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Using the theoretical framework of job demands-resources and boundary management, the purpose of this paper is to explore the moderating role of work and life boundary characteristics in the relationship between time-spatial job crafting, work engagement and job performance.

A total of 176 employees working in the IT sector and having an opportunity to use flexible work arrangements were surveyed online.

Work and life boundary characteristics were found to moderate the relationship between time-spatial job crafting and work engagement as well as between time-spatial job crafting and job performance. Moreover, boundary characteristics moderated the indirect relationship between time-spatial job crafting and job performance through work engagement.

Time-spatial job crafting becomes a key strategy for maintaining work engagement and job performance, when work–life boundaries are less flexible and less permeable.

The study demonstrates that boundary characteristics determine the effects of time-spatial job crafting on work engagement and job performance.

The purpose of this paper is to investigate the relationship between individual characteristics and knowledge sharing (KS) in higher education institutes (HEIs) of Pakistan.

The study used a quantitative research methodology. The empirical data consisted of 370 responses from the academic staff of six HEIs of Pakistan.

The findings revealed a significant impact of dispositional factors on KS. More precisely, extroversion, openness to experience, agreeableness, emotional intelligence and religiosity were positively associated with KS, while neuroticism was found to be negatively associated with KS.

This micro-level model of KS has some potential implications for the decision makers in the context of HEIs. To enhance the KS in HEIs, the decision makers should take the findings of this study into consideration while hiring the academicians in the universities. The decision makers should give priority to the potential candidates who have a higher level of extroversion, openness and agreeableness. Further, while making hiring and other job-related strategies, religiosity and emotional intelligence of the potential candidates should not be ignored.

The paper tested a micro-level model of KS in HEIs and contributed to the body of knowledge by jointly investigating the relationship between religiosity, emotional intelligence, personality traits and KS. To the best of researchers’ knowledge, no study has been conducted, so far, which tested these variables jointly. Thus, the present research filled this knowledge gap.

The purpose of this study is to offer a model explicating telework as a dynamic process, theorizing that teleworkers continuously adjust – their identities, boundaries and relationships – to meet their own needs for competence, autonomy and relatedness in their work and nonwork roles.

This study uses the lens of job crafting to posit changes teleworkers make to enhance work-nonwork balance and job performance, including time-related individual differences to account for contingencies in dynamic adjustments. Finally, this study discusses how feedback from work and nonwork role partners and one’s self-evaluation results in an iterative process of learning to telework over time.

This model describes how teleworkers craft work and nonwork roles to satisfy needs, enhancing key outcomes and eliciting role partner feedback to further recraft telework.

The propositions can be translated to hypotheses. As such the dynamic model for crafting telework can be used as a basis for empirical studies aimed at understanding how telework adjustment process unfolds.

Intervention studies could focus on teleworkers’ job crafting behavior. Organizations may also offer training to prepare employees to telework and to create conditions under which teleworkers’ job crafting behavior more easily translates into need satisfaction and positive outcomes.

Many employees would prefer to work from home, at least partly, when the COVID-19 crisis is over. This model offers a way to facilitate a smooth transition into this work mode while ensuring work nonwork balance and performance.

Most telework research takes a static approach to focus on the work–family interface. This study proffers a dynamic approach suggesting need satisfaction as the mechanism enabling one to combine work and domestic roles and delineating how feedback enables continuous adjustment in professional and personal roles.

While intended as a bridge between the concepts of learning organization and organizational learning, current conceptualizations of organizational learning capability still predominantly lean toward the learning organization side, specifically directed at profit firms. The purpose of this paper is to propose a four-dimensional model of organization learning capability that leans more toward the organizational learning side, specifically directed at nonprofit and government organizations in general, and army organizations in particular. This model is applied to the British Army in the Second World War.

The paper entails a secondary analysis of historical and military sources and data.

It is found that the British Army possessed only a moderate learning capability, which can be plausibly, but not exclusively, related to differences in battlefield performance between the British and the German Army in the Second World War.

The research scope of the paper is limited to the analysis of one particular army in the Second World War. Implications for theory reside in the importance of organizational learning capability and its dimensions to the effectiveness of “lessons learned” processes inside organizations.

The paper has clear practical implications for armies and organizations that resemble armies in one or more aspects, like prisons, correctional facilities, police forces, hospitals, mental institutions and fire departments.

The paper ranks among the first organizational papers to analyze army operations and functioning from the perspective of organizational learning capability.

The purpose of this paper is to provide insight into how research managers and directors conceive, adopt and adapt organizational structures to regulate and stimulate academic research.

The study used principles of a grounded theory approach for collecting and analysing data in interviews with research directors and programme managers working at universities within the discipline of Business Administration in The Netherlands.

In total, four clusters of concepts emerged from the data, related to: the definition of organization structures; the effects and by‐products of providing structures; academic research as management object; and using organizational structures. The collected clusters show that research universities adopt all kinds of organization structures (formal, informal, narrow, broad, intentional, emergent) and that the perceptions and practices of research managers are crucial for deciding whether these structures may become “seeding” or “controlling”.

The “practice turn” in organization studies has highlighted how important work practices of individual knowledge workers are, but so far has not paid systematic attention to the role of management, or has even downplayed that role. Structuration, which is a key management domain, is not inherently “good” or “bad” (seeding vs controlling), nor is avoiding structuration. Research managers as quintessential knowledge managers appear centre stage in making structures work or not. What makes structures “seeding” (or not) is their selection, combination, adjustment and/or intentional ignoration in practices of management knowing. An important mechanism is that of negotiation in attempts to accommodate possibly divergent interpretations. The concept of management knowing introduced and elaborated claims that management knowledge and practices are intertwined and not independent management knowledge categories.

The purpose of this paper is to identify key developmental relationships for career‐spanning success and to examine relational models and support expectations associated with these relationships. The paper creates propositions associating developer‐protégé schema congruence and incongruence to relevant outcome variables.

Study 1 employed qualitative coding of developers identified in 77 hall of famer induction speeches and Study 2 used a cross‐industry survey of 425 respondents to assess the relational model and support expectations associated with the seven most highly‐cited developer roles from Study 1.

Study 1 identified these highly‐cited developer roles as a CEO, manager, work teammate, friend, spouse, parent, and unmet hero/idol. Study 2 described the expected relational models associated with these roles and found significant differences in the relational model and support expectations associated across roles.

While study 1 focused on a primarily male sample using retrospective data, it generalized and extended previous research on key developer roles for extraordinary career achievement. Based on the key findings from study 1, study 2 surveyed respondents regarding developer role expectations rather than expectations of particular developer‐protégé relationships.

These findings identify how and with whom protégés should consider initiating and fostering key developmental relationships to enhance their networks while broadening and deepening organizations' understanding of the importance of their members having a variety of organizational and non‐organizational developers.

These findings challenge the notion that developer‐protégé relationships fit a “one size fits all” reciprocal exchange motif as it is the first study to explore expectations associated with key developer relationships using relational models theory.

The purpose of this study is to investigate the relationship between leader-member exchange (LMX), knowledge sharing and performance.

To reach the objective, a sample was used which consisted of some oil and gas companies in Singapore with experience in balanced scorecard (BSC) perspectives. The partial least-squares structural equation modeling approach was used to test the model.

The results showed that LMX affects knowledge sharing and performance positively and meaningfully. Moreover, knowledge sharing affects performance.

An integrated model of LMX, knowledge sharing and performance was tested in the oil and gas industry. The combination of a developed country context and the significance of LMX enhances the contextual contribution of the paper.

Drawing on identity theory and the symbolic interactionism perspective of identity theory, this study aims to construct a moderated mediation framework to test the effects of perceived overqualification (POQ) on knowledge sharing (KS) through professional identity threat (PIT) and the moderating role of coworkers' help-seeking behavior (CHSB).

This paper uses a quantitative multistudy research design with a combination of a scenario experiment (Study 1) and a two-wave field study among 220 supervisor-subordinate dyads at a power company in China. Using analysis of variance, confirmatory factor analysis (CFA) and bootstrapping method, the authors validated the research hypothesis.

In the scenario experiment study (study 1), the authors find that POQ is positively related to PIT and that CHSB negatively moderates the positive impact of POQ on PIT. The field study (study 2) replicated the above findings and found that PIT mediates the negative effect of POQ on KS. In addition, CHSB negatively moderates the mediating role of PIT between POQ and KS.

First, the current study extended the nomological network of POQ research by examining its influence on employees' KS. Second, this study empirically investigated the mediating role of PIT, which provided a new explanatory mechanism for the influence of POQ. Finally, this study demonstrates the moderating role of CHSB—a situational factor that has been ignored in previous studies.

This paper aims at analysing the impact of open access (OA) on the creation, retrieval and transfer of scientific knowledge. In doing so, the focus is set on scientific research as one core function of higher education institutions. It also aims to identify potential advantages of OA over traditional subscription‐based publishing models from the viewpoint of academic scientists.

The approach of this study can be classified as analytical conceptual research. First the SECI model of organisational knowledge creation is applied to knowledge management in science (with the university as organisation). In a second step the resulting framework is used to describe influences of OA on the management of scientific knowledge.

OA accelerates the creation and widens the dissemination of scientific knowledge. Subject‐based repositories are suggested to provide the best conditions for retrieval of scientific knowledge. Furthermore, in terms of economic efficiency, OA has the potential to significantly decrease the costs of scholarly communication.

In this paper the focus of investigation is academic research. Thus in order to get the “big picture” the influence of openly accessible information on knowledge management processes in teaching and administration should also be evaluated. The approach used in this paper seems to be suitable for such an analysis.

The findings of the paper are of interest for policy makers in higher education institutions – especially when facing decisions regarding the (financial) support of OA initiatives.

The paper adds a theoretically sound approach of analysing OA impacts to the existing literature in this field.