Managerial Innovation Capacity of Digital Nomads and Knowledge Sharing: Evidence from Morocco

This review paper systematically synthesizes existing literature on knowledge sharing (KS) and knowledge transfer (KT) in the context of small and medium‐sized enterprises (SMEs) in the construction industry, updating previous research and making predictions about emerging issues. The comprehensive literature review employs three different bibliometric techniques: (1) textual analysis of keywords and abstracts to identify relevant research areas, (2) cocitation analysis of references to analyze the evolution of KS and KT in SMEs, and (3) bibliographic linkage analysis of documents to summarize the background and results. The resulting conceptual map outlines the historical development of KS and KT at individual, group, and organizational levels in the construction industry. The study emphasizes the critical significance of KS and KT for SMEs in this industry. It highlights the role of innovation and open innovation in facilitating the successful implementation of KS and KT. The analysis also reveals the need for enhanced knowledge management in SMEs through better data management, implementation of digital systems for internal management, identification of inefficiencies in KT in collaborative networks, and adjustment of knowledge management approaches to suit different cultural and geographic contexts. Finally, the paper suggests future trends in KS and KT, emphasizing the importance of collaboration, continuous learning, technological capabilities, and developing a suitable organizational culture and structure for open innovation in the construction industry. This article offers an innovative approach to KS and KT in SMEs and practical recommendations for improving knowledge management and innovation capacity in construction‐related businesses. Its systematic approach and focus on SMEs in the construction industry make it highly relevant for research and business practice.

The purpose of this research is to explore the relationship between knowledge-oriented culture (KOC), knowledge sharing (KS), and innovative management (IM) at junior high schools in Taiwan. The main findings are as follows: First, KOC significantly affects KS, and trust and autonomy (TA) of KOC is proved the most influential. Second, KOC significantly affects IM, and emphasis on innovation (EI) of KOC is proved the most influential. Third, KS significantly affects IM, and sharing behavior (SB) of KS is more influential than sharing willingness (SW). Fourth, structure equation modeling (SEM) of KOC, KS, and IM is proved to have a good model data-fit. Finally, KS, though with a weak mediation effect, is proved a mediator variable between KOC and IM.

In the era of knowledge-driven economies, talent management and organizational innovation have become critical for sustaining competitive advantage. Knowledge sharing is increasingly recognized as a key mechanism through which talent management practices foster innovation. However, the interplay between talent management, knowledge sharing, and organizational innovation remains underexplored, particularly in dynamic and competitive business environments. This study aims to investigate the role of knowledge sharing in mediating the relationship between talent management and organizational innovation, providing insights into how organizations can leverage talent to drive innovation. A quantitative research design was employed, utilizing survey data collected from 300 employees across various industries. Structural equation modeling (SEM) was used to analyze the relationships between talent management, knowledge sharing, and organizational innovation. The findings reveal that talent management significantly enhances organizational innovation, with knowledge sharing acting as a key mediator. Employees who actively participate in knowledge-sharing activities reported higher levels of innovation. Talent management practices, such as talent development and retention, were found to positively influence knowledge sharing, which in turn drives innovation. This study highlights the importance of integrating talent management with knowledge-sharing initiatives to foster organizational innovation.

Interest in the issues of organizational learning and knowledge management on the part of academics and practitioners increased dramatically in recent years. On the practical side, changes in technology and modes of organizing work, globalization, and increased competition brought the issues of organizational learning and knowledge management to center stage for organizations. New developments in computing and information technology enabled the retention and transfer of information in organizations on a larger scale than was once possible. Shifts to more distributed modes of organizing work made knowledge transfer a priority for firms. The greater prevalence of the multiunit organizational form, such as a franchise or chain (Baum and Greve 2001), and the greater frequency of interorganizational relationships (Powell et al. 1996) also increased the importance of knowledge transfer for firms. Parallel to the surge in interest among practitioners, academic interest in organizational learning and knowledge management also grew considerably, as evidenced by the proliferation of books and articles recently published on the subject.1 In addition, a

This study aims to explore the causal relationship among participative leadership, knowledge sharing, and service innovation performance in the hotel context of post epidemic era. Due to the outbreak of the COVID-19 epidemic, many industries have been affected, especially the hotel industry, which has been severely impacted. Therefore, in the post-epidemic era, hotel managers began to think about how to improve the knowledge sharing efficiency and service innovation performance of their hotel employees in product or service processes. A valid sample of 126 hotel industry employees was investigated in this study, and the collected data were used for subsequent statistical analysis. This main purpose of this study is to explore how participative leadership can influence employees’ service innovation performance via knowledge sharing of post epidemic era. Based on the concept of reciprocity and mutual feedback of social individuals in social exchange theory, combined with the perspective of leadership theory, this study points out that participative leadership can effectively influence hotel employees to carry out a higher degree of knowledge sharing. On the other hand, from the literature on knowledge management and service innovation performance, this study points out that knowledge sharing can help hotel staffs exhibit better service innovation performance. Finally, this study also performs a Sobel test to verify that knowledge sharing plays a mediating role between participative leadership and service innovation performance. Implication for hotel managers and practical suggestions were discussed.

PurposeThis study aims to investigate the direct impact of knowledge sharing (KS) and functional flexibility (FF) on innovative work behavior (IWB) of small medium enterprises (SME’s) employees. This study also observes the mediating role of FF in the connection between KS and IWB.Design/methodology/approachThis study adapted a quantitative methodology and used the cross-sectional data. Data were collected from the 751 workers of SMEs to validate the mediation model.FindingsResults reveal that KS and FF significantly affect IWB in SME’s workers. The findings also reveal that FF acts as a mediator between KS and IWB link.Originality/valueThe live experience of currently working employees shows that IWB is dependent of employees' KS and FF. Moreover, this study contributed to the streams of knowledge management and organizational innovation perspective by emphasizing upon the mediating mechanism of FF.

This study aims to analyze the factors that influence the innovation capacity of the rural economic institution and its impact on institutional performance.Research was conducted by interviewing 111 managers of rural economic institutions in Semarang regency, Indonesia. Factors of policy and regulation, development of innovation infrastructure, assistance and integration of knowledge were used to analyze the role of the Government and Higher Education in the village innovation system. The institutional management and innovation culture capacity factors were used to analyze the role of rural economic institutions. Policy and regulatory factors, innovation infrastructure, management capacity, assistance capacity, innovation culture and knowledge integration were measured based on the preference of the rural economic institution manager. The qualitative model was examined through an empirical analysis to fulfill the proposed aim of the research.The results of the study showed that: the influential factors on the innovation capacity in rural areas were policy and regulation support, innovation infrastructure, management capacity, innovation culture and knowledge management. Innovation Capacity had a positive impact on institutional performance.The implication of this study highlighted the importance of strengthening institutional and knowledge-based rural economic organizations which was integrated among stakeholders as actors in the rural innovation system.

Innovation is becoming a survival strategy for academic libraries, which strive to preserve their relevance and contribution. Knowledge sharing (KS) is believed to be an important factor in creating innovative capabilities and improving innovation. Yet, only scant empirical research has investigated the possible effect of KS on service innovation (SEI). This study adopted a research model to analyze the effect of KS on SEI as well as the mediating effects of information technology innovation (ITI) and management innovation (MIN) on the relationship between KS and SEI. The results are derived using a data set from two large academic libraries in Egypt. Although KS has a significant total effect on SEI, its role in augmenting SEI is only secondary since it depends mainly on the mediating roles of ITI and MIN. These results are interesting because they deviate from the assumptions and results of many previous studies on KS and SEI.

Collaboration and cooperation among entrepreneurs and enterprises have created strategies to improve well-being and create sustainable businesses to foster regional development. Therefore, this paper investigates the relationship between knowledge sharing, innovation and socio-economic growth of micro, small and medium enterprises (MSMEs) in Nigeria's rabbit farming e-clusters space. The web survey method was adopted by employing five Likert scale questionnaires through social media platforms respondents. 78 valid respondents were collected from MSMEs in rabbit farming e-clusters. The hypothesis was tested using the structural equation modelling (SEM) approach. The finding suggests knowledge sharing, innovation capacity, and firm performance positively influence the socio-economic growth of rabbit farmers in e-cluster. Social media platforms, including WhatsApp, Facebook and Telegram, prove that farmers not in the same geographical location are not a barrier to the benefit of clusters. This study proposes that knowledge sharing, innovation capacity and firm performance within an e-cluster improved the socio-economic growth of farmers. The acceptance of a physical-less business cluster that would reduce the rural-urban migration of agribusiness can be achieved. This study contributes to the literature on knowledge transfer, innovation and firm performance in e-cluster rabbit farming. A new dimension to the Industrial Cluster model by adapting to a virtual agglomeration of business and social media platforms.

Academic libraries' knowledge sharing and service innovation: The mediating role of management and IT innovations

The aim of this study was to integrate Social Exchange Theory and the Ability-Motivation-Opportunity (AMO) Theory to examine the influence of organisational innovation climate on nurses' innovative behaviour, considering the mediating role of knowledge sharing and the moderating effect of person-organisation fit, thereby providing a multidimensional theoretical foundation for enhancing nurses' innovative behaviour. A cross-sectional research design was adopted. Participants included 380 nurses from two Grade-A tertiary hospitals in Henan Province, China. Data were collected using the Organisational Innovation Climate Scale, Knowledge Sharing Scale, Nurses' Innovative Behaviour Scale and Person-Organisation Fit Scale and analysed via descriptive statistics, correlation analysis, regression analysis and bootstrap testing for mediation and moderation effects. Organisational innovation climate was positively correlated with nurses' innovative behaviour and knowledge sharing partially mediated this relationship. Person-organisation fit positively moderated both the direct relationship between organisational innovation climate and knowledge sharing and the indirect effect on innovative behaviour. Under a supportive organisational innovation climate, nurses with high person-organisation fit are more likely to engage in innovative behaviour through knowledge sharing. Establishing an organisational innovation climate and improving person-organisation fit can enhance nurses' work engagement and loyalty, advancing innovation and development in nursing. Nursing managers should cultivate an innovation-friendly climate and facilitate knowledge sharing to inspire proactive problem-solving and innovation among nurses, ultimately improving nursing practice and patient care. STROBE guidelines were followed. This study clarifies how organisational and individual factors jointly affect nurses' innovative behaviour, providing a theoretical foundation for improving nursing management, service quality and disciplinary innovation.

Electronic industry needs innovation to survive, and also to compete internationally. This study examines factors that can enhance technical innovation of companies in the electronic industry of Iran. The main purpose of this study is to examine the relationship between human resource management practices, transformational leadership, knowledge sharing, and innovation of the large and major electronic companies.More specifically, the research attempts to examine whether knowledge sharing mediates the relationship between human resource management practices and transformational leadership with innovation. A quantitative research approach was used in this study. A cross-sectional correlational research design was used.The sample for this study was drawn from a population of 23,704 employees (managers, engineers, and expert technicians) of eight largest electronic companies in Iran using stratified sampling method. The sample size was 376.After exploratory Factor Analysis (EFA) and confirmatory factor analysis (CFA), structural equation modeling (SEM) technique was used to test the hypothetical model. The Findings asserts that only two HRM practices (training and participation) and three transformational leadership components (vision, intellectual stimulation and personal recognition) have significant impacts on innovation. Besides, knowledge sharing has significant and positive impact on innovation. Out of five HRM practices, training, staffing, participation have significant and positive impacts on knowledge sharing while intellectual stimulation, and personal recognition(as transformational leadership components) have significant and positive impacts.Finally, knowledge sharing merely mediated the relationships of training, participation, vision and personal recognition with innovation.

The study seeks to investigate the relationship between knowledge sharing and innovation in garment and textile enterprises. While previous research has found many factors influencing knowledge sharing, little research has been done about the influence of knowledge sharing on innovation in enterprises in developing countries like Vietnam. In particular, the textile industry plays an important role in export, but outsourcing is accounting for a high proportion of trade; it is necessary to increase innovation in order to increase the competitive advantage by internal capacity. The data is collected from a survey of 245 employees at 20 textile and garment enterprises in Vietnam to study the knowledge sharing influence on innovation. The methodology includes pilot study and quantitative method. The pilot study tests the questionnaire on the respondents. The quantitative method applies SEM analysis to measure the knowledge sharing influence on innovation. The results identify eight factors that positively impact knowledge sharing: rewarding, teamwork, management support, joy of knowledge sharing, communication, trust, commitment, and information technology. This study also shows that knowledge sharing affects innovation. The main findings are discussed for textile and garment enterprises to apply innovative capacity in the context of increasing global integration.

The current research aims to demonstrate the role of organizational health in knowledge sharings dimensions. Organizational health is considered an independent variable with its sub-dimensions (leadership of tasks, needs of survival, needs of growth and development), while knowledge sharing is deliberately variable in its sub-dimensions (individual, organizational, technological), where the aim of the research is to achieve the set of goals, most important of which is the reality of the colleges investigated in the use of the variables and the description of the dimensions of organizational health and knowledge sharing, and test correlation relationship and impact between them In order to reach the goal of the research, a hypothesis was designed to search through a set of hypotheses. In order to ascertain the validity of the hypotheses, all of them were subjected to multiple tests. The questionnaire was used as a means of obtaining data. The research was followed by the analytical descriptive method, where the main and sub-variables were described, as well as for the analysis of relations and the effect between the variables. The number of responding individuals reached (247) members of the teaching staff in the research faculties. The hypotheses were tested through the application of statistical methods by the software (SPSS V.25). The research found a number of main conclusions. The results of the correlation analysis revealed a positive and high level of relationship between organizational health and knowledge sharing at the macro and micro levels. In addition, there was a positive and significant effect on the organizational health variable in the knowledge sharing variable, as indicated by the macro and partial analysis indicators. The research proposed a set of proposals, the most important of which is the need to focus the research faculties on the optimal investment of organizational health dimensions, as a guide towards knowledge sharing. The research also proposed developing and developing the organizational innovation capacity continuously by the senior management by encouraging its creative faculty and giving it some privileges and incentives to notice it The fruit of its effort and excellence,

Knowledge Sharing Strategy as a Key Element of the H2020 Programme: Enhancing Excellence and Innovation Capacity in Sustainable Transport Interchanges (Alliance) Project