Purpose Strategic flexibility is largely considered a source of competitive advantage, yet strategic flexibility in relation to organizational resources and knowledge management (KM) process capability is not well studied. To address this gap, this study aims to assesses the relationship of organizational resources (technical and social resources) and strategic flexibility through KM process capability. Design/methodology/approach This paper is built on the assumptions of the resource-based view and the dynamic capability perspective of firm. Two types of organizational resources – technical and social – were identified from relevant literature. Data were collected from 23 small- and medium-sized firms (family owned firms) using a 37-item questionnaire. In addition to descriptive statistics, multiple hierarchical regressions and bootstrapping were used to test the study hypotheses. Findings Findings suggest that organizational resources are positively and significantly related with strategic flexibility, and KM process capability partially mediates these relationships. Research limitations/implications The paper adds to strategic flexibility literature by exploring and assessing the linkage of organizational resources with strategic flexibility through KM process capability. Originality/value Findings of this research may help organizations and practitioners in enhancing strategic flexibility of firm.

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Executive SummaryWith increased popularity of positive psychology, there is a greater emphasis on exploring positive human resource strengths to address the workplace challenges and augment organizational performance. Previous research suggests that resilience positively relates to desired employee attitudes, behaviours, and performance such as organizational citizenship behaviour (OCB). However, it would be intriguing to understand the underlying mechanism of resilience-OCB relationship. Towards this, the study examines the mediating role of organizational commitment.In the light of identified research gaps, the study explores the mechanism of the relationship between resilience and OCB in the context of Indian organizations. The study sample comprised employees (N = 345) working in the manufacturing industries of Uttarakhand and Himachal Pradesh in India. Data were collected with the help of self-administered questionnaires through systematic random sampling. A model was developed and tested in which the effects of resilience on OCB were hypothesized to be mediated by organizational commitment. The hypotheses testing was done using hierarchical multiple regression and for testing the mediating effects, bootstrapping in SPSS was used.The results provide empirical evidence for the positive relationship between resilience and OCB. Also, the results emphasize that resilience influence organizational commitment as well. As hypothesized, results have also supported the mediating effect of organizational commitment in the relationship between resilience and OCB, explaining the underlying mechanism of resilience-OCB relationship. The mediation is partial which means that resilience influences OCB directly as well as indirectly through organizational commitment.The study offers significant advancements for both resilience and OCB research. The results also offer direction to organizations which desire to stimulate and maintain employee outcomes in their organizations for competitive advantage. Employee outcomes in organizations can be improved by developing resilience among its employees. Implications of promoting resilience at workplace are discussed.

PurposeThis paper examines the leading publication trends including the extent and impact of intellectual capital research in the Journal of Intellectual Capital (JIC) over a two-decade period (2000–2020). The bibliometric analysis offers the description of publications trends such as key authors, articles, cited references, institutions and countries— in other words the extent and impact in the field. This paper also presents the knowledge structure (including conceptual, intellectual and social structures) of JIC, that is prominent themes, co-citation and bibliographic networks.Design/methodology/approachIn order to achieve research objectives, we collected the bibliographic information of the articles published in JIC for the period 2000 to 2020 from the Scopus database on 11.04.2020. The bibliographic information of 737 documents were analysed using to open source analysis tool, that is bibliometrics package in r software and VOSviewer. These tools were used to create the graphical visualization of bibliographic data on basis of co-occurrence, co-citation and bibliographic coupling.FindingsThe results show that the journal is progressing in terms of publication quantity and reputation in the field. To date, 737 documents have been published in JIC, which includes 659 research articles, eight editorials, seven notes and 63 review papers. This paper also portrays the author impact list in terms of most impactful articles published in JIC. Country-wise Italy, Australia, and USA exert maximum influence on JIC scholarship.Originality/valueBibliographic analysis offers a comprehensive understanding of past trends and presents the future direction of a journal.

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Purpose -The purpose of this paper is to examine the university teaching staff's perception about functions, benefits and barriers of human resource information system (HRIS). It also aims to explore the relevance of attitudinal/demographic diversity with focused HRIS dimensions. Design/methodology/approach -A 26-item questionnaire was developed on the basis of similar research studies. Responses were collected through electronic mail from 90 faculty members of seven state universities in India. Descriptive statistics along with t-test and analysis of variance were used to answer the research questions. Findings -The results of the study reported that HRIS is mostly used for administrative purpose and not taken as strategic requirement. Results also revealed that the perceived functions, benefits and barriers in adoption of HRIS do not vary group-wise.Research limitations/implications -The findings of the study potentially can help in developing and implementing of HRIS in similar types of organizations. Originality/value -Past literature on HRIS mainly comes from the developed countries and is confined to for-profit organizations. The present study is among the few that coherently took up the issue from non-profit organizations, i.e. universities of a developing country.

Purpose A review of the emerging scholarly literature on positive organizational scholarship indicates a need to pursue cognitive, emotional and motivational mechanisms which translate into positive states and outcomes in organizations. Responding to this, this paper aims to test a mediation model linking resilience and organizational citizenship behaviors (OCB) through subjective well-being (SWB) components (i.e. life satisfaction and affect balance) and organizational commitment (OC) components. Design/methodology/approach Data were collected from 345 employees working in the Indian manufacturing industry. The study used structural equation modeling using AMOS to conduct bootstrapped mediation analyses. Findings Results showed that SWB and OC components mediated the resilience-OCB relationship. Results offered strong support for the role of affect balance (high positive and low negative affect) and affective commitment in mediating the influence of resilience on OCB. Originality/value The study not only tested the applicability of resilience in an organizational context to predict coveted positive outcomes but also identified the underlying mechanism as how psychological resource capacities like resilience contribute to OCBs.

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