanges by adopting a dyadic view to examine the interconnectedness between relationship commitment, cultural and trust congruences, and joint innovation. These findings also offer practical managerial implications for managing collaborative innovation projects.

This study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented high-performance work system (HPWS) and bank branch performance in the banking sector.

Data were collected at three different intervals of time between March 2022 to July 2022 from a final sample of 323 branch managers and 1,369 employees of commercial banks operating in Pakistan. Partial least square structural equation modeling was used to test the theoretical model proposed by this study.

Study results revealed that collective human capital and justice climate simultaneously mediate the relationship between implemented HPWS and branch performance.

The study contributes to the strategic HRM theory by proposing the complementary mediating roles of human capital and organizational justice to reap the benefits of implementing HPWS for improving branch-level performance. The managers should focus on developing and exploiting the knowledge, skills and experiences (human capital) of branch employees and improve their collective perceptions of justice to reap the benefits of HPWS for enhancing branch-level performance.

Drawing upon the resource-based view of the firm and organizational justice theory, this novel study examines the simultaneous and complementary mediating effects of collective human capital and justice climate between implemented HPWS and branch performance relationships at the branch-level analysis.

New generation of construction workers (NGCWs) who were born in the 1980s and later have gradually become the main workforce of Chinese construction industry. They may behave differently when dealing with knowledge-related activities due to divergent characteristics caused by generational discrepancy. To provide a theoretical foundation for construction companies and safety managers to improve safety management, this research explores the factors and paths impacting the NGCWs' ability to share their safety knowledge.

Based on literature review, main factors that influence the safety knowledge sharing of the NGCWs were identified. Decision-Making Trial and Evaluation Laboratory and Interpretive Structural Modeling were applied to identify the hierarchical and contextual relations among the factors influencing the safety knowledge sharing of the NGCWs.

The results showed that sharing atmosphere ranked first in centrality and had a high degree of influence and being influenced, indicating itself an extremely important influencing factor of safety knowledge sharing of NGCWs. Six root influencing factors were identified, including individual characteristics, work pressure, sharing platform, incentive mechanism, leadership support and safety management system.

The number of influencing factors of safety knowledge sharing of the NGCWs identified in this study is limited, and the data obtained by the expert scoring method is subjective. In future studies, the model should be further developed and validated by incorporating experts from different fields to improve its integrity and applicability.

The influencing factors identified in this paper can provide a basis for construction companies and safety managers to improve productivity and safety management by taking relevant measures to promote safety knowledge sharing. The research contributes to the understanding knowledge management in the context of the emerging market. It helps to answer the question of how the market can maintain the economic growth success through effective knowledge management.

This paper investigates the influencing factors of NGCWs' safety knowledge sharing from the perspective of intergenerational differences, and the 13 influencing factor index system established expands the scope of research on factors influencing safety knowledge sharing among construction workers and fills the gap in safety knowledge sharing research on young construction workers. Furthermore, this paper establishes a multi-layer recursive structure model to clarify the influence path of the influencing factors and contributes to the understanding of safety knowledge sharing mechanism.