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Because the discontinuous and uncertain characteristics of knowledge-based innovation cannot be reasonably interpreted by conventional management approaches, quantum mechanics which begins with uncertainty and concerns with a dynamic process of the complex system, has been exploratorily used in the management field. Although the theoretical new insights are provided by pioneering studies, quantitative research is in short supply. This paper aims to propose a quantum mechanics-based framework for quantitative research, thus extending the application of quantum mechanics in the knowledge management area from a dynamic system evolutionary standpoint.

Based on the similarity comparison between knowledge-based system evolution and atomic motion, the authors construct the atom-like structure of the knowledge-based system and elaborate the evolutionary mechanism of the knowledge-based system, thereby establishing the quantitative model. Apple and Zhongxing Telecom Equipment were selected for an empirical study to demonstrate the usefulness of the models for research on knowledge-based innovation and explore the unique knowledge-based innovation characteristics of the two firms.

First, the transition force of dynamic knowledge shows an inverted U shape; accumulating dynamic knowledge to a moderate degree not only facilitates transforming dynamic knowledge into static knowledge but also balances the relationship between the influence of knowledge force range and dynamic knowledge transformation. Second, existing knowledge is gradually substituted by new knowledge and knowledge density at a high knowledge energy level distinctly increases with a narrower bandwidth. Third, the investment loss is associated with resource configuration, resource utilization and the amount of accumulative dynamic knowledge before investment. Knowledge loss is negatively correlated with the knowledge compatibility coefficient.

The authors use the advanced method in quantum mechanics to legitimately unveil the emergence mechanism of knowledge-based innovation. Meanwhile, the authors capture the non-linear transformation relationship of heterogeneous knowledge and expose the change in ways of both investment loss and knowledge loss that cannot be quantified by conventional models. In doing so, the authors not only reveal the principle of qualitative knowledge change but also offer practical implications for developing flexible and targeted innovation strategies.

First, by proposing a complete quantum mechanics-based framework, the authors not only supplement the quantitative research contents to knowledge-based innovation literature which proposed calls to conduct research in way of quantum mechanics but also overcome the difficulties of knowledge-based system conceptualization and measurement. Second, the authors reveal the uncertain change of knowledge transformation and measure the loss of investment and knowledge, which contribute to identifying defects of firms in knowledge-based innovation. Third, the authors explore the internal mechanism that led to knowledge-based innovation exhibits non-linear characteristics and capture unique dynamic relationships between different variables which affect the emergence of knowledge-based innovation.

The purpose of this paper is to investigate the mediating roles of tacit and explicit knowledge sharing (KS) in linking the relationship between knowledge-based HRM practices and innovation competence of firms. This study also explores the potential moderating role of market turbulence in fostering the influence of KS behaviors on two forms of innovation competence namely radical innovation and incremental innovation.

The paper applied the quantitative approach and structural equation modeling to examine the correlation among the latent constructs based on the survey data collected from 293 participants in 115 firms.

The empirical findings of this study support the mediating role of KS behaviors in the relationship between knowledge-based HRM practices and aspects of innovation competence. It highlights the important role of market turbulence in stimulating the influence of KS behaviors on innovation capabilities.

Future research should investigate the impact of knowledge-based HRM practices on innovation capability via the mediating effects of knowledge management processes to bring better understanding of the importance of knowledge resources in organizations.

The paper significantly contributes to increasing knowledge and insights into the antecedent role of knowledge-based HRM practices, the mediating role of KS behaviors as well as the moderating role of market turbulence in fostering radical and incremental innovation, thereby advancing the body of comprehension of knowledge-based resources and innovation theory.

Higher education institutions, particularly in developing countries, are striving for superior innovation performance to cope with the challenges of contemporary educational environment. Drawing on the knowledge management capability model and knowledge-based view of firms, this study aims to determine the impact of knowledge management enablers, namely, top management knowledge value, knowledge-oriented culture and knowledge-based rewards, on innovation speed and quality and assessing the mediating role of knowledge sharing process.

Data are collected from 234 academics of higher education institutions in Pakistan and analyzed through the partial least squares structural equation modeling technique.

The results indicate that top management knowledge value and knowledge-based rewards have a positive effect on innovation speed and quality. Although knowledge-oriented culture also contributes to innovation quality, it does not influence the innovation speed. Moreover, the knowledge sharing process mediates the effect of all these knowledge management enablers on innovation speed and quality.

This study underscores the importance of three key knowledge management enablers in higher education institutions. The findings of this study suggest that signaling knowledge value from the top management, fostering knowledge-oriented culture and enacting a knowledge-based reward system are critical in facilitating knowledge sharing process and enhancing innovation speed and quality in higher education institutions.

This is among one of the earlier studies that investigates the influence of top management knowledge value, knowledge-oriented culture and knowledge-based rewards on innovation speed and quality, particularly in higher education institutions, and determines the mediating role of the knowledge sharing process.

The purpose of this paper is to clarify the concept of dynamic capabilities from the knowledge‐based perspective and investigate the mechanisms of dynamic capabilities on innovation performance in networked environments.

This paper designed a seven‐point Likert questionnaire measuring the dynamic capabilities, innovation performance and network embeddedness and a sample of 218 Chinese manufacturing firms were surveyed. Structural equation modeling method was used to statistically test the theoretical hypothesis.

Significant relationships were found between dynamic capabilities and innovation performance and knowledge combination capability played a mediating role in this relationship. For the links between network embeddedness and dynamic capabilities, knowledge acquisition capability was affected mainly by relational embeddedness and the diversity of network and joint problem solving contributed much to knowledge combination capability.

This paper deepened the understanding on dynamic capabilities and the mechanism between network embeddedness, knowledge‐based dynamic capabilities and innovation performance. In the future, the construct of knowledge‐based dynamic capabilities calls for more examination and verification.

Drawing on the literature of dynamic capabilities framework, knowledge‐based view and the network model, this study extends the literature of dynamic capabilities and its link with innovation performance in networked environments. Using survey data and structural equation modeling, this study offers rich evidence on the contribution of dynamic capabilities on innovation performance and the antecedents of dynamic capabilities.

The purpose of this paper is to provide clarity to the concept of innovation and its various definitions.

The article reviews the innovation literature and proposes that innovation has been conceptualized either from a process or from an outcome perspective. Also, the authors show that there is a substantive difference between innovation seen in the traditional innovation literature and innovation as conceived in the knowledge management literature.

The paper proposes a general framework to categorize the existing views of innovation and show that innovation as an outcome has not been clearly defined from a knowledge perspective. To address this gap, the authors develop a new definition of an innovation outcome based on knowledge elements.

The research lays the groundwork for more comprehensive methods of measuring innovation and innovativeness, which is particularly useful for the study of service innovation.

The framework and definition expand the ability of managers to measure and understand the key factors of innovation.

The research contributes to the literature by developing a comprehensive knowledge‐based, outcome‐oriented definition of innovation.

This paper aims to concentrate on the conscious and systematic managerial activities associated with handling knowledge in an organization [i.e. knowledge management (KM) practices] for the purpose of improving innovation performance through proactive management of knowledge assets. This study explores the impact of KM practices on innovation performance in the research and training center of government apparatus.

This research provides empirical evidence on how various KM practices influence innovation performance. The results are based on the survey data collected in four areas of research and training centers of government apparatuses in Indonesia. Partial least squares are used to test the hypothesized relationships between KM practices and innovation performance.

The study found that IT practices and work organizations are positively and significantly related to innovation performance. This means that better implementation of information and technology will push innovation performance. The study also points out that knowledge-based compensation practice is one of the KM practice variables which is negatively and significantly related to innovation performance. This result shows that innovation performance will decrease by compensating knowledge improvement.

This study implies that in developing innovation performance, the research and training center should not focus on providing compensation, as it will only increase the costs rather than the innovation performance itself.

This study adds a knowledge-based view of government agencies by demonstrating the significance of KM for innovation performance. This study is also valuable from a managerial perspective, as it highlights the most effective KM practice to improve organizational innovation performance.

The paper investigates the effects of strategic human resource practices on intellectual capital and new product development performance in knowledge-based firms.

A quantitative approach was adopted to conduct the present study. The respondents were sampled from knowledge-based firms in Iran. Overall, 120 managers in 60 knowledge-based firms were selected using convenience sampling. A confirmatory factor analysis was conducted to ascertain the validity and reliability of the observed items, and a structural equation model was employed for testing the proposed hypotheses.

In the studied firms, strategic human resource practices have a positive and significant effect on intellectual capital. Moreover, the findings of this study indicate that those firms that use their intellectual capital have a higher new product development performance.

The study focuses on knowledge-based firms in Iran, which limits the generalizability of the research results. Therefore, future studies should be carried out with samples from other settings and countries. Moreover, as the study was cross-sectional, the causal relationships could not be inferred directly.

With regard to key areas of improvement identified in this study, knowledge-based firms should focus on increasing new product development performance by improving employees' training, involving them in their job-related decision-making process, empowering employees to innovate, developing intellectual capital and monitoring the customer's satisfaction level of new products.

The study extends the intellectual capital literature by linking strategic human resource practices to new product development performance in knowledge-based firms via intellectual capital as a mediator.

The main purpose of this study is to investigate the mediating role of innovation culture in the relationship between knowledge-based dynamic capabilities and innovation performance of small enterprises in Tanzania.

This study is cross-sectional and data collected through structured questionnaire were analyzed using PLS-SEM.

The findings revealed that dimensions of knowledge-based dynamic capabilities significantly influence innovation culture and innovation culture significantly influence the innovation performance. Finally, innovation culture is a significant mediator of the relationship.

The study contributes to the understanding that owners of small businesses must create conducive environments for the development of an innovation culture by improving knowledge acquisition, generation and combination for better innovation performance outcomes.

Studies done on innovation culture are limited especially in the context of developing countries such as Tanzania where adoption of innovative ideas is considered a slow process due to various factors such as poor management of knowledge resources. Therefore, this study contributes to the body of knowledge by establishing a link between knowledge-based dynamic capabilities and innovation performance through a mediation of innovation culture.

The purpose of this article is to provide organized, synthesized information related to initiatives throughout the world based on knowledge‐based development (KBD) such as knowledge cities (KCs), knowledge regions, and knowledge countries. A first search was conducted using the Internet and specialized databases under the keywords “knowledge cities”. The information compiled led to other related keywords which branched out the search. All resulting information was then collated and integrated into a number of categories all unified under the field of knowledge‐based development. A compilation of information on the topic “knowledge cities” and other topics related to knowledge‐based development. The information is presented in eight sections: a glossary of KC‐related terms, a list of knowledge‐based development initiatives, a list of associations and organizations related to the topic, a list of urban KBD‐related value dimensions and their indicators, a list of international rankings, a list of special editions on KCs, a bibliography, and a directory of related sites on the Internet. This effort resulted in a public service available at the World Wide Web. The information included in this compilation is limited mainly to public domain information available throughout Internet in both English and Spanish, as well as in selected databases.

Given the increasingly important role of knowledge capital on key outcomes and innovation capabilities of organizations, this paper aims to investigate the influences of knowledge-based human resource management (KHRM) practices on innovation capability of firms via mediating role of knowledge sharing (KS). This study also examines whether competitive intensity moderates the effects of KS behaviors on specific aspects of innovation capability, namely, product and process innovation.

This paper used structural equation modeling to examine the level of how KHRM practices and KS impact on two types of innovation capability, namely, product innovation and process innovation using data collected from 265 participants in 112 manufacturing and service firms in Vietnam.

The research findings confirm the mediating roles of KS behaviors between KHRM practices and two specific types of innovation. Besides, the paper first reveals the moderating role of competitive intensity in the relationships between KS and product innovation. The results underline the necessity of building a climate of KHRM practices to stimulate employees sharing knowledge, which, in turn, positively promotes innovation capabilities in an organization.

Future research should investigate the impact of different forms of human resource management (HRM) practices on innovation via the mediating effects of certain aspects of KS to bring better understanding on the importance of HRM practices and knowledge resources in pursuing innovation competence.

This paper offers leaders a deeper understanding of potential effects of competitive intensity and environmental factors to promote innovation capabilities in their firms.

This paper has significant contributed to theoretical and practical initiatives on theory of HRM practices and knowledge management by showing different moderating and mediating mechanism thereby firms can follow to enhance innovation capability of firms in developing and emerging markets.