Fátima Guadamillas

TL;DR: Evidence of a moderating effect of knowledge-centered culture, knowledge-oriented leadership and knowledge- centered HR practices in the relationship between knowledge exploration and exploitation practices and innovation outcomes of companies is provided.

TL;DR: In this article, the authors analyze the implementation of an innovation and knowledge management (KM) strategy in the Irizar company, a maker of luxury coach bodywork, and show how the organization achieved the promotion of experience transmission and the generation of continuous innovation.

TL;DR: In this paper, the authors analyze the relationship between knowledge management practices, organizational culture, and the technological results of companies, and empirically analyze the existence of a multiplier effect of the knowledge-centered organizational culture on the relationships between these kinds of knowledge practices and technological performance of firms.

TL;DR: In this paper, the authors empirically analyse relationships between human resource (HR) and knowledge management (KM) practices and their effect on the firm's innovation performance and find that knowledge management practices have a negative effect on innovation performance.

TL;DR: In this paper, the antecedents of employees' utilization of various flexibility work arrangements (FWA) and job-related outcomes due to their implementation in organizations are examined, and a favourable work-family culture is related to their three outcomes, employee commitment, turnover intentions and work-to-family conflict.