Influence of national culture on knowledge management process: literature review and research agenda

Exploring customer retention dynamics: A comparative investigation of factors affecting customer retention in the banking sector using mediation-moderation approach

The purpose of this research is to explore the impact of service quality, customer trust, and cultural disparities on customer satisfaction within the banking sector. Additionally, the study examined the mediating effect of customer satisfaction and the moderating effect of financial technology. Data for this investigation were gathered from customers utilizing services offered by public banks in Pakistan and China. The analysis was conducted using the Smart-PLS software, with 281 samples from Pakistan and 312 samples from China being included in the study. Results show that service quality, customer trust, and cultural differences positively affect customer satisfaction in the context of Pakistan and China. Results also reveal that service quality and customer trust have a positive effect on customer retention behavior in China, but customer trust has an insignificant impact on customer retention behavior in Pakistan. Analysis specifies that customer satisfaction positively mediated the relationship between service quality, customer trust, cultural differences, and customer retention behavior in Pakistan and China. More importantly, financial technology moderated the relationship between customer satisfaction and customer retention behavior, but it was insignificant in the context of China and Pakistan. The study seeks to provide significant insights for strategic decision-making and improve customer relationship management techniques in the dynamic field of financial services by including mediating and moderating elements.

Work engagement, affective commitment, and career satisfaction: the mediating role of knowledge sharing in context of SIEs

Purpose

The purpose of this paper is to examine linkages between work engagement, affective commitment, and career satisfaction, while probing the mediating role of knowledge sharing in context of self-initiated- expatriates (SIEs).

Design/methodology/approach

A mediation model was tested using survey data from 266 SIEs working in US information technology (IT) multinational corporations (MNCs).

Findings

The results revealed significant direct and indirect effects of work engagement on affective commitment and career satisfaction through knowledge sharing.

Research limitations/implications

Although common method bias and validity of measurement were assessed in this study, the survey data were cross-sectional. Rigorous testing of the proposed mediated model through longitudinal design must be undertaken to allow for stronger inferences about causation.

Practical implications

The results suggest that organizations must nurture a knowledge sharing culture to promote knowledge exchange amongst SIEs. This study also underscores the importance of SIEs' work engagement as an enabler of knowledge sharing. Managers have a critical role in creating the right work environment, where SIEs feel engaged in their work and motivated to share knowledge.

Originality/value

This is the first study to examine interlinkages between work engagement, knowledge sharing, affective commitment and career satisfaction in SIEs' context.

Migrant workers and workforce integration: Challenges for managers in European companies

Background: In contemporary economies the migrant workforce is increasing around the world and represents a challenge both for domestic economies, companies and economic flows. The emergence of the European labor market highlighted a major lack of a qualified workforce and a rapid spread of migrant workers especially in the labor intensive economic sectors. In this perceptive, by striving to attract foreign workers with unique and complementary skills, knowledge, and ideas to the workplace, managers encounter many obstacles. Purpose: The purpose of this paper is to identify challenges managers in European companies face in the process of attracting and managing migrant workers. In this article, we analyze the impact of the migrant workforce on the internal labor market transformations and identifying the main managerial challenges for the European companies and management during the attracting, mobilizing and managing the migrant workers in economic system. Study design/methodology/approach: The authors evaluate both the existent assumptions in literature and conduct a systematic review of the managerial approaches in the field. A quantitative approach was employed. The data that contains responses from 1,127 managers from ten European countries, five EU and five non-EU member states, was collected between August 2021 and April 2022. Findings/conclusions: The main study results reveal that the most common obstacles and challenges that managers face occur in the process of recruitment, socialization and integration, training and development, workplace operations, and innovation. The study recommends a permanent focus of company management on these issues. It also lays the foundations for a theoretical framework that provides a better understanding of the significance of creating efficient and specific management policies for foreign workers based on employee diversity. Limitations/future research: The present study is limited in scope as the sample only includes managers from ten countries. Each research question can represent a broad enough basis for independent research, so this work opens up the possibility for numerous researches that can be treated as a continuation and expansion of the existing work.