The paper explores the relationship between coordination mechanisms and typologies of knowledge in a wine firm. Allocating knowledge as either process related or outcome related, we illustrate the nature of knowledge that emerges in each category and discuss the main coordination mechanisms used to integrate knowledge. We used a single case study, as this approach was considered best for gaining an in‐depth, holistic understanding of the phenomenon. We studied an Italian wine firm, positioning the analysis within the theoretical background on knowledge governance. Unlike previous studies on the wine industry, which focused on the network level, we tried to study the organization, focusing on how the adoption of the coordination mechanisms influences tacit and explicit knowledge integration. The study shows how both tacit and explicit knowledge play a key role in managing processes. We found that it was not possible to define a clear and fixed association between typical situations and the adoption of coordination mechanisms. Interpreting our findings in a dynamic perspective, we found that it is the combination of different coordination mechanisms that is important in integrating knowledge. Copyright © 2014 John Wiley & Sons, Ltd.

Temporary agency workers (TAWs) are an ever‐increasing type of employees which establish a double work relationship with both the agency and the client organization. Within this context, the concept of dual commitment has received considerable attention in the last years. The present contribution integrates dual commitment line of research with the one adopting a person‐centered approach to the study of commitment configurations, to investigate commitment profiles on a large sample of TAWs. According to Sinclair et al.'s framework, we aimed to identify TAWs' commitment profiles based on their levels of dual affective commitment (to the agency and to the client organization) and on their general continuance commitment and to investigate differences in job satisfaction among profiles. Latent profile analyses on 7225 TAWs revealed 5 distinct profiles, namely Dually Free Agents, Dually Involved, Dually Allied, (Unilaterally) Client Allied and (Unilaterally) Agency Invested. The Dually Involved profile, followed by the Dually Allied profile, had the highest level of job satisfaction, whereas the Dually Free Agent profile and the (Unilaterally) Agency Invested had the lowest. Furthermore, the (Unilaterally) Client Allied group had a higher level of job satisfaction as compared to the (Unilaterally) Agency Invested profile. Implications are discussed.

PurposeThis study aims to analyze the effects of the type of agency contract on the relationship between agency workers' organizational commitment and perceived organizational support.Design/methodology/approachThe authors extend a previously developed model considering organizational support and affective commitment by including also continuance commitment in the Italian employment agency industry. The authors use a probabilistic stratified sampling method on a sample of 8,283 agency workers. Data were analyzed with structural equation modelling (SEM) and multiple group analyses.FindingsThe findings confirm the positive relationship between perceived organizational support from both the agency and the client organization and agency workers' affective commitment to them. The authors also find that agency workers develop a mutually related dual commitment in response to the support they receive from both organizations.Originality/valueThe paper contributes to the literature on agency workers and suggests useful managerial and policy makers interventions for both temporary work agencies and client organizations for the development of the agency industry as well as the well-being of workers.

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