scholarly journals Linkage of Heterogeneous Knowledge Resources within In-Store Dialogue Interaction

2010 ◽  
pp. 145-160 ◽  
Author(s):  
Sabine Janzen ◽  
Tobias Kowatsch ◽  
Wolfgang Maass ◽  
Andreas Filler
Keyword(s):  
Knowledge Resources ◽  
Heterogeneous Knowledge

scholarly journals HPO2Vec+: Leveraging heterogeneous knowledge resources to enrich node embeddings for the Human Phenotype Ontology

2019 ◽  
Vol 96 ◽  
pp. 103246 ◽  
Author(s):  
Feichen Shen ◽  
Suyuan Peng ◽  
Yadan Fan ◽  
Andrew Wen ◽  
Sijia Liu ◽  
...  
Keyword(s):  
Human Phenotype Ontology ◽  
Phenotype Ontology ◽  
Human Phenotype ◽  
Knowledge Resources ◽  
Heterogeneous Knowledge ◽  
Node Embeddings

scholarly journals ECNU-SenseMaker at SemEval-2020 Task 4: Leveraging Heterogeneous Knowledge Resources for Commonsense Validation and Explanation

2020 ◽  
Author(s):  
Qian Zhao ◽  
Siyu Tao ◽  
Jie Zhou ◽  
Linlin Wang ◽  
Xin Lin ◽  
...  
Keyword(s):  
Knowledge Resources ◽  
Heterogeneous Knowledge

Theoretizing A New Sustainable Business Event: Extension of Mair and Jago Model

2015 ◽  
Vol 3 (2) ◽  
pp. 55
Author(s):  
Norol Hamiza Zamzuri ◽  
Khairil Wahidin Awang ◽  
Yuhanis Abdul Aziz ◽  
Zaiton Samdin
Keyword(s):  
Social Impact ◽  
Geographical Area ◽  
Infrastructure Development ◽  
Structured Interviews ◽  
Sustainable Business ◽  
Knowledge Resources ◽  
Business Events ◽  
And Performance ◽  
Event Based

The growth of the event sector is underpinned by the demand of organizing a business event.  Thus, it leads to an increase in economic and social impact. However, the problems from the growth of this sector potentially results from the use of several event materials, transportation and infrastructure development.  Organizing a green event is seen as one of the strategies to reduce the environmental impact.  Therefore, the aim of this paper is to explore the issues involved throughout the process of greening an event by applying Mair and Jago Model.  Semi-structured interviews were conducted with event managers from six Malaysia business event companies that encourage green practices during their event.  Findings suggest that impact, initiative, support and performance motivates event organizers in organizing a green event.  It has also been found that knowledge, resources and behaviour are the barriers faced by event organizers throughout the process of organizing a green event.  Based on the findings it appears that two important factors have emerged from the data collection and analysis that showed a deviation from the Mair and Jago Model, namely “impact” for the motivation element and “support” for the barrier element.  The main limitation of this study was the scope of the study; as it only focuses on business events.  However, as the main purpose of this study is to explore the issues of organizing a green event, it has been found that there are other issues need to be explored in other contexts and geographical area.  Apart from this, as this is a case study, it can only replicate according to the circumstances of this case study. However, this study can be generalized in terms of the theory that has emerged from it.  It is suggested that further research should explore more issues in other contexts and geographical areas. 

In a flash of time: knowledge resources that enable professional cross-boundary work

2020 ◽  
Author(s):  
David Cross ◽  
Juani Swart
Keyword(s):  
High Speed ◽  
Work Organization ◽  
Project Teams ◽  
Professional Work ◽  
Organizational Boundaries ◽  
Knowledge Resources ◽  
Network Organizations ◽  
Fast Pace ◽  
Project Network ◽  
Or Organization

Abstract In this paper, we highlight the networked context of the professions. In particular, we indicate that neo-classical professionals tend to work across organizational boundaries in project teams, often to meet the needs of clients and the wider society. However, little is known about the resources that professionals draw on to meet immediate, fast paced, client demands in project network organizations (PNOs). We pinpoint how knowledge resources, human, social and organizational capital enable professionals to produce outputs at a fast pace/tempo. Temporality emerged as an unexpected but key issue in our empirical research and we explore this further here. First, we put forward how professional work organization(s) has changed by focusing on the boundaries of organizations, and how this is often temporary and project-driven. Second, we use the specific lens of knowledge resources which are drawn upon to enable networked working and ask the question: which knowledge resources enable professionals to work at a fast pace within networks? Third, appreciative of the vast literature on temporary and networked organizations in professional work, our focus is beyond a single profession or organization, and hence, we build upon the prior research on PNOs. We do this by drawing on empirical data of a humanitarian aid project networked organization (HN) that upscales across its network at high speed, often within days, to generate funds for humanitarian disasters in order to save lives.

scholarly journals Establishing a consensus for the hallmarks of cancer based on gene ontology and pathway annotations

2021 ◽  
Vol 22 (1) ◽  
Author(s):  
Yi Chen ◽  
Fons. J. Verbeek ◽  
Katherine Wolstencroft
Keyword(s):  
Gene Ontology ◽  
Enrichment Analysis ◽  
Biological Data ◽  
Hallmarks Of Cancer ◽  
High Throughput Analysis ◽  
Knowledge Resources ◽  
Gene Set ◽  
Cancer Hallmarks ◽  
Starting Point ◽  
High Level

Abstract Background The hallmarks of cancer provide a highly cited and well-used conceptual framework for describing the processes involved in cancer cell development and tumourigenesis. However, methods for translating these high-level concepts into data-level associations between hallmarks and genes (for high throughput analysis), vary widely between studies. The examination of different strategies to associate and map cancer hallmarks reveals significant differences, but also consensus. Results Here we present the results of a comparative analysis of cancer hallmark mapping strategies, based on Gene Ontology and biological pathway annotation, from different studies. By analysing the semantic similarity between annotations, and the resulting gene set overlap, we identify emerging consensus knowledge. In addition, we analyse the differences between hallmark and gene set associations using Weighted Gene Co-expression Network Analysis and enrichment analysis. Conclusions Reaching a community-wide consensus on how to identify cancer hallmark activity from research data would enable more systematic data integration and comparison between studies. These results highlight the current state of the consensus and offer a starting point for further convergence. In addition, we show how a lack of consensus can lead to large differences in the biological interpretation of downstream analyses and discuss the challenges of annotating changing and accumulating biological data, using intermediate knowledge resources that are also changing over time.

The role of organizational culture in the knowledge management process

2015 ◽  
Vol 19 (3) ◽  
pp. 433-455 ◽  
Author(s):  
Christina Ling-hsing Chang ◽  
Tung-Ching Lin
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Customer Service ◽  
Survey Methodology ◽  
Cultural Dimensions ◽  
Content Type ◽  
Knowledge Resources ◽  
Positive Effects ◽  
Wide Range ◽  
The Individual

Purpose – The purpose of the study is to focus on the enhancement of knowledge management (KM) performance and the relationship between organizational culture and KM process intention of individuals because of the diversity of organizational cultures (which include results-oriented, tightly controlled, job-oriented, closed system and professional-oriented cultures). Knowledge is a primary resource in organizations. If firms are able to effectively manage their knowledge resources, then a wide range of benefits can be reaped such as improved corporate efficiency, effectiveness, innovation and customer service. Design/methodology/approach – The survey methodology, which has the ability to enhance generalization of results (Dooley, 2001), was used to collect the data utilized in the testing of the research hypotheses. Findings – Results- and job-oriented cultures have positive effects on employee intention in the KM process (creation, storage, transfer and application), whereas a tightly controlled culture has negative effects. Research limitations/implications – However, it would have been better to use a longitudinal study to collect useful long-term data to understand how the KM process would be influenced when organizational culture dimensions are changed through/by management. This is the first limitation of this study. According to Mason and Pauleen (2003), KM culture is a powerful predictor of individual knowledge-sharing behavior, which is not included in this study. Thus, this is the second limitation of this paper. Moreover, national culture could be an important issue in the KM process (Jacks et al., 2012), which is the third limitation of this paper for not comprising it. Practical implications – In researchers’ point of view, results- and job-oriented cultures have positive effects, whereas a tightly controlled culture has a negative effect on the KM process intention of the individual. These findings provide evidences that challenge the perspective of Kayworth and Leidner (2003) on this issue. As for practitioners, management has a direction to modify their organizational culture to improve the performance of KM process. Social implications – Both behavioral and value perspectives of the organizational cultural dimensions (results-oriented, tightly control, job-oriented, sociability, solidarity, need for achievement and democracy) should be examined to ascertain their effects firstly on KM culture and then on the KM process intention of the individual. It is hoped that the current study will spawn future investigations that lead to the development of an integrated model which includes organizational culture, KM culture and the KM process intention of the individual. Originality/value – The results-oriented, loosely controlled and job-oriented cultures will improve the effectiveness of the KM process and will also increase employees’ satisfaction and willingness to stay with the organization.

Family and non-family sources of knowledge diversity in family firms: The role of causation logics

2020 ◽  
pp. 026624262095335
Author(s):  
Robert V Randolph ◽  
Hanqing ‘Chevy’ Fang ◽  
Esra Memili ◽  
Dilek Zamantili Nayir
Keyword(s):  
Family Firms ◽  
Knowledge Capital ◽  
Knowledge Resources ◽  
Knowledge Diversity ◽  
Sources Of Knowledge ◽  
Formal Causation ◽  
Intra Family ◽  
Empirical Analyses

This article will critically analyse the sources and the role of knowledge diversity in informing causation logics in family firms. Family firms rely on knowledge resources from both intra-family and extra-family sources, which may require different approaches to effectively manage. We argue that as family firms acquire greater knowledge diversity, family-centred effectuation processes become limited and they will increasingly rely on formal causation logics to coordinate these resources. However, we expect this relationship to differ when knowledge diversity is sourced from either family or non-family sources. Empirical analyses of 242 small- and medium-sized family firms indicate that knowledge diversity positively affects a firm’s reliance on causation logics, regardless of the source of that diversity. This suggests that the affinity of family firms to leverage effectuation logics may not be characteristic of family firms in general, but instead may be an artefact of firm reliance on knowledge capital concentrated in family owners.

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