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Coworking spaces use the idea of spatial co-location that improves communication and knowledge sharing among independent knowledge professionals. Fluid work structures and a sense of community can facilitate work satisfaction, creativity and entrepreneurship. Fundamentals to those positive outcomes are the knowledge sharing processes between users of coworking spaces. The purpose of this study is to explore the knowledge sharing processes in this setting where researchers still have very little understanding.

Based on an inductive research methodology, qualitative data were collected through observations and interviews with a variety of users (including freelancers, entrepreneurs and firms) incumbent in various coworking spaces in Germany.

Co-location of individuals in coworking spaces is first about physical proximity and second about socialization and collaboration opportunities, which then advance cognitive proximity. Thus, co-location can facilitate tacit knowledge exchange, ignite the social disembodiment of ideas, synthesize domain-related knowledge sharing and promote inter-domain learning. The institutionalization of knowledge management services will allow coworking spaces to increase these positive outcomes.

Findings of this study are interesting for managers of shared spaces and traditional firms that use spatial co-location. The authors propose institutionalized knowledge management services to enable multifaceted and multidisciplinary knowledge creation in organizations.

This paper sheds light on the role of spatial co-location in knowledge sharing processes among independent knowledge professionals in shared office spaces. Thereby, this study provides valuable insights into a phenomenon that has received little attention even though its practical importance is high.

Coworking-spaces are considered as a new formula to facilitate autonomy, creativity, self-efficacy, work satisfaction and innovation, yet they also might overburden their users who in that course intend to limit social interaction and collaboration in the workspace. Thus, the question is how coworking-spaces shape entrepreneurial ventures.

This study used an inductive research methodology based on data from three different data sources, including observations, archives and interviews from managers and entrepreneurs.

The findings suggest that the materiality in the form of spatial architectures (working, socialization and support structures) shared facilities and infrastructures (utilities, luxuries and specialties), and integrated digital technologies (applications and platforms) influence the flow of communication, internal and external linkages, as well as functional uniformity and distinctiveness. However, there exists an inherent dualism in sociomaterial assemblage in coworking-spaces, which can lead to instrumental and detrimental outcomes for entrepreneurs.

This study explains the role of sociomaterial assemblage on the working of entrepreneurs in shared workspaces.

Researchers’ competencies are directly related to the quality and effectiveness of the research they produce. However, training opportunities for education and conducting research seem to be limited for the growing research culture in Pakistan. The purpose of this study is to assess the research-related training needs of postgraduate researchers (PGRs) of Pakistan.

A quantitative research approach was used to conduct the study using a questionnaire. Non-random sampling technique was used to collect the data from the postgraduate (MPhil/MS and PhD) researchers enrolled in the two well renowned Pakistani Universities.

Results of the study confirmed that PGRs were interested in developing their skills in various areas of a research project such as topic selection, research design and use of data analysis software. Findings also highlighted that respondents were interested in learning reference management tools for citing and managing the sources of information in their research work.

This is the first study, which investigated the training needs assessment of PGRs enrolled in two major Pakistani universities. The results may help in designing training programs, promoting a conducive research culture in the country and improving the quality of research being produced. This study provided a framework likely to be beneficial for quality enhancement cells, universities and organizations in organizing effective research training and development programs for researchers of Pakistan.

The research examines how behavioral intentions, as a higher-order construct, indirectly affect financial inclusion through service trust, usage behavior and financial literacy in mobile money adoption.

Following the positivist research philosophy, a cross-sectional study design was used to collect data through questionnaires comprised of scales adapted from prior studies. With a usable sample size of 340 respondents, this study employs partial least squares structural equation modeling to assess the model.

The study revealed the significant indirect role of behavioral intention on financial inclusion through use behavior, behavioral intentions on use behavior through service trust, and use behavior on financial inclusion through financial literacy. The role of behavioral intentions on financial inclusion through serial mediation of service trust, use behavior and financial literacy was also found to be significant.

This study's novelty resides in examining the indirect relationship between behavioral intentions and financial inclusion, specifically via the serial mediation of service trust, use behavior and financial literacy.

This research aimed to find out both direct and mediating relationships between the fear of COVID-19 (FC) and the usage of digital financial services (UDFS) via mediator financial anxiety (FA). It also attempted to ascertain the moderated effect of education of small and medium-sized enterprise (SME) owners (ESO), i.e. business degree holders (BDH) vs nonbusiness degree holders (NBDH), in the relationship between FC and the UDFS.

This research employed a simple random sampling technique. In total, 387 complete responses were collected from Pakistani SMEs. The complete analysis was performed using Statistical Package for the Social Sciences (SPSS) 23, AMOS 24, Process Marco 4.1, and Interaction 1.7.

According to the findings, FC leads to UDFS and FA mediates this relationship. Additionally, the findings show that the ESO between FC and UDFS was moderated. However, conditional analysis shows that BDH-SME owners strengthened the moderated relationship between FC and UDFS compared to NBDH-SME owners, who did not show any relationship.

Policymakers might use the study's findings to promote business education, which has been recognized as essential for making sound financial decisions. Finally, because the study is cross-sectional, the authors are unable to draw definitive generalizations.

The key novelty of this research work lies in the inclusion of FA as a mediator and the education of SME owners as a moderator in understanding the relationship between FC and the UDFS. This study illuminated the positive aspects of the COVID-19 epidemic based on the theory of emotional finance, risk avoidance theory and theories of emotion.

The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders.

This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression.

The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant.

The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees.

This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.

In recent times, progression of technology and growing demands of customers have substantially influenced the services sector to introduce fast real-time mechanisms for providing up-to-mark services. To meet these requirements, organizations are going to change their end-user operating systems but success rate of change is very low. The purpose of this paper is to address one of the practitioners’ complaint “no one tells us how to do it” and uncovers the indirect effects of knowledge management (KM) strategies: personalization and codification, toward organizational change via organizational learning and change readiness. The current study also highlights how organizational learning and change readiness are helpful to reduce the detrimental effects of organizational change cynicism toward success of a change process.

Temporal research design is used to get the appropriate responses from the targeted population in two stages such as pre-change (Time-1) and post-change (Time-2). In cumulative, 206 responses have been obtained from the banking sector of Pakistan.

The results of the current study are very promising as it has been stated that KM strategies have an indirect effect on successful organizational change through organizational learning and change readiness. Moreover, change cynicism has a weakening effect on a change process and can be managed through effective learning orientation of employees and developing readiness for change in organizations.

Change agents have to use an optimal mix of personalization and codification strategies to develop learning environment and readiness for change in organizations that are beneficial for implementing a change successfully. Moreover, change readiness and organizational learning in the context of change are equally beneficial to reduce organizational change cynicism as well.

This study is introducing a unique model to initiate a change with the help of KM strategies, organizational learning and readiness for change.