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Studies have demonstrated the role of human resource management (HRM) practices and knowledge management processes (KMPs) in innovative performance. However, there is limited focus on the role of HRM practices in facilitating KMPs in organizations, most especially in small and medium enterprises (SMEs) that are constrained by lack of adequate resources, making them dependent on external sources of knowledge. In addressing this gap, this study aims to investigate the link between knowledge-based HRM practices and open innovation (OI) activities through KMPs in Jordanian SMEs.

Following the survey method, 500 manufacturing SMEs in Jordan were randomly selected as participants, with a total of 335 responses collated. The structural equation modeling technique, based on AMOS, was used in analyzing the collected data.

The findings revealed a significant positive relationship between knowledge-based HRM practices and OI. In addition, KMPs was determined to be a significant mediator of the relationship between knowledge -based HRM practices and OI.

The study contributes to the literature by emphasizing the organizational elements that boost OI in SMEs. The findings hold significant implications for enhancing the performance of innovativeness, competitiveness and the socioeconomic advancement in the SMEs sector.

Existing literature acknowledges the role of green human resource management (GHRM) in shaping employees’ pro-environmental behaviour and environmental performance. However, limited studies have investigated the specific impacts of GHRM practices on pro-environmental behaviour from the employees’ perspectives. This study aims to conceptualise GHRM practices as internal resources that can be used to stimulate employee pro-environmental information technology (IT) behaviour.

The hypothesised relationships were tested with the aid of partial least square path modelling of data collected from 333 IT professionals in ISO 14001 companies in Malaysia.

The results suggest that green training and development, performance management and empowerment and participation are essential in stimulating pro-environmental IT behaviour. Besides, the mediating effects of pro-environmental IT behaviour were significant for the impacts of green training and development, performance management and green empowerment and participation on environmental IT performance.

The results indicate that GHRM practices are significant predictors of environmental IT performance, but training and development could be counter-productive to performance unless it stimulates employees’ engagement in pro-environmental behaviour.

This study contributes to the resource-based view of HRM by examining GHRM practices as organisational resources for stimulating employee pro-environmental IT behaviour to support environmental IT performance.

This paper aims to investigate the micro-level antecedents of absorptive capacity (ACAP) based on the multilevel perspective of learning capabilities in asymmetric joint project engineering teams constituted by local employees and expatriates.

The authors integrated the micro-foundational and multilevel learning theories to delineate the individual and team dimensions of ACAP. Using structural equation modelling, the authors tested the hypothesized relationships among the underlying individual determinants and multilevel dimensions of ACAP. The data were collected from a sample of 248 local employees from 76 joint project engineering teams in the Nigerian upstream oil industry.

ACAP entails individual and team capabilities, which depend on prior experience and need for cognition. The creation of shared understanding is essential for the transition of an individual’s knowledge assimilation capability into team’s knowledge utilization capability.

This study contributes to extant understanding of the multilevel perspective of learning capabilities, i.e. ACAP in a knowledge intensive team like joint project engineering.

This study aims to investigate the factors, which may potentially influence green product buying decision among young consumers in Malaysia.

A perceived lack of intention to buy green products observed among the Malaysian Generation Young consumers has sparked the interest to carry out this study. With the aid of structured questionnaires, data were collected from a total of 217 respondents, between 18 and 25 years of age.

The results of data analysis indicated that environmental consciousness, eco-label, price and advertising were significant predictors of green product buying behaviour. Contrary to the hypothesis, attitude was not a significant predictor of green buying behaviour among young consumers. The implications of these findings and directions for future research are outlined at the end of this paper.

This study offers empirical insights from the perspective of an emerging economy on the determinants of green products buying behaviour among young consumers.

Existing studies have demonstrated the significances of job, personal and social resources in stimulating work engagement (WKE). However, the role of psychological empowerment (PYE) in linking these resources to WKE has received limited attention. Hence, drawing on the conservation of resources (COR) theory, this paper investigates the effects of friends and family support (FFS), supervisor support (SST), and employee resilience (ERS) in stimulating PYE for WKE amid the uncertainty associated with the COVID-19 pandemic.

With a survey instrument, the authors collected data from 259 knowledge workers in Malaysia and analyzed the hypothesized model with the partial least square (PLS) structural equation modeling technique.

The data support the significant effects of FFS, SST, and ERS on PYE. Also, PYE was a significant mediator of FFS, SST, and ERS effects on WKE.

This study offers empirical support for the relevance of COR theory in explaining how employees adjust to the burden of uncertainty and psychological stress associated with the COVID-19 mandated “work from home” (WFH) practices through their engagement in work.

This study aims to investigate the implication of workplace incivility among employees in the public service department in Putrajaya involving job satisfaction, work stress, psychological contract, knowledge sharing and work engagement.

This cross-sectional study examines the implication of workplace incivility among 180 employees in the Malaysian public service organization. Purposive sampling was used in this study. Partial least square was used to examine the measurement and the structural model of this study.

The result demonstrated that workplace incivility was associated with the psychological contract, job satisfaction, work stress and work engagement. The study also found that workplace incivility does not impact knowledge sharing in the public service organization department.

Future research could provide a more broadened scope to ensure the generalization of the results for the overall public service in Malaysia. Human resource development researchers could look into experimental studies to raise the awareness of workplace incivility that may lead to the decline of workplace incivility.

The research could trigger more empirical research toward understanding the phenomenon and implication of workplace incivility in the perspective of Malaysian public service organizations specifically in Asian countries, which are currently limited.

In recent years, Malaysia has seen a dramatic change in the landscape of financial transactions due to the fast growth of mobile payment systems. This study aims to examine the technological, organisational and environmental (TOE) factors of merchants’ adoption intention to use mobile payment platforms essential for the continuing development and profitability of these cutting-edge payment options.

The research model was developed from the TOE framework and tested with the data collected from 120 merchants in Malaysia. The partial least squares structural equation modelling technique was used in analysing the collected data.

Technology readiness and competitor pressure were directly related to merchants' mobile payment adoption intention and indirectly through perceived strategic value. Also, perceived ease of use and perceived strategic value were significant predictors of the adoption intention of mobile payment.

This model demonstrates the relevance of TOE in explaining merchants' mobile payment adoption intention, with implications for policy and strategy to support the broader adoption of mobile payment platforms in Malaysia.

Despite recognising the importance of training on the successful implementation of enterprise resource planning (ERP) systems, there is a shortage of research on mechanisms that facilitate the effective use of ERP implementation training in business environments. This study aims to investigate the factors influencing post-implementation transfer behaviours as a measure of training effectiveness among ERP users.

A conceptual model based on related theories was developed to explain the effectiveness of post-implementation ERP training. The study analysed collected data from ERP users drawn from finance, customer relationship management, marketing, sales and logistics units in some organisations in New Zealand.

Findings reveal that 42.7% of the variance in ERP training transfer (TT) can be explained by mastery goal orientation (MGO), computer self-efficacy (CSE) and transfer motivation (TMO). Furthermore, CSE and TMO acted as vital mechanisms by which MGO affects the TT.

Future studies are implored to address the limitation of cross-sectional research design by using more objective measures and multiple data sources.

Understanding the underlying mechanisms of training effectiveness at the post-implementation phase can facilitate the development of strategic interventions to sustain effective transfer behaviours in ERP task environments.

Building on the self-determination theory, this study demonstrates the interrelationship among MGO, CSE, TMO and TT at the post-implementation phase of ERP.

This study aims to examine ethical practices in the banking sector by testing the relationships between customer perceptions of ethicality and brand attributes like affect, image and equity.

Drawing on the social exchange theory, the authors advance the consumer’s perspective in explaining brand equity in the banking sector. Following the survey technique, the authors used the Hayes’ Macro Process in analysing the data collected from 148 bank customers in New Zealand.

The findings suggest that customers’ perception of ethicality, brand image and affect are significantly associated with brand equity. Also, brand image and affect significantly mediate the relationship between customer’s perception of ethicality and brand equity.

The main limitation of this study is the use of survey and cross-sectional methods. Future research may adopt mixed-method techniques to provide insightful information on how these variables influence brand equity.

The study demonstrates the mechanisms that facilitate brand equity and contributes to theory by analysing the factors of brand equity in the banking sector, which has been less investigated.

Academics research productivity is the pinnacle issue of higher learning institution (HLI) quest for providing the best service for the community and a country’s as a whole. Being productive in their area of expertise will determine how far HLI can challenge for the best education in the world. In lieu of this, knowledge sharing (KS) behavior determinants are assessed to determine what factors that can contribute to academic’s research productivity.

A quota sampling method was applied in selecting academics from public and private universities in Malaysia. A partial least square structural equation modelling (PLS-SEM) was used for analysis.

The results show that academics productivity explained variance is 22.6 per cent. This suggests that academics KS behavior has substantial impact on research productivity. As for determinants of academic’s attitude, academics commitment, trust and social network constituted an explained variance of 36.4 per cent. Management support has an explained variance of 38.7 per cent towards subjective norm, while facilitating condition and social media has an explained variance of 26.5 per cent towards perceived behavioral control (PBC). Academics KS intention and KS behavior explained variance were 62.1 and 47.1 per cent, respectively.

All the hypotheses result in significant relationship except for H1, commitment toward attitude. The impact of this study will be discussed in term of its theoretical and managerial perspectives.

The KS behavior in a multiracial and multinational country in Malaysia can be a benchmark for Asian countries in general.