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In the era of globalization and increasingly fierce competition, companies need to be able to manage and utilize the knowledge possessed by their employees effectively, This type of research is descriptive quantitative. the population is employees with the staff/supervisor level of Korean Multinational Company in Indonesia, totaling 80 employees. While the sample taken in this study were employees with the staff/supervisor level at Multinational companies from South Korea in Indonesia, namely 80 people. The sampling method in this study was nonprobability sampling, with the data collection instrument using a questionnaire. Data analysis in this study used the Partial Least Square (PLS) approach, namely Structural Equation Modeling (SEM). With the results that leadership has no influence on knowledge management, leadership has an influence on organizational performance, organizational culture has an influence on knowledge management, organizational culture has an influence on organizational performance, organizational structure has an influence on knowledge management, organizational structure has an influence on organizational performance, knowledge management has no influence on organizational performance, knowledge management has an influence on human capital, Human Capital is not able to mediate the influence of knowledge management on organizational performance. So it is recommended for companies to be able to provide more training or insight related to the importance of the role of knowledge management, so that employees can truly apply and implement knowledge management in their daily work. [ABSTRACT FROM AUTHOR]

In the global economy, intellectual capital management is a strategically important resource that affects the market value of organizations. Efficient management of intellectual capital requires the use of new management methods and techniques. One of them is knowledge management, which, in particular, focuses on removing barriers to knowledge sharing. The survey was conducted among employees of the Glogow, Jawor and Trzebnica counties, and the results constitute a pilot study. The conclusions from the collected research results are surprising and imply the need to conduct research on a larger scale in the area of human capital. The collected results provide information to management staff in the field of talent management and knowledge. The results may constitute the basis for developing succession plans, succession plans and employee training. Additionally, the results can help recruiters create profiles of candidates with specific competencies. The main aim of the study was to analyse and evaluate the personnel management process in the Glogow, Jawor and Trzebnica poviats. The use of various research methods made it possible to achieve the intended research goals. The basic research tool used was a survey. Analyses of the literature, research reports, and statistical summaries were treated as a complement to the main research methods. Research and statistical data indicate that among smaller companies in Lower Silesia, there is a need for development programs related to acquiring, collecting, and sharing knowledge. The study identified a number of factors that constitute a significant barrier to the development of employees of the surveyed companies. They allowed us to verify the relationship between the factors that constitute the greatest barrier to the learning process and the impact of the company's size on it. The relationship between the barriers to intellectual development that constitute the greatest threat to the company and the factors that make it difficult for the company to recruit employees with the highest intellectual capital were also verified. [ABSTRACT FROM AUTHOR]

The aim of the current study is to investigate the influence of human capital dimensions on knowledge hiding behaviour of public sector employees. A simple random sampling technique was used, and data were collected through a survey from 336 individuals working in different companies within the Italian public sector. The results show that, in most cases, the influence of human capital dimensions on knowledge hiding behaviour was significant. Furthermore, these findings contribute to identifying and highlighting how gender also plays a significant role in the way people hide their knowledge. The work is novel in the context of investigating the factors that may influence knowledge hiding behaviour in the public sector and seeks to contribute to the development of knowledge risks strand and, more generally, to the research on knowledge management in public sector organisations. It also encourages managers to consider the potentially harmful effects of this practice. [ABSTRACT FROM AUTHOR]

Purpose: University–industry (UI) collaboration is essential for knowledge and technology exchange between higher education institutions and industries, enabling enterprises to accelerate innovation. However, few studies have investigated the collaborative innovation mechanism through which UI collaboration can enhance the accumulation of firms' intellectual capital (IC) and how this, in turn, affects their innovation-driven development. Design/methodology/approach: Drawing from the knowledge management and collaborative innovation theory, this research proposes a theoretical framework of the inter-organization relationship between enterprises and universities to investigate the influence mechanism of UI collaboration, including academic engagement and commercialization, on corporate performance as well as the mediating role of IC by employing survey that covers 177 UI collaborations. Findings: Empirical results show that human capital and relational capital fully mediate the relationship between academic engagement UI collaboration and corporate economic performance, while human capital partially mediates the relationship between commercialization UI collaboration and corporate economic performance. Additionally, structural capital and relational capital partially mediate the relationship between academic engagement and corporate innovation performance, while structural capital fully mediates the relationship between commercialization and corporate innovation performance. Originality/value: This study empirically investigates how academic engagement and commercialization impact corporate performance (i.e. innovation dimension or economic dimension). It uncovers this relationship's underlying mechanism by documenting the IC's mediating impact. [ABSTRACT FROM AUTHOR]

The study explores various concepts such as human capital, social capital, innovation capability, and performance. Human capital, involving skills, knowledge, and abilities, is crucial for organizational performance, and the higher level of education positively associates with better performance. Social capital encompasses networks, relationships, and shared norms that facilitate innovation by fostering an environment conducive to the exchange of ideas and resources. Innovation capability refers to an organization's capacity to adopt and employ technology to develop products, services, or processes that contribute to competitiveness and adaptability. This study formulates hypotheses aiming to establish relationships between human capital, social capital, innovation capability, and organizational performance. The proposed hypotheses suggest the influence of human capital and social capital on innovation capability and performance. A quantitative approach was utilized through explanatory research, investigating specific populations within Telkom Ambon Branch, using Partial Least Square (PLS) analysis. The study’s findings present insightful conclusions regarding the relationships between the variables. Human capital positively influences performance and innovation capability, while social capital has a positive effect on innovation capabilities but negatively impacts employee performance. Moreover, innovation capability positively impacts organizational performance. The examination further elucidates the mediation role of innovation capability between human capital, social capital, and employee performance. This study provides a comprehensive analysis of the relationships between human capital, social capital, innovation capability, and performance within an organizational context. The study's outcomes offer valuable insights for management and decision-makers in fostering sustainable competitive advantages and driving innovation within organizations. [ABSTRACT FROM AUTHOR]

In this paper, a theoretical framework for human capital development in Pentecostal Religious Organizations through knowledge sharing is provided. The framework conceptualizes that religious organizations should prioritize launching a knowledge management initiative and appointing a knowledge management team or manager to conduct a knowledge audit and design an appropriate knowledge management plan as explicated. Knowledge management is the process of creating, sharing, using, and managing the knowledge and information of an organization or group. It involves identifying, capturing, organizing, storing, and sharing knowledge and information in a way that allows individuals and teams to access and use it effectively to improve decision-making, problem-solving, and innovation. The knowledge management plan should focus on codifying tacit and explicit knowledge to ensure it can be easily accessed, understood and transferred, and should be connected to the organizational strategy for human capital development in community services by religious organizations. The study has practical implications for religious organizations looking to improve their organizational effectiveness and contribute to the human capital development of its members as well as host communities. [ABSTRACT FROM AUTHOR]

Since human capital is the factor that creates and disseminates knowledge and develops and produces technology, it is considered as one of the most important factors affecting growth and development today. On the other hand, universities are one of the most important cornerstones of human capital, knowledge creation and diffusion. In the international and national literature, only citations are used to measure university-based knowledge spillovers and other factors are neglected. To fill this gap in the literature, this study proposes an analogy for the measurement of spillovers created by academic staff, taking into account the literature on knowledge and technology spillovers in the industrial sector. Knowledge spillovers are categorized into explicit and implicit knowledge spillovers under university-to-university and private sector spillovers. Explicit knowledge spillovers from the university to other universities include publications, citations, patents, co-authored works, while tacit knowledge spillovers include conferences, graduate and doctoral students, academic mobility and projects. A similar analogy is proposed for knowledge spillovers from universities to industry. [ABSTRACT FROM AUTHOR]

Innovation performance is important in influencing human resource management to be able to bring progress to the hospital. Innovation performance is strongly influenced by many aspects, such as knowledge-based human resource management which influences intellectual capital (human capital, structural capital, and relational capital). This research involved 81 hospitals and 221 employees (managers/leaders of private hospitals) in the Greater Jakarta area. This type of research is deductive, and data collection by distributing questionnaires. The analytical method used is the Structural Equation Model (SEM). The results obtained from this study are that knowledge-based HRM practices have direct and indirect effects on human capital, structural capital, and innovation performance. Furthermore, human capital can influence structural capital and innovation performance. Human capital also plays a role in mediating the relationship between knowledge-based HRM practice and structural capital and innovation performance, but it fails to mediate the relationship between knowledge-based HRM practice and relational capital. In addition, this research also proves that structural capital can mediate the relationship between knowledge-based HRM practice and innovation performance. Intellectual capital can affect innovation performance. Finally, knowledge-based HRM practice and human capital cannot influence relational capital, so relational capital cannot mediate the relationship between knowledge-based HRM practice and innovation performance. [ABSTRACT FROM AUTHOR]

Introduction: this article supports the bases of a knowledge management infrastructure that improves the capacity for innovation in a company in the Colombian energy sector. Materials and methods: four methodological phases were carried out: a bibliometric review was carried out, the model that contemplates as variables was defined: intellectual capital and organizational learning, human resources management, information, and communication technologies (ICT) and innovation, this was used for the diagnosis and, finally, for the practical proposal. Results: it was validated a direct, positive, and significant relationship between knowledge management and innovation and a direct, positive, and significant mediation of human resource management and ICT between knowledge management and innovation. Conclusions: we concluded that intellectual capital and organizational learning integrate knowledge management, and in turn, that there are mediating conditions for human resource management and ICT for knowledge management in innovation in an organization. [ABSTRACT FROM AUTHOR]

Purpose: There is a lack of research proving how electronic word-of-mouth (eWOM) is a valuable source of information in the hospitality industry for developing hotels' intellectual capital. To fill this gap, this study aims to examine hotel managers' decision-making processes regarding the acceptance and management of eWOM and its impact on the Italian hotel ecosystem. Design/methodology/approach: This work takes advantage of the previous contributions to present a hotel's decision-making process model regarding structural capital. It includes eWOM as a context variable and changes implemented as a dependent variable in a comprehensive model. The structural equation modelling applies to a database obtained through a survey addressed to Italian hotel managers. Findings: The results show that eWOM plays an essential role in managers' motivations to explain hotel changes implementation. The hotel leverages eWOM information and interaction through structural, relational and human capital to enhance products, services and strategies. Research limitations/implications: This work contributes to the extant literature by providing a comprehensive framework to explain the consequences of eWOM knowledge management from the intellectual capital view in the Italian hotel ecosystem. Practical implications: For practitioners, this research demonstrates how hotel managers should accept and manage eWOM knowledge through intellectual capital to make determinant decisions that improve hotel performance. Originality/value: There is a scarcity of research on modelling the acceptability and management of eWOM in the hotel ecosystem from practitioners' perspectives. This work is the first attempt to determine how eWOM knowledge management boosts hotel intellectual capital and improves service innovation and performance. [ABSTRACT FROM AUTHOR]

Background: Although knowledge management (KM) directly impacts firm competitiveness, in efficiency-driven economies such as South Africa, the contribution of operational efficiency to this relationship has been underexplored in KM literature. Objectives: This study examined how operational efficiency interacts with KM to influence firm competitiveness. The study employs the South African context to enrich knowledge on the effects of KM on firm competitiveness and the extent to which operational efficiency mediates the process. Method: Using a quantitative approach with a survey design, 300 structured questionnaires were distributed to 300 small, medium and micro enterprise (SMME) owners and managers in the Free State province to establish the interaction of KM, operational efficacy and competitiveness. Results: The results of path coefficients revealed KM's positive and significant effect on firm competitiveness. Moreover, operational efficiency partially mediated KM (recognition) (B = 0.1545, p = 0.019) and KM (implementation)'s (B = 0.0697, p = 0.050) effects on firm competitiveness. Conclusion: The prevalence of highest qualification among SMME owners/managers demonstrates that human capital development, especially business management training during business start-ups, may contribute to increased firm competitiveness. Moreover, the lack of resources in managing knowledge for implementing daily routines and increasing sales demonstrates that improved resource mobilisation by SMMEs might improve their competitiveness. Contribution: The study provides strategic interventions for improving SMME competitiveness through better management of their knowledge practices and operational efficiency. [ABSTRACT FROM AUTHOR]

This article investigates the relationship between intellectual capital, supply chain learning, and supply chain adaptability. Specifically, relying on organizational learning theory, a research model is proposed linking intellectual capital (consisting of the trichotomy of human, organizational, and social capital), supply chain learning (consisting of supplier learning and customer learning) and supply chain adaptability. We scrutinize these relationships in two culturally-diverse contexts, China and USA, and develop hypotheses concerning the differences in the relative strengths of these relationships. Data from 300 Chinese and 229 USA manufacturers in high-tech industries are used to test these hypotheses. While the relationships are generally supported, especially insightful are the results where they differ between the two countries. While human capital is more important in influencing organizational capital in USA, social capital is more important in China. Social capital also plays a more significant role in influencing customer learning in China, while no statistical differences are detected in social capital's influence on supplier learning across the two countries. The divergence observed can be explained by the cultural differences between the two countries. Implications are provided for managers in both countries to improve supply chain adaptability. [ABSTRACT FROM AUTHOR]

There is a shortage of research investigating the link between employee development practices and intellectual capital as mediated by knowledge management. The aim of the current research was to consider the influence of employee development practices on intellectual capital through knowledge management. Data were collected through an instrument distributed to a sample of 464 employees working at information and communications technology companies. The results indicate that employee development practices had significant effects on human capital, knowledge management, and social capital. The results reveal that knowledge management had a significant effect on human capital but not on social capital. Finally, the results show that knowledge management significantly mediated the impact of employee development practices on human capital. Additionally, implications for intellectual capital development, organizational strategy, and academic research are discussed. [ABSTRACT FROM AUTHOR]

Purpose: The authors examined intellectual capital (IC) components, namely human, structural and relational capital, on firm performance (FP) and innovation performance (IP), while also examining the role of knowledge management (KM) in this context. Design/methodology/approach: The authors employed a meta-analysis using 81 studies from 2006 to 2020 using bivariate analysis, meta-analytic structure equation modeling (MASEM) and fuzzy-set qualitative comparative analysis (fsQCA) to study IC components on FP and IP. Findings: The MASEM results show that IC affects positively on FP, but not in a significant level and affects positively and significantly on IP. The findings also reveal that the moderation effect of KM affects positively on FP but not on IP. Additionally, the fsQCA analysis shows that KM and its multidimensional role has a positive impact on FP and IP and has a potential to be consistent as a dynamic component for IC. Research limitations/implications: The results may be limited by different statistical biases and inverse causality issues or associated with contextualities related to the studies of the sample selected by our criteria. Practical implications: Managers can identify the appropriate IC elements and act accordingly. The study suggests that mobilizing human, structural, relational and knowledge capital must begin from the firms' birth and continue further during firms' stages of the business. Social implications: IC is the bridge of evolution for future societies. Knowing how its components impact all levels of corporate environment indirectly influences how societies build up their social bases and policies to fulfill new professional generations. Originality/value: By using the MASEM and fsQCA, the authors have more detailed insights into the multidimensional context of KM in IC components on firm and innovation performance identifying configurations of intangible resources. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to investigate the moderating role of knowledge management (KM) strategies in developing the effect of intellectual capital (IC) on innovation for small- and medium-sized enterprises (SMEs). Specifically, the current study explores how different interactions between IC and KM strategies lead to more powerful innovation in SMEs. Design/methodology/approach: This study analyzes survey responses from 170 owners/managers of SMEs in Iran. The study uses partial least square structural equation modeling methods within Smart PLS software. Findings: This study reveals that first IC has an excellent level of engagement with both incremental and radical types of innovation, but its engagement level with radical innovation is higher than that for incremental innovation. Second, the human capital component of IC has a direct positive impact on radical innovation although it has no significant impact on incremental innovation. Third, the personalization strategy of KM positively moderates the impact of human capital on both incremental and radical innovation. Originality/value: This paper is an empirical attempt in SMEs to combine IC and KM strategies to strengthen innovation. It presents research community for SMEs of a developing country that has been investigated in a limited way compared to large firms of developed nations and provides valuable insights into further research. [ABSTRACT FROM AUTHOR]

The work researches the relationship between tourism activity and the knowledge economy, analyzing the cases of economies affiliated to the Asia-Pacific Economic Cooperation Mechanism (APEC), using documentary research techniques in databases, academic articles and information obtained from international organizations. Papers on knowledge society and economy, competitiveness and theoretical models on the tourism system were consulted. Data were obtained on knowledge management, tourism competitiveness, as well as statistics on the knowledge economy, investment in research and development, human capital, population in higher education and international tourism data. Among the initial results, a relationship between investment in knowledge and tourism competitiveness was identified, along with a certain resistance among tourism organizations towards the adoption of knowledge management systems. [ABSTRACT FROM AUTHOR]

Knowledge management and its effectiveness may be a potential catalyst for achieving project goals for optimum success and speed, or it may be a major cause of project failure when knowledge is inadequately managed. Recent scientific research has touched on the failure to facilitate the application of knowledge management mechanisms in all project phases due to the temporary status of projects as well as deficiencies in applying the concept of accountability among specialists. This paper reports on one element of a wider research project undertaken with Abu Dhabi Police to identify enablers and barriers to knowledge management in police projects. The research was qualitative in nature and focused directly on addressing mechanisms and methods of integrating management knowledge to improve project success and develop the capability of human capital in policing. The results of the research identified nine enablers that support successful knowledge management in policing projects: A policy for the management of knowledge, institutional leadership in support of open communication and motivation, highlighting the value of knowledge management, linking knowledge management content with job descriptions, establishment of specific channels for communicating with project stakeholders, adequate technology resources, communication systems to manage knowledge between teams in separate locations, enable social interaction to facilitate the process of knowledge management in daily operations, and apply processes for assessment and measurement in the use of social networks for knowledge management. [ABSTRACT FROM AUTHOR]

Purpose: This paper examines the interaction of human capital and CRM on the performance of SMEs in Yemen. Design/methodology/approach: The study used a quantitative approach in investigating the interacting effect of human capital on the relationship between CRM and SMEs' performance in Yemen. The PLS-SEM analysis was performed to test the hypotheses. Findings: It was observed that key customer focus, technology-based CRM and CRM knowledge management were effective drivers of SME performance, but not CRM organization tools. It was also ascertained that human capital has no moderating effect on the key customer focus and knowledge management relationships with performance, although it does moderate the relationships between performance and CRM organization and technology-based CRM respectively. Research limitations/implications: Because this study is limited to manufacturing SMEs in Yemen, the results cannot be generalized to other types of industry such as services, whose structure and vision differ from those of manufacturing SMEs. While the current results may be appropriate for SMEs in other developing countries, the researcher believes they are unsuitable for SMEs in advanced economies with different financial structures and employee and management cultures. Practical implications: The empirical insights of this study are valuable for the owners, managers and professionals in the SMEs manufacturing sector in developing countries, to enrich their organizational performance through CRM adoption, while considering the moderating effect of human capital. Originality/value: This is the first empirical work to confirm way the main drivers of human capital, including in the analysis the impact of CRM dimensions and SME performance, in the context of the manufacturing sector. In support of an original conceptual model, the insights contribute to the literature on CRM, SMEs in the manufacturing sector, human capital and emerging economies. [ABSTRACT FROM AUTHOR]

It is essential for local development to increase both technological and human capacities. From the introduction of technologies, it is essential to diagnose and define the baseline of human resources in the community under study to support the implementation of the knowledge management strategy. In this article, aspects related to human resources and their interdependence with knowledge management were addressed, using multi-criteria models that support decision making in the selection of the most appropriate energy technologies to raise the standard of living. The systems for decision support in rural energization projects and the procedure for the contribution to the improvement of quality from rural energization are program packages built on the basis of technical and non-technical aspects for the energy development of rural areas with less favored populations. In this case, the above tools allowed the development of simulations and the calculation of the disparities that may arise between the existing human resource in the community and its potential after the specific energy solutions have been installed and to measure the potential impact on this resource. This paper reported the results of the application of the referred models, related to the impact on the human resource of the community, the human dimension of sustainable development and knowledge management in the case study of the rural community “El Socucho”, located in Las Tunas province, Cuba. [ABSTRACT FROM AUTHOR]

The present study focuses on generating a methodological proposal for the allocation of human resources in the execution of maintenance tasks. This considers the implementation of an algorithm that assumes a set of maintenance activities (tasks or resources), a set of maintenance personnel (agents), a plausibility relationship over resources, a hierarchical relationship over agents and the preference that Agents have about resources. These assumptions lead to a hierarchy of personnel and identification of critical tasks. These hierarchy of personnel takes the management of knowledge as a fundamental part since; the maintenance function requires very specific technical knowledge, normally tacitly stored among the personnel operating in these areas. The methodology is complemented by a new hierarchy of tasks using the methodology of analysis of failure modes, effects and criticality (AMFE). The results applied to a fleet of vehicles show that other assumptions are needed to obtain reasonable and fair criteria in the allocation of maintenance tasks, which are considered as weightings in a knowledge management function that include: Professional experience criteria, experience in the company, talent and self-training. [ABSTRACT FROM AUTHOR]

With knowledge and expertise increasingly being recognized as important, firms have made significant investments in document repositories as part of their knowledge management initiatives. Document repositories are intended to enhance the ability to access codified knowledge and help improve task performance through knowledge reuse. However, it is not clear what effects they have on how knowledge workers perform their tasks. Using longitudinal data on repository accesses and calls to technical support by field technicians in an engineering firm, we examine how just-in-time access to codified knowledge affects patterns of help-seeking from technical support. We find evidence that greater accessing of codified knowledge reduces calls for help to technical support. The type of codified knowledge accessed from the repository affects field technicians' calling behavior. Accessing general knowledge reduces calls to support for low-complexity problems, while accessing procedural knowledge reduces calls related to highcomplexity problems. Further, accessing procedural knowledge is significantly associated with promotion, suggesting that the use of document repositories can help individuals build firm-specific human capital. Building on the insights of cognitive load theory, this study suggests that making information available just in time through document repositories reduces the cognitive load involved for task performance and enables learning. This work contributes to a greater understanding of the value of knowledge management systems and suggests that, beyond the efficiencies gained from knowledge reuse, just-in-time access to knowledge repositories builds problem solving capabilities and contributes to human capital development. [ABSTRACT FROM AUTHOR]

Purpose: This research focuses on establishing relationships between eco-innovation and organisational innovation and innovation in general to characterise organisational eco-innovation in European Union companies. We also aim to investigate the forms of innovations that eco-innovative companies use as well as the factors or determinants of eco-innovation in the corporate environment that impel the use of organisational innovation. Design/methodology/approach: We use the estimation of different binary logistic regression models with maximum likelihood applied to a sample obtained from the Eurostat's Community Innovation Survey 2014 database as a starting point. Findings: The results suggest that the type of organisational innovation most closely related to eco-innovation is found in work responsibility and decision-making methods. Some less frequently studied significant factors are highlighted, such as training or aspects related to intellectual capital and knowledge management, since significant indications of the importance and acquisition of existing know-how have appeared, in contrast to internal knowledge generation. Originality/value: The study seeks to observe what specific quantitative drivers (external or internal) are used for organisational eco-innovation, as a specific subtype of eco-innovation. This can improve our understanding of the ways in which organisational innovation can be used by corporations to provide environmental benefits. The academic literature provides information on the drivers and determinants for both organisational innovation and eco-innovation separately, but we believe this article offers a new approach by looking at the specific eco-innovation drivers achieved through organisational innovation. [ABSTRACT FROM AUTHOR]

The purpose of this paper has been to investigate the relationship between intellectual capital (IC) and financial performance, based on two constructs, human capital (HC) and relational capital (RC), measured in financial terms. The methodology was applied to a sample of Universities of Chile. This was done at public and private universities during the 2014-2018 periods. In this investigation, we used descriptive statistics, level of correlation, and panel data analysis to demonstrate the existence of a positive relationship between each component of IC and the performance of universities, measured in terms of financial performance. The panel results confirm the hypothesis that HC and RC positively impact the university financial performance (return on equity, ROE, and return on assets, ROA). The article contributes to improving the conceptualization of Intellectual Capital and its relationship with the financial performance of Universities. [ABSTRACT FROM AUTHOR]

Purpose: While prior research suggests that human resource management (HRM) practices are crucial drivers of a firms' intellectual capital, few studies have tried to deconstruct this relationship and investigate how HRM practices specifically affect intellectual capital resources. Furthermore, prior research treated this relationship as universal and rarely tried to introduce important contingent factors that may alter the mechanisms involved in how HRM practices influence firms' intellectual capital. In this study, the authors examine the relationships between the ability-, motivation- and opportunity-enhancing dimensions of HRM systems and human, social and structural capital and investigate how companies' codification and personalization knowledge management (KM) strategies may alter these relationships. Design/methodology/approach: The data were collected using a telephone survey of 215 knowledge-intensive companies operating in Russia. The paper utilizes partial least squares structural equation modeling (PLS–SEM) to evaluate the measurement model and test hypothesized relationships. Findings: The findings indicate positive relationships between ability-enhancing practices and firms' human capital between motivation-enhancing practices and firms' human and social capital and between opportunity-enhancing practices and firms' social and structural capital. The authors' results reveal the limited moderating role of KM strategies in the relationships between HRM and intellectual capital. While a personalization strategy had no impact on any of the proposed relationships, a codification strategy positively moderated the relationship between opportunity-enhancing HRM practices and firms' structural capital. Originality/value: The study expands the debates in strategic HRM literature by looking "inside" the HRM–intellectual capital relationship. Additionally, the authors' findings reveal the complexity of the contingent effect that KM strategies of codification and personalization have on the relationship between HRM practices and intellectual capital. Although some of the relationships were not moderated by the KM strategy of the firm, the HRM–intellectual capital relationship cannot be considered fully universal. [ABSTRACT FROM AUTHOR]

Organizational learning has become important in educational institutions due to the necessity to have trained personnel. The problem that arises is the lack of congruence between the development of classes, the management's requirements and the given training. The objective of this paper is to propose a methodology and acquiring a collective learning for its human capital considering a knowledge management approach. The proposal allows the identification, documentation and transfer of knowledge using as information technology the SharePoint tool as an aid for its implementation. As a result, we obtain a methodology that disseminates knowledge and accurately shows the training that the staff needs or does not need. It is concluded that the methodology provides an innovative way to manage the knowledge of teachers, and serves as an aid in the decision-making process regarding trainings, selection of personnel, among others. [ABSTRACT FROM AUTHOR]

This article examines the preconditions necessary for the successful operation of the open innovation platform and applications in Turkey. In open innovation, firstly the applications in the world are explored and then the methods developed are introduced. Open innovation platforms differentiate according to the participants' freedom of providing ideas and the conditions of selection. Open innovation is designed to mobilize external resources that institutions do not own. In design, why stakeholders need to present ideas, and a way to compare the ideas have to be addressed. The open innovation practices do not see enough attention in Turkey. The first initiative is closed in Turkey. A few big firms exploit the internal open innovation platform. As in South Korea, small and mediumsized companies need open innovation support by public or chamber associations. Developing human capital can be done by giving attention to the ideas of the employees and realizing their suggestions. [ABSTRACT FROM AUTHOR]

This study identifies a technique to measure the intellectual capital in a higher education institution, based on the evaluation of the efficiency of the investment in scientific research, through the allocated economic resources, in relation to the components of the intellectual capital: human capital, structural capital and relational capital. Using an ANCOVA regression model with panel data, the registered incomes and expenses are accounted. Significant statistical differences between the three components is evidenced, being the structural capital the most relevant. This allows demonstrating the efficiency in the allocation of the resources, management and incentives institutional competence in the management and transfer of new knowledge to the society. [ABSTRACT FROM AUTHOR]

Background: The economic well-being of any organisation in the world today significantly depends on the intellectual capital possessed by these institutions. However, with its richness in intellectual capital, some higher learning institutions in Tanzania are facing financial hardships. Objectives: To establish methods used by Tanzania's higher learning institutions in managing the intellectual capital in their possession, with the focus of establishing a link between such practices and the financial performance of such institutions. Methods: This study was conducted using a multiple case study design, employing a purely qualitative research approach. Purposive sampling technique was used to involve respondents in this study. Collected data were analysed using thematic content analysis. Results: The visited institutions had a wide range of intellectual capital such as human, relational and structural capital. The intellectual capital found was managed using various methods, including careful recruitment of staff and knowledge-sharing strategies. Although the practices of managing some aspects of such capital were at a very basic level at the registry points, the practice was found to be very important for the economic well-being of the institution. Conclusion: Tanzania's higher learning institutions possess a wide range of intellectual capital, and its management methods vary depending on the aspect of such capital. More importantly, the intellectual capital had a significant link with the financial performance of the institutions. However, the process of managing intellectual capital faced some challenges, including improper succession planning and the lack of a sharing culture. [ABSTRACT FROM AUTHOR]

In the study the resource studies titled "Factory Businessman and Manufacturer Officer" (Azmi of Gallipoli, 1914), "Factory Business" (Major Ahmet Hamdi Bey, 1919) and "Factory Business and Industry Notes" (Mehmet Ali Bey, 1928) are examined in order to contribute to the development of factory management knowledge in Turkey. The study evaluates the contents of these resources, which were published with the Ottoman alphabet at the beginning of the 20th century and addresses the factory system and management, in the context of managementorganization in order to discover the tracks affecting the formation of business administration knowledge in Turkey and to contribute to the literature. The contents of these three studies provide information about how a factory should be operated technically. However, it is determined that the information is conveyed by prioritizing the technical knowledge and human resources management in the study titled "Factory Businessman and Manufacturer Officer", how the organization structure and qualified human resources of a company should be in the study titled "Factory Business" and the ideas regarding the productivity of a factory and how it can be operated better with scientific methods in the study titled "Factory Business and Industry Notes". [ABSTRACT FROM AUTHOR]

Human resources (HR) and knowledge management (KM) practices are inevitable for the performance optimization of organizations. At the same time, successful HR and KM practices can lead to innovation, creativity, organizational learning, productivity and knowledge sharing, among others. In view of this, this paper discusses the impact of HR elements on KM practices in institutions of learning in Nigeria, in line with the challenges militating against successful HR and KM strategies and prospects. It was revealed, in this paper, that institutions of learning in Nigeria are yet to define and streamline the relationship between HR and KM to achieve knowledge sharing, dissemination and distribution across institutions due to some challenges discussed in this paper. In conclusion, based on the challenges militating against successful HR and KM practices in Nigeria's institutions of learning, policy interventions have been suggested for stakeholders in Government and Administrators in these Institutions. [ABSTRACT FROM AUTHOR]

Introduction: Knowledge management as an innovative and key process for smart organizations allowed its application in higher education research centers, based on intellectual capital (IC), as a fundamental axis in the creation of intangible assets, using the Intellectus model, which emphasizes as components of the IC: Human Capital (HC), Structural Capital (SC) and Relational Capital(RC). Objective: The work seeks to develop a measurement methodology for HC and SC for research centers. Materials and methods: Using the fuzzy logic technique 2 and the Matlab® toolbox, algorithms were generated to obtain an intelligent tool. The model validation was applied to the Administrative Sciences research group of the Metropolitan Technological Institute of Medellin. Through the Delphi technique, six experts determined that the decisive variables to be evaluated, according to the model, were from the HC: values and aptitudes, attitudes, and knowledge; from organizational SC: organizational learning; and from technological SC: R&D. The information was obtained from the application of a questionnaire with 54 questions to 16 researchers, measured with a Likert scale. Results: With fuzzy logic 2, a base of rules was achieved that, together with the Karnik-Mendel type of reduction, allowed decision making on the variables through the control surface. Conclusion: The combination of capabilities and effort and R&D brings greater value. The relationship between attitudes and organizational learning is significant, although not a priority in the generation of value; and the generation of value, between the values and skills variables, with organizational learning, is not significant.e [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate the relationship between learning culture, knowledge management, human capital and organizational effectiveness in logistics service providers. This study is based on competence-based theory. In this study, it is aimed to show how to carry out the knowledge management activities which are used to provide organizational effectiveness in the dynamic logistics and supply chain management environment and to control human capital by the help of learning culture. In this context, a questionnaire was conducted to the blue-collar employees of 25 enterprises in freight transportation and logistics sector, which was listed in the "Turkey's Top 500 Service Exporters Survey" in 2016'by Turkish Export Assembly. The data obtained from 180 questionnaires were analyzed by using structural equation modeling. The findings of the study indicate that learning culture has a significant positive effect on knowledge management, human capital and organizational effectiveness. In addition, the effect of knowledge management on human capital and organizational effectiveness was not statistically significant. [ABSTRACT FROM AUTHOR]

Exploratory innovation of a new experience of using communications systems in developed countries, but with innovations in developing countries. This article aims to present a valuation of human capital for the knowledge of performance as the basis for the implementation of new projects. It is a bibliographical research, with an introduction between classic and contemporary authors, confronting the development of countries from the concept of reverse innovation. Innovation in the part of the combination between the assimilation of knowledge is acquired in consolidated products, processes and services and the valuation of human capital. [ABSTRACT FROM AUTHOR]