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This paper aims to address the limitations of current knowledge management (KM) models by presenting a strategic knowledge management (SKM) framework based on a unique configuration of literature concerned with optimising learning and knowledge creation at the interface between human (soft) and information and communication technology (hard) networks.

This paper revisits the key tenets and most frequently cited models in the existing literature, summarises their common elements, clarifies the interrelationships between the hard and soft KM processes and practices and systemically incorporates these previously separate and independent elements into a new integrated conceptual framework. Then, it identifies key organisational factors which could facilitate this integration and leverage the value generated from different systems embedded in this model.

The paper highlights the key elements and applications of a new SKM conceptual model for actively and purposefully integrating explicit and tacit knowledge embedded within organisation systems and broader social and business intelligence networks.

The application of the thinking, organising principles and management practices derived from the SKM framework with its unique characteristics that are hard to substitute or imitate may support improvement and/or innovation of processes, products, services and brands contributing to sustainable competitive advantage of the firm.

While both hard and soft KM systems have been individually identified by previous studies as integral to KM, the research is amongst the first attempts to explore how to integrate both systems within a strategic KM framework with supporting organisational design principles for creating firm competitive advantage.

Presents a preliminary framework for making sense of and managing change in organisations that have adopted information systems and e‐commerce as a core element of their business strategy. Argues that the relatively low level of organisational benefits realised by typical strategic information technology interventions over the past decade is often a product of poor adoption and implementation practices on the part of senior managers and IT practitioners, who have failed to understand the non‐linear and emergent nature of change in complex organisations. Argues that a clear understanding of the dynamics of change at the people/technology interface, and the symbiotic relationship between information systems and strategy, is a prerequisite for the successful business benefits realisation for major IT and e‐business projects. Distils lessons learned from reflections on theories‐in‐use and practice into a basic model for senior managers and IT practitioners.

Mentalization-based treatment (MBT) is a psychotherapeutic approach that aims to increase mentalizing capacity. The purpose of this meta-ethnography was to synthesize the available qualitative literature on MBT to allow for a more thorough understanding of the lived experience of those who have undergone this therapy.

A systematic search of seven databases was carried out. The Critical Appraisal Skills Programme was used to appraise the papers suitable for inclusion. The data were synthesized using a meta-ethnographic approach in which the second-order constructs from each paper were translated and reinterpreted creating a line of argument synthesis.

A total of 11 studies were included in the meta-ethnography. Three overarching themes were identified within the included papers which outlined that participant experience of MBT consisted of three different developmental stages. Navigating the therapeutic process describes the participant’s experience of the therapeutic process of MBT. The processes of change in MBT outlined participant reports of mechanisms of change experienced in MBT. Mentalizing self and others described the experience of generalizing new knowledge and skills to the world outside of therapy and unveiled the impact that engaging in MBT had on participants.

This meta-ethnography offers new insights into how clients experience MBT as a therapeutic process and offers suggestions for implementation in clinical practice as well as areas of focus for research of this therapeutic approach.

The present study seeks to elucidate observed mismatches with workload in teacher respondents to a survey exploring aspects of the work environment.

This phase of the study constituted a pen and paper survey of 298 currently serving teachers in independent schools in Queensland, Australia. Measures used in the research included the Areas of Worklife Survey (AWLS), which identifies matches or mismatches between the worker and organization on six areas of worklife, the Oldenburg Burnout Inventory (OLBI), and the Utrecht Work Engagement Scale (UWES).

One sample t‐tests revealed respondents reported significantly higher matches in the control, community, fairness and values areas of work life than previously surveyed populations, whereas they reported no difference in reward, and significantly more mismatch with workload. Respondents reported significantly higher levels than previously established norms on the OLBI dimension of exhaustion, but similar levels of disengagement. Responses to the UWES revealed significantly higher dedication and absorption and lower vigor than previously established norms. In addition, respondents reported working long hours in order to fulfill all obligations. Expansion of the quantitative data with respondent comments indicated that teachers working independent schools in Queensland have reached a level of workload that is unsustainable and which constitutes a serious risk to their mental and physical health.

This article pinpoints the many reasons why demands made on teachers have extended to a level which is making their work unsustainable and will be of interest to those involved in the teaching profession.

To investigate the factors affecting innovation in Six Sigma improvement teams. Based on Activation Theory, this study explores the possibility of an inverted U-shaped association between psychological safety and innovation and examines how intrinsic motivation moderates this relationship.

Moderated regression analysis is carried out to test the curvilinear relationship, using data collected from 324 members of 102 Six Sigma improvement teams from two European manufacturing firms.

The findings demonstrate that the beneficial effect of psychological safety reaches an inflection point, after which its relations with innovation cease to be linear and positive; this gives the relationship a curvilinear pattern (inverted U-shaped). Further, intrinsic motivation has a supportive effect in enhancing the beneficial impact of psychological safety on innovation, and in shifting the inflection points to a higher level; this demonstrates their synergetic influence on innovation.

The impact of psychological safety on innovation is examined from the new perspective of a curvilinear relationship. This is one of the first studies to investigate the combined effects of individual (intrinsic motivation) and team-level antecedents (psychological safety) on innovation in Six Sigma teams. The study provides insights into how Six Sigma enhances innovation and offers some valid inputs to the current academic debate on this topic.

As institutions continue to place value on developing leaders, it becomes increasingly important to effectively assess students’ leadership skills. The development and subsequent use of a formative competency based leader assessment was used with (N=124) sophomore students at a small military college in the Northeast United States with a mission toward leadership. Results highlight the effectiveness of a formative assessment to develop leader skills with an undergraduate population. Relevant application for institutions of higher learning will be discussed

The purpose of this paper is to provide a short history of the first year of operation of an institutional repository (IR) at a midwestern state university. Design/methodology/approach – The paper is anecdotal, reviewing aims, rationales, and strategies, and offering advice and some counter‐intuitive lessons.

The paper finds that voluntary self‐archiving by faculty or campus publishers is exceptional or rare, but there are other ways of populating an IR with valuable content. IR's should seek original material, including new dissertations, as well as previously published articles. IR's should offer a variety of services to make faculty participation as effortless as possible. IR's can increase usage by efforts directed at publicizing their resources and offerings.

The paper concerns one institution, but the challenges faced are common to all new university institutional repositories.

This paper is a useful source of information for those considering, planning, or operating an institutional repository.

Several years ago I began an intellectual adventure that has paid high dividends in terms of understanding the role of leadership and in selecting more effective leadership strategies. The adventure consisted of seeing what would happen if one conceptualised a social system (family, group, organisation, agency, corporation, school, college, community, state, nation, or world) as a system of human energy.

The purpose of this study is to provide preliminary insights into the relationships between self-monitoring, emotional expressivity, emotional labor, felt leader authenticity, and authentic leadership (AL) within a unique context – West Texas Baptist congregations. Using a sample of 40 Baptist pastors, we employed survey research methods and correlational analyses to explore the focal relationships. Our results revealed that self-monitoring is positively correlated with surface acting, yet negatively associated with AL, within our sample of West Texas Baptist pastors. Emotional expressivity is negatively related to surface acting, but not deep acting, and positively related to genuine emotional displays. We also found that surface acting is negatively associated with genuine emotion displays and felt authenticity, while felt authenticity and AL are positively correlated. However, no relationships between self-monitoring, deep acting, felt authenticity, and AL were revealed. Thus, we identified cases where leader authenticity may be threatened within an organizational context with strong emotional display rules, suggesting a boundary condition for AL. Additionally, we advance propositions gleaned from our research regarding the influence of the omnibus (e.g., community religiosity) and discrete context on leader emotional labor and authenticity. We conclude with practical recommendations for leaders seeking to balance authenticity with emotional display rules associated with unique roles and contexts, as well as recommendations for scholars seeking to conduct research in such settings. We also provide candid insights regarding the challenges we encountered in researching leader authenticity within a highly religious context.