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This study aims to estimate the amount of money laundering (ML) with multiple proxy approaches and measure the effects of ML on various indicators of the economic and financial sectors. Theoretical justifications are recruited from the parasite theory of organised crime.

A quantitative research methodology was used on a balanced panel data set to test the study’s hypothesis through generalised method of moment (GMM). The study sample consisted of 77 countries, and the data was collected for 15 years (2005–2019).

A study has found that 1.23% of global gross domestic product is laundered yearly, and there is no noticeable decline in ML activities. Further study has also found that ML has devastating effects on countries, government revenue, foreign investment, economic development, political and peace conditions, bank liquidity, interest rate volatility and exchange rate volatility. The study has not witnessed the negative consequence of ML on countries’ inflation rates.

Estimates of the study guide policymakers about the volume of resources fleeing and helps them to decide the level of response needed. Further findings help them prioritise the response system according to the area most affected.

This study is an original contribution by the authors and has studied the effects of ML by computing the amount of ML by four different proxies.

This study examines how employees’ exposure to coworker undermining may lead them to miss work deadlines. It offers a particular focus on the mediating role of diminished organization-based self-esteem and the moderating role of justice sensitivity in this connection.

The research hypotheses are tested with data collected among employees and supervisors who work in various industries.

Purposeful efforts by coworkers to cause harm translate into an increased propensity to fail to complete work on time, because the focal employees consider themselves unworthy organizational members. The extent to which employees feel upset with unfair treatments invigorates this process.

For employees who are frustrated with coworkers who deliberately compromise their professional functioning, diminished self-worth in relation to work and the subsequent reduced willingness to exhibit timely work efforts might make it more difficult to convince organizational leaders to do something about the negative coworker treatment. Pertinent personal characteristics can serve as a catalyst of this dynamic.

This study contributes to extant human resource management research by detailing the link between coworker undermining and a reduced propensity to finish work on time, pinpointing the roles of two hitherto overlooked factors (organization-based self-esteem and justice sensitivity) in this link.

Organizations increasingly use knowledge arbitrage to stimulate innovation and achieve competitive advantage. However, in knowledge management its use in startups is yet unexplored. This study aims to examine the utilization of knowledge arbitrage by startups, specifically during COVID-19.

This study employed an open-ended essay methodology to explore the drivers and barriers that startups face in utilizing knowledge arbitrage. We collected data from 40 participants to understand the role of knowledge arbitrage in startups’ knowledge management practices.

This study’s findings highlight the significance of knowledge arbitrage for startups. The benefits identified include organizational benefits such as building networks, innovating new products and achieving competitive advantage and financial benefits such as cost reduction and sales growth. The study also identifies several technological and organizational drivers and barriers that startups confront during knowledge arbitrage.

This study contributes to the existing literature on knowledge management by extending our understanding of knowledge arbitrage’s role in startups. Additionally, it sheds light on the importance of knowledge arbitrage for startups and the challenges they face, particularly in a disrupted environment reared by COVID-19. The study provides insights for the scholars and practitioners interested in effective knowledge management in startups.

The current challenges to traditional business practices increasingly involve spirituality. However, existing literature on spiritual leadership (SL) has not been used to date for obtaining a better understanding of why and how knowledge sharing (KS) occurs in organisations, particularly from the perspective of social dilemmas and work compassion. This paper aims to examine whether SL, through fostering experiences of compassion at work, leads followers to share knowledge prosocially in the workplace.

The authors conceptualise KS action as the result of a social dilemma whereby followers decide to share knowledge rather than selfishly succumb to the temptation to withhold it for short-term gain. The authors hypothesise that SL cultivates experiences of compassion at work, which acts as a mediator that explains how and why SL encourages KS. The authors propose a model that includes a unique higher-order construct of SL assessed using Fry’s 17-item scale. Data were collected from a sample of 384 leaders and their followers from 14 manufacturing and service companies in India and analysed using structural equation modelling.

The results revealed significant relationships between SL, KS and compassion at work. Notably, compassion mediated the relationship between SL and KS. Findings suggest that SL encourages employees to engage KS, cultivating a compassionate work environment. This discourages them from succumbing to the selfish, individualistic or uncooperative temptations to withhold knowledge for short-term benefits.

This study demonstrates a novel relationship between SL and compassion, as well as a relationship between SL and prosocial KS in which compassion at work acts as a mediator.

Elucidating self-determination and psychological empowerment theories, the current study aims to examine the link between psychological empowerment and proactive behavior. Additionally, it delves into the mediating role of prosocial motivation and assesses the moderating effects of horizontal collectivism between psychological empowerment and proactive behavior, examining the moderated-mediation effects of horizontal collectivism.

A structured questionnaire was distributed in three waves (T1, T2 and T3) among frontline service hotel workers, out of which only 507 were retained and found useful for analysis. The study employed PROCESS macro models 4 and 8 for the analyses.

The results indicated that psychological empowerment is connected to proactive behavior through the partial mediation of prosocial motivation. Further, when horizontal collectivism is high, the favorable association between psychological empowerment and proactive behavior via prosocial motivation is stronger.

Proactive service workers have an innate tendency to contribute optimally to their organization. Yet, research is insufficient about the factors that lead to proactive behavior among frontline service hotel workers. To date, there are hardly any empirical studies that have examined the buffering effects of horizontal collectivism between psychological empowerment and proactive behavior, which contributes to the originality and novelty of our research. In addition, this study offers practical implications related to ways to improve psychological empowerment among frontline service hotel workers in the ever-increasing era of automation.

The competition and competitive advantage among firms in various industries have shifted toward a knowledge-based economy. This is particularly evident in knowledge-intensive industries where a company’s competitive edge relies heavily on its ability to generate and utilize new knowledge solutions. Knowledge management (KM) is essential for all organizations, but it holds greater significance in specific functional units, such as maintenance. Industrial maintenance is a knowledge-intensive field and knowledge sharing (KS) motivation is low due to the tacit and intricate nature of knowledge. Despite these challenges, sharing knowledge between experienced and novice employees is fundamental to industrial maintenance, and much remains to be examined in this area. This study explores how novices' knowledge and KS with other workers can be improved via “Training by Novices” program in industrial maintenance.

This study adopted an action-research approach within a high-tech company’s maintenance department, involving 103 maintenance employees. The research unfolded in three pivotal phases: first, an initial evaluation of KM and KS was carried out; second, training programs by novices aimed at strengthening KS between novices and department members were implemented and third, data were collected to assess changes and facilitate improvement in knowledge exchange and collaboration within the department.

The study demonstrates that involving novices in training programs as trainers within high-tech industries' maintenance departments enhances KM and KS among all employees. The training programs led to substantial increases in knowledge for novices and experienced workers and fostered a culture of continuous learning. Despite the short training duration, participants' overall knowledge increased, and they found the program effective and expressed willingness to continue, indicating potential for long-term improvements in KS practices.

This research challenges conventional wisdom regarding KS among novices in industrial maintenance. Showcasing the effectiveness of novices as trainers offers a fresh perspective on enhancing KS practices within knowledge-intensive industries.

This study provides actionable insights for maintenance managers grappling with KS challenges. Organizations can boost employees' knowledge and KS practices by advocating for structured training programs led by novices, fostering a more collaborative workplace culture.

This study introduces a novel approach by empowering novices to engage actively in KS within industrial maintenance settings. By utilizing novices as trainers, the research demonstrates a practical means of enhancing both their own knowledge and that of their peers. This innovative strategy not only addresses common challenges in KM within maintenance units but also promotes a culture of continuous learning and development. This research offers valuable insights into improving KS practices and fostering a more collaborative organizational culture.

This study aims to examine the influence of employee vitality and tenure on the nexus between citizenship fatigue and knowledge-sharing behaviour among academic staff in Ghanaian higher education institutions.

A sample of 876 faculty members from traditional and technical universities was chosen for the study using convenience sampling technique. Data was analysed using PLS-SEM with SmartPLS 4.

Results reveal that citizenship fatigue negatively influences faculty members’ knowledge-sharing behaviour. In addition, employee vitality and tenure mitigate the negative influence of citizenship fatigue on faculty members’ knowledge-sharing behaviour.

The findings suggest that the management of higher education institutions should focus on creating a workplace culture that cultivates workplace vitality and promotes long tenure to reduce the negative influence of citizenship fatigue on the knowledge-sharing behaviour among faculty members.

This study represents one of the earliest attempts to examine a theoretical framework that connects citizenship fatigue, employee vitality, knowledge-sharing behaviour and employee tenure within the context of higher education.

In the knowledge-based view, knowledge is a valuable source of enterprise success. Its transfer through expatriates is a key mechanism in the value proposition of outward foreign direct investment by multinational enterprises (MNEs). Unfortunately, individuals are not always willing to share what they know. Expatriates are crucial players in knowledge transfer, and their knowledge-hiding behavior can significantly inhibit enterprise success. This paper thus aims to explore the patterns and antecedents of knowledge hiding, as well as the underlying mechanisms in the hiding process by expatriates within MNEs.

This paper focuses on expatriates assigned to emerging economies in Chinese MNEs. It is based on a systematic qualitative analysis of semi-structured interviews with 24 expatriates from 16 companies across 25 countries.

Not all knowledge hiding should be perceived as a negative behavior, as moderate rationalized hiding can fulfil a positive purpose. Antecedents of expatriates’ knowledge hiding were identified within a framework covering knowledge, individual, organizational and cultural features. Three main scenarios of knowledge-hiding process were also disclosed to illustrate the internal generative logic.

The comprehensive analysis of knowledge hiding presented in this paper enriches the existing literature on cross-border knowledge management and provides novel theoretical insights to better promote knowledge transfer by expatriates. A practical framework of knowledge transfer within MNEs is developed to guide the management of expatriates, even a broader spectrum of knowledge workers.

In today’s swiftly evolving and intensely competitive business landscape, organisations increasingly recognise the significance of cross-border collaborative partnerships. International Strategic Alliances (ISAs) have emerged as effective platforms to foster innovation and gain a competitive advantage. Within the context of the hotel industry, which epitomises international operations, this study aims to investigate the pivotal role of knowledge transfer (KT) in the performance of ISAs.

The research framework draws on the influence of technological drivers (TD), organisational drivers (OD) and individual drivers (ID) on successful KT within ISAs. By analysing data from managers and owners of international hotel businesses using Confirmatory Factor Analysis (CFA), this study empirically examines the relationships between these drivers and KT dynamics.

Findings highlight the direct impact of these drivers on KT and subsequent alliance performance. However, among these drivers, factors related to TDs, such as Web 2.0, knowledge management systems and IT infrastructure, generally received the highest values.

This study contributes to international business and knowledge management and sheds light on the intricate interactions between the drivers of KT and ISAs. The insights derived from this study provide a foundation for enhancing strategic alliance practices in a global context. By embracing KT mechanisms, organisations can harness collaborative potential, drive innovation and achieve sustainable growth.

This study aims to examine the impact of the COVID-19 pandemic on knowledge-sharing drivers in small- and medium-sized family firms within the restaurant and fast-food industry. The pandemic has led to significant changes in business culture and consumer behaviour, accelerating digital transformation, disruptions in global supply chains and emerging new business opportunities. These changes have also influenced knowledge sharing (KS) and its underlying drivers.

To address the research objectives, a two-phase study was conducted. In the first phase, an exploratory analysis using the Delphi method was used to identify the essential drivers and factors of KS in family businesses (FBs). This phase aimed to establish a conceptual model for the study. In the second phase, confirmatory factor analysis was conducted to analyse the impact of the COVID-19 pandemic on the identified knowledge-sharing drivers. The study examined both the pre-pandemic and post-pandemic periods to capture the shifts in attitudes towards KS.

The findings indicate a significant shift in attitudes towards knowledge-sharing drivers. Before the pandemic, organisational drivers played a central role in KS. However, after the emergence of the pandemic, technological drivers became more prominent. This shift highlights the impact of the COVID-19 pandemic on KS within FB.

The research contributes to understanding knowledge-sharing in the context of FBs and sheds light on the specific effects of the COVID-19 pandemic on knowledge-sharing drivers. The insights gained from this study can inform strategies and practices aimed at enhancing KS in similar organisational settings.