In today’s “new world of work,” knowledge workers are often given considerable flexibility regarding where and when to work (i.e., time-spatial flexibility) and this has become a popular approach to redesigning work. Whilst the adoption of such practices is mainly considered a top-down approach to work design, we argue that successful utilization of time-spatial flexibility requires proactivity on the part of the employee in the form of time-spatial job crafting. Previous research has demonstrated that time-spatial flexibility can have both positive and negative effects on well-being, performance, and work-life balance; yet remains mute about the underlying reasons for this and how employees can handle the given flexibility. Drawing on research from work design, we posit that in order for employees to stay well and productive in this context, they need to engage in time-spatial job crafting (i.e., a context-specific form of job crafting that entails reflection on time and place), which can be considered a future work skill. We propose a theoretical model of time-spatial job crafting in which we discuss its components, shed light on its antecedents, and explain how time-spatial job crafting is related to positive work outcomes through a time/spatial-demands fit.

This paper proposes a methodology that enables to describe and analyze the situatedness of knowledge sharing within and between different organizational settings. By taking an activity system as the unit of analysis, an organizational setting within which knowledge sharing takes place can be described according to its emergent object of activity and its mediation of language and technologies, social rules and division of labor. Tensions and breakdowns, being inextricable aspects of activity systems, are consequently used as points of reference for studying knowledge sharing as an empirical phenomenon. By adopting an activity theory approach, the situated nature of the knowledge sharing process is stressed and a systemic analysis is ensured. Furthermore, the processual character of knowledge sharing is emphasized and the temporal interconnectedness is taken into account explicitly.

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This paper explores how different models of social relations can contribute to a better understanding of the dynamics of knowledge sharing within different organizational settings. It is asserted that the dynamics of knowledge sharing is organized according to a mix of four relational models distinguished by the relation models theory (Fiske, 1991). It is described how each of these models (communal sharing, authority ranking, equality matching and market pricing) have their own implications for understanding and supporting the knowledge sharing process. What model of social relations is in use, is influenced by cultural implementation rules, the kind of activity with its division of labor and the characteristics of knowledge being shared and technologies being used. By knowing according to what relational model(s) knowledge is being shared, one can better understand and consequently better facilitate the organizational and technical conditions for sharing knowledge (and vice versa).

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