The management of knowledge assets is crucial for gaining competitive advantage and has a huge strategic importance for the firms. Knowledge management has become one of the emerging fields in today’s research world and has turned out to be a major concern for the organizations as it plays a crucial role in the growth and development of the organization. Knowledge management is a new concept that is why it is gaining increased attention among small and large organizations. In this study three important knowledge management practices are discussed and the necessary insights regarding knowledge management processes and their positive impacts within an organization are provided. The study also brings forth the relationships which knowledge management processes have with radical innovation in small and medium enterprises. The explanatory method of research and quantitative type of research to test the hypothesis of research was used to carry out the study and survey type was involved by using questionnaire. The knowledge management and innovation instruments were adapted from previous researchers. This study’s target population consisted of small and medium-sized enterprises that included service sectors in Quetta, Balochistan. A convenient sampling was applied to collect the necessary data from SMEs. A total of 850 firms were communicated and requested to participate in this survey but 300 (35.6% response rate) accepted to fill out the survey questionnaire. The study utilized structural equation modelling to examine numerous complex cause and effect relationships between variables. The results indicate a positive association between Knowledge management processes and radical innovation. The positive link between Knowledge management processes and innovation indicates the importance and value of knowledge management in achieving competitive advantage through innovation.

The aim of this study is to identify the impact of adopting and using electronic collaboration tools on knowledge management processes at the Generations For Peace (GFP) Organisation in Jordan. To achieve the objectives of this study, the researchers used an analytical descriptive method by developing a questionnaire consisting of (46) items. A comprehensive survey was adopted for the study and 300 questionnaires were distributed among the study population consisting of GFP Arabic-speaking staff. 281 questionnaires were returned (93.6% of the study sample) and 267 were suitable for analysis. The researchers used SPSS to analyse the data. As part of the study’s results, deficiency, on the one hand, was found in the use of electronic links among individuals. Furthermore, the researchers found a drawback in GFP’s use of strategies that reduce bureaucracy at work. Another deficiency was found as well in encouraging informal meetings at GFP among staff to exchange work-related views. But on the other hand, knowledge management processes were highly scored; the highest score was given to ‘knowledge storage’ followed by ‘knowledge generation’, ‘knowledge application’ and lastly ‘knowledge sharing’.

The objective of this study is to assess the impact of corporate social responsibility (CSR) and risk management (RM) on financial performance (FP), and evaluate the moderate role of firm size in the relationship between risk management and financial performance. The study was conducted on a re-search sample of 389 Vietnamese textile firms. The results show that corporate social responsibility (CSR) was an optimal measure to minimize risks and improves financial performance. The good CSR policy reduces corporate risk and improves financial performance. Other way, the bad CSR policy increases corporate risk and impacts negatively on financial performance. In addition, the moderate role of firm size in the relationship between risk management and financial performance is statistically significant.

The first Social Progress Index (SPI) report was released in 2013; a handful of studies examined the determinants of social progress at country level as an instrument in evaluating nation’s prosperity. This study focuses on determining the relationship between institutional quality measured by the World Governance Index (WGI) and social progress measured (SPI).The results are based on the secondary data from 107 countries over a four year period (2014-2017), after controlling Gross Domestic Product per capita, innovativeness and trustworthiness. The result was in favor of the fixed effect model. The findings illustrate that institutional quality was consistently significant in fostering social progress. This study is unique in that, it is the first that examined the role of formal institutional quality in promoting social progress at country level by using SPI as a measurement of social progress.

This study tries to deal with knowledge collaborative approach of relationship learning which is a strategic perspective entails of creating collective knowledge to demonstrate the role of inter-organizational learning through project-based organizations (PBOs). This helps in enhancing the abilities of non-governmental organizations (NGOs) in metropolitan areas witnessing duality in the legal framework under which these organizations operate, and how such circumstances affect NGOs operating in autonomous regions to maintain long-term linkages with their partners to achieve sustainable development. Based on a survey conducted from 146 respondents, we have illustrated that inter-organizational learning was significantly associated with building the capacity of NGOs to maintain long term linkages with international partners, as well as its significant relation-ship with obtaining sustainable performance. Moreover, the value creation has appeared to have a partial mediation role between inter-organizational learning and sustainable performance while legal framework seems to have a significant moderator role in hindering the relationship between interrelation learning and value creation.

Due to market changes in the digital era, we argue that innovation based on dynamic capability is accelerated when aligned with market orientation. Digital leadership will significantly enable sensing market changes, seizing opportunities, and reconfiguring organizations. Previous studies on digital leadership, dynamic capability, and innovation management focus mainly on constructs, benefits, and implications. However, a study on the role of digital leadership based on dynamic capability in fostering innovation and the impact of market orientation have not been thoroughly explored, which is the aim of this study, taking market orientation as a moderating variable. Employing a quantitative methodology, data were collected through online questionnaires, distributed through email and messaging applications to a purposive sample of 88 senior managers of Indonesian telecommunication firms. The results reveal that digital leadership based on dynamic capability impacts directly and indirectly on developing innovation. Market orientation also plays an important role in accelerating innovation. Due to limitations in terms of research model, sample size, and time, further research using larger samples in other industries and countries should be undertaken.

The research paper may be of interest to the representatives of the audit service, internal control par-ticipants, managers of all levels within the system of the Ministry of Defense of Ukraine and the Armed Forces of Ukraine, and other interested parties directly involved in the implementation of internal control, which is oriented towards risk management. The timely detection and identification of threats and risks depends on the efficiency and timeliness of exercising functions assigned by the subject of internal control and acquiring the necessary capabilities for the accomplishment of assignments. The research paper formulates the scientific task of determining the necessary competencies of the members of the risk assessment group to the subject of internal control. In accordance with the Interim Procedure for the Organization of Internal Control in the Ministry of Defense of Ukraine and the Armed Forces of Ukraine, risk assessment groups are established, which require the inclusion of officials with the highest level of competence in the relevant field. At the same time, there was an urgent need during the formation of these groups for a scientific substantiation of the list of necessary competencies, whose carriers could effectively fulfil their assigned tasks in identifying risks in relevant processes. A partial analysis of the governing documents regulating the or-ganization and functioning of internal audit and internal control systems in the defense department is conducted in the course of the study. Based on foreign experience, functional responsibilities and guidance documents, 90 competencies were distinguished distributed according to the relevant blocks. The research paper uses the expert evaluation method to determine the key competences of members of the risk assessment group. The method of the mean scores, the median method, the determination of the coefficient of concordance and the Pearson’s fitting criterion were used for the analysis of the results of the expert evaluation. The research paper determines a number of priority competencies of the members of the risk assessment working group and elaborates appropriate con-clusions for further research.

Most previous studies of employee engagement and performance have been rooted in either Social Cognitive Career Theory (SCCT) or the Social Exchange Theory (SET), giving often inconclusive outcomes. In fact, there are only a few researchers in social science focusing on the level of high po-tential employee’s engagement towards individual work performance through human resource management practices. The purpose of this study is to investigate the relationship between employee engagement and individual work performance with mediation role of human resource management (HRM) practices for selected manufacturing organizations in Malaysia. Two hundred and fifty-two usable questionnaires are collected to empirically test the hypotheses using IBM SPSS software and Smart Partial Least Square (SmartPLS) version 3. The results suggest that high potential employee engagement positively and significantly influence on individuals’ work performance. Additionally, human resource management practices play significant role in mediating the relationship between employee engagement and individual work performance among high potential employees. There-fore, these results should provide insight towards managing high potential employees, especially in the manufacturing sector.

The main objective of this study is to explore and investigate the impact of social network marketing on purchase intention of female’s consumers in fashion apparel and how it is affected by mediating role of brand engagement and consumer motivation. Deductive approach is used to determine the variables influencing purchase intention of female fashion apparel’s consumer. The study is con-ducted in Karachi, the hub of Pakistan’s economy. A total 150 questionnaires were distributed using random sampling technique among females of Karachi, out of which 127 responded. Data is analyzed using mean, frequencies and standard deviation with the help of SPSS. The study reports that social network marketing was significantly associated with consumer purchase intention. The study further reveals that brand engagement and customer motivation act as a partial mediator on how social network marketing impact on purchase intention of females’ fashion apparels.

This study objectifies the linkage of Socially Responsible Human Resource Management (SRHRM) and turnover intentions of employees and/or staff. This is followed by measuring the mediating effects of perceived discrimination as well as organizational commitment on the afore-mentioned relationship. In this research, a sample of 310 employees were selected from 5 different hotels (5-star) located in Kyrenia, North Cyprus. Comparative studies have shown results that indicates a positive, and direct relationship between the two major variables of this study. The results of this research are in consensus with previous measures conducted upon the matter. According to the findings of this study SRHRM practices can decrease the intention of employees for quitting their jobs. In addition, organizational commitment affects their perception towards the organization, which in turn will lead in a lower level of turnover intentions. Perceived discrimination has been found to have effects on employees’ commitment and performance. The lower the level of discrimination, and the higher level of proper SR-HRM practices and their implementation, the more commitment is engaged from the employees and the less intention towards leaving their job is apparent.