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The aim of the paper is to explore the requirements of knowledge‐based management in the regional development network of the Tampere region in Finland.

The requirements of knowledge‐based management are analysed on the basis of the perceptions of the regional developers interviewed (n=13) and by using the extended SECI model and intellectual capital framework as analytical tools.

Different regions benefit from different knowledge‐based management activities according to their performance in the cycle of the extended SECI model and the intellectual capital available among the regional developers. When the knowledge‐based management requirements of a regional development network are identified by applying these two frameworks, more appropriate investments (e.g. for ICT infrastructure) and development activities can be made.

The perspectives of knowledge creation (i.e. the extended SECI model) and intellectual capital provide one approach for evaluating the call for knowledge‐based management of regional development. Other perspectives are also expected to be valuable as the understanding of regional knowledge‐based management in different contexts is enhanced.

The study contributes by proposing and applying a method for evaluating the requirements of regional knowledge‐based management.

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 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 objective of this paper is to highlight the importance of information technology in service recovery performance through the exploration of its influence on service recovery performance components and determinants.

A general inductive approach for analyzing qualitative data was adopted since the main research question of “How can information technology enable successful service recovery?” has not been examined in the complaint management literature. Data were collected through in‐depth interviews with key executives working in the Tunisian banking sector.

Drawing on the knowledge‐based view (KBV), the authors develop a general framework to understand the differences in service recovery performance (SRP). The research shows that various knowledge‐based resources such as customer orientation (CO), internal orientation (IO), and information technology (IT) complement one another to impact on SRP. Ignoring the complementarities of these resources in assessing SRP can seriously underestimate the impact of IT on the knowledge assets that are embedded in the firm recovery competency. This distinctive business competency is labelled knowledge enabled recovery effectiveness (KERE).

Given the exploratory nature of this study, these preliminary results need quantitative research to refine theory and measurement of service recovery capabilities and for future validation of the proposed framework.

The findings provide important implications for the effective design and the automation of complaint management and for the intervening mechanisms that govern the IT business value.

The paper examines the issue of complaint management from a knowledge based view and calls for the need to consider specific customer relationship management (CRM) areas as a set of knowledge based activities.

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.

This study aims to develop a software agent-knowledge procurement management tool to address uncertainties from external and internal environments, such as record failure, slow logistics auditing and distribution delay toward improving procurement management in retailing enterprises.

Quantitative methodology was used to collect data using a self-administered survey from randomly selected procurement staffs, marketers and customers to measure their perception regarding the feasibility and acceptance of the implemented agent-knowledge-based procurement management tool.

Results from empirical analysis reveal that the implemented tool facilitates collaboration and interaction among buyers, sellers and procurement managers toward enhancing procurement managers’ flexibility to handle unexpected exceptions. In addition, results confirm the feasibility of the implemented tool in supporting procurement management toward handling inventory failure exception, which occurs in traditional procurement approaches. Moreover, descriptive results from user acceptance test verify that the tool was accepted by the respondents.

The limitation of this study is that the implemented tool is evaluated using data collected from respondents in Malaysia retailing enterprise only; thus, the results cannot be generalized to other enterprises and country. In addition, research implications from this study design a methodological and comprehensive software agent-knowledge-based model that support buyers, sellers and procurement managers with information to facilitate buying and selling operations.

Practically, the designed software agent-knowledge-based model describes how software agents collaborate with each other to facilitate procurement tasks and also use the knowledge base in the implemented tool to provide information sharing platform that manages the dynamics of procurement operations.

This research integrates software agents which are autonomous programs that carryout pre-defined task on behalf of end users. Socially, this study would be useful for procurement managers in developing mechanisms for instilling insights in retailing operations.

This research is among the first to attempt to develop a software agent-knowledge-based model to support procurement management in the retailing enterprise domain. It contributes to promote e-procurement practices by implementing a software agent-knowledge-oriented tool to address uncertainties experienced in retailing enterprise. It is envisaged that this study will provide basis for future research into e-procurement practices for retailing businesses in Malaysia and beyond.

The emergence of the knowledge economy and Industry 4.0 has prompted many firms to invest considerable resources into knowledge-based human resource management (HRM) practices and business analytics capabilities aimed at enhancing competitiveness. This paper aims to propose a conceptual model that examines the collective effects of knowledge-based HRM practices, business analytics capabilities and organizational agility on innovative performance using knowledge-based theory as a theoretical framework.

The present study empirically tested the above-said idea by surveying (n = 182) individuals with supervisory capacity in Jordanian 4- and 5-star hotels. The obtained data was analyzed using linear modeling and fuzzy sets (fsQCA) techniques.

Results from linear modeling revealed that knowledge-based HRM practices, business analytics and organizational agility are important antecedents for innovative performance. Conversely, findings from fsQCA revealed that organizational agility is a necessary and sufficient condition to achieve high innovative performance. While business analytics is a sufficient condition to achieve high innovative performance.

This study is among the first to unveil the linear and complimentary effects of knowledge-based HRM practices, business analytics capabilities and organizational agility on innovative performance. Implications for theory and practice are discussed.

Given the important role of knowledge resource for firms to pursuit innovation, this paper aims to investigate the influence of knowledge-based human resource management (HRM) practices on innovation performance through the mediating roles of tacit and explicit knowledge sharing (KS). This study also explores the potential moderating role of perceived organizational supports (POSs) in fostering the KS–innovation relationship of firms in the developing and emerging markets.

The relationship among the latent variables is empirically examined through 289 employees from 118 manufacturing and service firms. Confirmatory factor analysis and structural equation modeling were performed to validate the constructs and estimate the regression coefficients of relationships.

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

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

The paper significantly contributes to enhancing understanding of the antecedent role of knowledge-based HRM practices in fostering KS behaviors and innovation performance under the moderating effects of POSs. Generally, it advances the body of comprehension of knowledge-based resources and innovation theory.

Existing research on the relationship between big data and organizational decision quality is still few and far between, and what does exist often assumes direct effects of big data on decision quality. More recent research indicates that such direct effects may be too simplistic, and in particular, an organization’s overall human skills are often not considered sufficiently. Inspired by the knowledge-based view, we therefore propose that interactions between three aspects of big data usage and management accountants’ data analytics skills may be key to reaching high-quality decisions. The purpose of this study is to test these predictions based on a survey of US firms.

The authors draw on survey data from 140 US firms. This survey has been conducted via MTurk in 2020.

The results of the study show that the quality of big data sources is associated with higher perceived levels of decision quality. However, according to the results, the breadth of big data sources and a data-driven culture only improve decision quality if management accountants’ data analytics skills are highly developed. These results point to the important, but so far unexamined role of an organization’s management accountants and their skills for translating big data into high-quality decisions.

The present study highlights the importance of an organization’s human skills in creating value out of big data. In particular, the findings imply that management accountants may need to increasingly draw on data analytics skills to make the most out of big data for their employers.

This study is among the first, to the best of the authors’ knowledge, to provide empirical proof of the relevance of an organization’s management accountants and their data analytics skills for reaching desirable firm-level outcomes. In addition, this study thus adds to the further advancement of the knowledge-based view by providing evidence that in contemporary big-data environments, interactions between tacit and explicit knowledge seem crucial for driving desirable firm-level outcomes.

As technology accelerates, the pace of innovation and product and process life cycles have significantly decreased. Firms seek to leverage their employees' efforts, particularly through knowledge-based HR practices and intellectual skills, to attain innovative performances. Despite extensive research, the scope and role of p-shaped skills have yet to be considered; this is an important oversight. Through the lens of a knowledge-based perspective, this study examines the association of knowledge-based HR practices, p-shaped skills and innovative performance.

This paper tested the hypotheses using data obtained from large and SMEs in Riyadh, Saudi. A partial least squares structural equation modeling (PLS-SEM) technique was applied to analyze the data.

The results of the PLS-SEM algorithm suggest that knowledge-based HR practices result in increased p-shaped skills, and p-shaped skills result in increased innovative performance. Accordingly, p-shaped skills mediate the association between knowledge-based HR practices and innovative performances.

This is among the first study to operationalize a p-shaped skills scale. The paper extends its functionality as a predictor for innovative performance and the outcome of knowledge-driven HR practices. This research offers valuable theoretical and practical implications.