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This study aims to explore the influence of dynamic knowledge management capabilities on organizational innovation and supply chain resilience in maritime shipping companies. Furthermore, this study investigates the moderating role of growth-oriented strategies and the mediating role of organizational innovation.

Data were collected from 76 maritime shipping companies in South Korea. The research hypotheses were tested using structural equation modeling.

This study demonstrates that effective dynamic knowledge management capabilities in maritime shipping companies significantly enhance organizational innovation and boost the resilience of their supply chains. Organizational innovation positively mediates the relationship between dynamic knowledge management and supply chain resilience. Moreover, a company’s growth-oriented strategy positively moderates the relationship between dynamic knowledge management and organizational innovation.

Based on the existing literature, this study develops the concept of dynamic knowledge management and validates its impact on organizational innovation and the resilience of maritime supply chains. Furthermore, unlike previous studies, this study focuses specifically on maritime supply chains. Through a survey of 76 maritime companies in South Korea, the study validates relevant hypotheses and draws conclusions. This contributes to expanding and enriching existing research while offering meaningful insights for relevant enterprises.

This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).

The study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.

Our results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.

The study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.

Understanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.

This study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

The government support for research and development (R&D) initiatives in the pharmaceutical sector has been declining. The purpose of this study is to analyze factors influencing the efficacy of government R&D support programs directed at pharmaceutical enterprises in South Korea, aiming to provide valuable insights for policymakers responsible for resource allocation in the pharmaceutical industry.

The study uses data from 490 R&D projects conducted by 106 pharmaceutical enterprises between 2018 and 2020, sourced from the National Technical Information Service and Drug Approval Research and Technology repositories. The data were analyzed using negative binomial regression analysis operated by the Statistical Package for the Social Sciences.

Applied research, cooperative research and the number of doctoral researchers positively impact both the quantitative and qualitative performance of the papers. The number of doctoral researchers, government research funds and the ratio of private investment to total R&D investment positively impacted the quantitative and qualitative performance of patents. However, enterprise age negatively affected patent performance. Notably, sales were significantly associated with patent qualitative performance but not with patent quantitative performance.

While previous studies have primarily focused on specific types of government R&D support or individual sectors, this study provides a broader perspective by incorporating a variety of variables, to examine the overall performance of government R&D programs in the pharmaceutical sector. This paper addresses the growing concern over declining government support and offers insights that were not fully explored in prior studies. By doing so, this research highlights the importance of understanding how diverse factors collectively influence the effectiveness of government R&D support, providing new directions for innovation and excellence in the pharmaceutical industry.

This paper aims to extend the concept of moral elevation from the individual level to the team/group level by introducing the notion of collective moral elevation (CME) and elucidating its emergence.

Drawing on social exchange theory and social capital arguments, this paper presents a conceptual framework that outlines the mechanisms through which moral norms, organizational symbols, social cohesion and repeated interactions facilitate the transition from individual internalization of norms to collective aggregation of moral elevation.

The proposed framework emphasizes the processual nature of CME, highlighting the importance of understanding sequences of events rather than merely examining static relationships between variables.

This paper is one of the pioneering academic works to offer a novel perspective on moral elevation, exploring its manifestation at the collective level and elucidating the dynamics of its emergence and evolution within teams and groups in organizational settings. Our proposed framework explicates how moral norms, organizational symbols, social cohesion, emulation and their iterations allow individuals to transition from individual internalization of norms to collective aggregation of moral elevation.

The purpose of this study is to investigate the influence of brand equity on corporate financial performance across various institutional factors in China, encompassing macro (regional economic development and product market development), meso (industry uncertainty), and micro (CEO overseas experience) levels.

Using archival data related to Chinese listed companies, this study employs standard error combined with fixed effect regression for model estimation to empirically evaluate the impact of brand equity on financial performance (Tobin’s q) and its boundary effects.

This study reveals that in China, the influence of brand equity on Tobin’s q isn’t significant. However, when considering institutional factors across various levels, its impact becomes significant. Specifically, the positive effect of brand equity on Tobin’s q in China is more pronounced in regions with higher economic or product market development, industries with high uncertainty, or when the CEO has overseas experience.

This study enriches the brand-related marketing literature in China and highlights the potential underperformance of brand equity within this context. Furthermore, this study advances the integration of resource-based view with institutional theory by combining brand equity with institutional factors at the macro-, meso-, and micro-level in China.

This study focuses on brand performance in China, the largest emerging market, emphasizing the importance of integrating brand equity with diverse institutional factors to amplify its beneficial influence on financial performance.