Purpose: Knowledge sharing has become an integral part of organizations’ business strategies, along with aiding organizations to grow and innovate in the market, and gain competitive advantage. This paper aims to concentrate on the role of tacit knowledge sharing in fostering innovation capability of an organization. Specifically, the study considers social capital (relational, cognitive and structural) as an important precursors to tacit knowledge sharing, which in turn, influences innovation capability of an organization. The study further discusses the role that knowledge reciprocation plays in successful tacit knowledge sharing. The relation between knowledge quality and innovation capability is also discussed in the paper.Design/methodology/approach: The investigation started with a review of extant literature in the field of knowledge sharing and innovation to derive a set of constructs. A set of hypotheses was developed based on the identified constructs, which was subsequently validated through a primary survey based on a structured questionnaire on a sample size of 190 respondents from the Indian industrial domain. The survey responses were subsequently analysed using the statistical technique of structural equation modeling and conclusions were drawn from the findings. Additionally, careful attention was paid in eliminating the common method bias, which is often associated with a primary survey.Findings: A set of six hypotheses were derived based on the identified constructs and were subsequently validated. While validating the hypotheses, it was observed that while knowledge reciprocity, relational social capital and cognitive social capital was positive associated with tacit knowledge sharing, structural social capital did not have a significant effect on the same. Additionally, it was also observed that both tacit knowledge sharing and the quality of knowledge were positively associated with innovation capability.Practical implications: The present day business marked by intense competition requires firms to be more aware of their innovative capabilities. Effective sharing of knowledge or information can be deemed as a vital component in achieving this objective. Organizations that practice and nurture innovation activities can use the findings of the current study as a part of their knowledge management strategy. In addition to using the explicit knowledge, which are structured in nature, organizations can also start using tacit knowledge to harness their innovation potential – and the findings from the current study can act as a motivational tool for them to do so.Originality/value: Although there is a growing body of literature concerning the role of knowledge management in innovation, there still a dearth in discussing the role of tacit knowledge sharing in exploiting the innovation capability of an organization. The main discussion of this paper brings together a set of important constructs that exhibits the significant role that tacit knowledge sharing plays in determining the innovation capability of an organization. Furthermore, it tries to marry the concepts of social capital and tacit knowledge sharing with innovation capability, therefore adding significantly to the body of literature in knowledge management as well as innovation.

Purpose: The purpose of this paper is to identify the two kinds of supply chain quality management (SCQM) capabilities: intra-SCQM and inter-SCQM, and explore the effect of intra- and inter-food SCQM on food safety and quality, and the effect of food SCQM on domestic and export performance through food certification and corporate reputation.Design/methodology/approach: Secondary data on food selling or processing firms in Western China were collected to test all the hypotheses. The data were then analyzed using the statistical technique of stepwise regression and inference was drawn based on the result.Findings: Through utilizing secondary data sources, it is found that intra-SCQM promotes sales in domestics market with mediating role of corporate reputation, while the realization of overseas performance depend both on intra- and inter-SCQM with mediating role of food certification.Practical implications: The paper study on food supply chain quality problem, the suggested approaches can be easily realized by agro-food companies to achieve international competitiveness by implementing both intra- and inter-SCQM. Meanwhile to Chinese domestic companies, it is important to strengthen inter-SCQM and food certification in order to achieve competitive advantage.Originality/value: Review of literature indicated that there is a dearth of open literature that discusses food safety from the perspective of inter- and intra-organizational management. Furthermore, it was also observed that there has been no study that has taken the safety signaling perspective. The current research tires to shed some light on this important, but sparely discussed issue.

Disruptive innovation involves a process where a new entrant enters the lower end of the market and gradually penetrates the mainstream market, eventually displacing the incumbent. Disruptive innovation has been widely used as a strategy for competitive advantage. The gathering and sharing of new information significantly contribute to the success of disruptive innovation. Anchoring on dynamic capability theory, the current research work studies the role of absorptive capacity in the adoption of disruptive innovation. The study also investigates the role of organizational agility in this relationship. Using structural equation modeling analysis based on the response of 192 Indian innovation and development professionals, the study found that both potential and realized absorptive capacity significantly influence the adoption of disruptive innovation. Organizational agility mediates this relationship between absorptive capacity and disruptive innovation. Organizations can use the current study to better understand how new information can be assimilated and used to adopt disruptive innovation and design innovation strategies accordingly.

Purpose: The primary aim of this paper is to study a dark side of e-HRM concerning its parallel effect on human resource (HR) socialization and HR service delivery and the consequent impact of perceived HR effectiveness.Design/methodology/approach: The current study started with an in-depth review of the extant literature in the field of e-HRM to derive a set of constructs. Based on the theoretical foundation of the identified constructs, the current study went on to derive a set of hypotheses, which was subsequently validated using the uses the quantitative technique of PLS-SEM. A primary survey, in the form of a structured questionnaire, was used as the source for data collection on a sample size of 276 from the Indian industrial domain. Careful attention was paid to eliminate the common method bias in the study.Findings: The findings of this study show a simultaneous significant full mediation effect of both HR service delivery and HR socialization is the relationship between e-HRM and HR effectiveness. However, e-HRM has a strong and significant negative effect on HR socialization. Though HR socialization is positively related to HR effectiveness, the significantly reduced level of HR socialization as a consequence of adaption of e-HRM had negatively affected the perceived HR effectiveness.Originality/value: Although the dark side of e-HRM has been recognized by academicians and practitioners alike, its implications have seldom been studied in the academic literature. The current study intends to shed some light on this important, but sparsely discussed topic. Further, this study makes significant and meaningful contributions in the literature of e-HRM by empirically studying together the positive and negative consequences of e-HRM and its effects on HR effectiveness. Several e-HRM scholars have discussed the implications of e-HRM adoption and highlighted the negative impacts of e-HRM, and traversing the same path, the current study advances the literature by empirically investigating the effect of e-HRM on the dehumanization of HR processes and practices.