Purpose This study aims to focus on a particular type of intra-organizational knowledge sharing that is referred to as peer knowledge sharing. This paper examines how peer knowledge sharing impacts firms’ financial and innovation performance, and the mechanism through which such a relationship is realized. The study also evaluates the extent to which leadership support acts as a key antecedent to peer knowledge sharing. Design/methodology/approach Drawing on social capital theory and a knowledge-based view of firms, a theoretical model and related hypotheses are presented for testing. A survey design methodology is used to collect data and test the model. Structural equation modeling is used to test the hypothesized relationships based on data collected from 330 knowledge workers in various service-based organizations in Turkey. Findings The results indicate that the extent of employees’ engagement in knowledge sharing behavior with their peers and their managers’ leadership support exert a positive impact on organizations’ knowledge management success, which, in turn, can affect organizations’ innovation performance positively and, subsequently, their financial performance. Leadership support of the immediate manager is found to be an important factor that contributes to the respondent’s peer knowledge sharing behavior. The proposed model’s invariance testing between male and female respondents revealed that peer knowledge sharing’s contribution to knowledge management success may be different in the two groups. Research limitations/implications This study contributes to extant research on knowledge sharing by specifically focusing on peer knowledge sharing and reinforcing leadership support’s importance on knowledge sharing. The study also highlights the importance of knowledge management success as an important mediator necessary for linking individual knowledge management behaviors, such as peer knowledge sharing, with organizational performance. Originality/value Knowledge sharing is a topic of continuing interest for organizational researchers, yet limited empirical research has been conducted that links individual-level, intra-organizational knowledge sharing to organizational performance. This study examines this linkage and provides empirical support for this relationship, while simultaneously pointing to an important type of knowledge sharing that occurs within organizations, referred to as peer knowledge sharing.

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PurposeThe significance of cloud services in information technology (IT) is increasing as a means of achieving enhanced productivity, efficiency and cost reduction. Through cloud-based service, the reliability and scalability of an organization’s systems can be enhanced since organizations such as local governments are able to concentrate on their main business strategies. This research seeks to identify critical factors that may have an impact on the acceptance of cloud-based services, where the organizational context is based on local governments in Australia.Design/methodology/approachTo formulate a more comprehensive IT innovation adoption model for cloud technology, factors from the technology-organizational-environment framework, desires framework and diffusion of innovation model were integrated. Data was obtained from 480 IT staff working in 47 local government organizations.FindingsThe research results show that the factors which had a statistically significant and positive impact on the adoption of cloud-based services in local governments were compatibility, complexity, cost, security concerns, expected benefits and organization size. It is likely that the outcomes from this research will provide insights to any organization seeking to make investment decisions on the adoption of cloud-based services.Research limitations/implicationsLimitations include generalizability of the findings since the data is restricted to local government areas in Queensland, Australia. Further, the sample mostly included individuals with managerial positions and may not completely capture the cloud adoption factors relevant for front line IT employees. Another limitation is the possible omission of factors that may be relevant but not considered due to the selected theories. Lastly, this research did not differentiate between different types of cloud adoption such as private, public, community and hybrid models that are possible in this context.Originality/valueThe paper provides a combination framework of cloud-based service adoption based on a literature review on cloud adoption from an IS perspective. It adapts integrated model to establish a more comprehensive innovation adoption framework for cloud technology.

Purpose The purpose of this paper is to examine the extent to which perceived servant leadership of the supervisors impacts the intrinsic and extrinsic job satisfaction of the followers. Design/methodology/approach Servant leadership factor structure was evaluated by applying Liden et al.’s (2008) measure, and used the second-order model to test its relationship with the intrinsic and extrinsic job satisfaction. Confirmatory factor analysis and structural equation modeling were used to test data from 205 individuals working in service-sector organizations in Kuwait. Findings The seven-factor structure proposed by Liden et al. (2008) holds valid in this sample, thus providing greater validity for this measure to be used in similar contexts. The results also indicate that second-order factor of servant leadership positively affects both intrinsic and extrinsic job satisfaction. Research limitations/implications Servant leadership was measured using follower perception of their leader attributes. Next, the cross-sectional data limit the ability to demonstrate causality between servant leadership and employee satisfaction. Further, data were collected only from service-sector organizations in Kuwait, which limits the generalizability of results. Practical implications This research helps in highlighting the significance of embracing more altruistic leadership approach in enhancing job satisfaction. Leaders in the analyzed region must be aware of the positive outcomes of this approach on job satisfaction, which can eventually contribute to engaged employees and their performance. Originality/value This research tries to add to the growing body of knowledge in terms of assessing relationship between servant leadership and job satisfaction in the service sector in the Middle East.

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