Abstract: ABSTRACT This study examines the relationship between the three dimensions of Social Capital—Structural, Cognitive, and Relational—and knowledge sharing among female university students in the UAE. It also examines the moderating effect of Masculine Culture on these relationships. Data collected from 200 female students across various programs was analyzed using Multiple Regression in SPSS, with PROCESS Macros assessing moderation. The results show that all three dimensions of Social Capital positively influence knowledge-sharing behaviors. However, Masculine Culture did not significantly moderate these relationships. These findings suggest that female students actively engage in knowledge exchange despite cultural norms, emphasizing the role of social bonds in fostering collaboration. The absence of a significant moderation effect signals a significant cultural shift indicating a growing focus on knowledge-sharing practices. This research contributes to the limited literature on knowledge sharing in the UAE and offers significant insights into the evolving educational and social dynamics.

Abstract: This article presents a digital innovation and transformation lab based on university intrapreneurship, which aims to harness researchers' expertise to improve institutional quality of life through sustainable IT applications. The core premise of the lab is to drive the university's digital transformation by harnessing internal scientific and human resources, positioning intrapreneurship as a catalyst for institutional improvement. The study hypothesises that such a lab can effectively pilot digital transformation through innovative projects, serving the dual purpose of fostering internal innovation and acting as a showcase for scalable societal solutions. While innovation labs are not new - particularly in academic settings - their application to the university's own transformation represents a novel approach. Evidence suggests that these labs are instrumental in cultivating an organisational culture of innovation and facilitating digital adaptation. Beyond the institutional benefits, this model enables broader societal diffusion of transformative practices.

Abstract: ABSTRACT This study investigates the impact of anthropomorphic design features in enterprise generative artificial intelligence (GenAI) systems on employee engagement and knowledge collection. Leveraging a two-study approach, we examine how high versus low levels of anthropomorphism in GenAI avatars affect employees’ interactions with these systems. Two experimental studies were conducted. Results indicate that high anthropomorphism enhances both knowledge collection and employee engagement. Mediation analysis further reveals that knowledge collecting mediates the relationship between anthropomorphic design and employee engagement. Results also show that data protection disclosure significantly influences employee engagement and knowledge collecting, with moderated mediation analysis highlighting that high anthropomorphic features positively impact knowledge collection, which in turn enhances employee engagement. The findings highlight the importance of anthropomorphic design in fostering effective employee interactions with GenAI and provide practical insights for optimising AI implementations in organisational settings. This paper contributes to the literature on human-computer interaction by elucidating how anthropomorphism and contextual factors like data protection disclosure influence employee engagement and knowledge management.

Abstract: The study examined the relationship between government intervention, knowledge-oriented leadership behaviour, and organisational culture with university-industry knowledge transfer practices at Ethiopian public research universities. A total population of 7,301 university staff was considered, from which a representative sample of 379 academicians was selected using cluster and systematic random sampling techniques. Data were collected through questionnaires. The researcher tested the instrument's reliability and validity to ensure the quality of the study data. The findings reveal that transformational leadership behaviour and government intervention significantly influence university-industry knowledge transfer practices. Moreover, organisational culture partially mediates the relationship between transformational leadership behaviour and government intervention and fully mediates the influence of transactional leadership behaviour on university-industry knowledge transfer practices.

Abstract: ABSTRACT Knowledge sharing is vital for organizational sustainability, yet knowledge hiding poses a serious threat by reducing employee engagement and performance. Present study investigates the relationship between servant leadership and employee knowledge hiding through serial mediation of employee voice and employee work engagement. It also investigates conditions under which a leader’s impression management is negatively attributed to employee voice. Using a multilevel dataset of 264 employees nested within 74 teams across 22 organizations, our results show that: (a) employee voice mediates the link between servant leadership and work engagement, (b) work engagement mediates the relationship between voice and knowledge hiding, and (c) impression management moderates the effect of servant leadership on voice. When leaders focus on impression management, employee voice and engagement decrease, increasing knowledge hiding. We contribute to the leadership literature by identifying key mechanisms through which servant leadership reduces knowledge hiding, such as by emphasizing employee voice and engagement.

Abstract: Organisational and employee wellbeing are key to business success and sustainability. Knowledge sharing has implications for individual and organisational performance. In view of unprecedented organisational changes resulting from the recent pandemic, the study investigates how organisational wellbeing drives employees' knowledge sharing behaviours, and how such behaviours influence employee wellbeing. Organisational culture is modelled as a moderator. The study was undertaken in Australia with full-time employees from various sizes of firms, who occupied different levels of positions, including frontline and backstage. Structural equation modelling was performed to test the proposed relationships. The results show significant relationships between organisational wellbeing and knowledge sharing, and between knowledge sharing and employee wellbeing. Organisational culture plays a significant moderation role. However, the moderation effects are negative. The study contributes to organisational behaviours, positive psychology, and knowledge sharing research. The findings have implications for human resource and health practitioners.

Abstract: Knowledge management (KM) plays a pivotal role in the dynamic landscape of contemporary organisations. Effectively managing vital knowledge resources is a primary concern for decision makers, necessitating comprehensive consideration of pertinent variables for KM success. This study seeks to identify KM success variables (SVs) and their impact on organisational performance (OP) intervening through mediating variables (MVs). Then it aims to develop an integrated framework based on the scrutinised variables. To accomplish the intended objective, the author employs a systematic literature review (SLR) technique. From 57 chosen studies, 34 KM-SVs are identified that have impacts on OP through three kinds of MVs. These SVs are categorised into nine divisions: infrastructure-oriented, organisation-wide, management-related, practice-oriented, skills-based, resource-based, KM-centred, network-based and supporting variables. Basing upon these variables, an integrated conceptual framework is developed. The findings hold practical utility for knowledge-intensive organisations and decision makers as well as it proposes avenues for future research in this realm.

Abstract: Productivity enhances corporate competitiveness and intellectual capital (IC) plays a significant role in productivity but previous studies have paid little attention to the IC role. This paper, hence, investigates investment in IC and analyses how IC enhances firm productivity with a consideration of global crises. Employing the generalized methods of moments (GMM) approach and panel data from 687 listed firms in Vietnam over the period 2007–2022, our findings show that IC improves productivity overall, though IC components vary in effectiveness. Our analysis highlights different impacts of IC across industries and underlines the effect of global crises on productivity.

Abstract: The rise of user-generated content platforms has significantly driven user innovation and drawn increasing attention from enterprises. This study examines the effects of three self-leadership strategies, namely, behavioural focus, natural reward, and constructive thought pattern strategies, on platform user innovation. It further investigates the moderating roles of users' knowledge-sharing behaviour and platform type using a hierarchical regression analysis. The key findings are as follows. (1) All three self-leadership strategies positively influence platform user innovation. (2) Knowledge sharing behaviour positively moderates the relationship between natural reward strategies and platform user innovation. (3) Platform type moderates the effect of constructive thought pattern strategies: the impact of these strategies is stronger on single‑content platforms than on multi‑content platforms. These findings provide actionable insights for platforms and enterprises to design tailored incentives that align with user motivations and platform characteristics, thereby fostering sustainable innovation on digital platforms.