The article describes the influence of the work experience of the administrative employees of the higher educational institutions on the perceived significance of knowledge sharing barriers faced by them in their work activities. The methodology suggests testing the relationship between the work experience and the 12 knowledge sharing barriers perceived significance (estimated from the positions of the respondent as a knowledge requester and a knowledge holder, thus giving 24 equations) by linear regression modeling. The equations with statistically significant work experience coefficient contain the perceived significance of the knowledge sharing barrier of requested knowledge sensitivity for its holder, both for the respondents' knowledge requester and holder position. On the basis of the educed results, recommendations are given to managers of the higher educational institutions administrative subdivisions regarding mitigating the influence of the barrier of the requested knowledge importance for its holder, especially considering its influence on the employees with smaller work experience. Several recommendations to business practitioners outside of the higher educational institutions are also given, regarding collaboration with such institutions' administrative subdivisions. This article develops the inquiry into the knowledge sharing barriers problem in the higher educational institutions administrative subdivisions, that have not been a specific object of research in knowledge sharing barriers before the research project including the research presented in the current article. A number of further research directions is also suggested.

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The article describes the study of the influence of shock onlinezation caused by the CoViD‐19 quarantine on the knowledge management performance and effectiveness in organizations. The methodology of the study is based on a set of multiple linear regression equations linking together the onlinezation, knowledge management parameters, problem‐solving and financial performance. The results of the study allow developing a set of practical recommendations regarding the development of knowledge management systems in organizations under the onlinezation context, with a special accent to solving technical and/or marketing uncertainty‐related problems with architectural or modular innovations.

One of the main problems of introducing corporate Web 2.0 systems in organizations is the problem of low motivation of the employees to adopt and use these systems, caused by the fact that introduction of corporate Web 2.0 is usually an initiative not of the employees, but of the senior management of the company. However, one of the most crucial conditions of success in introducing such systems is the interactivity of the employees' usage of the systems, which can potentially be stimulated by applying the gamification practices.Among different areas of gamification practices, we think that the fitness gamification area has interesting experience for motivating the employees to adopt and use the corporate Web 2.0 systems, as most prominent fitness gamification projects are based on Web 2.0 technologies themselves.On the basis of fitness gamification projects experience we suggest and analyze a set of metrics that can be used for assessing and rewarding the employees' individual and collective activity in sharing and creating knowledge via the corporate Web 2.0 systems.The analysis results in recommendations to use such metrics as amount of specific types of knowledge shared or created via the corporate Web 2.0 system, uniqueness of the knowledge shared via the corporate Web 2.0 system and uniqueness of the knowledge created via the corporate Web 2.0 system.

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