ABSTRACT This study investigates the feedback loop between Economic Policy Uncertainty (EPU) and academic knowledge production, assessing whether scholarly inquiry reflects or actively mitigates policy volatility. Using 35,000 Scopus-indexed publications (1985–2023) through bibliometric analysis and time-frequency methods, we find that elevated EPU stimulates research activity, while high-impact scholarly outputs contribute to stabilizing volatile environments by reducing informational frictions. This relationship intensifies during systemic shocks, including the 2008 financial crisis and COVID-19. Findings show a significant cross-national divergence: advanced economies demonstrate proactive, sustained research responses, whereas emerging economies appear reactive and fragmented. Theoretically, this research extends endogenous growth and research-utilization frameworks to uncertainty-driven knowledge creation. Practically, it demonstrates the necessity of resilient funding, institutional capacity, and international collaboration. We conclude that academic research into policy uncertainty functions as an endogenous stabilizing mechanism within volatile global systems, rather than a secondary effect of economic turbulence.

ABSTRACT Building on social capital theory and dynamic capability theory, our study explores the impact of relational social capital on business model innovation, and the mediating role of boundary-spanning knowledge search between them. Furthermore, our study explores the moderating role of environmental turbulence between the relational social capital and boundary-spanning knowledge search. Our research model is examined using questionnaire data collected from 212 new ventures entering maker-spaces in China, and analyzed through multiple hierarchical regressions. Our study findings demonstrate a positive correlation between relational social capital and business model innovation. Moreover, the relationship between relational social capital and business model innovation is mediated by boundary-spanning market knowledge search and boundary-spanning technological knowledge search. Additionally, under conditions of market turbulence, relational social capital has a stronger influence on boundary-spanning market knowledge search, while under conditions of technological turbulence, it has a stronger influence on boundary-spanning technological knowledge search.

ABSTRACT Effective tacit knowledge sharing (TKS) helps firms gain a competitive advantage in a knowledge economy. Drawing on social identity theory, the study posits that meaning-making through work (MMW) leads to TKS. Knowledge hoarding mediates, and formalization moderates the MMW-TKS relationship. As possession of knowledge is necessary for knowledge sharing, MMW promotes knowledge hoarding; therefore, knowledge hoarding is posited as a mediator between MMW and TKS. Formalization is hypothesized to negatively moderate the MMW-knowledge hoarding, and knowledge hoarding-knowledge sharing relationships as it promotes systemic organizational actions rather than individual-level behaviors. The study hypotheses were tested using a cross-sectional survey of 250 employees, with all hypotheses finding support. The study improves our understanding of TKS antecedents and calls for debate on the dominant conceptualization and operationalization of knowledge hoarding as a knowledge-withholding behaviour. It also sheds light on the substituting effects of institutional endeavours on individual efforts.

ABSTRACT Knowledge hiding in organizations is a significant concern for academics and practitioners due to its negative effect on organizational performance. Leveraging Knowledge Dynamics theory, we examine how peers’ unethical behavior influences employees’ propensity to hide knowledge and investigate the role of perceived cost of knowledge sharing and responsible leadership in this relationship. To test these proposed relationships, we collected data from IT sector employees in India through a three-wave survey. The results of data analysis show that peers’ unethical behavior has a positive influence on KH, and the perceived cost of knowledge sharing works as a mediating mechanism linking peers’ unethical behavior and knowledge hiding. The results suggest that the moderating effect of responsible leadership was not significant. The present study advances knowledge hiding literature by emphasizing the role of peer influence in knowledge hiding. Managerial implications are discussed by suggesting the need for stronger ethical norms to reduce knowledge hiding in organizations.

ABSTRACT The rapid integration of Industry 4.0 technologies has increased the need for firms to assess whether internal knowledge resources support sustainable global marketing channels. Unlike manufacturing and IT, marketing operates at the intersection of technology deployment and market value creation, requiring a distinct mix of technical, strategic, and relational competencies. Guided by the knowledge-based view (KBV), this study examines marketing professionals’ perceptions of the Industry 4.0 knowledge held by technical personnel. Survey data from 250 U.S. and Canadian marketing professionals were analyzed using SPSS and SPSS Modeller. Two knowledge-based clusters emerged. One cluster exhibited higher and more balanced knowledge across domains and was associated with greater decision authority, more mature deployment, longer tenure, and higher satisfaction. This study advances KBV by identifying marketing-oriented Industry 4.0 knowledge typologies and their strategic implications.

ABSTRACT Knowledge provides employees with a strategic advantage. Thus, while organisations may encourage employees to share their knowledge, individuals may choose to manipulate or hide knowledge to maintain this advantage. By drawing from the broaden-and-build theory, this study examines the indirect effect of work engagement on knowledge manipulation and knowledge hiding via individual perceived team member exchange. In a time-separated field study (n = 128), results show that individual perceived team member exchange fully mediates the relationship between work engagement and knowledge manipulation and knowledge hiding, and that job tenure moderates the relationship between individual perceived team member exchange and knowledge manipulation, but not between individual perceived team member exchange and knowledge hiding. This paper contributes to the existing body of research on knowledge hiding and the growing literature on knowledge manipulation by uncovering affective and relational mechanisms as well as boundary conditions that impact these behaviours.

ABSTRACT This paper examines the influence of boundary-spanning knowledge search on cooperative innovation performance and explores the moderating role of innovation passion in Chinese firms. We collected 229 valid responses from Chinese firms participating in collaborative innovation projects and applied confirmatory factor analysis to test the reliability and validity of the constructs, multiple stepwise regressions to verify the direct effect, and the PROCESS macro to test the moderating effect. The results show that all three dimensions of boundary-spanning knowledge search (i.e. network capability, IT capability, and absorptive capacity) positively affect cooperative innovation performance. Harmonious innovation passion positively moderates the relationship between network capability and cooperative innovation performance. In contrast, compulsive innovation passion plays a negative moderating role in the relationship between absorptive capacity and cooperative innovation performance. This study further enriches and extends the theoretical framework of cooperative innovation performance by emphasizing the impact of the three dimensions of boundary-spanning knowledge search.

ABSTRACT This study investigates the impact of anthropomorphic design features in enterprise generative artificial intelligence (GenAI) systems on employee engagement and knowledge collection. Leveraging a two-study approach, we examine how high versus low levels of anthropomorphism in GenAI avatars affect employees’ interactions with these systems. Two experimental studies were conducted. Results indicate that high anthropomorphism enhances both knowledge collection and employee engagement. Mediation analysis further reveals that knowledge collecting mediates the relationship between anthropomorphic design and employee engagement. Results also show that data protection disclosure significantly influences employee engagement and knowledge collecting, with moderated mediation analysis highlighting that high anthropomorphic features positively impact knowledge collection, which in turn enhances employee engagement. The findings highlight the importance of anthropomorphic design in fostering effective employee interactions with GenAI and provide practical insights for optimising AI implementations in organisational settings. This paper contributes to the literature on human-computer interaction by elucidating how anthropomorphism and contextual factors like data protection disclosure influence employee engagement and knowledge management.

ABSTRACT Studies of leadership and knowledge sharing behaviour have focused mainly on leadership style, behaviour, and leader – member exchange, and neglected the importance of leader emotional expression. Based on self-concept theory and the gratitude setting literature, this study constructs a moderated mediation model linking leader gratitude expression (LGE) and knowledge sharing behaviour, and examines the mediating role of organization-based self-esteem (OBSE) and perceived insider status (PIS) and the moderating role of gratitude settings (public or private). Two studies, a scenario study (N = 131) and a three-wave survey study (N = 260), were used to test our hypotheses. The results showed that LGE was positively related to employee knowledge sharing behaviour, and that OBSE and PIS mediated the above relationship. Furthermore, the setting in which gratitude was expressed moderated the relationship between LGE and knowledge sharing behaviour through OBSE and PIS, such that publicly expressed leader gratitude amplified the mediation effect.

ABSTRACT Knowledge workers are key to organisational innovation, and the SCARF model can motivate employee performance. However, applying the SCARF model in practice remains challenging due to the assumption that it is a single-level structure requiring simultaneous collaboration. A survey study involving 162 knowledge workers in China was conducted, and this study stratified the SCARF elements into two levels, highlighting the importance of fairness based on self-determination theory and the fairness-motivated cognition perspective. The first level includes status, certainty, autonomy, and relatedness, while the second level comprises fairness. Path analysis revealed that the first-level elements positively influenced work well-being and job performance, with fairness as a mediator. Notably, relatedness and autonomy also had direct effects on job performance, in addition to their indirect effects through fairness. This research highlights the interconnectedness and differentiation of the SCARF elements in motivating knowledge workers and offers practical guidance on effectively leveraging these elements, especially when resources are constrained.