Purpose -This paper aims to identify the pertinent factors for tacit knowledge transfer within a major state-owned Brazilian oil company -Petrobras.Design/methodology/approach -The research analyses the literature concerning tacit knowledge transfer within organisations and, using a quantitative approach based on exploratory factorial analysis, seeks to collect facts in order to identify relevant factors for tacit knowledge transfer within the organisation in question.Findings -It is seen that idiosyncratic factors, the knowledge management strategy adopted by the company, and its organisational structure are relevant elements for the success of tacit knowledge transfer within the organisation.Research limitations/implications -The study was conducted just in the Sales and Marketing division of Petrobras. Therefore, its external validity cannot be tested and any attempt to make a statistical generalisation would be flawed. Another limitation is related to the acuity of perception of the employees involved in relation to tacit knowledge transfer. These limitations are related to the possibility of many varied interpretations of reality given by the respondents, in their attempt -not necessarily consciousto paint a good picture of the company, to limitations of information available while they answer the questionnaire, to the epistemological model of the respondent, and to the very fact that they work in a state-owned, rather than in a public oil company.Originality/value -Three propositions arising from the results obtained are consolidated and presented in order that they may be tested in a future explanatory study.

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On 11 March 2020, the World Health Organization declared COVID-19 to be a pandemic to be confronted by humanity. As a result, social isolation has become the norm in most countries, with the consequent replacement of face-to-face classes by classes mediated by information and communication technology. Within this context, this work sets out to investigate the factors necessary for courses mediated by technology to attain their pedagogical objectives. Additionally, the study examines how subjects that develop hard and soft skills differ in a technology-mediated setting. The results show that the teacher’s digital competence on the technological platform and the metacognitive support available in the digital environment are significant factors for a course to attain its pedagogical objectives successfully. Lastly, the study revealed that hard skill disciplines, when they migrate to technology-mediated environments, are more likely to fail to achieve their educational goals than soft skill disciplines subject to the same migration.

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The present article addresses how smart city initiatives can positively impact development, with a special emphasis on developing countries. Extant definitions and maturity models on smart cities have a very strong focus on the mere use of Information and Communication Technology (ICT), thereby ignoring the special needs and factors to be considered in developing countries. Thus, by using the extant literature on Smart Cities and Information and Communication Technology for Development (ICT4D), a comprehensive Smart City for Development (SC4D) model is introduced. The article argues that a favorable ecosystem for SC4D is one that is backed by both national and local sustainability, infrastructure, human capital, services, apps, and data. Moreover, successful SC4D initiatives include bottom-up approaches, citizen participation, a fit with both the national and the local culture, as well as a fit with the United Nations' Sustainable Development Goals and the Capability Approach.

The more organizations invest in information technology (IT), the more the concern with IT personnel management has increased, namely the hiring, training and retaining of IT professionals needed to deal with such investments. In this context, two issues related to these professionals have often been observed, namely 'turnover'in which the IT professional changes job but still remains in the IT areaand 'turnaway'in which the IT professional abandons the IT area and assumes a job in another area in the same organization or another, usually rising to a managerial position. This work addresses the turnaway of IT professionals in Brazil. The relevance of this research is supported by the shortage of adequately trained IT professionals to work in the productive sector in this country. Therefore, by using and adapting the extant scientific literature, research hypotheses associated with the IT professional turnaway phenomenon are developed and tested via structural equation modelling. It was then concluded that exhaustion with work in the IT area, job dissatisfaction, the need to acquire further experience to remain attractive in the job market, the need for professional growth and prior and conscious managerial capacity development for career transition are the main antecedents of the career transition of IT professionals to other functional areas.

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