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Academic knowledge work often presumes collaboration among interdependent individuals. However, this work also involves competitive pressures to perform and even outperform others. While knowledge hiding has not yet been extensively examined in the academic environment, this study aims to deepen the understanding of the personal (individual-level) and situational (job-related) factors that affect evasive knowledge hiding (EKH) within academia.

A field study was conducted on a nation-wide sample of 210 scholars from both public and private business schools in a European Union member state. A series of paired sample t-tests were followed by hierarchical regression analyses to test moderation using the PROCESS macro.

The results suggest that scholars hide more tacit than explicit knowledge. The findings also indicate a consistent pattern of positive and significant relationships between trait competitiveness and EKH. Furthermore, task interdependence and social support buffer the detrimental relationship between personal competitiveness and evasive hiding of explicit knowledge, but not tacit knowledge.

The research provides insights into several important antecedents of EKH that have not been previously examined. It contributes to research on knowledge transfer in academia by focusing on situations where colleagues respond to explicit requests by hiding knowledge. The moderating role of collaborative job design offers practical solutions on how to improve knowledge transfer between mistrusted and competitive scholars. The collaboration–competition framework is extended by introducing personal competitiveness and relational job design, and suggesting how to manage the cross-level tension of differing collaborative and competitive motivations within academia.

The paper aims to present the core part of the research work done within the FP7 OPEN HOUSE project, aiming to merge existing methodologies for sustainability assessment of buildings towards a common view, applicable as an open access assessment method across European Union (EU). One of the principle tasks was to evaluate the applicability of proposed indicators in EU countries with different legal frameworks, climate conditions, status and condition of the building stock and construction tradition.

To reach the goal, it had to be established first whether the pre-selected indicators suit the purpose in countries different from each other regarding various influential factors. A questionnaire survey based on close-ended quantitative thematic questions was performed to evaluate the acceptability and relevance of each indicator in national contexts, thus defining the path for the final protocol of selection criteria for the OPEN HOUSE method.

The responses enabled and justified necessary minor corrections and regrouping to define the full (56 indicators) and core (30 indicators) indicator sets, demonstrating that the system is applicable in EU countries. This task made ground for finalisation of the OPEN HOUSE method: definition of evaluation procedures and sustainability performance levels and testing of the approach on demo cases.

This paper shows how the research team tackled the problem of limited use of building sustainability assessment methods due to specific boundary conditions by determining a widely applicable set of categories and related indicators based upon an extensive analysis of existing assessment methods, standardisation development, formal guidelines and strategic (inter)national frameworks.

This study, which consists of two parts, investigates the influence of structure on the learning of individuals in organizational settings. This second paper (Part II) builds on the conceptual paper (Part I) and explores the relationships between three structural dimensions of individual work – formalization, specialization and standardization – on employee learning behavior.

Multiple regression analysis was used to test the proposed relationships. Data were gathered in a large multinational corporation; 90 employees from 12 units participated in the research.

The results offer support for some of the proposed hypotheses, showing that employee learning behavior varies depending on how activities are structured. Employees perceiving their work to be less structured, with lower formalization, standardization and specialization, rely on external sources of knowledge and experience double-loop learning, whereas employees with a more structured work are inclined to an individual learning style. Structure thus determines learning.

Because this exploratory study used a single-company research setting, the use of multiple companies from different industries and additional measures of learning behavior are proposed to increase generalizability. A quasi-experimental research design would add to causality claims.

Implications for broader organization design practice to stimulate learning are proposed. Managers should be aware of the distinct impacts different structures have on learning behavior.

This paper contributes to the discussion on the relationship between structure and the learning of individuals at work.

This study aims to identify the factors influencing the decision to the Halal transportation adoption among pharmaceuticals and cosmetics manufacturers.

Base on the technology-organization-environment (TOE) framework, applying the purposive sampling method, data were gathered from questionnaires distributed to the participants of Malaysia International Halal Showcase (MIHAS) and Halal festival (Halfest). Out of 110 questionnaires distributed, only 97 data from 102 respondents could be used for further analysis. SMART-PLS 3.2.7 was used to analyze the data for this study using a structural equation modeling approach.

Perceived benefits, competitive pressure (COMP) and customer pressure were found to have a significant relationship with the intention to adopt Halal warehousing services, the organizational readiness was found to be a not significant factor in the adoption of Halal transportation. Top management attitudes (TMAs) moderate the positive relationship between COMP and the intention to adopt Halal transportation services.

This paper focuses on the Halal manufacturers in the pharmaceuticals and cosmetics industry who attended MIHAS and Halfest, which still not adopting Halal transportation activities.

The findings provide useful information to a better understanding of the factors influencing the adoption of Halal transportation among Malaysian Halal cosmetics and pharmaceutical manufacturers. Related parties such as the government, the Halal transport service providers and the customers could use these findings to plan further action to enhance the adoption of Halal transport adoption.

The study revealed the capability of the TOE framework to identify the factors influencing the decision to adopt Halal transportation among Malaysian Halal cosmetics and pharmaceutical manufacturers. TMA was found to have a moderation effect on the relationship between COMP and the intention to adopt Halal transportation.

Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity.

The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis.

Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB, and LMX as joint predictors of creativity.

The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect.

This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.

The purpose of this study, which consists of two parts, is to bring together literature on organizational design and learning of individuals in organizational settings. The literature suggests that learning takes place in organic and less-structured organizational designs, whereas empirical research provides conflicting evidence. This first part theorizes about the influence of mechanistic vs organic designs on three different aspects of employees’ learning behavior: knowledge sourcing, learning styles and learning loops.

This paper is built on previous research on the impact of structure on learning and theorizes about the relationship between mechanistic/organic design and specific learning behavior at work.

Four propositions are developed in this paper, regarding how a different structure leads to a different learning behavior. Mechanistic structure is associated with internal learning, independent learning and single-loop learning, whereas organic design leads to external learning, collaborative learning and double-loop learning.

Because the paper is conceptual in nature, the propositions are in need of empirical validation. Some directions for empirical testing are proposed.

For an organization design practice, managers should be aware of the distinct impact different structures have on individual learning at work. Furthermore, the appropriate organizational structure for learning must be considered in the broader context of contingencies.

This paper contributes to the organizational design literature and to the organizational learning theory by conceptualizing the relationship between structure and learning of individuals at work.

Although organizations expect employees to share knowledge with each other, knowledge hiding has been documented among coworker dyads. This paper aims to draw on social exchange theory to examine if and why knowledge hiding also occurs in teams.

Two studies, using experimental (115 student participants on 29 teams) and field (309 employees on 92 teams) data, explore the influence of leader-member exchange (LMX) on knowledge hiding in teams, as well as the moderating role of collective (team-level) prosocial motivation.

The results of experimental Study 1 showed that collective prosocial motivation and LMX reduce knowledge hiding in teams. Field Study 2 further examined LMX, through its distinctive economic and social facets, and revealed the interaction effect of team prosocial motivation and social LMX on knowledge hiding.

This study complements existing research on knowledge hiding by focusing specifically on the incidence of this phenomenon among members of the same team. This paper presents a multi-level model that explores collective prosocial motivation as a cross-level predictor of knowledge hiding in teams, and examines economic LMX and social LMX as two facets of LMX.

The belief that knowledge actually expands when it is shared has been deeply rooted in the mainstream knowledge management literature. Although many organizations and managers expect employees to share their knowledge with their colleagues, this does not always occur. This study aims to use the conservation of resources theory to explain why employees who experience greater time pressure are more likely to engage in knowledge hiding; it further considers how this behavior may be moderated by these employees’ prosocial motivation and perspective taking.

The paper uses quantitative multi-study research design as a combination of two-wave field study among 313 employees at an insurance company and a lab experimental study.

In the field study (Study 1), the authors find that perceived time pressure is positively related to knowledge hiding. Furthermore, this relationship is moderated by prosocial motivation: employees who perceive greater time pressure hide knowledge only when they are low in prosocial motivation. An experiment (Study 2) replicates these findings, and finds that perspective taking mediates the moderating effect of prosocial motivation on the relationship between time pressure and knowledge hiding.

Despite its many contributions, the present research is also not without limitations. Study 1 was a cross-lagged sectional field study with self-reported data (although the two-wave design does help alleviate common-method-bias concerns). Causality concerns were further alleviated by using additional experimental study.

The paper highlights important reasons why people hide knowledge at work (because of experienced time pressure) as well as identifies two interlinked potential remedies (prosocial motivation and perspective taking) to reduce knowledge hiding.

This paper contributes to expanding nomological network of knowledge hiding construct by extending the set of known antecedents and contingencies.

Muslim consumers have been shocked with the news of cross-contamination issues in the Halal food that they consumed. These issues make them put more effort in ensuring the products that they purchased being monitored throughout the supply chain. In this case, food companies must be prepared to implement systematic traceability system to ensure the authenticity of Halal products and comprehend the importance of Halal industry environmental factors (HIEF) in enhancing integrity of Halal food supply chain and protect from any risk of cross-contaminations. This paper aims to clarify the relationship between the Halal traceability system adoption (HTSA) and HIEFs on Halal food supply chain integrity (HFSCIn).

The study opted quantitative research approach by using the self-administrated questionnaires. The questionnaires were distributed during Malaysia International Halal Showcase (MIHAS) 2014 and Halal Fiesta Malaysia (HALFEST) 2014. 127 Malaysian Halal food and beverages companies have been involved in the study. Most of the respondents are the general manager or owner of the company, Halal executives, quality assurance managers, operation managers and sales manager.

The study found that there is a significant relationship between HTSA and HIEF on HFSCIn. The study also found that the highest adoptions of Halal traceability system are among the producer and end user, while the highest contributions in influencing the HIEF are the economic and socio-cultural factors.

This study only focused on Halal food industry particularly the food and beverages category. Thus, future study can explore further on every category in food industry such as raw materials and ingredients; poultry, meat and dairy; fast food and premises and make comparison between pharmaceutical, cosmetics and health care in Halal industry. In addition, the sample size (N = 127) can be considered small; therefore, it is recommended that in future the subject matter be explored with a much larger sample to allow generalization of the result.

This study provided, perhaps for the first time, an analysis of the relationship between traceability adoptions and HIEF on HFSCIn.

In this article, we present an investigation into the sound radiation from a permanent‐magnet DC electric motor using the finite‐element (FE) and boundary‐element (BE) models. A three‐times‐coupled electromagnetic‐mechanical‐acoustic numerical model was set‐up to predict the acoustic field. The first stage was to calculate the magnetic forces that excite the structure of the motor by using the FEM. In the second stage, the exciting magnetic forces were applied to the structural model, where the harmonic analysis was carried out using the FEM. The last stage was to model the acoustics by using the BEM. In order to evaluate the numerical model, the computational results were compared with the vibration and acoustic measurements and a reasonable agreement was found.