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In order to provide an updated view on the drivers of German stock returns, the authors evaluate the relative performance of nine competing neoclassical asset pricing models in the German stock market between November 1991 and December 2021.

The authors conduct asymptotically valid tests of model comparison when the extent of model mispricing is gauged by the squared Sharpe ratio improvement measure of Barillas et al. (2020).

The study finds that the Fama and French six-factor model with both traditional and updated value factors emerges as the dominant model.

The authors shed new light on the drivers of German stock returns through an updated and extended period of analysis, wider range of potential models and utilization of valid asymptotic tests of model comparison when models are nonnested (Barillas et al., 2020).

Knowledge transfer is a crucial ingredient of employee innovation, yet affective work events may disrupt knowledge flow among employees. This study aims to investigate a previously overlooked, yet frequently occurring affective work experience, namely, that of being envied, and examine how perceptions of being envied may drive contrastive knowledge behaviors of sharing and hiding, which subsequently impact employee innovation. The study further examines how the zero-sum game beliefs of the envied individual may moderate these mechanisms.

This study builds on territorial and belongingness theories to delineate the contrastive motivations for knowledge hiding and knowledge sharing. This study tests a moderated mediation model through a multisource survey design involving 225 employees.

The results support the notion that perceptions of being envied are linked to both knowledge hiding and knowledge sharing; however, the indirect effect of being envied on innovation is observed only through knowledge sharing. The indirect positive link between perceptions of being envied and innovation via knowledge sharing is weakened when the envied employee holds high zero-sum game beliefs.

This study advances knowledge scholarship by identifying and testing the organizationally relevant but largely overlooked antecedent of being envied at work. The results provide useful insights to practitioners on how sharing or hiding knowledge serves as a strategic asset in response to being envied at work and how this may in turn impact employee innovation.