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Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

International business; business ethics; international trade law; intellectual property

Undergraduate and Master's level courses in Business and Management, particularly with a focus on international trade.

This case covers the issues that surround piracy of intellectual property by highlighting illegal manufacture and distribution of millions of Zippo brand windproof lighters and considers the seriousness of the large-scale theft of intellectual property by civilized nations. The focus of this case is on the additional victimization of the producers of genuine products, mostly European and American, who have the policy of life-time repair-or-replace warrantee, which by extension, although wrongly, becomes applicable to their counterfeits. Some micro and macro aspects are covered in detail, some are alluded to, while others are left out for the teachers of this case to justify considering the local logic and culture.

There are major lessons embedded in this case: first, intellectual piracy is not less than the theft of tangible property. Second, the problem of piracy carried out by large, civilized countries is really serious because of its huge size. Third, if the rights of those developing innovation are not protected and they cut their investments in R&D, the consequence will hurt all people in the world – emerging and developed.

Teaching note.

The purpose of this research is to explore how current implementation of KM practices, KM processes and KM-centred strategies among Malaysian R&D firms contribute to improving their knowledge quality. In addition, the KM practices investigated are supported by ways of how the R&D firms are motivated to share knowledge and what are the constraints inhibiting such sharing.

A total of 320 questionnaires were disseminated to Malaysian R&D firms and the response rate was 47 per cent. Descriptive analysis such as percentage, mean values and indexes were used to analyse the data.

Overall, the findings reflect the nature of R&D firms as knowledge-intensive organisations. KM practices show that there is a very high tendency of implementation of knowledge exploration and knowledge exploitation activities. In all, 90 per cent of more firms have implemented the three KM processes with constructing new knowledge appears to be the most implemented process. Knowledge-centred culture scores the highest overall mean, followed by leadership and HR practices.

This study provides an identification of KM practices that serves as a starting point for R&D managers to determine the gaps and appropriate actions to collectively achieve the desired R&D results and national innovation.

This study serves as a careful examination in exploring the extent to which KM practices, KM processes and KM-centred strategies are implemented in improving the knowledge quality in the Malaysian R&D firms. It helps R&D firms to frame their KM activities to drive the capability of creating and retaining a greater value onto their core business competencies.

The purpose of this paper is to give some theoretical foundation to leadership function and style for managing knowledge workers whose work, by definition, is non-routine, thrives on innovation, and places a special demand on autonomy for its execution.

Extant search of literature to look for evidence supporting successful leadership theories and practices that are shown to improve performance of knowledge workers. Synthesis of findings to structure a framework in the form of major propositions for their testing by future research.

The authors begin with establishing the first finding that states that leadership of knowledge organizations is different from the leadership of traditional organizations. Then the authors build six additional findings for shaping a successful leadership process for knowledge organizations.

Since it is a theoretical paper built on a search of literature in the field of leadership, there is a need to empirically test the findings to give them their final shape. Each of the seven propositions in this paper would result into many hypotheses that should initiate several empirical studies.

The authors consider individual and organizational/group contexts of the leadership proposed here, and also provide recommendations for carrying out this research further. While the paper is written more specifically with regard to the leadership of knowledge organizations where its findings should be fully implantable, however, to some extent, they would apply to all organizations.

Leadership is a ubiquitous social phenomenon. It affects not only organizations, but also every aspect of human activity. This paper is an attempt to alter the fundamental thinking of leaders, suggesting to not to use authority, and instead, to allow everyone connected with the task the opportunity to lead. This shift in leadership paradigm will have an impact on the behavior of all involved, and steadily, will bring a change in the norms of social behavior.

This paper is a move toward giving the knowledge organization leadership some theoretical framework, as it is still in a state of flux in spite of attracting a lot of research.

Grounding in the premise that motivation in a knowledge work environment is an outcome of the existence of certain antecedents that are responsive to the dynamics of motivation in this environment, this work develops a conceptual model synthesizing motivations “what” and “how” that will bring human creativity in organizations which thrive on innovation. The presented model embodies these dynamics into five drivers of motivation practice in the knowledge work environment and then leads to three sources of motivation into which its antecedents should be loaded to motivate knowledge employees for innovation.

Based on the theoretical framework, this paper analyzes the sentiment-herding relationship in emerging stock markets (ESMs). First, it aims to examine the effect of investor sentiment on herding. Second, it seeks the direction of causality between sentiment and herding time series.

The present study applies the Exponential Generalized Auto_Regressive Conditional Heteroskedasticity (EGARCH) model to capture the volatility clustering of herding on the financial market and to investigate the role of the investor sentiment on herding behaviour. Then the vector autoregression (VAR) estimation uses the Granger causality test to determine the direction of causality between the investor sentiment and herding. This study uses a sample consisting of stocks listed on the Shanghai Composite index (SSE) (348 stocks), the Jakarta composite index (JKSE) (118 stocks), the Mexico IPC index (14 stocks), the Russian Trading System index (RTS) (12 stocks), the Warsaw stock exchange General index (WGI) (106 stocks) and the FTSE/JSE Africa all-share index (76 stocks). The sample includes 5,020 daily observations from February 1, 2002, to March 31, 2021.

The research findings show that the sentiment has a significant negative impact on the herding behaviour pointing out that the higher the investor sentiment, the lower the herding. However, the results of the present study indicate that a higher investor sentiment conducts a higher herding behaviour during market downturns. Then the outcomes suggest that during the crisis period, the direction is one-way, from the investor sentiment to the herding behaviour.

The findings may have implications for universal policies of financial regulators in EMs. We have found evidence that the Emerging investor sentiment contributes to the investor herding behaviour. Therefore, the irrational investor herding behaviour can increase the stock market volatility, and in extreme cases, it may lead to bubbles and crashes. Market regulators could implement mechanisms that can supervise the investor sentiment and predict the investor herding behaviour, so they make policies helping stabilise stock markets.

The originality of this paper lies in investigate the sentiment-herding relationship during the Surprime crisis and the Covid-19 epidemic in the EMs.

This paper presents results from a large comprehensive global survey of knowledge management (KM). The question that this paper looks to answer is how a KM strategy can be developed that will enable its successful management in organisations of many sectors and sizes. In light of the observed developments since the previous knowledge management surveys, the purpose of this paper is to redefine the KM function, and how it should be performed.

The research instrument was a global online hosted survey answered by nearly 700 participants. Hypotheses on the KM management process in contemporary organisations, emphasising the importance of strategy, cover this work. These hypotheses are tested by a set of questions and supported by the survey responses.

It is demonstrated that in many organisations technology has failed to have much impact on the way knowledge is transferred and shared.

It should be noted that no control was made over the participants to the survey and no stratification of sampling was made. This means that the results are based on breadth as opposed to depth.

Due to the breadth and depth of this survey, the results reported here provide a global snapshot of how knowledge is currently being managed across nations, organisations and various forms of KM function. The findings should be of great use to both practitioners and academics.

Effective leadership of human capital is a major managerial issue. Hiring and keeping employees is key to sustainable competitive advantage. E‐recruiting as a general process is job‐specific and offers computer‐assisted screening interviews and statistical prediction to aid in reducing recruiting costs, time‐to‐hire and employee turnover. This paper examines the application of this technology to recruiting and retaining knowledge workers in an e‐commerce, information‐intensive environment.

The purpose of this paper is to explore the phenomenon of burnout during early career among knowledge workers in information technology (IT) services industry in India.

The grounded theory research design was used to explore the research phenomenon. The study was based on the analysis of 43 in-depth interviews from the employees, managers and human resource professionals in IT services industry in India. Purposeful and theoretical sampling designs were used to locate the participants for the study. Grounded theory analytical procedures – open, axial and selective coding – were used to analyze and interpret the interview narratives. Atlas ti version 5.0. was used for qualitative data analysis.

The analysis of the interviews with the young knowledge workers reveal the following as the reasons for their burnout during early career: poor integration with the job and the organization at large, underemployment, stressful job and exhausting work environment, fear and insecurity of replacement of talent and downsizing. Strategies are discussed to deal with burnout situations among the young knowledge workers for individual and organizational well-being.

The findings of the study are applicable to organizations such as the IT services industry and thus the research outcome cannot be generalized. The study includes lived experiences of employees only during their early career.

The findings are relevant and useful in the practice domain as they are grounded in field reality. It provides directions for managerial and organizational practices in preventing burnout in early career among knowledge workers.

The paper is original and the present study is among the first attempts to investigate the nature of burnout through qualitative inquiry.

The purpose of this paper is to investigate the way companies involved in Open Innovation Processes (OIPs) routinize the procedure through which they can absorb in-bound knowledge, i.e. knowledge that comes from the outside and, in particular, from the crowd. In-bound knowledge passes through the phases of acquisition, assimilation, transformation and exploitation. Thus, companies need to define mechanisms and paths – related to their potential and realized absorptive capacity –to manage and exploit it.

The present paper is based on a longitudinal case study, an OIP launched by Fiat Chrysler Automobiles (FCA) that has already been implemented for three times. Multiple direct interviews with FCA top managers have allowed rebuilding the routinized procedure through which the company absorbs in-bound knowledge.

To routinize the procedure of absorbing in-bound knowledge, the company has settled specific mechanisms and paths and has established some bottlenecks over the process of acquisition, assimilation, transformation and exploitation of in-bound knowledge. These mechanisms and path, as well as these bottlenecks, are identified and descripted in the paper.

Beyond the limitations linked to the use of a single case study, another limitation might be the reference to a big company in a specific industry. Anyway, with due caution, achieved findings can be referred to other industries as well.

This paper contributes to exploring if and how companies managing OIPs routinize the procedure through which they can absorb in-bound knowledge.