Search results

The objectives of this study are two-fold. The first is to examine the peculiarities of KM processes that are unique in SMEs from three perspectives, namely knowledge creation, knowledge sharing and knowledge reuse. Secondly, to identify enablers and impediments of these KM processes that influence the competitiveness of SMEs.

The study adopted a case study approach involving 21 participants comprising management staff and front-line employees from four Singaporean SMEs.

The SME owner, rather than the employees, was found to be the key source and creator of knowledge and the sole driver of the KM processes. In SMEs, knowledge creation takes the form of innovative customized solutions to meet customers' needs; knowledge sharing occurs through cross functionality, overlapping roles, and facilitated by close physical proximity in open workspaces; and knowledge reuse is often made tacitly, where common knowledge is prevalently embedded within the KM processes of SMEs. The enablers of knowledge creation process rested largely on the owner's innovativeness, creativity and ability to acquire knowledge of the industry. Knowledge sharing processes are enabled by the awareness of roles, mutual respect and the level of trust among employees within the SME while knowledge reuse is fostered by close proximity of employees and the willingness and openness of the owner to impart his knowledge. The lack of the above enablement factors mentioned will hinder these KM processes.

The study is limited by the fact that data was collected from four SMEs in Singapore. Furthermore, only a small sample of staff from these SMEs was interviewed. Hence the findings need to be interpreted in light of such a scope.

For SMEs, this research provides perspectives on the factors influencing KM processes, in particular, the importance of the owners' knowledge and leadership, the flexibility and adaptability of the organization, and open culture to enable the capitalization of its knowledge assets to survive and stay competitive. For practitioners, this paper reinforces the importance of the management owners' innovativeness, initiatives and support, and the level of social interaction and high level of trusts among employees in the SMEs to as enablers to effective KM processes in SMEs.

To deepen on-going knowledge management research on SMEs, this paper provides insights and rich context to the distinctness of KM processes in SMEs.

Knowledge transfer plays a key role in the succession process. While much attention has been given to the passing of business knowledge form incumbent to successor, less is known about the use of nonfamily knowledge during this most crucial of family business events. The purpose of this paper is to look how knowledge from nonfamily employees is treated at times of succession. Importantly, it considers how the controlling family’s cultural background may influence nonfamily knowledge use, and subsequent implications for the succession process.

An exploratory comparative case study design is adopted in order to uncover the complex social and cultural dynamics around knowledge use. Four case studies are presented from family businesses of different, and contrasting, cultural origins. Data were collected using semi-structured interviews, observations and formal secondary data from the organisations, all of whom operate in the UK.

Findings reveal a complex picture, part influenced by the cultural dynamics of the family and part by business necessity. Specifically, power–distance appears as an informative cultural dimension, influencing how knowledge is used and nonfamily are perceived. While some family businesses privilege the knowledge from family, others see the need to build knowledge relationships more broadly.

This paper provides further evidence to the heterogeneity of family businesses. It moves beyond a processual explanation of succession to develop a more contextually aware understanding of the dynamics and sensitivities involved.

Accounting literature is definite about the content and presentation of traditional financial statements, but the basic information to be provided in the narrative reports of public sector entities remains unsettled. This paper aims to investigate the needs and expectations of stakeholders (primary users and preparers) regarding the content and presentation of narrative reports in the public sector of Nigeria.

The research used a qualitative approach that draws on stakeholder and contingency theories to collect primary data through in-depth individual interviews using semi-structured questionnaires. Data were analysed by a thematic method using the NVivo 11 Pro software package.

The study reveals that financial statements constitute the statutory financial reports of public sector entities in Nigeria as narrative reporting is undeveloped, both as a concept and in practice. Stakeholders believe that narrative reporting is required to enhance the accountability usefulness of the annual financial reports published by the government and public agencies. Data analysis further reveals that public perception about the management of government financial resources influences the information needs of stakeholders regarding financial reporting. In addition, stakeholders consider the approved budget as the cornerstone of public financial reporting. Accordingly, users and other stakeholders expect public sector narrative reports to provide budget-based performance information that relates the accounting data presented in the financial statements to the key budgetary provisions, in both financial outlays and service delivery achievements. Stakeholders also expect narrative reports to be presented in plain language and provide information about the impact of financial decisions and actions on the basic socioeconomic variables that signpost citizens’ well-being, such as education, health care, employment and security.

The study suggests that the inclusion of narrative information in the statutory financial reports of public entities in Nigeria is imperative and should engage the attention of policymakers and relevant regulatory authorities. In addition, a more elaborate systematic investigation of the information needs of stakeholders in Nigeria should be undertaken by relevant units of government.

To the best of the authors’ knowledge, this is the first documented research on narrative reporting and the information needs of a broad range of stakeholders in the public sector of Nigeria. The paper identifies the approved budget as the focal point of governmental financial reporting, and a clear linkage between budget provisions, accounting results and service delivery achievements as the basic content of a narrative report in developing countries.

The purpose of this paper is to contribute to the ongoing debate regarding the relationship between relational capital (RC) and firm performance, by investigating the moderation effect of firm size and its key role in defining conditions for competitive advantage.

The paper uses the interpretative lens of the resource dependence theory, and refreshes consolidated studies rooted in RC. It identifies a set of variables to measure the influence of RC on firm performance, including the cost of goods sold, interest expenses and earnings per share. Content analysis was used to capture specific features of corporate disclosure tools using 51 items pertinent to RC. The authors used a specific disclosure index drawing on data collected from 73 listed firms in France, Germany, Italy and the UK. Data covering the period from 2011 to 2013 were analyzed using six regression models.

Firm size has a moderating effect on the relationship between RC and some variables linked to firm performance.

The study combines an internal and external perspective to investigate the interplay between firms and market environments, and therefore, enriches the ongoing debate concerning the relationship between RC and firm performance. It outlines possible ways through which RC can become an effective source of competitive advantage.

This study aims to analyse the importance of intellectual capital (IC) in networks formed by start-ups, with a view to obtaining resources that individually they would be unable to acquire.

To achieve this aim, a qualitative approach was adopted, and within this, the case study method was used. The data-collecting instrument was the semi-structured interview, held with the business-people/managers of five start-ups present in an incubator (Startup Rém) based in Portugal, and with the person in charge of this incubator, together with observation and documentary analysis.

From content analysis, the results suggest that the business people recognise the presence of IC at the moment of creating their business and that this is a means to attain sustainability and, consequently, business survival. The results also show that in the absence of network formation, the relation between the incubator and the incubated firms can be affected and limited, interfering directly with firms’ use of IC.

This research aimed to highlight the importance of IC as an essential resource for business survival and sustainability and to encourage start-ups to regard networks as a way to share and convey knowledge. This study also intends to help firms understand the role of cooperation and mutual assistance in seeking sustainability and economic growth.

This study is innovative because it has filled the gaps identified in the literature, particularly the absence of studies on the importance of IC in networks formed by start-ups, and the study of the impact of IC on firms focussing on cooperation networks.

Knowledge transfer (KT) has been attracting significant attention from the scientific community. The need to establish collaborative network relationships to achieve effective KT has led to a large volume of studies that attempt to identify how collaborative networks influence KT processes. However, papers, which link KT and networks have not been systematised. This study aims to provide an overview of this academic field and sets an agenda for future research.

The authors followed the preferred reporting items for systematic reviews and meta-analyses method to conduct a systematic review of the literature published in 2000–2020. The authors sourced the sample from the Web of Science and Scopus databases. The authors screened the references under the management and business categories that were published in the first two quartiles of the Journal Citation Report. This search returned 190 impactful papers across the 53 journals that were analysed.

The authors present the main results in two sections. First, this paper elaborates a conceptual model of the field; second, the authors review KT between firms and other agents, which allows us to identify KT flows within and between companies, universities and public institutions.

This paper provides the first systematic review of collaborative networks and KT. Five areas of action are identified for future research and are specified in several research questions. The authors also provide several practical implications. In a world in which more and more dynamic agents coexist, it is important to be aware of the needs of organisations that create and disseminate specific knowledge.

The purpose of this study is to investigate how working from home (WFH) affects the relationship between internal corporate social responsibility (ICSR) and employee creativity in times of uncertainty when employees’ occupational stress increases and their identification with their company decreases.

Applying social identity theory, the authors derive and test the hypotheses presented in this study regarding ICSR’s direct effects on employee creativity, given the amount of time they spent on WFH and the role of threat in this relationship. The authors use partial least squares structural equation modeling to analyze the various effects. Via an online questionnaire and using the snowball technique, the authors collected data from 158 participants in different industries in Germany.

The empirical results of this study show that ICSR activities increase employee creativity, partly by reducing one harmful aspect of stress, namely, threat. In addition, the authors find that WFH moderates this effect, such that the higher the degree of WFH, the weaker the ICSR activities’ effects are.

This study focused on the respondents’ WFH situation during the global COVID-19 pandemic. As such, this research contributes to understanding the roles that modern work practices, human resource management (HRM) and ICSR actions play in respect of employee creativity. The authors expand the theoretical understanding, which is based on social identity theory, by showing that the greater the amount of time spent on WFH, the more it reduces ICSR’s positive effect on employee creativity. The findings of this study open avenues for future research and longitudinal studies that compare the ICSR effects during and after the pandemic, as well as for those that compare WFH and its effects on organizational creativity.

This study shows that managers should encourage appropriate ICSR measures in their organizations and should specifically consider the work setting (i.e. WFH or at the office) as a boundary factor for these measures’ effectiveness. However, ICSR actions, such as anti-discrimination measures, are less effective in respect of building the employee–employer relationship and supporting employees’ identification with and commitment to the company when they work from home. Given the economic benefit of decreased turnover rates and the societal benefit of a company output with higher creativity levels, this study has an impact from both an economic and a societal perspective.

This study sheds light on employee creativity and ICSR’s roles in current HRM practice, which is still underexplored. More importantly, to the best of the authors’ knowledge, this study provides the first empirical evidence of a hitherto overlooked mechanism explaining ICSR activities’ effects on, or their perceived threat to, employee creativity.

The purpose of this study is to conduct a systematic review of the extant literature of workplace spirituality (WPS) in a manner that helps us trace its emergence in management practices in the past twelve years and to identify the gaps to be addressed by researchers in near future.

A two-step screening process was followed to extract the papers from various databases. The paper reviews one hundred fifty-nine conceptual and empirical articles published in more than fifty journals from 2010 to 2021. Leading databases like EBSCO, Scopus and ProQuest were extensively searched. The papers were analysed and grouped to arrive at the themes and classification criteria.

Despite numerous studies and extensive research in the past decade, the construct of WPS lacks a conclusive definition and has overlapping dimensions. It is a multidimensional concept having personal, psychological and social aspects. It is a dominant field in organisational behaviour domain.

The review explains the multidisciplinary nature of WPS, having roots in organisational behaviour, psychology and theology. Further, the paper provides a clear picture of the present state of literature and enumerates future research avenues which will enable the researchers to further expand the area of WPS.

The review highlights multiple positive attitudinal outcomes that managers can attain through WPS-related initiatives. Various techniques like prayer breaks, meditation and yoga can be used by the managers for spiritual incorporation process.

This study acquires significance, for, unlike previous studies, it does not propose that inclusion of WPS will always be gainful, rather it also broaches its potential harm, if incorporated sans due caution. Considering the complexity of spiritual beliefs, it will enable managers to weigh the pros-cons of such inclusion. The research gaps identified in the review will help future researchers in furthering the field of WPS.

While several publications exist on the topic of job satisfaction, little is known about personal correlates of overall job satisfaction. This paper reviews the literature on single and multiple studies concerned about the relationships between age, gender, rank and length of service and job satisfaction. Collecting a large sample from UK universities, the paper finds that the rank of an individual and the length of service he/she has worked within higher education are significant predictors of the level of the individual's overall job satisfaction. However, while academic rank is positively and very strongly correlated with the overall job satisfaction, length of service in higher education is negatively related. In addition, while gender, age and length of service in present universities are not significantly associated directly with the overall job satisfaction, several of the interactive relationships of the variables, such as rank and gender or length of service in higher education and age, are statistically significant. The implications of the results are discussed as well as suggestions are given for further research.

The purpose of this research is to investigate the relationship between adult attention deficit and efficacy for working in teams.

A total of 181 management students working in short term project teams (13 weeks) completed established assessments of efficacy for working in teams and a multi‐dimensional measure of adult attention deficit. The hypotheses were tested using product moment correlations and multiple regression.

Multiple regression provided support for the general hypothesis that adult attention deficit predicts lower efficacy for working in teams (F(5, 176) = 7.31, p=0.00). All dimensions of adult attention deficit were significantly correlated with efficacy for teamwork (r = −0.20 to −0.41), and the hypothesis that difficulty managing emotional interference uniquely predicts efficacy for teamwork was supported (β: p=0.000).

Future research needs to include a variety of workplace teams.

The strength of the results suggests that organizations implementing work teams need to be more aware of the effect of adult attention deficit on team member confidence and ability. Organizational development practices need to include interventions that assist the members with adult attention deficit.

This research helps to raise awareness of the relationship between adult attention deficit and key organizational behaviors. This research is of value to researchers, managers, organizational development specialists and employees who are trying to develop effective ways of supporting employees who are struggling with adult attention deficit.