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Purpose – Organizational processes that create conditions to facilitate employee innovativeness have become topical due to the constant demand for organizations to renew themselves. Research shows that human resource ...

In this world of constantly growing global competition, work engagement is an essential driver of organizational success. However, it seems that the source of such engagement varies amongst employees of different generations. ...

Organisational downsizing is one of the most dramatic events of organisational change. Downsizing is a challenging process for both employees and managers. Thus, trust can have an important role in implementing this kind ...

Knowledge is a firm’s most valuable resource, and knowledge management (KM), or the ability to leverage knowledge resources, constitutes the base for the firm’s competitive advantages. This paper contributes to the emerging ...

Purpose Recent empirical studies have suggested that knowledge-based issues are closely related to companies’ innovation performance. However, the majority of research seems to be focused either on static knowledge assets ...

Academics and practitioners around the world have shown interest in what constitutes the relevant intellectual capital (IC) in firms. However, studies have largely neglected to examine whether IC has identical or different ...

The purpose of this paper is to examine the association of different configurations of intellectual capital (IC) and knowledge management practices (KMP) with firm performance. Do firms with different profiles concerning ...

The purpose of this paper is to study how the motivation in firms to safeguard the prerequisites of innovation relates to the strength of the employee-related protection mechanisms that deal with knowledge leaking and ...

Purpose - Prior research has confirmed the usefulness of both formal and informal protection mechanisms for governing knowledge flows. However, there is lack of research on the motivation and needs driving firms in their ...

This paper draws upon social exchange theory to examine the explanatory power of employees' trust in their employer as the mediating variable between an organization's human resources (HR) management interventions and ...