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The purpose of this paper is to provide a detailed framework of goals, processes and solutions that can serve as a starting point for instructors in designing their own student-managed investment fund (SMIF) course experience that is relevant for all undergraduate business majors.

The design is suitable for a wide audience without prior equity investment expertise, lead to equity portfolio management competency and concentrate heavily on the understanding of the elements of a competitive business model. One noteworthy aspect of the proposed pedagogy is that it does not require a text, uses only real-world resources and is flexible in its execution.

The proposed pedagogy has achieved long-term success by consistently exceeding performance expectations.

According to the extant literature, many SMIFs are restricted to only a few students, develop skills unevenly across class participants, or are not formally organized or executed. There is a lack of in-depth and specific resources available in the extant literature to assist course designers in an SMIF design and execution. This manuscript fills this void by providing a detailed framework of goals, processes and solutions that can serve as a starting point for instructors in designing their own SMIF course experience.

Knowledge sharing culture and performance climate are organizational interventions used by organizations to influence and shape employees’ attitudes and behavior toward knowledge sharing. While each strategy directly influences employees to respond accordingly, the interplay between the incongruent objectives of these two strategies could lead to social dilemmas in knowledge sharing. This study aims to understand social dilemmas in knowledge sharing due to the interaction between knowledge sharing culture and performance climate.

An experimental study using the vignette technique was performed on 240 working adults. ANOVA was conducted to examine the interplay effect between knowledge sharing culture and performance climate on knowledge sharing intention.

Results showed that performance climate moderates the effect of knowledge sharing culture on employees’ knowledge sharing intention. The findings highlight the importance of having goal congruence between knowledge sharing culture and performance climate to minimize the social dilemmas in knowledge sharing.

This study develops a moderation model based on the theory of social dilemma to investigate the interaction between knowledge sharing culture and performance climate and enhance the theoretical validity and exactness of the knowledge sharing literature. The findings from this study provide theoretical insights and practical implications for social dilemmas in knowledge sharing, as well as the foundation for continuous research into knowledge sharing and people management practices that may have a strong influence on employees’ knowledge sharing behavior, attitude and performance.