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Knowledge sharing (KS) has been a central concern in knowledge management (KM) practice and research. However, KS has remained largely a simplistic concept. This study aims to differentiate between solicited KS and voluntary KS and also to attempt to examine the role of both types of KS in relation to task, culture, technology and KM processes at the work unit level.

The survey method was used. The questionnaire was issued to MBA students enrolled in a major southern university's cohort‐based program for working professionals, and a total of 149 usable responses were collected.

It was found that task routineness and open communication facilitate only solicited sharing behaviors, while perception of solidarity is significantly related to voluntary sharing behaviors. In addition, knowledge tools and tacit‐oriented KM processes were found to play a significant role in both voluntary and solicited KS.

Exploratory analysis points to differentiated influence of these environmental conditions on the two KS types, suggesting further implications for research and practice. With the realization that voluntary sharing is a more proactive form of KS, KM practitioners may find it beneficial to monitor different forms of KS.

While KS has been the focus of intensive research in recent years, the concept itself has remained surprisingly simplistic among researchers. This study differentiates between two forms of KS: solicited KS and voluntary KS.

This chapter differentiates the effect of solicited credit ratings (SCRs) and unsolicited credit ratings (UCRs) on bank leverage decision before and after the credit rating change. We find that banks with UCRs issue less debt relative to equity when the credit rating changes are approaching. Such findings are also prominent when bank credit rating moves from investment grade to speculative grade. After credit rating upgrades (downgrades), banks with unsolicited (solicited) credit ratings are inclined to issue more (less) debt relative to equity than those with solicited (unsolicited) credit ratings. We conclude that SCR and UCR changes lead to significantly different effects on bank leverage decision.

In many countries that allow unsolicited proposals (USPs) for public–private partnership (PPP) projects, incentives are awarded to the initial proponent of the USP projects during the tendering process as rewards for initially making a proposal. Because of such a reward system, including the bonus system, USPs are commonly known to involve fewer tender participants. This paper aims to investigate the empirical relationship between the number of tender participants and the institutional factors of PPPs. Specifically, two institutional factors are examined: the use of USPs and the bonus system for initial USP proponents.

The ordinary least squares (OLS) and Poisson regression analysis is used in this study to analyze PPP data in South Korea.

This paper demonstrated that USP projects have fewer bidders participating in tenders than solicited projects. Meanwhile, the analysis showed that the bonus system as another component of the institutional framework did not account for the number of bidders in tendering. In the analysis by three different facility types (“Roads,” “Environmental facilities” and “Other” types) of whether the bonus system discouraged participation in the bidding, the authors found heterogeneous responses among the types. For “Roads” and “Other” types of projects, the existence of the bonus system reduced the number of bidders for USP projects, while for “Environmental facilities,” there was no negative relationship between bonus points and the number of bidders. In the analysis of whether there were fewer bidders when no bonus points were awarded, there was no statistically significant difference in the number of bidders for “Roads” and “Environmental facilities.”

This study shows the possibility that other institutional factors apart from bonus points affect competition. The characteristic factors of USPs can affect the decision to participate in the tender from the perspective of potential bidders.

Recent studies on USPs have mainly focused on the strategies that ensure the effective management of USPs for PPP implementation. However, quantitative effects of USPs on the tendering process have not yet been addressed. The quantitative effect refers to something that may be estimated by quantity or that relates to the describing or measuring of quantity, such as the present attempt to account for the number of bidders.

A pooled income fund (PIF) is one of the methods created under the 1969 Tax Reform Act whereby a taxpayer may make a tax‐deductible remainder gift to a charitable organization. The fund, established by a charitable organization to receive irrevocable gifts from at least two donors, pays current income to the individual beneficiaries for life, but at the termination of each income interest, the allocable principal must revert permanently to the charitable organization. In recent years, a number of PIFs have been offered to the public by charitable organizations through broker‐dealers or related entities. There are numerous securities‐law issues implicated by the sales of these PIFs, including: (i) whether broker‐dealers may solicit donations to such funds and receive compensation for their solicitations; (ii) the effect of the broker‐dealers’ solicitation and receipt of compensation have on securities registration for the PIF or units offered therein under the Securities Act of 1933, the Securities Exchange Act of 1934, or the Investment Company Act of 1940; (iii) whether staff and persons affiliated with the sponsoring charity, including parties assisting them in the marketing of such pooled income funds, also should be permitted to solicit donations; (iv) whether such charities or persons, or parties assisting them in the marketing of such pooled income funds, then should be required to register as broker‐dealers; (v) what securities licenses may be required of the aforementioned parties; and (vi) whether there are ways to design the manner in which third parties other than broker dealers are compensated to resolve any potential issues arising from answers to the previous questions. This article first sets forth the applicable law involved in the analysis and then attempts to answer each of the issues presented above.

The purpose of this paper is to develop an understanding of how patients experience their health problems and how they can generate innovative ideas about health care services. The research questions that guide the present study are: how can solicited diaries be used for capturing patient ideas? What type of data is generated from solicited diaries used for generating patient ideas? And what are the potential benefits and shortcomings of using patient diaries in generating ideas for improvement of health care services?

The paper is based on an exploratory case study using patient diaries to solicit ideas about how health care services in Sweden can be improved. From the methodological viewpoint, the diaries are used as a tool for patient co‐creation of health care services.

When analyzing dairies written by patients four different types of diaries emerged from the study: brief, reporting, descriptive and reflective diaries. Furthermore, 102 ideas for improvements within nine areas were identified from the contents of dairies.

Adopting patients' diaries as a way to activate and promote co‐creation of values is at an embryo stage, and hence more research is needed.

One of the strengths of the paper includes its potential for practical implications, either clinical or methodological, by using patients' dairies. It focuses both on the content generated from the diaries for improving health services, as well as the use of the diaries for practicing the idea of patients as co‐creators in health care service.

The purpose of this paper is to develop a new classification of helping behavior using the recipient’s solicitation and the helper’s proactiveness. Additionally, the authors explore helping motives for each of the forms of helping behavior that the authors identify.

The authors examined relevant research and performed a theoretical analysis.

The authors classified helping behavior into three distinct forms, including unsolicited proactive helping behavior, unsolicited reactive helping behavior, and solicited reactive helping behavior. Additionally, the authors claimed that unsolicited proactive helping behavior is an outcome of personality and dispositions, that unsolicited reactive helping behavior is a process of social and instrumental exchange, and that solicited reactive helping behavior is a product of functional motives.

First, from the perspective of organizational justice, the authors recommend managers to take the form of helping behavior exhibited into consideration when evaluating employees’ helping behavior because certain forms of helping behavior require greater degrees of cooperation and sacrifices from the helper than other forms. Second, because employees who engage in high levels of unsolicited proactive helping behavior are likely to experience interrole conflict, the authors suggest that managers provide counseling and managerial support that help cope with emotional and psychological strain created by excessive role demands. Finally, findings of this study imply that managers need to create a workplace culture where employees can feel comfortable to solicit help when necessary.

This is the first study that classifies helping behavior and helping motives using both of the helper’s and recipient’s perspectives.

This study aims to explore three methods of soliciting student-to-teacher feedback in a tenth-grade English classroom.

The foundational inquiry asks what type of instructions – sentence stems, open-response or directed-response – yields the most honest and actionable responses when soliciting feedback. The data were coded for the presence and quality of constructive feedback and rationales, and their content was examined for classroom implications relating to the inclusion of student voice writ large.

The three sets of anonymous responses, each prompted by one of the types of instructions named above, suggested four trends irrespective of solicitation style: students were unlikely to critique their teacher; students seldom provided a rationale for their comments; students often spoke more about the personal rather than academic nature of their experiences; and students often addressed the class environment and the class collective as integral to their learning experiences.

These trends encouraged six considerations in the practice of including student voice in the author’s own classroom and beyond: we must validate student critique, co-define concepts that are central to effective feedback, time invitations thoughtfully, create a constant feedback loop rather than isolated collections, invite feedback practices that are collaborative among students and let go of singular notions of student voice.

Commercial non‐solicited communications are a growing problem bringing calls for tighter anti‐Spam legislation. This paper compares the advantages and disadvantages of opt‐in and opt‐out schemes. An opt‐in scheme would provide the best protection for citizens’ privacy and property. However, the fragmented way in which EU legislation is being implemented shows how the geographic limitations of the legislation may make opt‐in partially useless and harmful for competition. This paper therefore concludes that opt‐out with “public” international lists are the best compromise.

Although employee helping behaviors have been widely examined by organizational and human resource management scholars, relatively little is known about the antecedents and consequences of help-seeking in the workplace. Seeking to fill this gap, I draw from the social and counseling psychology literatures, as well as from research in epidemiology and health sociology to first conceptualize the notion of employee help-seeking and then to identify the variables and mechanisms potentially driving such behavior in work organizations. My critical review of this literature suggests that the application of existing models of help-seeking may offer limited predictive utility when applied to the workplace unless help-seeking is conceived as the outcome of a multi-level process. That in mind, I propose a model of employee help-seeking that takes into account the potential direct and cross-level moderating effects of a variety of situational factors (e.g., the nature of the particular problem, organizational norms, support climate) that might have differential influences on help-seeking behavior depending on the particular phase of the help-seeking process examined. Following this, I focus on two sets of help-seeking outcomes, namely, the implications of employee help-seeking on individual and group performance, and the impact of help-seeking on employee well-being. The chapter concludes with a brief examination of some of the more critical issues in employee help-seeking that remain to be explored (e.g., the timing of help solicitation) as well as the methodological challenges likely to be faced by those seeking to engage in such exploration.

This paper addresses the issue of information use in strategic decision making. The study employs a case study as a research strategy together with personal interviews and documentation as means of data collection. The starting‐point is four specific strategic decisions recently made by medium‐sized companies in Sweden. The study provides the reader with an insight into management information behaviour when taking strategic decisions, by addressing questions such as: Why is information used? What kind of information does management use? How do they obtain it? And finally, where do they obtain it? In addition, a short review of the literature pertaining to the above stated questions is provided.