Acts of Organizing and Knowledge Sharing: Key Factors Towards a Non-positivist Development of E-Service Studies

2013 ◽  
pp. 71-80
Author(s):  
Paolo Depaoli
Keyword(s):  
Knowledge Sharing ◽  
Key Factors

scholarly journals Kohti uutta perusopetuksen opetussuunnitelmaa – opetussuunnitelmatyö paikallisten toimijoiden kokemana

2020 ◽  
Vol 39 (2) ◽  
pp. 103-121
Author(s):  
Laura-Emilia Siurua ◽  
Kirsi Pyhältö ◽  
Janne Pietarinen ◽  
Jenni Sullanmaa ◽  
Tiina Soini
Keyword(s):  
Professional Development ◽  
Mixed Methods ◽  
Change Management ◽  
Knowledge Sharing ◽  
Survey Data ◽  
Implementation Strategy ◽  
Key Factors ◽  
Educational Stakeholders ◽  
Perceived Success ◽  
Teachers Professional Development

Local educational stakeholders have a central role in organizing district­level curriculum development in Finland. Earlier research has shown that the implementation strategy affects the effectiveness of the reform. In Finland, an interactive top­down­bottom­up strategy requires local implementers to organize and manage district­level curriculum work. The aim of this study is to gain a better understanding of the local curriculum process as experienced by the district­level stakeholders. Survey data (N = 550) were analyzed using mixed methods. The results showed that the top­down­bottomup implementation strategy, including change management and knowledge sharing, was related to the perceived success of the reform. In addition, perceptions about the implementation strategy were related to the various ways of organizing the local curriculum process. Teachers’ professional development and engagement in the process, facilitation of participation, management of the process and coherence making were identified as the key factors in the curriculum process by the stakeholders.

How Are Professional Skills Acquired?

2012 ◽  
pp. 26-40
Author(s):  
Sari Metso ◽  
Aino Kianto
Keyword(s):  
College Students ◽  
Knowledge Sharing ◽  
Job Training ◽  
Labour Force ◽  
Key Factors ◽  
Empirical Examination ◽  
Professional Performance ◽  
Vocational College ◽  
Skilled Labour ◽  
Different Levels

As firms lose skilled labour force through mass retirement, turnover and economic fluctuations, a pressing concern is how to ensure that the skills of the present-day masters are conveyed to the future professionals. This chapter examines the process of how the skills leading to professional performance are acquired in the context of on-the-job learning and identifies the key factors in this process. Based on an empirical examination of the on-the-job training periods of 20 Finnish vocational college students a model is built, suggesting that there are three different levels of professional performance on a junior’s path towards professionalism. The results suggest that individual activity, critical observation, conscious doing and creativity are crucial in the learning process. The chapter contributes to the emerging discussion on knowledge sharing across generations in organisations.

Factors Affecting Usage of Information Technology in Support of Knowledge Sharing

2012 ◽  
pp. 129-151
Author(s):  
Ngai-Keung Chow
Keyword(s):  
Information Technology ◽  
Knowledge Sharing ◽  
Ease Of Use ◽  
Perceived Usefulness ◽  
Service Organizations ◽  
Perceived Ease Of Use ◽  
Key Factors ◽  
Factors Affecting ◽  
Managerial Implications ◽  
Barriers And Motivators

This study explores key factors affecting the usage of information technology (IT) tools in support of knowledge sharing in service organizations in Hong Kong. In a case study of five firms, the usage of IT tools is influenced by an array of factors acting as enablers, barriers, and motivators. The findings support extant theories on knowledge management (KM). This research discovers relationships between multiple factors and the usage of IT tools for knowledge sharing at various hierarchical levels. Operational factors like perceived usefulness, perceived ease of use, staff capability, and nature of work induce higher usage of IT for knowledge sharing. These findings and related analyses have managerial implications for firms engaging in service business.

A Case Study of a Knowledge-Sharing Web-Based Platform for Energy Education

2014 ◽  
Vol 5 (1) ◽  
pp. 60-70 ◽  
Author(s):  
Mei-Chen Chang ◽  
Yao-Ming Chu
Keyword(s):  
Knowledge Sharing ◽  
Energy Saving ◽  
Prior Experience ◽  
Personal Characteristics ◽  
Reward System ◽  
Key Factors ◽  
School Students ◽  
Web Based ◽  
Energy Education ◽  
Functional Mechanisms

This study presented the implementation and development of a knowledge-sharing web-based platform for energy education, called “Energy Magician”. The web-based platform was designed for the students who participating in “Energy Saving and CO2 Reduction Innovation Contest” to share their experience and ideas of energy saving. The researchers applied a web-based survey to explore how the participants with different personal characteristics value the key factors of functional mechanism design, reward system, and knowledge sharing of the platform. The research found that the participants valued differently the various key factors such as the reward system, the platform's functional mechanisms, and sustained knowledge sharing. Participants in different groups with different background, such as prior experience in using the platform, usage duration, and degree of participation, valued the platform's reward system differently, Moreover, participants in different groups ordered the importance of the platform's functional mechanisms in distinct ways. As for the key factor of sustained knowledge sharing, the participants with prior experience in web-based knowledge sharing tended to emphasize the “fostering of the ability in data compilation”; elementary school students tended to emphasize “level titles and privileges” and “cash and prize rewards” while contestants with high degrees of participation tended to emphasize the “joy in knowledge sharing”, “joy in taking part in the contest”, and “level titles and privileges”. When building similar platforms in the future, it is recommended that the design should be differentiated in terms of the reward systems and platform functions and be tailored to the participants' characteristics, so as to maximize their effective use.

Growing the ERM Energy and Climate Change Practice Through Knowledge Sharing

2010 ◽  
Vol 09 (03) ◽  
pp. 241-250
Author(s):  
Susanne Etti ◽  
Karen Perkinton ◽  
Bonnie Cheuk ◽  
John Curtis
Keyword(s):  
Climate Change ◽  
Knowledge Sharing ◽  
Community Of Practice ◽  
Holistic Approach ◽  
Business Leaders ◽  
Leadership Role ◽  
Key Factors ◽  
Resources Management ◽  
Service Offering ◽  
Training Service

Given the scale of the climate change crisis and the small window available in which to take action, Environmental Resources Management (ERM) has accelerated and supported the growth of the Energy and Climate Change practice by investing in training, service offering development, sales support, and knowledge management. This paper outlines the innovative approach that the Energy and Climate Change (E&CC) community of practice (CoP) has taken over the last two years to accelerate the growth of the practice using a holistic approach in the promotion of knowledge sharing at all levels across the company. The approach has shown that there are key factors that contribute to the success of the E&CC CoP. Central to this success is the close partnership and relationships between the knowledge sharing facilitator and the business leaders. The approach also demonstrates that the leader must take an active leadership role and spend sufficient time with members of the CoP.

Secure Knowledge Management

2015 ◽  
Vol 5 (2) ◽  
pp. 1-20
Author(s):  
Sohail Tamaddon ◽  
Atif Ahmad ◽  
Rachelle Bosua
Keyword(s):  
Knowledge Sharing ◽  
Competitive Advantages ◽  
Human Knowledge ◽  
Network Development ◽  
Key Factors ◽  
Considerable Research ◽  
Knowledge Leakage ◽  
Literature Reviews ◽  
Knowledge Protection ◽  
Protection Strategies

Human knowledge-sharing networks generate Intellectual Property and Trade Secrets that provide private enterprise with competitive advantages. Although considerable research has focused on increasing the knowledge-sharing outcomes of such networks, there has been comparatively less emphasis on examining the possibility of competitive erosion through knowledge leakage. This paper considers how to mitigate knowledge leakage by influencing the development of human knowledge sharing networks. The authors review the literatures of human knowledge sharing networks as well as information security management in organizations. Based on the literature reviews we identify 12 key factors that influence network development and a security paradigm and associated mechanisms that mitigate knowledge leakage. The authors then identify a range of knowledge protection strategies by applying the security paradigm to the human network development factors. The paper concludes with a discussion on controllability, the extent to which organizations can use each factor to mitigate knowledge leakage.

scholarly journals Determine Process Training Key Factors and Job Performance in Higher Education Sector

2018 ◽  
Vol 7 (4.15) ◽  
pp. 477 ◽  
Author(s):  
Z. M. Sharif ◽  
T. F. Obaid ◽  
B. M. Eneizan ◽  
M. S.S. Abumandil
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Knowledge Sharing ◽  
Academic Staff ◽  
Target Population ◽  
Training Transfer ◽  
Education Sector ◽  
Key Factors ◽  
Mediating Role ◽  
Transfer Climate

The study was proposed to determine key factors in process training and job performance in higher education sector. These has been a sufficient number of studies suggesting that knowledge sharing, transfer climate and motivation to share knowledge facilitate employee training transfer and might increase job performance. There researches about the process training are still inconclusive in the Palestinian context as there is ambiguity that process-training factors such as knowledge sharing, transfer climate and motivation to share knowledge are associated with training transfer and job performance. Hence the current research aimed to examine how process training factors are related to job performance and to investigate the mediating role of training transfer in this relationship. Being quantitative in nature and having a target population of 7651 academic staffs a random sample of 300 comprises of academic staff from different Palestinian higher education institutes. The result suggested that the relationship of transfer climate and job performance is significantly mediated by training transfer. The study provides the discussion and recommendations too.  

scholarly journals Determine Process Training Key Factors and Job Performance in Higher Education Sector

2018 ◽  
Vol 7 (4.15) ◽  
pp. 477
Author(s):  
Z. M. Sharif ◽  
T. F. Obaid ◽  
B. M. Eneizan ◽  
M. S.S. Abumandil
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Knowledge Sharing ◽  
Academic Staff ◽  
Target Population ◽  
Training Transfer ◽  
Education Sector ◽  
Key Factors ◽  
Mediating Role ◽  
Transfer Climate

The study was proposed to determine key factors in process training and job performance in higher education sector. These has been a sufficient number of studies suggesting that knowledge sharing, transfer climate and motivation to share knowledge facilitate employee training transfer and might increase job performance. There researches about the process training are still inconclusive in the Palestinian context as there is ambiguity that process-training factors such as knowledge sharing, transfer climate and motivation to share knowledge are associated with training transfer and job performance. Hence the current research aimed to examine how process training factors are related to job performance and to investigate the mediating role of training transfer in this relationship. Being quantitative in nature and having a target population of 7651 academic staffs a random sample of 300 comprises of academic staff from different Palestinian higher education institutes. The result suggested that the relationship of transfer climate and job performance is significantly mediated by training transfer. The study provides the discussion and recommendations too.   

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