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The world of work is constantly changing. The COVID-19 pandemic has reinforced working from home, and there is an increasing demand for flexibility regarding the workplace. There is little empirical evidence on the mechanisms and factors that influence employee outcomes, such as productivity and turnover intention, at the workplace and at home. In addition, it is unclear whether the workplace characteristics that influence employee outcomes vary between different nations due to country-specific circumstances. The paper aims to address these two issues.

The research model applied in this study is based on the job demands-resources (JD-R) and environmental demands-resources models using German (n = 429) and USA (n = 507) survey samples. Partial least squares structural equation modelling is used to analyse the influence of workplace characteristics (isolation, family–work interference, equipment/facilities and skill variety) on employee outcomes (satisfaction, burnout, productivity and turnover intention). Additionally, a multi-group analysis is used to explore group differences in the factors influencing satisfaction, burnout, productivity and turnover intention between employees in Germany and the USA.

The results reveal that significant determinants of productivity and turnover intention include isolation, family–work interference, equipment/facilities and skill variety. Isolation and equipment/facilities are identified as the most important demands and resources of the home workplace. Some significant differences are found between Germany and the USA. The positive effect of isolation on burnout is significantly stronger in the USA than in Germany, whereas the positive effect of family–work inference on burnout is stronger in Germany than in the USA. The negative effects visible for the relations between burnout and satisfaction, and satisfaction and turnover intention are stronger in Germany than in the USA. The positive effect of burnout on turnover intention is stronger in the USA compared to Germany.

The study adds empirical evidence to the JD-R theory by analysing the influence of the home workplace characteristics on employee outcomes in different countries for the first time using a multi-group analysis. In addition, the study reveals new insights into the differences between the knowledge workforces in Germany and the USA by uncovering how key factors influence employee outcomes such as productivity and turnover intention, partially carried by varying length of experience in work from home between both of these countries. Insights from this study can support corporate real estate managers to make better decisions on the design of employees’ home workplaces and the integration of work from home into the company’s workspace concept.

The study aims to examine the relationship between telework conditions and employees' job satisfaction (JS) within knowledge-intensive public organizations (KIPOs). Additionally, it aims to unfold the mediating role played by both organizational and job characteristics, namely supervisory support (SS) and job autonomy (JA).

The analysis adopts a simultaneous qualitative-quantitative design, starting with a preliminary inductive analysis of qualitative data, followed by a deductive quantitative analysis using structural equation modeling (SEM). The data were retrieved from a survey completed by some 700 employees of a regional environmental protection agency in Italy.

Findings show that the positive association between conditions for telework (CT) and JS is partially mediated by both SS and JA. Moreover, the results of the study suggest a sequential nature of such mediational patterns.

This research provides an empirical contribution to a relatively under-investigated area: the role of job characteristics in explaining the nexus between telework and JS. Furthermore, the study takes place within the context of a KIPO, adding particular significance to the emerging insights due to the distinct nature of the work conducted in such settings.

Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life satisfaction, focusing on the mediating role of work–family enrichment (WFE) and the moderating role of segmentation preference.

Using a time-lagged research design, data were collected from 314 employees representing various organisations in Vietnam. The PROCESS macro in SPSS 20.0 was used to analyse the relationships.

The results indicate a positive relationship between job autonomy and employees’ life satisfaction, mediated by WFE. Additionally, the indirect effect of job autonomy on life satisfaction via WFE was weaker when employees preferred high work–family segmentation.

The study suggests that organisations can enhance employee life satisfaction by increasing job autonomy and promoting WFE. Organisations can establish a more supportive and engaging work environment that promotes well-being by tailoring these interventions to suit employees’ segmentation preferences.

This study contributes to the literature by shedding light on how organisational factors influence employee life satisfaction. It provides the first empirical evidence of a relationship between job autonomy and life satisfaction. It also explores the potential mediation effect of WFE and the moderating effect of segmentation preference.

As sustainable performance has a central role in the small and medium enterprises (SMEs) performance literature, this study aims to examine the influence of networking capabilities in enhancing sustainable performance through knowledge workers’ productivity and digital innovation. It also examines the sequential mediating role of knowledge workers’ productivity and digital innovation on networking capabilities and SMEs’ sustainable performance relationship.

Data were collected from 308 knowledge workers in the information technology sector and analyzed using the Hayes Process Macro bootstrapping method to test the proposed hypotheses.

Results indicate that knowledge workers’ productivity and digital innovation individually and sequentially mediate the relationship between networking capabilities and SME’s sustainable (economic and environmental) performance, surprisingly, they do not act as a mediator between networking capability and SME’s social performance. SMEs should prioritize investments in the professional development of their knowledge workers through training and skill enhancement programs. This investment equips knowledge workers with the tools to effectively use the knowledge and resources acquired through networking. Thus, knowledge workers may improve performance by using these resources to tackle challenges.

Although this research focused on this specific context, it is prudent to acknowledge that additional factors may also exert influence on sustainable performance within SMEs, factors that managers may consider when making decisions. Methodologically, the cross-sectional design of this research poses a potential limitation, as it does not allow for the complete elimination of endogeneity concerns. However, it is worth noting that scholars have endorsed the use of cross-sectional data in cases where management researchers aim to expand beyond well-documented and longitudinal data sets.

This research offers practical recommendations for SMEs to improve their sustainable performance through networking. SMEs should seek partnerships with complementary knowledge to improve operations and for other performance-oriented benefits.

This study adds significantly to the literature on sustainable SME performance by studying the interdependent effects of networking capabilities. It also represents the individual and sequential mediation mechanism that links networking capabilities to SME success through knowledge worker productivity and digital innovation.

The purpose of the study is to identify how knowledge management processes impact innovation performance in the Jordanian medical sector (private hospitals) as well as identify how big data analytics moderates this performance.

Two hundred ninety-one questionnaires were analyzed for the purpose of this study. A structural equation model (SEM) was used to test convergence validity, discriminant validity and reliability. In order to analyze the data, bootstrapping was used.

The empirical results showed that all knowledge management processes are statistically significant in influencing innovation performance. Furthermore, big data analytics moderates the relationship between knowledge management processes and innovation performance.

The results of this cross-sectional study are limited to one country and one industry due to methodological limitations, and the results represent a snapshot at a particular point in time.

Jordan's medical leaders will benefit from this study, since it emphasizes the importance of knowledge management processes to enhance innovation performance, especially given the importance of big data analytics in the field, increasing innovation capabilities in the medical field, thereby increasing innovation levels.

This article aims to explore the connections between tacit knowledge management and the capacity to create new products and services for stimulating organizational performance.

This research utilizes a questionnaire-based study and 378 questionnaires gathered from different provinces of China between August and October 2022. The SmartPLS technique was used to evaluate the regression and mediation analysis on lower-order and higher-order components of the research hypotheses behind the model.

This investigation's results indicate that the tacit knowledge management process (TKMP) significantly drives product and service innovation and impacts organizational performance (ORP). According to the results, TKMP did not directly influence ORP and product innovation to mediate between Tacit knowledge and organizational performance.

Future research should concentrate on different combinations of influences on innovation and other consequences of introducing innovation into businesses. Moreover, researchers may add moderators to innovation and organizational performance.

This study assists managers in how tacit knowledge management affects organisational performance by examining product/service innovation capabilities. Product innovation also mediates between tacit knowledge and organizational performance. Service innovation improves organizational performance, prioritizing knowledge creation, sharing and retention to increase innovation and organizational success.

This study contributes to the literature on tacit knowledge management, innovation capability and organizational performance by concentrating on the tacit knowledge process and using the resource-based view. This study gives a solid theoretical and practical basis for understanding the component interactions.

The potential role of higher education institutes is indispensable for realizing the dream of a sustainable future. The purpose of this study is to examine the impact of knowledge-oriented leadership on the sustainable service quality of higher education institutes. Furthermore, it also investigates the mediating role of organizational innovation and psychological empowerment.

Data of this study is collected from 306 faculty members of the public and private universities of Pakistan. Structural equation modeling technique was used for data analysis and testing of hypotheses.

The results demonstrate the positive impact of knowledge-oriented leadership on sustainable service quality. Organizational innovation and psychological empowerment partially mediate the relationship of knowledge-oriented leadership and sustainable service quality.

The policymakers including the higher education commission of Pakistan and university administration are highly recommended to promote a knowledge-oriented leadership style in the higher education institutes to improve innovation and psychological empowerment at the workplace which leads to foster sustainable service quality.

The concept of sustainable service quality in higher education institutes is in the infancy stages in developing countries. There is a dearth of studies that explore the relationship between knowledge management enabler and sustainable service quality. This study attempts to explore the unexplored relationship and extends the literature of higher education institutes and sustainable service quality.

The effect of e-learning success relies on the learning management system and its effectiveness provided to the learners. As a result, higher education institutions (HEIs) are expanding using various e-learning platforms and focusing on system and information quality. This study adopts the ISS (information system success) model to assess students' perception of e-learning system success (e-LSS).

A quantitative research approach was used to analyse 151 students' perceptions collected from HEIs in Oman. The survey instrument was built on prior research related to DeLone and McLean’s ISS model, and expert opinion was involved for validation. The snowball sampling method was used to collect the data, and participants' anonymity and confidentiality were maintained as part of the ethical process. The reliability of data was tested using Cronbach's alpha analysis. A statistical tool like correlation was used to examine the relationship between the study variables (system quality, information quality, user satisfaction and e-LSS).

This study’s results revealed that students positively perceived system usage, and users' satisfaction with e-learning systems (e-LSs) was high. Moreover, the correlation results indicated that the system and information quality aspects of e-learning significantly influence e-LSS.

The study results on students' perspective towards e-learning information systems can be advantageous to HEIs and various stakeholders like policymakers, and e-learning platforms. It may support and assist the HEIs and corporate firms in deciding on e-learning platforms for students and learners, respectively. Moreover, the consolidated findings will contribute to the existing literature on e-learning success factors from students’ perspectives.

This study examines the students' perception of e-LSS in Oman HEIs and advocates prospects for further in-depth study and analysis.

Enterprises in the digital context attach importance to the participation of heterogeneous subjects in co-creation activities. As the core source of organizational innovation, employees are bound to assume responsibilities or provide role value in the process of digital innovation. While employee-driven digital innovation frameworks are being explored, together with research on employee innovation behavior mostly focusing on the “net effect” of single-level variables on outcomes.

Following the interaction logic of employee level and organizational level, this study applies ability, motivation and opportunity (AMO) theory and fuzzy set qualitative comparative analysis to explore the influence of various digitization related factors' conditional configuration on employees' digital innovation behavior.

The results indicate that type of “self-motivation with multiple supports”, “organization-driven with digital oriented” and “digital-driven with ambidextrous complementary” constitute the configuration that drives high digital innovation behavior, while type of “cognitive deficit with environmental slack” and “fuzzy motivation with opportunity misapplication” constitute the configuration that drives nonhigh digital innovation behavior.

This conclusion enriches the theoretical research on digital innovation that regards individuals as action potentials and provides important guidance for how to cultivate and activate employees' digital innovation behaviors in management practice.

Through the lens of resource-based view (RBV), knowledge-based view (KBV) and DCV, this paper aims to investigate the relationship of entrepreneurial leadership (EL) on the project success (PS) and further examines the mediating effect of knowledge infrastructure capability (KIC), knowledge-based dynamic capability (KBDC) and Big data analytic capability (BDAC).

The data were collected from 467 employees working on project in software companies. The data were evaluated using SMART-PLS, a structural equation modeling (SEM) tool.

The study revealed a significant impact of EL on the PS, the study also found the significant mediation role of KIC, KBDC and BDAC on the EL and PS relationship.

The research gives valuable insight into the effective role of EL as a contemporary leadership style in project-based firms. Also, this research is one of the first to examine knowledge-oriented dynamic capabilities (DC) as a knowledge fulcrum in project execution. These DC have been empirically proven to facilitate EL in achieving PS and support the firm in competing in an uncertain environment.