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The purpose of this paper is to analyze and compare all the academic papers in the proceedings of ECKM in 2017 (Barcelona), 2018 (Padua), 2019 (Lisbon), and the digital conferences in 2020 and 2021. In 2022 the conference was arranged in Naples but was also a digital conference. The study classifies the papers according to methodology, analysis, discussion, and conclusion regarding their contribution to the four paradigmatic boxes. The approach uses the five philosophy of science framework and compares this to the content of the research papers. We will use the findings in four representations of Knowledge, two typologies of concepts, four paradigmatic classifications, and the concluding framework for knowledge management research. The five conferences heavily emphasize knowledge-itis and instrumental itis and much less on problem-itis. The papers are mostly centered around existing Knowledge and accepted methodology and are less related to new problems. The results indicate a conference based upon as-is Knowledge and less upon new and often unsolvable issues. The ECKM academic papers in 2017, 2018, and 2019 have relatively low complexity and are presented in an empirical and materialistic paradigmatic framework through definitive concepts representing a form of atomistic research. The papers in 2020, 2021, and especially 2022 are delivered within a more robust, clarified subjectivity and action research-based framework through definitive and sensitizing concepts. What would ECKM have been with more complexity in action and subjective paradigmatic framework through sensitizing concepts representing holistic research? A more creative, engaged, and relevant conference. It will also be a more scientific conference discussing what is acceptable or not acceptable and what is adequate. Studies concerning sustainability, digitalization, and globalization might require another research approach. The more critical and green papers in the 2020 and 2021 conferences are open to new perspectives on methodology, problems, and Knowledge. The 2021 and 2022 conferences represent a turning point for critical sustainability and digitalization papers that clarify subjectivity through action-based research. The 2021 and 2022 papers represent the turning point of ECKM into improved relevance through more critical and constructed studies based on the societal climate crisis and sustainable strategies and business models. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to analyze and compare all the academic papers in the proceedings of ECKM in 2017 (Barcelona), 2018 (Padua), 2019 (Lisbon), and the digital conferences in 2020 and 2021. The study classifies the papers according to methodology, analysis, discussion, and conclusion regarding their contribution to the four paradigmatic boxes. The approach uses the five philosophy of science framework and compares this to the content of the research papers. We will use the findings in four representations of knowledge, two typologies of concepts, four paradigmatic classifications, and the concluding framework for knowledge management research. The five conferences heavily emphasize knowledge-itis and instrumental itis and much less on problem-itis. The papers are mostly centered around existing knowledge and accepted methodology and are less related to new problems. The results indicate a conference based upon as-is knowledge and less upon new and often unsolvable issues. The ECKM academic papers in 2017, 2018, and 2019 have relatively low complexity presented in an empirical and materialistic paradigmatic framework through definitive concepts representing a form of atomistic research. The papers in 2020 and 2021 are delivered within a more robust clarified subjectivity and action researchbased framework through both definitive and sensitizing concepts. What would ECKM have been with a higher degree of complexity in action and subjective paradigmatic framework through sensitizing concepts representing a form of holistic research? Probably a more creative, engaged, and relevant conference. Probable also a more scientific conference since advances in knowledge demand not living up to the conference expectations data cannot meet. The more critical and green papers in the 2020 and 2021 conferences are open to new perspectives on the choice of methodology, problems, and knowledge. The 2021 conference represents a turning point for critical green and sustainability papers based on clarifying subjectivity through action-based research. The 2021 papers represent the turning point of ECKM into improved relevance through a more critical and constructed research based upon the societal climate crisis and sustainable strategies and business models. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to analyze and compare all the papers in the proceedings of ECKM in 2017 (Barcelona), 2018 (Padua), 2019 (Lisbon), and the digital conference in 2020. The study classifies the papers according to methodology, analysis, discussion, and conclusion regarding their contribution to the four paradigmatic boxes. The approach uses five philosophy of science framework and compares this to the content of the research papers. We will use the findings in four representations of knowledge, two typologies of concepts, four paradigmatic classifications, and the concluding framework for knowledge management research. The four conferences have a heavy emphasis upon knowledge-itis and instrumentalitis and much less emphasis upon problem-itis. The papers are mostly centred around existing knowledge and accepted methodology and less related to new problems. The results indicate a conference based upon as-is knowledge and less upon new and often unsolvable problems. The ECKM academic papers in 2017, 2018, and 2019 have relatively low complexity presented in an empirical and materialistic paradigmatic framework through definitive concepts representing a form of atomistic research. The papers in 2020 are presented within a stronger clarified subjectivity and action research based framework through both definitive and sensitizing concepts. What would ECKM have been with a higher degree of complexity in action and subjective paradigmatic framework through sensitizing concepts representing a form of holistic research? Probably a more creative, engaged, and relevant conference. Probable also a more scientific conference since advances in knowledge demand not living up to the conference expectations data cannot meet. The more critical and green papers in the 2020 conference are opening up for new perspectives in the choice of methodology, problems, and knowledge. To move ahead for better quality in the research, we find it necessary to break free from the empirical paradigm and the materialistic paradigm and move into the clarified subjectivity and action paradigm. Paradigmatic ecumenism will tend to a fiercer but idea-generating debate. This pluralistic approach will give more engaged practical research representing more sustainable societies and businesses. ECKM is on the road to include more pluralistic perspectives upon sustainability, value creation, gender issues, and the design of future knowledge work. There is a critical openness toward these issues making ECKM 2020 a more relevant conference. [ABSTRACT FROM AUTHOR]

The capturing and the sharing of people's experiences, reflections, and learning can create value within any firm where knowledge is a regarded as a primary asset. Intraorganizational benefits of conversations captured via podcast-style recording and sharing have the potential to be a major facet of the modern art of knowledge management. Knowledge capture and sharing between members of an organization therefore may be able to create new capabilities for engagement that lead to useful knowledge resources. This paper will explore whether a designed conversation captured and shared through the podcast format and distribution method is more than just storytelling or experience sharing. It will then go on to assert that a designed method of creating this contextual knowledge artifact that is aligned to the organizational values and direction can contribute to an ingrained knowledge sharing disposition (i.e., a fundamental cultural shift). This designed conversation approach proves a dependable and scalable method to the elucidation of know how. Consider this structure being a tin-opener. It is a tool designed to open and get inside to the "canned" tacit knowledge. The resulting conversation could be knowledge of high value to the firm that is released from the minds of personnel. This paper will conclude by proposing a structure for a conversational podcast-like artifact designed to develop intraorganizational knowledge leading to organizational value. [ABSTRACT FROM AUTHOR]

This paper outlines ongoing research to standardize the metadata of letters from Finnish cultural heritage organizations to build a comprehensive archive for studying 19th-century epistolary culture in the Grand Duchy of Finland (1808/09-1917), as a part of the Constellations of Correspondence (CoCo) project. The challenge of deduplicating and reconciling actors and their associated information is an important problem faced in historical knowledge databases. The actors, e.g., senders and recipients of letters, can be individual people, couples, or families as well as organizations like institutions or companies. The deduplication described in this article has its focus on the individual people. The solutions we propose in this paper are significant for the development of the efficient and accurate approaches in this field. [ABSTRACT FROM AUTHOR]

Purpose: COVID-19 pandemic aftermaths include the emergence of new tendencies, such as the Quiet Quitting, and continuation of trends such as the Great Resignation, both of which have multiple knowledge-related impacts on individual, organizational and even national level. The aim of this paper is to show the mechanisms behind the Quiet Quitting and the Great Resignation from individual and organizational perspectives. Understanding them is the first step to developing remedies and building business resilience. Methodology: The paper uses systems thinking approach to analyse the phenomena of the Quiet Quitting. Causal loop diagrams are used to show the mechanisms behind those tendencies, their antecedents and the impact they have on several aspects of business operation and management. Findings: The Quiet Quitting and the Great Resignation are multifaceted phenomena and pose several knowledge-related dangers to organizations, including disturbed knowledge flows, knowledge loss, diminished efficiency, lost informal friendship networks, and knowledge leakage to competition. Causal loop diagram indicates that complicated relations between various elements may produce surprising and unexpected outcomes. It presents also opportunities to use leverage points in order to substantially reduce negative outcomes. Research limitations: The paper is of a conceptual nature. In order to transform causal loop diagrams into full systems thinking models extensive data is required. Hence this paper is intended as a basis for further research. Practical implications: The understanding of mechanisms behind the Great Resignation and the Quiet Quitting is crucial for managers trying to develop strategies that would tackle those problems. The papers shows what leverage points can be used to mitigate risks of their adverse impact on business organizations. Originality/value: The Great Resignation and the Quiet Quitting are often perceived as results of the COVID-19 pandemic, yet data suggest they remain strong also in the post-pandemic business reality. The paper offers a holistic approach to those phenomena using individual and organisational perspectives. It provides important insights into their nature, which can be useful to numerous stakeholders, including knowledge workers, managers and business owners. [ABSTRACT FROM AUTHOR]

The paper presents some aspects of knowledge management theory. This underpins a research methodology designed to expose knowledge transfer in voluntary not-for-profit groups. The paper aims are to make recommendations which, supported by a knowledge management strategy and good practices, provide the basis for the development of a future model of knowledge management in crisis situations. A hypothesis has been established: During emergencies that arise suddenly, a variety of information and knowledge is dispersed, widely disseminated, and belongs to many different organizations. A coherent information system is needed for the dissemination and sharing of knowledge for effective assistance to people affected by the crisis. The main challenge in managing knowledge in such humanitarian emergencies, is the fact that a wide variety of information and knowledge is dispersed, disseminated, and originally belongs to many different organizations. These information resources may not be organized and used effectively during a crisis situation. Over time, preliminary and non-standardized rules are developed. The authors of this paper took part in a humanitarian action - both independently and in cooperation with non-governmental organizations. This allowed for the collection of extensive research material. During the research, the methodology of participatory observation and surveys was used. The aim of the study was to develop knowledge management standards, for use in the event of other humanitarian crises. The final research technique used is given, from participant selection to outcome analysis. It was found that processes of organizational learning and active knowledge management occurred in many forms. Knowledge was transferred in and out of the organizations. Expertise from earlier experiences was applied, and transferred, becoming explicit. Managerial skills and methods were applied in new organizational contexts. Many similarities and some differences were found, despite clear differences in the type of organisations and country of origin. The research allowed the authors to research extensively into people's motivations, priorities, and forms of information transfer. Knowledge acquisition, transfer and sharing were clearly identifiable, as was organizational learning and subsequent usage of it. Future implementation of standardized, coherent knowledge management rules, used in crisis situations will facilitate the sharing of knowledge and its reuse. The framework can also be applied to other situations of emergency decision making, such as crisis management and emergency medical assistance. [ABSTRACT FROM AUTHOR]

Organizational agility may be an antidote against threats from volatile, uncertain, complex, or ambiguous corporate environments. While agility has been extensively examined in manufacturing enterprises, comparably less is known about agility in knowledge-intensive organizations. As results may not be transferable, there is still some confusion about how agility in knowledge-intensive organizations can be characterized, what factors facilitate its development, what its organizational effects are, and what environmental conditions favor these effects. This study closes these gaps by presenting a systematic literature review on agility in knowledge-intensive organizations. A systematic literature search led to a sample of 37 relevant papers for our review. Integrating the knowledge-based view and a dynamic capabilities perspective, we (1) present different relevant conceptualizations of organizational agility, (2) discuss relevant knowledge management-related as well as information technology-related capabilities that support the development of organizational agility, and (3) shed light on the moderating role of environmental conditions in enhancing organizational agility and its effect on organizational performance. This academic paper adds value to theory by synthesizing existing research on agility in knowledge-intensive organizations. It furthermore may serve as a map for closing research gaps by proposing an extensive agenda for future research. Our study expands existing literature reviews on agility with its specific focus on a knowledge-intensive context and its integration of the research streams of knowledge management capabilities as well as information technology capabilities. It integrates relevant organizational knowledge management practices and the use of knowledge management systems to ensure superior performance effects. Our study can serve as a base for future examinations of organizational agility by illustrating fruitful topics for further examination as well as open questions. It may also provide value to practitioners by showing what factors favor the development of agility in knowledge-intensive organizations and what organizational effects can be achieved under which conditions. [ABSTRACT FROM AUTHOR]

Industry 4.0 is the fourth and most current industrial revolution, which refers to the integration of the digital and physical worlds in a manufacturing context. It is the current trend in organizational automation and data interchange. It denotes intelligent manufacturing processes that combine cyber and physical systems via a collection of technologies such as the Internet of Things, big data, and cloud computing. The transition to Industry 4.0 is predicted to result in significant structural changes, productivity increases, and increased competitiveness in the global manufacturing industry. The use of such technology enables businesses to identify solutions capable of transforming rising complexity into possibilities for assuring long-term competitiveness and profitable growth. Organizations must self-assess their Industry 4.0 readiness in order to survive and prosper in the Fourth Industrial Revolution. Digital readiness enables the workforce to be able to use digital tools consciously, productively for a given purpose, and to adapt quickly to the ever-changing work environment. Following that, the conception or construction of an Industry 4.0-ready model with the basic model parameters is required. The business environment is changing as a result of digitalization, and companies are facing new hurdles in order to advance. The first step in supporting companies is checking their digital readiness and capabilities, as well as setting clear progress goals. The purpose of this paper is to identify the primary aspects for measuring companies' preparation for Industry 4.0, the relationships between these readiness criteria, and how future Ph.D. research should proceed based on the findings. This paper focuses on the literature analysis identifying the reasons, challenges, barriers, and facilitators of digitalization. The research applies triangulation, by combining qualitative and quantitative methodology. The qualitative approach will be applied initially by conducting open interviews, and then, for the quantitative part, with a questionnaire aimed at Tunisian companies and their workforces. [ABSTRACT FROM AUTHOR]

The last years have born witness to immense shifts in the workplace environment; the way people work, their work expectations and work engagement have been modified by both internal and external factors. Distant or hybrid work is no longer a novelty. With increasing remote work becoming a norm, the need for knowledge management (KM) is more evident than ever before. In an era of digitalisation, information technology, social networking and artificial intelligence (AI) software, where the active workforce and knowledge capital of an organization is comprised by four different generations (Baby Boomers, Generation X, Millennials and Generation Z) the organizational memory and intellectual capacity have to be readdressed. Sustaining a long-term, competitive advantage entails, after all, knowledge management efficacy. How KM processes (knowledge creation, sharing/transfer, acquisition, storage/retrieval and application) are administered and organised is important. For the above reasons, the aim of this paper is to rejuvenate the concept of KM by integrating adult learning theories in the organizational learning culture, and addressing the four different age cohorts of employees. Collection of information and assessment of strategies, tactics and practices is conducted via a systematic review of the literature. The main contribution of this paper involves the way in which adult learning principles can smooth transitions, enrich skills and capabilities, and encourage the development of a collaborative multigenerational knowledge pool that can facilitate overall management. Furthermore, practical and theoretical implications are discussed, limitations are communicated, and opportunities are located that can further enhance knowledge management in the future. [ABSTRACT FROM AUTHOR]

The purpose of this research was to study the set-up process of cultivating a knowledge sharing community in a financial institution comprising of 500 over employees. The areas that were researched were -- what major issues can be identified during the set-up phase, the critical success factors, and way-forward plans to sustain this program. This paper proposes in adopting an IS model in implementing a virtual knowledge sharing community. Conforming to a case study approach, the study investigates the outcomes of a 14-month on-going implementation program, encompassing of strategic discussions and multiple workshops in assessing critical knowledge assets and developing techniques in how best to manage explicit and tacit knowledge, amongst knowledge workers. The valuable insights were focused, in particular on KM training for the newly designated 'KM Stewards' who were responsible of driving the organisational KM strategic initiatives and the implementation of a KM capability assessment technique that can be adopted in a financial sector. Special emphasis was made in building the skills in intra-organisational cooperation and management engagement for meeting the challenge of 'capturing' and codifying tacit knowledge and ultimately the generation of lessons learned and fostering of virtual communities of practice in promoting a new form of 'collective intelligence' in the organisation. With practitioners' experience in adopting an IS model, this paper will highlight the implementation road map for assessing the usage of knowledge management systems, challenges faced by the KM Task Force, action plans and outcomes with the user community. Finally, this article will be able to contribute to the theoretical knowledge on knowledge sharing in the financial sector of domain. The research methodology is discussed, followed by results and a discussion of the results. Finally, conclusion and future research are presented. [ABSTRACT FROM AUTHOR]

Marginalised rural communities, particularly in tropical countries such as those within Southeast Asia, are often aware of the use of indigenous herbs and agricultural products but concomitantly oblivious as to the means of protection and promotion of using their traditional knowledge. It is estimated that around 1,500 plant species have been widely used for traditional medicines in Southeast Asia. The paper will commence with a discussion of the meaning of "traditional knowledge", adopting a utilitarian perspective. The paper focuses on the countries of Southeast Asia and provides a legal analysis of the protection of traditional knowledge provided under international treaties, namely: Agreement on Trade-related Aspects of International Property Rights (TRIPS); International Convention for the Protection of New Varieties of Plants (UPOV), International Treaty on Plant Genetic Resources for Food and Agriculture (ITPGRFA); and the Convention on Biological Diversity (CBD). To date, the World Intellectual Property Organization (WIPO) has been unable to agree on the contents of an international legal instrument relating to intellectual property rights over genetic resources, traditional knowledge, and traditional culture. The legislative responses of the 11 nations of Southeast Asia are analysed. Much of the focus of international treaties is on protecting plant breeders' rights over farmers' rights, and this imbalance should be addressed. Governments should be proactive and amend their patent legislation to require patent applicants to declare their use of indigenous resources and knowledge. Examples of the development and promotion of traditional knowledge are briefly described. [ABSTRACT FROM AUTHOR]

This paper takes its cue from a paper by Kianto and Cabrilo (2022) presented at ECKM 2022. In their paper they raise concerns both with the theoretic underpinnings of the theory of Intellectual Capital and the more specific need to consider the impacts on new technologies and work structures. In the existing literature it has been proposed that Intellectual Capital is composed of a variety of components which have often been addressed somewhat independently. It is important to both investigate the nature of these sub-components and recognize the extent to which they interact. Some key concerns with Intellectual Capital and its subcomponents are discussed including their valuation, which presents significant challenges to traditional approaches of valuation. Other notable concerns relate to the underlying conceptual structure for Intellectual Capital, which needs further study with respect to its general intelligibility, its explanatory value, and in the light of major technological changes and the phenomenon of digitization. [ABSTRACT FROM AUTHOR]

The development of intellectual capital theory has been guided by the ideas and thoughts of a handful of influential practitioners, including Sveiby (1997), Kaplan (Kaplan and Norton, 1992), and Edvinsson (Edvinson and Malone, 1997). These pioneers established the basis of the "intellectual capital standard theory". More recently, other authors have advanced some contributions integrating an ecosystem approach in line with sustainability concerns. The present paper discusses the assumptions and principles that support the standard theory (the prevailing paradigm). The paper then introduces other models and methodologies as alternatives to the standard theory--such as the "Value Explorer" (Andriessen and Tissen, 2000) and the "Intellectual Capital Benchmarking System (ICBS)" (Viedma and Cabrita, 2012)--and examines the foundations and principles on which the alternative new theory (the 'new paradigm') is based. Finally, the paper attempts to synthesize both theoretical approaches with other new views and contributions and rises discussion avenues on the topic. [ABSTRACT FROM AUTHOR]

Globally, the cybersecurity workforce changes tremendous challenges. Shortages in specialised cybersecurity staff members essentially puts organisations at risk. New graduates can face difficulties in entering the cybersecurity domain due to a lack of experience and knowledge. However, with the advent of newer techniques for knowledge development, we find that learning factories offer a fresh perspective. Learning factories provide a mechanism to remove the barriers in the field of cybersecurity and cultivate a nurturing training environment. This paper looks at the modernisation of traditional training by covering the application of learning factories in the cybersecurity field. It aims to show how knowledge can be geared into more practical schemes to empower participants and expose them to critical cybersecurity skills. Through the paper, it will be demonstrated that learning factories can be used for real-world learning and information sharing. Learning factories embody the principles of knowledge sharing and promotes more efficient knowledge management. With the use of nominated tools and technologies cyber security learning factories can help measure the effectiveness of worker training as well provide for consistent facilitated training. Overall, learning factories can help to transform training and build knowledge application. Learning factories may be set up to tackle real industry challenges and are particularly useful in the field of cybersecurity. Using learning factories there is an opportunity to advance multi-dimensional cybersecurity skills and develop innovation in the field. Due to the added advantages of Information and Communication Technology (ICT) being virtually accessible, there is the added benefits of agility, responsiveness and increased engagement. Using a variety of modes, cybersecurity learning factories can combine the techniques of gamification, videos, multi-media and simulation. All of this provided an augmented and enriched experience for participants. Learning factories are a low-cost solution to replicating working environments thus assisting in skills development. Through the application of learning factories, a skilled workforce can be developed and cultivated. [ABSTRACT FROM AUTHOR]

In this paper we try to reflect on how one of the financial phenomena of the last twenty years, namely cryptocurrencies, has been analysed by the scientific community of the Knowledge Management (KM) field. The issue is relevant because the raise of cryptocurrencies as an economic asset has been occurring in a time in which KM gained social prominence. And also because the evolution of cryptocurrencies should be also related to knowledge about their own value. Within this context, we present a literature review on papers that exist in the SCOPUS database about cryptocurrencies and KM. After analysing those papers, the general idea is that KM is very far away from the cryptocurrency phenomenon; the reason may be that it is very difficult to use the more common models available on KM to analyse cryptocurrencies; also the economic and social agents that might be interested in KM are not those who invest in cryptocurrencies; finally, the data available on cryptocurrencies are mostly speculative, and it is very difficult to make any scientific study on them. These conclusions may be of interest for the KM community at large, because they indicate a new subfield of research, and for practitioners, because they mean that there is not much science in the evolution of cryptocurrencies themselves. Finally, for policymakers, the findings mean the expanding the possibility of use of cryptocurrencies in societies may be extremely risky given their volatility and the lack of precise scientific knowledge about them. The paper is original because it relates to concepts that have only very seldom and scarcely put together. [ABSTRACT FROM AUTHOR]

Paper applies an in-depth example to knowledge-development decisions made at the top levels of firms and their consistency with specific training initiatives arranged with third party educational providers. The unique access provided by the network in Poland at the core of this study yields insights at both levels, an opportunity not often available to academic researchers. Case study is employed. The cooperative training network includes multiple firms (five included here), thirty-eight vocational schools, and a technical university overseeing the program. Data collection including preparatory communication, periodic surveys, and additional in-depth interviews with companies as well as data provided by participating schools though only the quantitative survey results are included in this paper. Both firms and schools, as a proxy for participants, are pleased with training initiatives. Moreover, specific results on training initiatives varying by degree of company control and location (in-house, on-campus) provide insights on how firms can gain more control over the nature of the training (firm-specific knowledge) while still maintaining participant interest (often based on obtaining more industry-specific or occupational knowledge). The research is a case study and so not statistically extendable. The case study also takes place in Poland and describes a unique cooperative network including for-profit firms, vocational secondary schools, and a university. Results should be interpreted with some care, but at the same time provide unique depth and insight. Results provide useful guidance for firms participating in training partnerships as well as for schools joining in such partnerships. Specific feedback on the perception and acceptance of specific initiatives (e.g. internships) has been obtained. Brings together several streams of literature often not discussed in one place. Uses this perspective to analyze a unique cooperative network and provide unique depth to the discussion. [ABSTRACT FROM AUTHOR]

The construction industry is facing significant challenges due to globalization, increasing competition, and rapid technological advancements. In this context, intellectual capital and strategic partnerships have emerged as essential factors for the success and competitiveness of construction companies. Intellectual capital encompasses a company's intangible assets, such as knowledge, skills, experience, expertise, and relationships. At the same time, strategic partnerships involve a mutually beneficial relationship between two or more organizations that work together to achieve common goals. This paper aims to explore the effect of intellectual capital and strategic partnerships on the performance and competitiveness of construction companies. The study employs a qualitative research design and uses a literature review approach to analyse existing research and identify key concepts and themes. The findings suggest that intellectual capital and strategic partnerships can significantly improve construction companies' innovation, efficiency, and competitiveness. However, effective management and utilization of these assets require a clear understanding of the company's goals, resources, and capabilities, as well as the development of a collaborative and knowledge-sharing culture. The paper concludes by proposing future research directions and practical implications for construction companies to enhance their intellectual capital and strategic partnerships. [ABSTRACT FROM AUTHOR]

The concept of smart city management is based on the implementation and use of advanced technologies, such as wireless sensors, intelligent vehicles, mobile networks, and data storage technologies. It involves integrating various information and communication technology solutions to efficiently manage a city's resources. Cities are investing in data-driven smart technologies to enhance performance and efficiency, thereby generating a large amount of data. Finding innovative ways to use this data helps improve city management and urban development. A data-driven city utilizes datafication to optimize its operations, functions, services, strategies, and policies. Datafication involves transforming various aspects of urban life into computerized data and extracting value from this information. This transformation is dependent on controlling the storage, management, processing, and analysis of the data, as well as utilizing the extracted knowledge to develop useful smart city solutions. Access to real-time data and information enables the provision of effective services that improve productivity, leading to environmental, social, and economic benefits. Both current and future smart cities have the potential to generate vast amounts of real-time data due to complex physical infrastructure and data-driven applications supported by social networks. This paper investigates how the emerging data-driven smart city is practiced and justified in terms of its innovative applied solutions. The aim of the paper is to explore the general conditions for implementing advanced data-driven technologies for smart city management, using knowledge from literature analysis and case studies. To understand this new urban phenomenon, a descriptive case study is used as a qualitative research methodology to examine and compare the possibilities of implementing data-driven approaches in knowledge-based smart city management. Seventeen case studies that use data-driven applications in real-world settings were identified from secondary sources and evaluated based on smart city indicators and related data-driven applications. Smart Cities were selected based on their rankings in the Digital Cities Index 2022, the Smart City Index 2022, and the IESE Cities in Motion Index 2022. [ABSTRACT FROM AUTHOR]

One of the most popular sites to observe collaborative content creation on the Internet is Wikipedia. A significant part of the publication devoted to this encyclopaedia focuses on special forms of collaboration, such as WikiProjects, which allow to effective work sharing. The aim of the paper was to identify power users working in public spaces of Wikipedia, especially in WikiProjects, and to determine their importance for this form of cooperation in knowledge sharing. The research question was: what is the meaning of the Power Users in Wikipedia? The methods used in the paper were content analysis of activity logs of Wikipedians and participatory observation. The author presents the results of his own research on the total number of WikiProject users in the two language versions of Wikipedia: Polish and Korean. The research presented the existence of power users in the Polish and Korean versions. There was a moderately strong relationship between the length of time one remained active on Wikipedia and the time of joining as a Wikipedian, and a weak relationship between seniority and the number of WikiProjects in which the user was active. In turn, participatory observation identified the roles of power users, mainly as initiators of action in Wikipedia. The presented research results could be used mostly for coordinators of online communities, but also for the initiators of the new undertakings in cyberspace. [ABSTRACT FROM AUTHOR]

The European Space Agency (ESA) Directorate of Operations (D/OPS) has the need to continuously challenge for improvement the working practices, the deployed resources, the delivered products and services. Since 2007 D/OPS has put in place the process of Lessons Learned to address proposed changes coming from the performed experience. The positive outcome of this process over the years is visible in the implemented organisational improvements and in the general learning-based culture accumulated. As part of EN9100-based QMS, it is essential to have evidence that the process is effective, i.e. whether it is carried out according to expectations of the process owner. The paper will present the introduction of Key Effectiveness Indicators (KEI) on the Lessons Learned process, their measurement and the analysis of the collected data for identification of possible improvement actions. Some pre-conditions for definition and implementation of KEIs (for any process) need to be satisfied. Then it is possible to identify few strategic points in the process where expectation on the discipline of the organisation can be translated in a quantitative target. A typical measurement of effectiveness is the duration in performing a specific step of the Lessons Learned process (i.e. in terms of timeliness). The paper will present: The identified KEIs for the Lessons Learned process The identified homogeneous environments where the instances of the process are running The (current) targets set by the process owner The time scope of effectiveness measurement. The analysis of collected data has demonstrated weaknesses in the process to be corrected but also highlighted the current strengths. This initiative confirmed that the continual improvement of the organisation relies also on the effectiveness of the Lessons Learned process itself, and not only on the contents to be learned (i.e. the performance indicators on the organisation itself). [ABSTRACT FROM AUTHOR]

The increasing significance of information as an economic resource and a component of competitiveness results in that it has become essential for the smooth functioning and development of modern organisations. Possessing information provides a competitive advantage, which is why information is regarded as a strategic resource of an organisation, which supports various processes including: decision-making, employee communication, and knowledge management. For people from Generation Z, representing the youngest workers on the labour market, the availability of information constitutes a significant attribute of quality of life, as well as quality of work. The significance of information and the resulting information management takes on particular importance in a remote work system. The aim of this paper is to present the views of employees from Generation Z concerning the significance of information and the role of the superior in managing information in a remote work system. The research results presented in this paper are part of a nationwide quantitative study of workers from the youngest generation on the labour market. The study was carried out in December 2022 on a representative sample of Polish Generation Z employees who had experience of remote work. In order to learn the opinions of the young workers concerning the analysed issues, a survey was prepared and the questionnaire technique based on a five-point Likert scale was used. The results of the conducted research indicate that young people from generation Z positively assess the impact of remote working on both the speed of information exchange and the ability to understand the provided information, as well as assess its veracity. They were most appreciative of the speed of information transfer in remote working, and more doubtful about the reliability of the obtained information. In contrast, respondents assessed the amount of information flowing to employees working remotely in a negative manner. As can be seen from the obtained data, respondents appreciate the role of the manager in exchanging information in remote work, especially young employees with short experience in this form of work. Whereas, those with longer experience of remote working and working in micro organisations obtained information mainly from colleagues. However, it should be emphasized that despite the positive assessment of information sharing in remote working and the role played by the supervisor, the interviewed Generation Z employees indicated primarily that they would like to work stationary or in a hybrid manner in the future. [ABSTRACT FROM AUTHOR]

Discarded fishing equipment and other fishing waste are thought to account for 27% of all ocean litter. To achieve a sustainable circular blue economy, working closely with all stakeholders to eliminate waste and preserve marine ecosystems is crucial. By integrating data, technology, and waste reduction into business processes, businesses can adopt more sustainable practices and reduce the impact of plastic pollution in the ocean. This paper promotes circularity and recyclability through a blue circular economy approach. The primary objective is to establish a digital chain of custody that traces the transformation of marine debris from fishing operations into secondary raw materials. A case study is presented, highlighting the active involvement of fishermen in the recycling process. The paper introduces a framework for evaluating organisational collaboration in adopting circular economy strategies and incorporating knowledge into their business processes. The solution encompasses a data governance approach and a digital chain of custody, facilitating stakeholder collaboration towards a shared objective. [ABSTRACT FROM AUTHOR]

In the contemporary need for continuous upskilling and reskilling, higher education has an important role to play. While the traditional university programmes are designed for students in their early twenties our knowledge society has a demand for lifelong learning in a wider age span. This paper is a part of a Delphi study on the ongoing transformation of higher education for lifelong learning. A qualitative Delphi study has been carried out in the four steps of 1) A literature study to explore the chosen topic, with the selected publications sent out to an expert panel, 2) A survey with questions to the experts based on the findings in the literature study, 3) Email interviews to dig deeper into the answers from the survey, and finally 4) Focus group interviews. The aim of the paper is to analyse, present and discuss the international expert panels' views on the infrastructural needs in the transformation of higher education. Data gathered from the three first steps, with a focus on the email interviews, have been analysed according to the Grounded Theory concepts of open, axial coding and confirmatory coding. The categories from the Open coding analysis were later, in the axial coding, grouped around the central axis of 'Higher education transformation for lifelong learning'. The confirmatory coding found the common denominator of 'Infrastructure', and its interrelationships with the attributes of 'Multimodal delivery', 'Pedagogical change', 'Quality and organisation', 'Equity, diversity and inclusion', 'Digital literacy', 'Accessibility', and 'Financial aspects'. Findings align to the Anna Karenina principle in the sense that a happy and healthy infrastructure for continuous lifelong learning in higher education, depends on all the attributes listed above. This leads to the Tolstoyan conclusion that every variation of failing attributes would result in its own state of unhappiness. [ABSTRACT FROM AUTHOR]

Nowadays, employees are seen as active Human Capital Management (HCM) consumers. Megatrends such as individualization and flexible work impact the workforce, especially generations Y and Z. Finding and retaining talent is a challenge that companies try to address, from employer branding to covering the whole lifespan of the company-employee relationship. Management is likely to know every employee in small and medium-sized enterprises (SMEs); however, larger companies need to categorize their human capital into certain entities. This paper explores the usability of the Persona concept for HCM. Persona is a service design approach widely applied in marketing, and a few research papers have argued that personas may have a role in improved people-oriented HCM. In short, personas aim to create a limited set of archetypes that differ from each other regarding demo- and psychographics. Generally, they are a mix of real-life people and some imaginary attributes. Different personas will likely request different services to feel fully motivated and supported. The core target of this article was to identify the common awareness of personas among HCM experts across industries and countries. Also, the ideation of future use of Personas was studied with marketing experts actively using personas in their professions. The qualitative study based on twelve semi-structured individual interviews was conducted in November-December 2022. The results indicate that the HCM community is well aware of the persona concept, which is widely used. However, the current usage of personas is mainly focused on employer branding and recruitment, and only in a few cases the usage covered the design of internal HCM processes. The study also revealed some limitations for HCM that are not present in the marketing field. Demands for transparency, equality, data privacy, and personal integrity set challenges in clustering the workforce. The results indicate the further need for research on best practices of creating and using Personas in a way that ethically serves the interests of both the company and the employee. [ABSTRACT FROM AUTHOR]

The paper discusses how three organisations with innovative management models support the creation and work of knowledge communities. In the current unstable environment, knowledge, the ability to acquire it, create it and share it becomes one of the most critical aspects of the success of any organisation. Even though organisations may not be consciously aware of this, some adopt specific innovative management models that support their work with knowledge. The management model is how an organisation is managed, e.g. how managerial activities are executed, interlinked and organised into the systemic approach. Traditionally, management models were based on hierarchies and clear rules concerning managerial functions (planning, deciding, organising, leadership and controlling). Innovative management models are flatter; employees are empowered to decide and set objectives; control is decentralised. Some innovative management models are self-managing and look unusual, even crazy, as they deny our expectations about how organisations should be managed. Innovative management models help improve knowledge flow and sharing in an organisation. The paper provides examples of organisations whose unusual management models go even further and support or are intended to support the creation and work of knowledge communities. Knowledge communities usually benefit organisations by providing an environment where employees extensively interact, share and create knowledge. They are the silos of new knowledge, inventions and innovations. Organisations with unusual management models use different managerial tools and methods to support knowledge communities. Some organisations are successful, and some fail. In the paper, we show examples of both groups of organisations and explain why some management models work and support knowledge communities, and others do not. The paper uses secondary data about organisations available in the theoretical and managerial literature on these organisations and information from their web pages. [ABSTRACT FROM AUTHOR]

This paper reviews the management and organization studies literature underpinning the construct of knowledge loss. It proposes that five clusters of knowledge loss influence the capacity of organizations to retain their valuable organizational knowledge. Such clusters include hanging, fading, disengaging, dissolving, and vanishing. To overcome the disruptive consequences of knowledge loss, this paper proposes five potential organizational interventions including reminding, refreshing, re-acquiring, re-building, and re-inventing. This paper discusses the implications for theory and managerial practice in the context of the knowledge management literature and provides directions to future research. [ABSTRACT FROM AUTHOR]

Integrating knowledge management, faith-at-work, and phronetic workplace domains, this paper presents phronesis, or practical wisdom, and faith-at-work (FAW) based on theoretical principles of moral actions and character virtues and real-life examples of FAW practices such as thoughts, behaviors, and feelings, bringing to life the practicallywise company. Answering a call to investigate phronesis in the workplace to understand how the individual level of practical wisdom spreads throughout the company achieving a practically-wise company this paper refines one segment of Long's (2022) research findings in Faith at Work: People, Places, Practices, and Tools from the spiritual knowledge management (SKM) domain perspective. These FAW experiences equate to spiritual knowledge and spiritual intelligence in motion while supporting human resource development strategies for employee flourishment. The methodology is empirical phenomenology presupposing theory for the relevant phenomena. The Long (2022) study adds a deeper understanding that sharpens and supports SKM by extracting specific findings and implications of the integration of practical wisdom, moral actions, character virtues, and FAW practices - intersections that enlighten organizations to create desirable value. [ABSTRACT FROM AUTHOR]

In this paper, the authors address a new approach to three organizational, functional cultures: knowledge culture, learning culture, and collaboration culture, named together the KLC cultures. Authors claim that the KLC approach in knowledge-driven organizations must be designed and nourished to leverage knowledge and intellectual capital. It is suggested that they are necessary for simultaneous implementation because no one of these functional cultures alone is as beneficial for a company as all of them are together. Moreover, there is a risk that organizations with a learning culture developed without collaboration are stuck at the individual level of learning only; and that a knowledge culture developed without a learning culture jeopardizes the organization to be stuck in a passive way where only old, multiply verified knowledge is accepted. As a result, such companies cannot grow. That extreme situation leads to the rejection of new knowledge that is usually rationalized by the need for business safety security - that is nothing more than a ruse for intellectual laziness or personal barriers of fixed-minded managers. Summing up, based on the empirical evidence (640-cases sample, composed of Polish knowledge workers; SEM method of analysis), this paper delivers empirical evidence that knowledge culture rejects mistakes acceptance component of learning culture and that the learning climate component itself is not sufficient for explicit knowledge sharing. Knowledge sharing, organizational intelligence, and innovativeness are key benefits of the synergy that offers the KLC cultures simultaneous implementation and cultivation. The results expand the former studies by Kucharska and Bedford (2020; 2023) and Kucharska (2021a-b) and expose that KLC cultures and TRUST are needed to develop tacit knowledge sharing clearly is an essential ingredient for organizational intelligence development. [ABSTRACT FROM AUTHOR]

The primary purpose of this article is to present the functional information and knowledge - acquired from smart electricity meter readings, which are a component of the Advanced Metering Infrastructure (AMI). The relations between the management of knowledge acquired from the AMI system and the new empirically identifieddecision-making processes that make the management of electricity value more efficient, both on the side of the supplier but also, which need to be emphasised, on the side of the consumer/household, often the energy prosumer (micro RES production), are indicated in it. In the first part of the article - the theoretical and cognitive part - justification has been given for the subject matter specified in the title of the paper. Attention was drawn to the dynamic digitization and automation of energy metering readings. The size of the AMI market in terms of the growth in the number of smart meters in households, as well as the size of the market, has been quantitatively described. In the context of the dynamic growth of smart electricity meters, the growth of heterogeneous knowledge on households resulting from high-frequency readings was justified, which in fact reflect not only variable energy demand but also the culture of energy demand and use. In the paper its author has structured the insights gained from the AMI infrastructure. In turn, the second - empirical - part attempts to answer two research questions: 1) What information/knowledge in addition to real-time bi-directional energy readings necessary for energy value management can be generated through the use of high-frequency clocking smart meters?; 2) How to use the acquired knowledge, manage the knowledge, acquired from the readings of the distributed AMI (smart electricity meters) infrastructure, in terms of key decision-making processes that make energy value management more effective, both on the supplier side but also on the consumer/household side, frequently the energy prosumer - micro RES production. In order to answer the above two research questions, a questionnaire survey was conducted and a brainstorming, scientific discourse with inference was carried out with a group of business practitioners, including managers of corporations and energy companies - improving their knowledge, and competences in the area of management and entrepreneurship in energy markets, including RES. [ABSTRACT FROM AUTHOR]

Knowledge Management (KM) is concerned with the process of capturing, organizing, sharing or utilizing knowledge within an organization. At least since the works of Nonaka and Takeuchi in the 90s, it is a commonplace that the term knowledge, as understood from the perspective of KM, includes both explicit and tacit elements. However, it seems that the focus of many KM initiatives and resulting KM systems still lies mostly on the more explicit facets of knowledge. This has two implications for the field: the first is the obvious danger of confusing knowledge management with information management. The second, which is actually a consequence of the first, is that the focus on technology and explicit knowledge can lead to a diffusion of the field of KM towards more technical domains such as Semantic Web, Knowledge Graphs or Machine Learning and Artificial Intelligence. Those fields have arguably become way more capable of managing explicit knowledge and draw the attention of companies away from 'traditional' KM systems (Davenport, 2015). Thus, in this paper, I argue that KM research should somewhat reconsider its strengths which lie in the management of tacit knowledge that is closely tied to humans. Following this argument, I propose organizational aesthetics as one of many promising avenues for KM research in the future. The idea for this stems from a recent literature review on organizational aesthetics that identifies three perspectives on the topic - one being aesthetics as a knowledge tool (Baldessarelli, Stigliani and Elsbach, 2022). According to this perspective, aesthetics is seen as a form of knowledge that originates in sensory perceptions and is permanently deployed in the interaction with organizations, organizational artifacts, and social settings. The present paper hence aims to contextualize the notion of organizational aesthetics for the field of KM to give an overview of the idea and offer a basis for discussion on whether aesthetics could be a useful field for future inquiry. [ABSTRACT FROM AUTHOR]

This paper presents the case study of the CLARK (Captured Lessons applied for the Reuse of Knowledge) project which is an evolution of the Lessons Learned (LL) portal at the European Space Agency (ESA). The SCARLET research activity has been a key for-runner to this project on an academic research level. It has provided us with important insights into the architecture of the system design. A knowledge graph (KG) has been developed to (re)search (for) knowledge from different angles through the established relationships by combining and structuring data from many sources. Additionally, a chatbot is trained to provide a conversational intelligence experience on top of the data provided by the different Knowledge Management (KM) activities at ESA. Hence, CLARK project enables to retrieve, search, or provide knowledge for the employees across ESA through different interfaces connected to the core systems. In this paper, we also report some findings from the initial testing which indicate very promising results in terms of user engagement and usability of CLARK system and the overall approach. The paper also discusses current and future challenges. [ABSTRACT FROM AUTHOR]

Knowledge Management Systems enhance innovation, increase operational efficiency, and improve decisionmaking in business organisations. The administrative and resource overheads required to implement and maintain such systems, however, inherently exclude the smallest of firms from reaping these benefits. This paper aims to identify, evaluate, and summarize the distribution of research on knowledge management and supporting systems across business size classifications with a particular focus on micro-enterprises. It also seeks to establish if existing knowledge management models, practices, and systems have invested due consideration in their design to cater for the limited resources typically found in the micro-enterprise. It contributes new insight into the applicability of knowledge management systems to micro-enterprises and stimulates a possible re-think of how such systems can cater for the specific constraints of this prolific business type. This taxonomy provides a thorough analysis of 168 research papers from a total of 10511 papers published in reputable conference proceedings since 2012. It focuses on key knowledge management themes covered, including the size of the enterprise, the adoption challenges, the potential benefits, the technologies used, and the aspects of the knowledge management cycle that are being employed. Furthermore, it draws on this analysis to highlight the appropriateness of existing knowledge management systems to the distinctive risk and opportunity characteristics of the micro-enterprise. [ABSTRACT FROM AUTHOR]

Employee well-being is an essential component of any organisation organisation. Conscious companies make every effort to create a healthy work environment. The well-being of employees and their overall emotional, physical and economic health is affected by various internal and external factors. When employees feel well, they tend to perform better. Therefore, the impact of employee well-being on the organisation is a fact and has been proven in many studies. People with a high level of well-being have greater self-confidence and self-esteem, which means that they are not afraid to look for new solutions and innovations. They are also generally more committed to their work and more dedicated to the organisationorganizational goals (Kim, 2021). Finally, they are more productive, which affects the whole performance of the company. Despite the high importance of employee well-being for the success of organisations organisations, little is known about how this well-being might influence human knowledge risks appearing in organisations. The article aims to present the potential link between employee well-being and human knowledge risks. The paper presents theoretical insights related to employee well-being, as well as human knowledge risks. organisations and organisations. This study has allowed us to identify the potential link between employee well-being and human knowledge risks, which brings several implications for organisations and organisations. showsThe ability to create conditions by managers to increase the well-being of their employees might be useful, in the trial of minimising human knowledge risks in organisations. The study is of theoretical character, and thus its findings should be further examined in practise research studies. The study provides useful information for managers and owners of organisations in need of dealing with various human knowledge risks threatening their organizations. The paper is enriched with a number of sample solutions that they may apply to increase the well-being of their employees and, therefore, mitigate those risks. The paper lays the ground for a better understanding of human knowledge risks and its relationship with employee well-being. As such, the paper offers food for thought for researchers dealing with the topic of human knowledge risks and human resource management, in general. [ABSTRACT FROM AUTHOR]

This paper presents and analyses the dynamics of the development of knowledge ecosystem, putting more emphasis on interorganisational context, such as industrial clusters or "geographical concentrations of interconnected companies, specialised suppliers, service providers, companies in related industries and associated institutions (trade / industry associations, universities, educational institutions) that compete but also cooperate" (Porter 2000). This paper contributes to scientific efforts to minimise the gap of research on organisational entities whose development reflects the essence of an ecosystem - a network of interacting actors, which compete and cooperate in order to create and apply new knowledge on the grounds of self-organisation. This paper, following a dynamic approach to the development of knowledge ecosystems, analyses four development stages, the preconditions behind the viability of knowledge ecosystems and their interconnections. [ABSTRACT FROM AUTHOR]

In contexts of higher learning, students must be supported effectively in developing their knowledge, skills, and competencies. Thus, faculty members (incl. lecturers and administrators) are faced with the management task to organize and align innovative teaching and learning formats. As we know from research, the use of knowledge visualization is both a facilitating tool for cognitive processing and learning itself, and for strategic decision-making processes within organizations. However, the literature on the types of (IT-enabled) knowledge visualization for learning in higher education contexts is highly fragmented and dispersed and includes different branches for researchers and practitioners. This makes it difficult to achieve an overview and find systematic and consistent visual approaches along students' learning paths. By highlighting the role of knowledge visualization to support organizing innovative teaching and learning, we provide a systematic, structured overview of such approaches. The goal of this paper is thus to structure the field of knowledge visualization for lifelong and university-based learning based on seminal papers. For this purpose, we present a segmentation approach with six areas to analyse the role of knowledge visualization for learning in higher education contexts, namely: Visualizing Learning Offers (e.g., Curriculum Visualization Tools), Visual Learning Environments (e.g., Metaverse), Learning Content Visualization (e.g., Visual Variation Patterns), Visual Techniques for Learning (e.g., Concept Mapping), Visual Learning Analytics (e.g., Learner Dashboards), and Visualizing Learning Outcomes (e.g., Digital Course Badges). Based on systemizing key concepts, our paper concludes with promising future research avenues for each of the six areas, as well as for the domain of knowledge visualization for higher learning itself. We conclude with specific ideas how the area of visualizing learning offers can act as a spearhead for empirical research (and practice transfer) in the knowledge visualization domain. This should help practitioners and researchers from higher education contexts who consider lifelong learning as knowledge management task. [ABSTRACT FROM AUTHOR]

This paper presents the transdisciplinary research and conceptual model adopted by the projects developed within the research center HFACTORS - Human Factors and Resilience Research Center. Transdisciplinary research produces knowledge with workers, be they leaders or sharp-end professionals, and within the company, as it seeks to understand the daily demands without imposing pre-defined solutions. In this sense, a transdisciplinary research model aims to integrate and co-produce "actionable knowledge" to face challenges and complex problems where disciplines alone are no longer enough. This paper shows how the HFACTORS Center seeks to implement a multi-perspective approach to its interventions, transcending disciplinary boundaries, co-producing knowledge, and connecting scientific knowledge with everyday practice. Such an approach requires multiple ways of working, developing strategies, and creating tools and spaces for co-production where different teams can work and interact. Interaction can occur on various levels and allows both the co-creation and coproduction of narratives, solutions, and negotiations, as well as the prototyping of ideas and learning from integrating knowledge (scientific and applied). Therefore, we present the HFACTORS research model, describing the strategies and mechanisms used to develop processes of transdisciplinary knowledge co-production aligned with a Human Factors perspective, its implementation challenges and future research opportunities. [ABSTRACT FROM AUTHOR]

This paper explores the concept of Green Knowledge Management (GKM) and its relationship with sustainable development and green innovation. A comprehensive review of relevant literature was conducted to gain a better understanding of the components of GKM. Based on this review, a conceptual framework was proposed to outline the intricate interrelationships between GKM, green innovation, sustainable development, organizational green culture, consumer resistance, pro-environmental behaviour, and environmental knowledge. The proposed framework stresses the significance of managing green knowledge effectively to attain sustainable development goals through green innovation. It also highlights the importance of promoting an environmentally friendly culture within the organization to strengthen the link between green knowledge management, green innovation, and sustainable development. Furthermore, the framework acknowledges the potential resistance of consumers towards adopting green innovation products. To overcome this challenge, companies must provide adequate environmental knowledge and encourage pro-environmental behaviour among consumers. This will enable companies to manage their green knowledge effectively and promote sustainable development through green innovation. In conclusion, GKM is a crucial factor in developing green innovation and achieving sustainable development. Organizational green culture plays a significant role in strengthening the bond between GKM and sustainable development. The proposed conceptual framework provides a clear understanding of the complex relationships between green knowledge management, green culture, sustainable development, consumer resistance, proenvironmental behaviour, and environmental knowledge. It underscores the importance of managing green knowledge and fostering an environmentally friendly culture within organizations to achieve sustainable development goals through green innovation. This paper's findings have significant implications for companies that seek to promote sustainable development through green innovation. By effectively managing their green knowledge, companies can develop innovative solutions that address environmental challenges while achieving sustainable growth. Furthermore, by promoting an environmentally friendly culture, companies can ensure that their employees and customers embrace sustainability as a core value, leading to a more sustainable future for all. [ABSTRACT FROM AUTHOR]

The performance measurement system as a tool for knowledge sharing and continuous improvement plays a key role in the knowledge management development. Previous research indicates that performance measurement and management systems are not always successfully implemented to improve decision-making or knowledge management. Many failures relate to the behavioural aspects of performance management, but a systematic review of this topic is lacking. Therefore, the main aim of the paper is to explore the shortcomings of current performance measurement and management systems. The study conducted a systematic review of the literature of peer-reviewed articles over the past 20 years. The main shortcomings are analysed within the individual categories of technical and social control, especially in terms of design, implementation, and behavioural aspects. The findings revealed that the most common causes of shortcomings of measurement and management performance systems include technical problems, insufficient or late knowledge sharing, or the inability to effectively implement the entire system. An ineffective performance measurement and management system encourages bad decisions and wastes resources by misallocating them. Subsequently, this results in dysfunctional employee behaviour and deterioration in overall performance, which often even increases fear, reduces employee trust, and engagement. Based on the synthesis of the results, the paper suggests how to prevent the identified shortcomings to cause a rapid change in the behaviour of employees. From a theoretical contribution point of view, the research provides a comprehensive and clear view of the currently available theory of performance measurement and management systems. In terms of managerial implications, point out the shortcomings of current performance measurement and management systems and outline how to overcome them. [ABSTRACT FROM AUTHOR]

Intellectual Capital (IC) has played a major role in driving growth, competitiveness, and sustainability over decades, improving people's well-being and the economic performance of businesses. At the same time, the United Nation's Sustainable Development Goals (SDGs) have emerged as an integrated approach to sustainable development principles of people, planet, prosperity, peace, and partnership, which represent one of the most urgent challenges in our times. The industrial sector is particularly challenged to adopt a sustainable approach to solving development issues by addressing the SDGs. Sustainable Development Goal 9 (SDG 9) is built on three interconnected pillars: infrastructure, industry, and innovation, all of which are strongly interconnected, sharing the common mission of achieving socially inclusive and environmentally sustainable economic development. By adopting SDG 9 and its related targets, the global community can benefit from an industrial development that is inclusive and sustainable, with an impact on all other SDGs. From a strategic perspective, IC is predominantly studied as a bundle of intangibles that creates value, thus embodying a set of resources that are decisive in sustaining competitive advantage, which is necessary for sustainability and for ensuring people's well-being and economic growth, in line with SDGs. Despite an increasing number of studies exploring the links between IC and sustainability, a major gap emerges in what concerns the influence of IC on achieving SDGs in specific or interconnected goals. Based on the relevant literature, the aim of this paper is to explore how the characteristics of the IC can foster the 2030 Agenda for Sustainable Development, specifically, the sustainable and innovative development of organizations by adopting Goal 9 and its targets. This paper contributes to the literature on IC as a driver for SDGs. In more detail, it opens some avenues for future research on strengthening capabilities to solve development challenges, involving different actors, stakeholders, sectors, and regions. [ABSTRACT FROM AUTHOR]

The underlying objective of the paper is to analyse the process of managing theoretical and practical knowledge about eco-innovations, utilising it in ECOLABNET project. A network of project partners consisting of RDI institutions, Intermediary Organisations, and universities was established to promote exchange and dissemination of knowledge on ecoinnovative solutions and services among Small and Medium-Sized Enterprises (SMEs) in the countries of the Baltic Sea Region. The paper presented the principles applied in the knowledge management (KM) process within the project with a particular stress on the research conducted on the group of European SMEs form the Baltic Sea Region (BSR), first stage of ECOLABNET project implementation. The research provided much needed knowledge on the project's beneficiaries - SMEs form the BSR region and facilitated the adjustment of the offer of the project consortium. Expert knowledge, eco-innovative products and services that have been provided by the network of partners assist SMEs in implementing and commercialising eco-innovative solutions. In this way they significantly contribute to practical application of sustainability principles by expanding the offer of project beneficiaries (SMEs) with environmentally-friendly products and services. In addition, the author also, highlights the advantages of a combined approach including expertise in the form of theoretical knowledge being supported by prototypes of eco-innovations. Their particular role in strengthening the eco-innovative capabilities of the entire network and the overall success of the project have been detailed as well. [ABSTRACT FROM AUTHOR]

Knowledge management and building intellectual capital are essential for effectively operating healthcare entities. Modern information and communication technologies have an increasing impact on the activities of healthcare entities, which is attributable to the relationship of ICT and purely medical technologies with the use of ICT in knowledge and intellectual capital management. Proper management of the areas of hospital activity mentioned above significantly impacts its effectiveness and efficiency. This paper aims to present and verify a model for determining the impact of the level of relational intellectual capital and the degree of maturity of information and communication technology on the quality and effectiveness of medical services provided by hospitals in Poland. The research model was created using structural equation modelling (SEM). The basic structural model consists of four constructs corresponding to the phenomena studied and the relationships between these constructs. Each construct, as a latent variable, has its measurement model. The measurement models use a survey conducted among the management staff of Polish hospitals. The questionnaires contain carefully selected questions that are indicators of SEM measurement models. The estimation of the model parameters and accuracy was assessed using the partial least squares structural equation modelling (SEM-PLS) methodology. The hypotheses proposed in the paper were verified positively. The model meets the required quality criteria, and all parameters are statistically significant. The level of relational intellectual capital and the degree of maturity of information and communication technology positively and significantly impact the quality and effectiveness of medical services provided in hospitals. The research findings may be helpful for hospital management at the strategic management level. [ABSTRACT FROM AUTHOR]

The paper aims to present key preconditions for the development of organizational knowledge ecosystem inside an audit firm. The audit activities represent a specific context for knowledge management, especially what concerns knowledge sharing and generation of new knowledge in organizational environment of formal rules and standards. We present the survey of audit firm employees (68) and their management by discussing the key challenges related to the dynamic knowledge sharing and new knowledge creation inside an audit firm. The paper investigates the nature of knowledge within an audit firm and analyses the cultural and structural aspects of KM practices that may lead to the emergence of ecosystem for sharing the existing and generating new knowledge. The paper adopts the intra-organizational perspective to knowledge ecosystem. The audit firm operates as knowledge organization that, despite its strong formal side, is a complex dynamic system of knowledge professionals, who form the different communities of practice inside the firm. Research presented in this paper helped identify the key challenges and opportunities for the emergent knowledge partnerships inside the professional audit firm. The key cultural preconditions behind the effective knowledge ecosystem - trust-based relations, organizational culture, positive horizontal and vertical relations, and strong intrinsic motivation to share knowledge - are in place. Research findings also reveal a good fit between the employee expectations and organizational practices. However, certain challenges need to be addressed, such as bringing out and embodying the tacit knowledge of employees, and the need for continuous upgrading of the processes of knowledge creation and integration. To establish an effective and sustainable knowledge ecosystem inside the professional services firm, the paper argues for striking a delicate balance between the formal and informal parts of organization, as well as its KM system. [ABSTRACT FROM AUTHOR]

Intellectual capital theory (IC) theory, which asserts that organisational value is for the most part created with intangible, knowledge-based resources, has become a prevalent way to approach the notion of business viability. Most IC research leans on the classical tripod of IC components, laid down by the first-generation researchers in the field. This tripod divides the value-generating knowledge assets into human capital, structural capital and relational capital; or, more simply put the value vested in an organisation's personnel, internal structures and processes, and relationships. Even though this conceptualization has been challenged by some, it still remains the cornerstone of the IC-based view of the firm, and it is astutely followed by most researchers in this field. However, various large-scale technological, socio-political, and institutional changes have fundamentally changed the business environment and worklife in recent years. In this paper we argue that these changes call for a critical examination of the relevance of the classical conceptualizations of IC. It may be necessary to update the understanding concerning not only the most essential knowledge resources, but also the structure of IC and the way in which IC is related with new relevant organisational capabilities and aspects of organisational performance. The aim of this theoretical paper is to provide an overview of some of the most essential recent worklife trends that are likely to impact how IC should be understood: digitalization, remote work, gig work, open innovation, crowdsourcing, strive towards sustainability and resilience. Based on these, the paper puts forth a set of propositions concerning the needed novel perspectives for IC. In addition to constructing a novel theoretical framework and propositions for IC research, the paper functions as an introduction to the mini track on Futurizing the Intellectual Capital Theory and provides a common framework on which mini track participants can base their dialogue. [ABSTRACT FROM AUTHOR]

Knowledge dynamics means variation of knowledge in time and space. Over time, knowledge levels can increase through accumulation, or decrease through loss. Also, knowledge may change its quality through transformation from one form into another. In space, knowledge can move from one place to another one, generating a flow (i.e., knowledge flow). The present paper aims at analyzing the knowledge dynamics associated to the process of expert knowledge translation, present in almost all life domains. Knowledge translation is based on communication and transformation of knowledge. Among many models used to explain knowledge translation, we present in this paper the expert knowledge translation that is used whenever an expert is sharing his expertise with one or several individuals interested in that knowledge. We analyze the whole process of expert knowledge translation from a conceptual perspective and then we present a case study describing expert knowledge translation. Knowledge translation is necessary because the source and the receiver of the messages have different semantic domains and levels of understanding based on their education, background and their analytical skills. The main barrier in knowledge translation is the absorptive capacity of the receiver. If the absorptive capacity is rather small, the translation efficiency is very small. This situation can be improved if the translation process is broken into several smaller knowledge translation processes like in a cascade. The paper presents the model of such a cascade for expert knowledge translation showing how to construct it. As an application, the paper presents a case study focused on a company manufacturing gas turbines (GTM). The company is a global supplier of gas turbines and we show how engineering expert knowledge is translated in a cascade from design to manufacturing, automation, testing, installing and commissioning turbines to end users. [ABSTRACT FROM AUTHOR]

Knowledge Translation is a core research topic in the field of knowledge sciences. To date, traditional research on knowledge translation has come from medical and health sciences. This is not surprising because in health sciences and medicine, there is a long tradition of review of evidence-based research, information dissemination and translating theory to application. While providing a strong foundation for understanding knowledge translation, research focused on the healthcare domain overlooks the scope or the scale of knowledge translation we all encounter every day in the course of living in the 21st century. In the knowledge economy, knowledge exchange and simple sharing represent an economic transaction. Wherever and whenever knowledge is exchanged, knowledge transactions should be as effective and efficient as possible to ensure the flow of knowledge is maximised. Knowledge exchange frequently occurs between human and nonhuman actors. In contrast, the traditional knowledge translation literature focuses on human-to-human knowledge translation. This paper looks at knowledge exchanges between human actors and non-human actors in two specific environments. The first is human-to-machine knowledge translation in service call centres. The second environment focuses on doctor-patient conversations during patient visits, with the participation of third-party non-human actors, e.g. machine transcription applications. These non-human actors create persistent records of exchanges between doctors and patients. They also have been found to generate high rates of errors in knowledge translation. The problems, challenges and opportunities involved in each of these fields are the focus of this paper. The authors identify factors that contribute to knowledge translation failures. [ABSTRACT FROM AUTHOR]

Universities traditionally play a central role in building a thriving knowledge and innovation ecosystem. However, in many Central and Eastern European (CEE) countries, universities and research centres are hardly recognized by students as attractive places for career development or as partners for successful business endeavours. Many factors can explain why the public image of scientists in countries like Bulgaria is underestimated: from low investments and under-financed research to old research infrastructure, poor media coverage, low international mobility and lack of interest from local businesses. At the same time, new opportunities and investments remain hidden for students and young people who remain sceptical about pursuing a research career. Considering this, the paper aims to explore the main challenges for positioning Academia back in the centre of the innovation ecosystem. Starting with a short overview of the main pillars of the knowledge triangle, it further enlarges the analysis with the role of the new national institutions (such as Centre of Excellence and Centres of Competence) within the modern innovation ecosystem. Focusing on the researchers' role, the paper summarizes how universities can further help to strengthen the knowledge sharing within the society. The paper is structured as follows. The literature review identifies the main components of the thriving innovation ecosystem, considering some of the pressing national and international challenges, recent technology opportunities and public expectations. Then, it presents the EU-level initiative - the European Researchers Night (ERN) role in boosting public awareness and interest in science. More specifically, it explores the K-TRIO project activities in Bulgaria from a knowledgesharing perspective. In the next part it analyses the opinions of about 107 ICT students who took part during the last year in surveys and round tables dedicated to the role of researchers, research careers and research opportunities for building a sustainable innovation ecosystem. The outcomes of the surveys and round table discussions are presented along with the main conclusions and lessons learned, summarizing their perceptions, prejudices and recommendations. The last part highlights how working with young people and attracting them to Academia can boost its importance for the innovation ecosystem. [ABSTRACT FROM AUTHOR]

it can have a negative impact on intellectual capital and leads to significant competitive disadvantages for the companies concerned. In academic research, this phenomenon is considered a consequence of knowledge risks, especially when experts possess valuable knowledge and leave a knowledge-intensive organization. However, a basic understanding of the conceptual structure of OKL remains elusive. Methodology -- To address the existing knowledge gap, we conducted a bibliometric analysis based on a network and factor-oriented approach to identify the key themes, contexts, and patterns of OKL. For this purpose, we obtained bibliometric data from the Web of Science and the Scopus databases. Using the advanced bibliometrics package Biblioshiny in R, we conducted performance analysis and science mapping. Findings -- Based on our four research questions, we present the following key findings: First, we find that annual science production in the field of OKL research over the period 2004 to 2023 peaks in 2022. Second, we found that absorptive capacity (AC) is increasingly becoming a central theme in OKL research. Third, the average citation rate per year for OKL research has declined noticeably since 2020. Fourth, the most influential publications in OKL research deal with AC in the context of strategic alliances. Research limitations -- This study focuses solely on researching the conceptual structure and thus does not consider the intellectual and social structure of OKL. Practical implications -- In view of the results obtained, we recommend that future research work should further investigate the relationship between OKL as a focus of organizational forgetting and AC as a learning ability in an innovation environment. Originality/value -- This paper is insightful, as it reveals the conceptual structure and thematic evolution of OKL and directs research interest to the field of learning organizations. [ABSTRACT FROM AUTHOR]

Informed by exchange and social capital theories, reasoned action, and psychological contract frameworks, this paper seeks to elucidate the intricate interplay between psychological contracts and their impact on knowledge-sharing motivations within the context of startups. The research adopts a qualitative approach, employing in-depth personal interviews and focus groups, with subsequent content analysis facilitated by NVivo software. Through a comprehensive exploration encompassing startups spanning diverse industries and maturity levels, the investigation draws upon insights from founding partners, directors, and employees. Notably, this study stands apart from the literature that primarily examines established enterprises in Anglo-Saxon nations. Conversely, it distinguishes itself by its novel examination of how psychological contracts exert influence on knowledge sharing across individual, intra-organizational, and inter-organizational strata within startups operating in emerging economies, taking into account their distinctive characteristics. The findings shed light on employees' core perceptions of their reciprocal obligations and the organisation's corresponding commitments. Moreover, the research unveils the nuanced impact of contextual factors on the cultivation of social bonds, consequently moulding knowledge-sharing dynamics within startups, thereby directly shaping individual and organisational outcomes. [ABSTRACT FROM AUTHOR]

Whereas some organizations struggled and had to let staff due to the COVID-19 pandemic, others had to expand to keep their business running. In this case, new employees had to be onboarded remotely due to the governmental restrictions regarding physical appearance in the workplace. The newcomers needed interactions to learn about organizational rules and regulations (compliance) and develop personal mastery (Clarification). To adopt and internalize the organizational norms and values (culture) and to become part of the work community (connection) interactions with leaders and co-workers are important. In this paper, we focus on the onboarding process of newcomers during the COVID-19-pandemic and what we can learn from this after the COVID-19 pandemic. By building on Bauer's 6C framework for onboarding (compliance, clarification, culture, connection, confidence and checkback), we analyse the data from two countries: the Netherlands and Norway. Two main themes are elaborated from the study: uncertainty regarding the work to be done and sensemaking of the introductory courses and follow-ups. We discuss possible implications for a post-Covid onboarding processes. Our findings show that the newcomers experience uncertainty with little or no personal contact. At the same time, they claim that the e-learning is supporting their learning process and their introduction to the organization. The perception of information varies and some of the newcomers' experience solitude and the responsibility of actively seeking information is placed with them, whilst others perceive the team designated for their onboarding sufficient to becoming a full member of the organization. [ABSTRACT FROM AUTHOR]