Knowledge sharing through inter-organizational knowledge sharing systems

2017 ◽  
Vol 47 (1) ◽  
pp. 110-136 ◽  
Author(s):  
Kamla Ali Al-Busaidi ◽  
Lorne Olfman
Keyword(s):  
Knowledge Sharing ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Organizational Factors ◽  
Organizational Knowledge ◽  
Content Type ◽  
Key Stakeholders ◽  
Knowledge Intensive ◽  
Indirect Impacts ◽  
The Impact

Purpose Inter-organizational knowledge sharing systems (IOKSS) are crucial for scientific, social and economic development especially in knowledge-intensive sectors. Knowledge sharing processes and systems will not only be challenged by individual and organizational factors but also by social, technical and political inter-organizational factors. This paper aims to investigate the impact of knowledge worker, peer, IOKSS, organization and sector factors on knowledge workers’ intention to share knowledge through IOKSS. Knowledge workers are the key stakeholders that enable the survival of IOKSS. Design/methodology/approach Data were collected, through a questionnaire, from knowledge workers in the education and the health sectors. Findings This study found that the human factors (related to knowledge workers and their peers) have significant direct impact on intention to share knowledge through IOKSS. Other factors, such as IOKSS system, organization and sector factors showed indirect impacts on knowledge workers’ intention to share knowledge through IOKSS. Such investigation can be very valuable for developing countries as technological innovations such as IOKSS can be crucial for training and building human resources, and national knowledge management. Originality/value Little is empirically known about the enablers of sharing knowledge in systems that connect organizations in horizontal linkage in a specific sector or industry. The study also adds value to under investigated region.

Instilling affective commitment: insights on what makes knowledge workers want to stay

2016 ◽  
Vol 39 (3) ◽  
pp. 266-288 ◽  
Author(s):  
Sharmila Jayasingam ◽  
Muhiniswari Govindasamy ◽  
Sharan Kaur Garib Singh
Keyword(s):  
Knowledge Sharing ◽  
Service Sector ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Retention ◽  
Future Research ◽  
Content Type ◽  
Knowledge Based ◽  
The Impact

Purpose – This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships. Design/methodology/approach – A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses. Findings – The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment. Research limitations/implications – One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker. Practical implications – Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge. Originality/value – From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

How academic leaders facilitate knowledge sharing: a case of universities in Hong Kong

2020 ◽  
Vol 41 (6) ◽  
pp. 777-798
Author(s):  
Man Fung Lo ◽  
Feng Tian
Keyword(s):  
Higher Education ◽  
Hong Kong ◽  
Knowledge Sharing ◽  
Latent Variables ◽  
Organizational Factors ◽  
Individual Factors ◽  
Content Type ◽  
Helping Others ◽  
The Impact ◽  
Hong Kong Higher Education

PurposeThe objective of this study is to investigate the factors of two sub-processes – knowledge donating and knowledge collecting – of knowledge sharing in Hong Kong higher education context. This study examines the individual factors, organizational factors and technology factor of knowledge sharing. Individual factors include enjoyment in helping others and knowledge self-efficacy while organizational factors refer to the top management support, organizational rewards and organizational culture. The use of technology system is proposed to be the technology factor.Design/methodology/approachBased on the literature review, this study develops a structural model representing the impact of six latent variables on knowledge donating and knowledge collecting processes Data from a questionnaire survey of 166 respondents from academics from Hong Kong higher education sector was used to analyze the model. PLS-SEM was adopted in this study.FindingsThe result of the data analysis suggests enjoyment in helping others has a positive impact on both knowledge donating and knowledge collecting. For organizational factors, a trust and collaborative culture enhance both the sub-processes. The technology factor only contributes to the knowledge donating process. Several practical implications are provided to high education leaders, for instance, by establishing a trust and collaborative environment, academics are more eager to donate and collect knowledge.Originality/valueThis paper provides insights for researchers to further understand how individual, organizational and technology factors affect two sub-processes of knowledge sharing. On the practical side, this study validated several critical factors to successful knowledge donation and knowledge collection.

Impact of personal and organizational factors on knowledge sharing attitude of university teachers in Pakistan

2020 ◽  
Vol 38 (2) ◽  
pp. 317-336 ◽  
Author(s):  
Javaria Javaid ◽  
Saira Soroya ◽  
Khalid Mahmood
Keyword(s):  
Knowledge Sharing ◽  
Organizational Factors ◽  
Education Institution ◽  
Faculty Members ◽  
Teaching Staff ◽  
Personal Factors ◽  
Design Strategies ◽  
Content Type ◽  
The University ◽  
The Impact

Purpose The purpose of this study is to examine the attitude of faculty members towards knowledge-sharing in the University of Education, Lahore. The impact of personal and organizational factors that may contribute to effective knowledge-sharing among the university’s teaching staff is also analyzed. The factors affecting the willingness of the faculty members to share knowledge are broadly classified as “organizational” and “personal” factors. Design/methodology/approach A questionnaire-based survey was conducted on permanent teaching staff working at different campuses of the University of Education all over the province of Punjab, Pakistan. The survey instrument for this study was adapted from four studies. The questionnaires were distributed among 246 faculty members personally. Findings The findings of the study showed that the faculty members were familiar with the importance of knowledge-sharing and were also interested in sharing their knowledge and expertise with others. The results showed that organizational factors (trust, reward system and organizational culture) played a vital role in enhancing the knowledge-sharing attitude of faculty members. The impact of these factors on knowledge-sharing attitude was significant. Originality/value This is the very first study which explored the personal and organizational factors of knowledge-sharing in a specific academic institution from Pakistan. The findings of the research provided useful insights to the management of the University of Education particularly and other universities in general to design strategies for enhancing knowledge-sharing culture in the higher education institution. These findings may also be helpful for other developing countries.

scholarly journals A study on the perception of POKM as the organizational knowledge sharing enabler

VINE ◽  
2015 ◽  
Vol 45 (2) ◽  
pp. 292-318 ◽  
Author(s):  
Siew Hoong Angela Lee ◽  
Tong-Ming Lim
Keyword(s):  
Knowledge Management ◽  
Knowledge Sharing ◽  
User Satisfaction ◽  
Knowledge Workers ◽  
Research Result ◽  
Organizational Knowledge ◽  
Preliminary Review ◽  
Research Activity ◽  
Content Type ◽  
Business Goals

Purpose – The purpose of this study is to investigate the perception of knowledge workers on practice of knowledge management (POKM) as an organizational knowledge sharing enabler in an information technology shared services company to understand issues faced and provide recommendations on different technological characteristics of the system. Design/methodology/approach – The initial stage of the research involved a preliminary review of the existing knowledge management-related documents. This was followed by a top management interview to understand the organization’s business goals and knowledge management (KM) expectations. A total of 70 knowledge workers took part in the research activity. Twenty-five participants from nine departments took part in the preliminary interview, and 52 successful survey forms were collected from a total of 70 respondents. The entire investigation took close to nine months. Data compilation and research result analysis took about three months to complete. Findings – The outcomes of the research show that the quality of POKM is stable, easy to use and organization of the content is rated as good. However, POKM has poor response time and search capability. The content is found to be difficult to locate in the POKM but most participants agree that knowledge stored in the POKM is helpful, can be accessed anytime and anywhere and useful for their day-to-day job. As for the user interface, POKM is not very pleasant to use with a weak set of functions and features. For user satisfaction toward POKM, it is shown that users are not satisfied with the efficiency and effectiveness of the systems. However, employees generally are satisfied with the ease of access, download and reuse of knowledge contains in POKM. In term of perceived POKM benefits, users agree that POKM is an enabler for acquiring new knowledge and innovative ideas, managing and storing knowledge and accomplishing tasks more efficiently. Lastly, knowledge users agree that POKM functions enable knowledge networking, sharing and creation in the organization. Originality/value – POKM was launched and implemented for close to 10 years; however, the organization has failed to achieve some of the goals such as knowledge sharing among employees, creation of new skills and knowledge, measuring knowledge sharing activities and knowledge sharing strategy. The importance of this study is to understand and highlight the technological perspective of POKM from the knowledge workers. Findings will summarize issues faced by the case company for further action and remedy. The outcomes of the study also provide a comprehensive view and guideline to organizations who are interested to implement a KM system.

Fostering intrapreneurial behavior through human resource management system

2020 ◽  
Vol 15 (3) ◽  
pp. 355-373
Author(s):  
Naiara Escribá-Carda ◽  
Lorenzo Revuelto-Taboada ◽  
Maria Teresa Canet-Giner ◽  
Francisco Balbastre-Benavent
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
High Performance ◽  
Equation Model ◽  
Work Systems ◽  
Content Type ◽  
Human Resource Management System ◽  
Industrial Companies ◽  
Knowledge Intensive ◽  
The Impact

PurposeThis work aims to analyze the effect of employees' perceptions of high-performance work systems (HPWS) on intrapreneurial behavior (IPB), and the potential role of knowledge sharing as a mediating variable in this relationship.Design/methodology/approachHypothesis testing was performed using a structural equation model (SEM) based on a PLS-SEM approach applied to a sample of 297 knowledge-intensive employees from six industrial companies of the Valencian region (Spain).FindingsResults confirmed that the relationship between employees' perceptions of HPWS and IPB does not take place directly. Alternatively, this relationship occurs through knowledge sharing of employees.Originality/valueThis study makes theoretical and empirical contributions to better understand the impact of employee's perceptions of HPWS on IPB mediated by knowledge sharing. This work theorized and tested a model where the concept of IPB gains special relevance at academic and practical levels due to its implications for HRM.

Distributed leadership and exploratory and exploitative innovations: mediating roles of tacit and explicit knowledge sharing and organizational trust

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sarra Berraies ◽  
Khadija Aya Hamza ◽  
Rached Chtioui
Keyword(s):  
Knowledge Sharing ◽  
Distributed Leadership ◽  
Explicit Knowledge ◽  
Positive Impact ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Content Type ◽  
Knowledge Intensive ◽  
The Impact ◽  
Tacit And Explicit Knowledge

Purpose The aim of this paper is to highlight the impact of distributed leadership (DL) on exploitative and exploratory innovations through the mediating effects of organizational trust (OT) and tacit and explicit knowledge sharing (KS). Design/methodology/approach Focusing on a quantitative approach, an empirical study was performed within a sample of information and communication technology Tunisian firms. The data collected was analyzed through the Partial Least Squares (PLS) method. Findings Findings revealed that DL is a driver of tacit and explicit KS, and exploitative and exploratory innovations. It also highlighted that tacit KS is associated with these two types of innovation. In this line, results showed that tacit KS plays a mediating effect between DL and exploitative and exploratory innovations. Moreover, our research highlighted that DL has a positive impact on OT that in turn boosts tacit and explicit KS. Originality/value This paper investigates the links between DL and exploitative and exploratory innovations within knowledge intensive firms (KIFs) that have never been studied in the literature within the context of business firms. This paper pioneers the examination of the mediating roles of explicit and tacit KS and OT in these links as well. This paper highlights the importance of DL for KIFs and sheds the light on how this collectivist approach of leadership creates an atmosphere of trust and fosters tacit and explicit KS to boost exploitative and exploratory innovations.

Improving the organizational knowledge sharing through online social networks

Kybernetes ◽  
2019 ◽  
Vol 49 (11) ◽  
pp. 2615-2632
Author(s):  
Bo Yang ◽  
Lulu Wang ◽  
Bayan Omar Mohammed
Keyword(s):  
Social Networks ◽  
Social Networking ◽  
Knowledge Sharing ◽  
Online Social Networks ◽  
Social Networking Sites ◽  
Employee Motivation ◽  
Organizational Knowledge ◽  
Online Social Networking ◽  
Content Type ◽  
The Impact

Purpose Social technologies can offer a strong means for organizations to manage their information flows and thus make changes on the organizational knowledge sharing, which may then be linked to employees’ productivity and performance enhancements. The purpose of this paper is to predict the impact of using the online social network on employee motivation and employee motivation effects on organizational knowledge sharing. Design/methodology/approach From employees of tax affairs organization, data are collected. For evaluating the model’s elements, a questionnaire was designed. It was revised by experts with significant experiences. For statistical analysis, SMART-PLS 3.2 is used. Findings Findings have confirmed the validity of the proposed model. The results also have indicated that online social networks, social trust and social goals have a positive and important impact on employee motivation. Furthermore, obtained results have revealed that organizational knowledge sharing is significantly influenced by employee motivation and organizational commitment. Research limitations/implications The study contributes to the literature on organizational knowledge sharing and employee motivation in online social networking sites. Organizations could benefit from this knowledge by accepting that social networking sites must be considered as a critical component of the knowledge sharing, and precise targeting efforts could be directed for those users. Also, it could be exciting to study further factors affecting the development of organizational knowledge sharing in larger organizations. Originality/value The paper rises the understanding of what online social networking encompasses and how it can be utilized for the organization. The ideas and discussion are similarly applicable to libraries and may give them new visions into the delivery of social networking applications as part of their facilities to users.

The interplay among management support and factors influencing organizational learning: an applied study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ali Ibrahim Al-Tarawneh ◽  
Raid Al-Adaileh
Keyword(s):  
Organizational Learning ◽  
Knowledge Sharing ◽  
Corporate Strategy ◽  
Organizational Factors ◽  
Cultural Factors ◽  
Management Support ◽  
Content Type ◽  
Factors Influencing ◽  
The Impact ◽  
The Relationship

Purpose This study aims at investigating the impact of some selected organizational and cultural factors on organizational learning (OL). It also attempts to study the moderating role of management support on the influential relationship between these organizational and cultural factors and OL within the context of Jordanian mining sector (JMS). Design/methodology/approach A descriptive-analytical approach is applied to collect and analyze the data. A survey questionnaire is used as a primary data collection instrument. The study sample includes 400 participants from the seven selected manufacturing companies within the context of JMS. Smart PLS 3 and IBM SPSS version 25 were applied to answer the study questions and to test the hypotheses. Findings Organization strategy has a statistical significant impact on OL. Moreover, cultural factors (innovation; teamwork; knowledge sharing) have a significant impact on OL. The results of the moderating variable revealed that the level of management support is not moderating the relationship between organizational factors and OL. Nonetheless, it is revealed that management support is moderating the relationship between organizational culture and OL. Practical implications It seems that a continuous management support is an important facilitating feature to motivate a learning culture. Cultural attributes, including innovation, teamwork and knowledge sharing must be taken into consideration as facilitating factors to encourage OL. Gradual changes must be introduced to create innovative, teamwork and knowledge-sharing culture. Additionally, a specific strategic goal should be part of the organizational corporate strategy and action plans must be developed to achieve this goal in a systematic manner. Originality/value The inclusion of management support as a moderating factor could add an original contribution to the current body of knowledge concerning OL. Moreover, this study argues that the core concept of learning might be there but a systematic process of learning and the contextual factors influencing this concept still need more concern.

scholarly journals The impact of knowledge management on job satisfaction

2016 ◽  
Vol 20 (4) ◽  
pp. 621-636 ◽  
Author(s):  
Aino Kianto ◽  
Mika Vanhala ◽  
Pia Heilmann
Keyword(s):  
Job Satisfaction ◽  
Knowledge Management ◽  
Knowledge Sharing ◽  
Knowledge Worker ◽  
Well Being ◽  
Working Environment ◽  
Strong Impact ◽  
Data Set ◽  
Content Type ◽  
The Impact

Purpose This paper aims to propose that knowledge management (KM) could be a way to nurture job satisfaction and examine how KM can increase individual employees’ job satisfaction. Design/methodology/approach A theoretical model concerning the connections between five facets of KM (knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention) and job satisfaction is proposed. It is then empirically tested with a structural equation modelling partial least squares analysis of a survey data set of 824 observations, collected from the members of a Finnish municipal organisation. Findings Existence of KM processes in one’s working environment is significantly linked with high job satisfaction. Especially intra-organisational knowledge sharing seems to be a key KM process, promoting satisfaction with one’s job in most employee groups. Interestingly, significant knowledge-based promoters of job satisfaction differ as a function of job characteristics. Practical implications KM has a strong impact on employee job satisfaction, and therefore, managers are advised to implement KM activities in their organisations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work. Originality/value This paper produces knowledge on a type of consequence of KM that has been largely unexplored in previous research, individual job satisfaction. Also, it promotes moving the KM literature to the next stage where the impact of KM practices is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue.

The impact of knowledge management on knowledge worker productivity

2019 ◽  
Vol 14 (2) ◽  
pp. 178-197 ◽  
Author(s):  
Aino Kianto ◽  
Muhammad Shujahat ◽  
Saddam Hussain ◽  
Faisal Nawaz ◽  
Murad Ali
Keyword(s):  
Knowledge Management ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Demographic Factors ◽  
Worker Productivity ◽  
Content Type ◽  
Management Processes ◽  
Managerial Position ◽  
The Impact ◽  
Knowledge Management Processes

Purpose The productivity of knowledge workers is crucial not only for organizational innovation and competitiveness but also for sustainable development. In the context of knowledge-intensive firms, implementation of knowledge management is likely to increase knowledge worker productivity. Therefore, the purpose of this paper is to examine the influence of knowledge management on knowledge worker productivity. Design/methodology/approach A research framework on the effects of knowledge management processes on knowledge worker productivity is established and empirically tested with data from 336 knowledge workers at five mobile network operator companies in Pakistan. Findings The results indicate that knowledge creation and knowledge utilization impact knowledge worker productivity positively and statistically significantly. However, knowledge sharing does not have statistically significant impact on knowledge worker productivity. Demographic factors (gender, managerial position and formal education level) do not moderate the relationship between knowledge management and knowledge worker productivity statistically significantly. Research limitations/implications The key limitations are the cross-sectional nature of the data and the geographic limitation to telecom companies in Pakistan. Practical implications Irrespective of gender, education and managerial position, implementation of knowledge management can increase knowledge worker productivity. Therefore, knowledge management practices should be implemented to enhance the knowledge worker productivity via fostering the knowledge worker’s engagement in and propensity to knowledge management processes. Originality/value This study is among the first to examine the likely influence of knowledge management on the productivity of knowledge workers conclusively while controlling for three individual demographic factors. This study also addresses the effectiveness of knowledge management in the little-explored cultural context of Pakistan.

Sign in / Sign up

Export Citation Format

Share Document