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In a rapidly changing business environment, the need to constantly adapt is deemed essential to maintain competitive advantage. This requires an optimum balance of quantitative and qualitative measures to monitor progress and performance. This paper provides a framework of thought process that will guide practitioners in developing better qualitative measures and seeks to answer three essential questions: thought process 1 – what is the nature of reality? Provides the answer to the question, can the phenomenon be realistically measured? Thought process 2 – what are the processes used for constructing the measure? Provides answer to the question, are the processes appropriate and sufficiently influential? Thought process 3 – what usefulness and power does this measure provide? Provides answer to the question, is it powerful in a practical environment? The framework was applied to measurement in learning organization contexts and ten models were reviewed. Conclusions cover deficiencies in the models and suggestions on how they might be improved.

This study aims to show how change readiness shapes the knowledge acquisition process. The study elicits change readiness factors, at the individual and firm levels, that influence the knowledge acquisition process and are based on the context of professional service firms.

The qualitative study is grounded in interpretive philosophy and adopts a multiple-case study design. Three New Zealand Professional Service firms were analyzed for this study. Using grounded theory analysis, categories and concepts of change readiness that shape knowledge acquisition were identified.

Knowledge acquisition understanding, knowledge acquisition context and individual differences, represent primary dimensions defining change readiness for the knowledge acquisition process. Finally, distinctive firm archetypes, inter-profession differences and professionals’ demography, affect the way change readiness elements shape the knowledge acquisition process in the firms studied.

The study develops a theoretical model that shows how elements of change readiness, at the individual and organizational levels, influence knowledge acquisition. The study offers several propositions that could be tested in future studies. The study involves three professional service firms; hence, interpretation of the findings is limited.

A holistic understanding of change readiness factors that influence knowledge acquisition could mitigate failures of knowledge management processes in organizations.

It is the first empirical study that seeks to develop a theory on how change readiness elements influence knowledge acquisitions in the organization. To offer more contextualized findings, the study is done within the professional service industry.

The study aims to assess the influence of change readiness on the knowledge sharing process. This study proposes that readiness for knowledge sharing involves developing holistic understanding of the process through identification of individual and organisational readiness.

The study adopts a qualitative case study design involving three New Zealand professional service firms (PFSs). Using grounded theory analysis, categories and concepts of change readiness that shape the knowledge sharing process were identified. The linkages among these elements offer an explanation of how readiness for knowledge sharing is formed.

Findings show that beliefs regarding knowledge sharing and individual expertise determine individual readiness to share knowledge. Readiness for the process is escalated by instilling collective commitment for knowledge sharing. A conducive organisational context, which comprises communication, participation and learning, represents a firm’s capability to implement the knowledge sharing process. Findings also highlight the moderating influences of firm archetype, inter-profession differences and knowledge nature in the interplay between change readiness elements and the knowledge sharing process.

Findings reveal elements that motivate readiness for knowledge sharing from a change perspective. The propositions and theoretical model offered could extend understanding of the phenomena and lead to further studies assessing readiness for other knowledge management processes. The study involves three PFSs; hence, interpretation of the findings is limited within the scope and context of the study.

Findings contribute to the formulation of firms’ knowledge sharing strategies by offering holistic insights into the importance of motivating readiness for knowledge sharing through consideration of multidimensional change readiness: individual and collective beliefs, individuals’ characteristics and organisational context.

It is the first empirical study that seeks to develop theory how change readiness elements influences knowledge sharing in the organisation. To offer more contextualised findings, the study focusses on the phenomena of change readiness and knowledge sharing within the professional service industry.

The purpose of this research is to provide academics and practitioners with an insight to the barriers involved in knowledge transfer, arising from the levels of learning in the organization (i.e. individual, team, organizational, and inter‐organizational).

An empirical research methodology, called the Delphi technique, was employed to investigate these barriers. Owing to the non‐threatening nature of the process, and its usefulness in obtaining a reliable consensus of opinion from a group of experts, it was deemed suitable for this research. The Delphi process was applied in two stages. In the first stage the major barriers in the transfer of knowledge in the levels of learning were obtained. Only the primary paths of transfer were considered, i.e. individual to team (and vice versa), team to the organization (and vice versa), and organization to inter‐organization. In the second stage Delphi process, the critical sources from which these barriers arise were derived.

A total of 14 sources from which the barriers arise were obtained. The significant impact of these sources on the levels of learning, as perceived by the Delphi participants, was derived.

This research provides useful insights for practitioners wanting to minimize barriers and optimize knowledge transfer across the organizations. It also serves as a useful base for researchers to expand further research into barriers of knowledge transfer.

This research is the first attempt made, using Delphi methodology, to analyze the barriers to knowledge transfer from a holistic perspective. It considers the levels of learning, providing academics with a base to consider other paths of knowledge transfer.

Introduction: Many organisations nowadays use artificial intelligence (AI) in human resource (HR) activities like talent acquisition, onboarding of new employees, learning and development, succession planning, retention of employees, and automation of administrative tasks. When AI is integrated with HR practices, it helps HR personnel to focus more on the strategic aspects of the HR function and relieve them from routine HR activities.

Purpose: The readiness of employees to accept any change depends on organisational facilitation to change, employee willingness to accept the change, the requirement for change, situational factors, etc. This research studies the factors influencing employees’ change readiness towards acceptance of AI in HR practices. The researchers also strive to develop a conceptual technology adoption model for AI in HR practices by studying the earlier models. Finally, the research explores the acceptance of AI by various service sector employees and identifies whether there is any difference in their acceptance of AI based on demographic variables.

Methodology: A conceptual framework was derived using a combination of previous models, including the Technology Readiness Index (TRI), Change Readiness Scale, Technology Acceptance Model (TAM), Technology, Organization, and Environment (TOE) model, and change readiness scale. A structured questionnaire was designed and distributed to 228 respondents from the service sector based on the conceptual framework. An exploratory factor analysis (EFA) was used to determine the elements that influence employees’ level of change readiness.

Findings: The exploratory results on data collected from 228 respondents show that the model can be used for further research if a confirmatory factor analysis and validity and reliability test are performed. Employees are aware of AI and how it is used in HR practices, based on the study results. Moreover, while most respondents favour using AI in their company’s HR practices, they are wary of some aspects of AI.

The purpose of this study is to offer the bibliometric analysis of the Journal of Knowledge Management (JKM) to understand how the literature has developed over time.

This study used bibliometric approaches to analyze a sample of 669 studies from 1997 to 2021. This study focused on performance analysis and scientific mapping of articles using the R package.

The results indicate that the number of publications during the period has significantly increased which shows a growing interest of researchers in the JKM. This study highlights new emerging themes such as change management, change readiness, product innovation and digital libraries which uncover exciting avenues for new research opportunities. USA and UK were the most productive countries in terms of the number of citations followed by few European countries including Spain, Finland, Germany and Sweden. However, it is worth noting that India was the most productive country in the emerging economies.

This study will act as a guide for researchers of various fields to evaluate the development of scientific publications in a particular theme over time, especially for those who are in the field of knowledge management (KM).

This study aims to accomplish the systematic bibliometric analysis of the JKM for more than two decades, providing useful insights into the key developments in the field of KM. This study is more rigorous and comprehensive in terms of the analytical techniques used.