Purpose The purpose of this study is to investigate the effects of intrinsic and extrinsic motivation on knowledge sharing and the moderating effects of individual demographics, organizational context and cultural context in that relationship. Design/methodology/approach This study conducted a meta-analysis of 44 studies involving 14,023 participants to examine the direct and moderating effects of motivation on knowledge sharing. Findings Results revealed that both extrinsic and intrinsic motivational factors were associated with higher levels of knowledge sharing, while the effect was stronger for intrinsic motivation. Moreover, results revealed that substantial variance was explained by moderating variables. Further investigation revealed that individual characteristics (age, gender), organizational context (organizational setting vs. open system, IT infrastructure) and cultural context (collectivism, uncertainty avoidance, performance orientation, power distance) moderated the motivation and knowledge sharing relationship. Research limitations/implications As a meta-analysis, this study is confined to variables that have been frequently analyzed in prior research. Future research could further increase our understanding of different types of knowledge sharing and various boundary conditions. Practical implications Organizations should provide customized incentive systems to specific target groups to align motivation and knowledge sharing. Multinational organizations may consider different motivation schemes across countries to better suit cultural differences. Originality/value Despite a growing number of studies highlighting the important role of motivation in predicting knowledge sharing, the evidence is mixed. Based on a meta-analysis, this study identified true relationships and identified moderating effects that help explain prior mixed results.

AbstractThis paper aims at investigating the relationship between knowledge sharing activities and innovation capability at both individual and organizational levels. By reviewing extensive literature, a conceptual framework is built with integrating three factors: knowledge sharing, individual innovation capability and firm innovation capability. This study applies structural equation modeling (SEM) to analyze the data collected from 392 employees working at major Vietnam’s telecommunication companies. Empirical results show that knowledge sharing including knowledge donating, knowledge collecting play an important role in improving individual innovation capability. There is no direct link between knowledge collecting and organizational innovation capability, while knowledge donating has direct positive impact on product and managerial innovation. Furthermore, the individual innovation capability acts as a mediating variable between knowledge sharing practices and firm innovation capability. Implications for academics and practitioners are provided in this study.

To enrich literature of brand crisis causes regards internal perspective, this paper investigates internal brand shortage as crisis antecedents provoking brand fire consequently. Phenomenological approach is adopted using in-depth interviews, key-note seminar and validating by case studies analysis, internal brand crises antecedents were explored based on insights taken from experts in marketing and branding industry. Drafting from the phenomenological research, there are six problems leading to crisis found as follows: lack of human-centred strategy, lack of crisis prevention, lack of market understanding, lack of leadership and management skill, lack of innovation, and lack of quality assurance. These internal antecedents which accumulate to both performance-related and value-related brand crisis. This paper can have explicit implications for marketer, branders and managers, understanding these drivers and its occurrence, business managers are able to scan and analyses crisis situation faster to form timely response to crisis.

For decades, substantial empirical studies have suggested that employee creativity makes an important contribution to organizational innovation, competitiveness, and survival (Nonaka, 1991; Woodman, Sawyer, & Griffin, 1993). Therefore, many organizations have tried to gain benefits from employee creativity. One of predictors of creativity that has received considerable attention in the psychological, organizational, and educational literatures is a challenge stressor. Nevertheless, research on such an issue has produced contradictory results with theoretical arguments and empirical findings showing positive (e.g.

This research investigated the relationship between emotional intelligence of university students and their resilience ability during crisis: the pandemic of Covid-19. A large-scale quantitative approach was applied with a national survey in the midst of the fourth wave of Covid-19 outbreak in Vietnam. The research obtained data from 2252 students from various universities in Vietnam. Results showed that experienced positive affect and negative affect fully mediated the relationships between students’ self-emotion appraisal and their resilience during the pandemic. Surprisingly, other-emotion appraisal decreased positive affect while increased negative affect, though both affect types mediated the other-emotion appraisal-resilience relationship. The two types of affects also played mediating roles in the relationship between the ability of using emotion and resilience among students during the crisis, and the moderation was partial. Finally, while students’ regulation of emotion was not related to either their experienced negative affect or resilience, it was indirectly associated with students’ resilience during the pandemic via the mediating role of positive affect. Implications for theoretical development and practice in higher education were discussed.