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The purpose of this study is to examine the attitude of faculty members towards knowledge-sharing in the University of Education, Lahore. The impact of personal and organizational factors that may contribute to effective knowledge-sharing among the university’s teaching staff is also analyzed. The factors affecting the willingness of the faculty members to share knowledge are broadly classified as “organizational” and “personal” factors.

A questionnaire-based survey was conducted on permanent teaching staff working at different campuses of the University of Education all over the province of Punjab, Pakistan. The survey instrument for this study was adapted from four studies. The questionnaires were distributed among 246 faculty members personally.

The findings of the study showed that the faculty members were familiar with the importance of knowledge-sharing and were also interested in sharing their knowledge and expertise with others. The results showed that organizational factors (trust, reward system and organizational culture) played a vital role in enhancing the knowledge-sharing attitude of faculty members. The impact of these factors on knowledge-sharing attitude was significant.

This is the very first study which explored the personal and organizational factors of knowledge-sharing in a specific academic institution from Pakistan. The findings of the research provided useful insights to the management of the University of Education particularly and other universities in general to design strategies for enhancing knowledge-sharing culture in the higher education institution. These findings may also be helpful for other developing countries.

The purpose of this study is to explore the acceptance and use of social software tools; in particular, the paper focuses on how the features of social software determine its use.

This study identifies and uses three independent variables: intrinsic motivation, communication, and information/knowledge sharing. The dependent variables are based on the technology acceptance model (TAM) and include the perceived usefulness of social software and the perceived easiness of using social software. Using an online survey, data were collected from employees in government agencies (n=116) in Korea.

The results of a regression analysis show that both communication and knowledge sharing have a positive effect on the perceived usefulness of social software. However, the results did not statistically support intrinsic motivation as a crucial factor influencing the usefulness of social software. The findings also indicated that intrinsic motivation and communication are crucial factors in the ease of use of social software, while knowledge sharing is not significant statistically.

There are some limitations in this study that need to be addressed. First, in this study, the subjects in the questionnaire survey were employees in Korean government related agencies. In addition, the survey was conducted by volunteers responding to the questionnaire. Thus, in other circumstances, the findings of this study may not be valid or generalizable due to a different social context and representative sampling.

The study implies that decision makers in software companies should support knowledge sharing activities and a variety of communication channels to transform a government agency into a social software community. In addition, the study shows that social software developers should consider enjoyment as a crucial factor for ease of use. Finally, the study found that the associations between the features of social software and South Korean government employees' characteristics for adopting social software can serve as a starting point for research projects involving government employees in other countries.

This paper aims to investigate the interaction effect of job demands (e.g. display rules; DRs) and personal resources (e.g. emotional intelligence; EI) on work engagement and whether this interaction effect varies between managers and non-managers.

This study has been conducted on 572 hotel employees (153 managers and 388 non-managers) in China, and multiple linear regression analyses have been used to analyze the data.

The results indicate that the direct impact of DRs on work engagement was significantly positive for both hotel managers and non-managers; DRs boosted the positive impact of EI on work engagement, but only among managers; and EI boosted the positive impact of DRs on work engagement, but only among managers with high EI.

Previous studies have primarily focused on the antecedents and outcomes of work engagement, but little is about the direct impact of job demands and the interaction effect of job demands and personal resources on work engagement. This is the first study investigating DRs and its interaction effect with EI on work engagement among hotel managers and non-managers, respectively.

This study aims to investigate the factors that lead to the failure of some rewards to induce knowledge sharing behavior among employees, with much focus on employees’ attitudes and leadership’s knowledge of employees’ preferences, and presents a model that depicts the linkages.

To investigate why the provision of some rewards fails to induce knowledge sharing behavior among employees, this study uses the preferred reporting items for systematic reviews and meta-analyses framework to identify and analyze 56 articles published from 2000 to 2021.

Knowledge sharing is positively linked to organizational performance. Further, employees’ negative attitudes toward a reward system negatively relate to knowledge sharing behavior. Furthermore, management’s lack of knowledge of employees’ preferences regarding rewards leads to the provision of incorrect rewards that do not enhance knowledge sharing behavior. Finally, a conceptual model depicting the linkages among the variables under consideration has been presented.

Through the present study, employees’ attitudes toward rewards and leadership’s knowledge of employees’ preferences have been presented as critical factors that can lead to the failure of some rewards to induce knowledge sharing behavior. Further, the conceptual framework that can guide managers and leaders in strategizing on how best to develop and implement correct reward systems has been presented.

The present study is a significant contribution to the literature by focusing on the negative side of rewards toward knowledge sharing behavior with a focus on employees’ attitudes and leadership’s awareness of employees’ preferences regarding rewards.

This study aims to investigate the influence of supervisor incivility on employees’ general self-efficacy and engagement and their mediating roles in a relationship between supervisor incivility and employees’ service delivery. The study also explores how gender (dis)similarities between supervisors and subordinates affect these relationships.

A total of 276 frontline hotel employees in the US Midwest participated in the study. The research model was examined through a two-step structural equation modeling.

The study findings suggest that an uncivil supervisor negatively influences hotel employees’ self-efficacy and engagement level, which served as underlying mechanisms connecting supervisor incivility with reduced service delivery. The findings did not support the moderating role of gender (dis)similarity.

The results of the current study should urge organizations to acknowledge the detrimental impact of workplace incivility and to commit to the prevention and termination of employee mistreatment. Organizations make efforts to ensure that supervisors serve their internal customers with support and gratitude and help enhance employees’ psychological resources.

The current study advanced the body of literature by suggesting an integral psychological underlying mechanism linking uncivil treatment and declined performance in the hospitality industry.

Mergers and acquisitions are frequent occurrences in the world of business. While a merged firm may convert an acquired asset to other brands, the restaurant industry tends to acquire the same brand name and does not change the name of the acquired assets. Acquisitions can prove to be a risky proposition in any industry. This study attempts to determine if a product-diversified acquisition in the restaurant industry is a value-creating decision. By comparing focused and diversified acquisitions, we try to find if focused acquisitions create value and that diversified acquisitions do not. Our initial expectation was that focused acquisitions create more shareholder value. We find that both focused and diversified acquisitions make significant positive abnormal returns for acquirers.

The aim of this study is to investigate institutional investment behavior relating to lodging firms and their brand equity.

Ordinary least squares (OLS) and two‐stage least squares (2SLS) regressions are used. The dependent variable is institutional investor percentage and the independent variables are advertising expenditures, size, capital expenditures, proxy Q, debt ratio, price, share turnover and year.

The study found that institutional investors' holdings are positively related to advertising expenditures. There is a significant difference in institutional holdings between lodging firms with advertising expenditures and those without. Institutions favor lodging firms that have lower debt ratios. Institutional investors prefer small firms because they typically offer superior returns.

Further research may be done to see whether individual investors favor firms with brand equity. Additional research may be conducted in other segments, such as restaurants or casinos.

Findings may help lodging managers in raising financial capital from institutional investors; researchers in conducting future research on institutional investors; and educators in better describing institutional investors' important roles to hospitality students.

The paper is the first to show a relationship between institutional investors and advertising expenditures in the lodging industry.

This systematic review aims to identify the key determinants of knowledge transfer (KT) activities among researchers.

This study systematically reviewed KT literature in academic settings from 1995–2023. The authors searched Web of Science and Scopus using predefined keywords, following PRISMA guidelines for screening and eligibility assessment. From 158 selected articles, the authors extracted data and conducted a descriptive analysis to map KT activities’ evolution. A narrative synthesis approach categorized determinants of researchers’ KT activities.

The systematic review findings revealed a general conceptual framework that categorizes the identified determinants of KT into four categories. At the individual level, the factors are related to the sociodemographic characteristics of the researcher (e.g. gender, age, experience), their psychological aspects (e.g. attitude, intrinsic motivation, intention) and personal characteristics (e.g. self-efficacy, communication skills). At the research team level, leadership style and team dynamics. At the organizational level, the findings emphasize university characteristics (e.g. size, structure and ranking), KT culture installed and university resources. At the inter-organizational level, the key determinants were funding sources, network strength and trust.

The studies included in our database were different in terms of contexts, country of the study, the disciplines of KT and the types of KT activities examined. This variety restricts the direct comparison of research findings thus the generalizability of our conclusions. Future research should focus on specific contexts, disciplines, countries or types of KT activities to provide generalizable findings.

A better understanding of all the factors influencing KT among university researchers is essential for several reasons. First, it will enable the government to develop effective policies to promote KT ecosystems. Second, universities can create strategies, policies and programs to support researchers’ engagement in KT activities. Finally, researchers can be more strategic in their KT efforts.

This systematic review contributes to the literature by providing a comprehensive conceptual framework that identifies KT determinants at different levels and fills a gap in the existing literature that only addresses specific aspects of KT determinants. This framework can be a theoretical reference for future empirical studies. Furthermore, it practically provides recommendations for different actors including, government, universities and researchers.

The purpose of the study was to examine the moderating effect of self-efficacy and gender on work engagement.

The survey study was conducted on 149 restaurant employees, and multiple regression analyses were used to analyze the data.

Self-efficacy significantly moderated the impact of perceived organizational support on work engagement, but the moderating effect of self-efficacy was only significant for women with low self-efficacy. Self-efficacy did not moderate the impact of work engagement on intent to leave.

The results of the study provide suggestions for managing men and women with different levels of self-efficacy in the hospitality workplace.

The focus of previous studies on work engagement has primarily been on its antecedents and outcomes, but little is known about individual differences in the relationship between work engagement and its antecedents/outcomes. This is the first study investigating self-efficacy and gender as moderators of work engagement in the hospitality industry.

The purpose of this paper is to investigate librarians' attitude toward knowledge management in the academic environment of Pakistan. Personality characteristics and situational characteristics of behaviour were discussed in the context of a Pakistani university setting.

This is quantitative research with closed-ended questionnaire as the tool for data collection. In data analysis, Pearson correlations of self-esteem, self-efficacy, threat and challenge with factors of knowledge management and Pearson correlations of experience with attitudes toward knowledge management were calculated. In addition, independent samples-t tests for gender and sector were applied.

Significant positive correlations of self-efficacy, self-esteem, and challenges with librarians' attitudes toward knowledge management were calculated. On the other hand, research results proved that attitudes toward knowledge management had no relation with experience of librarians. Similarly, no gender wise and sector wise significant differences were observed in librarians' attitudes toward knowledge management.

This research suggests new roles, trends, and vocational settings for library and information science professionals in the field of knowledge management as the topic of future research.

This research clarifies the personality characteristics and situational characteristics for knowledge management practices with special reference to librarianship and it contributes to the promotion of knowledge culture in Pakistan.

This literary contribution is unique in the sense that it presents knowledge management perspectives in Pakistani librarianship. It is useful for decision makers who are involved in knowledge management attempts. It helps in selection of proper person for the proper task for knowledge management.