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Current article aims to investigate the positive link between knowledge sharing (KS), innovative culture (IC), quality of work life (QWL) and innovative behaviours (IB) at higher education institutions in Iraq's Kurdistan Region.

The study's data was gathered from academic staff at various universities in Iraq's Kurdistan Region. A total of 212 data were collected via survey questionnaire and analysed using structural equation modelling.

It was discovered that KS has direct and significant positive effects on IC, QWL and IB; IC had direct positive effects on IB; QWL had no considerable influence on IB and IC had a significant mediation and moderation roles between KS and IB. As a result, it is advised that universities in the region are strongly support IC to increase IB among academicians.

Firstly, the data has been collected during the crises time that the lecturers were not receiving regular salary. This might change their quality work life perception. Secondly, data has been collected only from Sulaymaniyah city; other parts of the Iraq could have different perceptions. Lastly, sample size might be another limitation of the study.

It is recommended that universities in the region should strongly support IC to increase IB among academicians, in terms of providing flexible working schedule and conditions, fair opportunities for promotion, and share decision making responsibilities.

KS and IC has significant impacts on IB among the academicians. Accordingly, university administrative should improve policies increase KS behaviours and provide IC that academicians feel more comfortable culture to be innovative. Therefore, current paper recommends, tolerance to failure, openness to new ideas and participation to the decisions to improve IB among the academicians.

The paper is important that investigate KS and IC at the higher education institutions in Kurdistan region. Further, QWL perception has been investigated respectively. However, it has been observed that lecturers do not have quality of life perception at the investigated period of time.

Based on US college student and adult samples, Kasser and Sheldon suggested that time affluence (TA) may be a more significant predictor of subjective well‐being than material affluence (MA). This paper aims to replicate and extend their findings to an employed sample from another country and culture.

Data were collected from 877 men and women managers and professionals working in the manufacturing sector in Turkey using anonymously completed questionnaires.

This sample worked long hours and earned significantly less income than did the US samples. TA and MA were uncorrelated in this sample though positively and significantly correlated in the US samples. Income emerged as a significant predictor of MA but not TA. Hierarchical regression analyses, controlling for both personal demographics (e.g. age, education) and work situation characteristics (e.g. organizational level, organizational tenure) showed that TA and MA were significant predictors of most work outcomes (e.g. job satisfaction, job stress) and indicators of psychological well‐being (e.g. psychosomatic symptoms, life satisfaction).

Data were collected at one point in time so issues of causality cannot be addressed. Results suggest that further research on TA and MA should be carried out in countries having different values and levels of development than in North America.

These findings partially replicate US results and extend them to women and men working in a single occupation in another country. They suggest that further research on TA and MA should be carried out in countries having different values and levels of development than in North America.

Studies in the service quality evaluation literature have generally attempted to determine the service quality perception level of customers by mainly focusing on customers’ quality evaluations. However, the nature and characteristics of differences in service quality perceptions among customers, managers and employees are not sufficiently researched. In this study, the differences in service quality perceptions among the aforementioned stakeholders are examined.

Multivariate analysis of variance was used to test the significant differences between stakeholder’s perceptions of service quality, using a sample of 845 hotel stakeholders (customers, employees and managers).

The findings showed that employees perceived service performance to be at a high level, while customers perceived it to be at a low level. According to the post-hoc test, even though managers’ perception of service quality performance was lower than that of employees, no significant difference was found between them. In addition, it was determined by second-order confirmatory factor analysis that the lowest explanation ratio was the tangible dimension in SERVQUAL.

One major shortcoming in the concept of service quality is that stakeholders perceive service quality differently. In particular, a hotel business that lacks service quality may face issues such as negative customer satisfaction, lack of customer loyalty and lower competitive advantage. However, while most of the studies on the hotel sector in the literature focus mainly on the evaluation of customers for service quality, other stakeholders’ (employees’ and managers’) perceptions have been ignored. Therefore, the current study’s contribution to the literature explores the differences in stakeholders’ perceptions of the hotel industry.