Purpose The purpose of this study is to understand factors that motivate an individual to seek knowledge on knowledge management systems. Specifically, the work seeks to clarify the impact of organizational practices on an individual’s intention to seek knowledge. The overarching theme is to broaden the current understanding of factors that impact individual knowledge seeking behavior and narrow down factors for which interventions can be developed. Design/methodology/approach In-depth interviews were conducted with the members of knowledge management (KM), human resources (HR) and learning and development teams of Robert Bosch Engineering and Business Solutions Private Limited (RBEI) to understand knowledge behaviors of employees. Subsequent to an exploratory analysis, the survey methodology was used to collect data from members of RBEI. A proposed theoretical model was then validated using partial least squares. Findings Empirical findings suggest that to motivate participation, organizational KM practices need to be geared towards promoting curiosity and engaging learners. Results indicate that overt recognition of knowledge seeking behaviors by HR could be counterproductive. Research limitations/implications This study was limited to an MNC engineering organization in one geographic location; one must be cautious when generalizing these results. Replicating this study in multiple organizations will help mitigate this limitation. Originality/value Little is known on the effect of KM and HR practices on knowledge seeking behaviors. This work addresses this gap and presents a comprehensive model.

Systems and their environments must be understood in an integrated manner because any changes in the systems will affect their environments and vice versa in the ubiquitous open systems. Existing studies classify systems based on the diversity of their interactions and the systems' responses to changes in their environments. However, the uses of such classifications are limited. We attempt to address this limitation by using morphological analysis (MA) to identify, represent and characterise the general system-environment complex (SEC) and its components. The latter, called 'dimensions', and their respective manifestations, termed 'variants', are integrated into the MA representation to enable a holistic understanding of SECs in terms of six dimensions and 101 variants. The resultant representation and characterisation will help researchers identify potential research opportunities, demonstrated through the construction of a variants intersection matrix, and help develop practical principles for system design and evaluation.

The study aims to investigate the impact of the factors of occupational stress on the job satisfaction of seafarers. The occupational stress is considered as one of the most important workplace hazards for seafarers, which may have a detrimental effect on the job satisfaction. In the competitive 24-hour industry where shift work and long working hours are common, the potential for stress at sea is extremely high. Stress is associated with impaired individual functioning in the workplace and the negative effects of the stress include reduced efficiency, decreased capacity to perform, dampened initiative and reduced interest in working, increased rigidity of thought, a lack of concern for the colleagues and a loss of responsibility (