Abstract: It is recognised and accepted by business leaders and academic scholars alike that people (human resources) are an organisation’s most critical assets in the contemporary knowledge economy. While this may be true, this rhetoric is often not matched by the reality of employment practices related to this important yet ambiguous resource. The purpose of this paper is to review the current situation with respect to the question of people as valuable resources in the intellectual capital and knowledge management paradigms. Our contention is that human resources pivotal to the success of modern business enterprises, irrespective of their sizes. This paper’s empirical basis is achieved by presenting research data made by the authors on the relationship between psychosocial variables and human resource practices on behaviours associated with intellectual capital and knowledge sharing. A positive relationship has been found between attitudes, subjective norms, and self‑efficacy on knowledge sharing behaviour. Besides this, a positive correlation was found between the concept of psychological capital and knowledge sharing. With respect to human resource practices, the paper includes a review of research undertaken on management’s perception on the importance of measuring human resources, some organisations’ attempts to achieve this, and the current barriers towards the measurement of value. Current research on the relationship of knowledge sharing and human resource practices is presented. The paper concludes with a discussion on the authors’ observations of the value of human resources in the current state of the theoretical and practical considerations of intellectual capital and knowledge sharing, and their suggestions on a way forward in this developing area of ICKM.

This paper discusses trust as a foundation for integrative negotiations, where strategy and information sharing play a critical role. In the increasingly global and interconnected economy, negotiation processes became a vital part in the political, social, economic and particularly business spheres, and have evolved over time. Building integrative negotiations relies on trust among the parties, affecting the process of information and knowledge sharing during the negotiation meetings. By presenting empirical findings, the purpose of the paper is to provide theoretical views and insights for further research, and practical implications for negotiators and professionals in general. Trust has emerged as an increasingly important intangible and intellectual relational asset in and between organizations, developed and sustained in interaction between people. Trust forms a foundation for collaboration and co‑operation in and between organizations. The research questions are: i) what role does trust/distrust play in integrative negotiations; ii) how trust/distrust manifest during the negotiation meetings; iii) how trust and negotiation strategy affect information sharing in integrative negotiations. Empirical findings are presented based on qualitative data from two cross‑cultural case studies related to negotiation processes in different contexts ‑ international trade at the governmental level, and contract negotiation within a private enterprise – implying four countries in Latin America, Asia and Europe.

The objective of this exploratory paper is to discuss the impact of psychological capital on Egyptian employees’ work well‑being. Some scholars defined positive psychological capital as the individual’s positive psychological state that has four components which are efficacy, optimism, hope, and resilience. Positive psychological capacities are states rather than fixed traits and they can be developed through the authentic leadership and trust. On the other hand, work wellbeing; is concerned with human potential power and happiness‑oriented. The significance of this study lies in the fact that positive psychological capital should be an issue of concern to leaders of public organizations in Egypt due to its effect on employees’ work well being. The significance of the study is also due to the increasing deterioration in public employees’ job performance and productivity, which is reflected in the poor quality of services rendered to citizens and their dissatisfaction with many public services offered by these organizations. The research question will then focus on what is the impact of psychological capital on Egyptian employees’ work well being. The analysis of this study was drawn from different academic literature and in‑depth interviews with three senior employees and leaders in different public organizations. Recommendations revealed that leaders of public organizations should give more attention to the importance of positive psychological resources as core psychological factors that affect their employees’ performance, satisfaction, turnover rate and employees’ work well being.