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This study addresses a critical research gap by examining the pivotal role of organizational career management (OCM) in shaping employees’ career outcomes while also investigating the mediating influence of career capital in this relationship. This study aims to shed light on the importance of OCM as a strategic approach for enhancing employees’ career trajectories, filling a significant gap in the existing literature.

Using a cross-sectional research design, primary data were gathered through a structured questionnaire administered to a diverse sample of 426 Turkish working adults representing various organizations. The study uses structural equation modelling with AMOS to analyse the direct and indirect relationships within the proposed research model.

The study findings underscore the essential connection between OCM and employees’ career outcomes, revealing its positive influence on subjective career success, employability and innovative work behaviour. Moreover, career capital emerges as a critical intermediary mechanism that mediates the impact of OCM on these career outcomes, further highlighting the strategic significance of OCM practices.

It is important to note that this study relies on self-report surveys to gauge employees’ perceptions about their career outcomes and OCM. Additionally, the study data are confined to the Turkish context, which may influence the generalizability of the findings to other contexts.

Organizations can bolster career outcomes through strategic investment in OCM. Industries can customize approaches, leveraging insights to optimize workforce potential. Policymakers should integrate career development principles, cultivating a culture of perpetual learning, thus fortifying organizational resilience and fostering sustainable success.

This study adds substantial value to the current body of knowledge by investigating the mediating role of career capital in the relationship between OCM and individual career outcomes, particularly within the context of emerging economies like Turkey. The study’s comprehensive approach to understanding careers from both individual and organizational perspectives contributes to a more nuanced and holistic understanding of career dynamics.

Aims at finding out the senior managers' perceptions about the extent to which the components of KM contribute to the success of SMEs (small and medium enterprises) in Turkey.

In this paper, the current knowledge management practices in Turkish SMEs are searched through a survey. The survey is prepared depending on a basic model of knowledge management built by the author.

The results of the survey show that Turkish SMEs do not like to share knowledge even within the company. The managers are afraid of losing the control of knowledge. However, since they close the information channels, they also prevent the incoming knowledge.

This paper provides a basis for the research about knowledge management practices in SMEs in developing countries.

The purpose of this paper is to define the elements of intellectual capital of firms in Turkey and to empirically investigate the relationship between intellectual capital and market value of firms in Istanbul Stock Exchange. To create a suitable intellectual capital measurement model for this study, a wide literature research was made. In almost every created intellectual capital measurement model, elements of intellectual capital are defined in three dimensions; i.e. human capital, structural capital and relation capital. For the research, an intellectual capital measurement model is created and four hypotheses are defined. The main conclusions from this study are that: human capital and relation capital of firms have a positive relationship with market/book value of firms in Turkey; and structural capital of firms in Turkey has a correlation with human and relation capital.

The purpose of this paper is to explore the association between intellectual capital (IC) and resilience in torn societies while proposing an integrative framework. Due to adversities faced by entrepreneurs in such contexts, an understanding of the role of resilience along with IC has become crucial for businesses to succeed and survive.

This study takes an in-depth look at the three components of IC – human, organizational and external capital and their association with resilience. In order to do so, a qualitative study on 17 Iraqi micro, small and medium enterprises (MSMEs) was conducted using data collected through semi-structured interviews with the founders. The interviews were translated and coded by native speakers.

The results suggest that IC and resilience are interrelated concepts where IC components contribute to the resilience capabilities of entrepreneurs to survive and continue their businesses during turbulent times.

Implications for managers and policymakers are presented; in brief, strategies and policies are required to support entrepreneurial success in the Iraqi context.

The study contributes to the literature on IC for entrepreneurs. So far, few studies have dealt with the association between IC and resilience, and less so in torn societies. This paper contributes to research on enterprise development and survival under conflict zones; it highlights some of the factors that could form resilience of a MSME in the face of uncertainty; and it contributes to the literature on IC as it helps us understand certain capacities that build up and/or support MSME resilience in such a context.

The purpose of this study is to develop a decomposed model to inspect the effect of knowledge management practices (knowledge sharing culture [KSC], knowledge-based human resource management [KHRM], strategy and leadership [S&L], information and communication technology [ICT] on organizational performance [OP]) by using the four balanced scorecard outcomes (BSC) (learning and growth [L&G], internal process [IP] perspective, customer satisfaction [CS] perspective and financial performance [FP]).

The research methodology included development of a research model based on comprehensive literature review followed by survey of knowledge-intensive organizations. A sample of 277 employees was obtained and structured equation modeling analysis using SPSS AMOS was conducted to test the proposed hypotheses.

The study shows that KSC and KHRM have a highly significant effect on all the four aspects of OP; S&L positively and significantly affects only L&G and IP but does not have any significant effect on the other two, i.e. CS and FP, while ICT practices did not affect any of the measures significantly.

The data are limited to 277 middle and senior level managers of Indian firms, which may be a limiting factor for generalizability.

The proposed model uncovers the dynamics of individual relationships between KM practices and measures of performance (proposed by BSC) in comparison to existing models which have mainly focused on the overall effect.

Intellectual capital (IC) has been recognized in improving the efficiency of businesses and gaining competitive edge in the developed world. The present study offers perspectives into the effect of IC on the efficiency of the Indian financial sector companies.

For the purpose of evaluating efficiency, the research has used stochastic frontier analysis (SFA). All Indian financial sector companies listed in National Stock Exchange (NSE-500) for the timeframe of ten years (2008–2018) have been considered. The paper has employed modified Pulic's Value Added Intellectual Coefficient (VAIC^TM) as a proxy to measure IC. Correlation and panel data regression have been used in order to examine the relationship.

The results of the study indicate positive and significant relationship between IC and efficiency of the firm. The results also show that all the components of IC, that is, human capital, relational capital, process capital and capital employed have a significant impact on firms' efficiency. Additionally, it has been seen that sample companies do not invest in research and development leading to no innovation capital.

The research will assist managers in managing and controlling the IC, investors in matters related to investment and financial experts in improving the company's IC and value creation.

The current research is one of the pioneering studies in the context of Indian financial sector that examines the impact of modified VAIC on operational efficiency calculated using SFA.

This paper aims to categorise the approaches to knowledge management (KM) by companies. In the literature, there is no consensus on a universal or “best” approach to KM. Especially, this paper singles out and discusses the variegated features that characterise the implementation of KM by small- and medium-sized enterprises (SMEs) having different characteristics.

A cluster analysis was used to detect the possible distinct traits of companies that have different approaches to KM. The unit of analysis is represented by small- and medium-sized knowledge intensive business services (KIBS) firms. Data were collected by means of an extensive survey of 223 companies in different European countries and sectors.

Three clusters were identified: Companies showing a relative “unconscious” attention to KM and implementing KM practices without particular awareness; Companies adopting a more conscious approach and using a significant number of KM practices; and companies with a marginal propensity towards KM.

This study considers only KIBS, and future research should include other economic sectors. In addition, a convenience sample was used.

This paper improves awareness of managers of small companies concerning different KM approaches that can be adopted. It highlights that a conscious adoption of a KM strategy involves the introduction of a set of consistent practices.

The topic of KM approaches by small companies is still underdeveloped in the literature. Also, the paper proposes a multi-contextual investigation that makes it possible to highlight the transversality of KM approaches across different countries or sectors.

The purpose of this paper is to develop a self-managed career model, in which protean and boundaryless careers were used.

A hybrid methodology is proposed where Buckley’s fuzzy analytic hierarchy process (FAHP) method was used for prioritization of these criteria, sub-criteria, and indicators, and fuzzy TOPSIS method was used to select the most appropriate career path for a given individual.

The hybrid model for self-managed career was tested with a real numerical example. Findings were congruent with the example’s current career and future career aspirations.

The model was tested with one numerical example. The model could be applied to individuals from various cultures, age groups and backgrounds to further discuss its validity.

Career decisions are affected from individuals’ values and perceptions. New career orientations like Protean and Boundaryless Career are built upon this fact to include subjectivity. Because of the shortcomings of traditional methods to deal with uncertainty related to subjective evaluations, a FAHP and fuzzy TOPSIS based hybrid multi-attribute decision-support model was utilized to help individuals with their career decisions.