Intraorganisational Knowledge Transfer in Security-Critical Environments: A Conceptual Framework for High Reliability Organisations

2020 ◽  
Author(s):  
Johannes C. Müller ◽  
Eva-Maria Kern ◽  
Jana M. Holling
Keyword(s):  
Knowledge Transfer ◽  
Conceptual Framework ◽  
High Reliability

scholarly journals A Conceptual Model of Motivational Factors of Knowledge Transfer for Hospitals

2019 ◽  
Vol 9 (1) ◽  
pp. 2313-2319
Keyword(s):  
Pilot Study ◽  
Knowledge Transfer ◽  
Literature Review ◽  
Conceptual Framework ◽  
Conceptual Model ◽  
Absorptive Capacity ◽  
Motivational Factors ◽  
Knowledge Sources ◽  
Educational Organization ◽  
The Ideal

Knowledge transfer is vital for the successful organization. Majority of previous studies focused on business and educational organization. Few in the field dealt with knowledge transfer in hospitals. This study aims to develop a conceptual model for knowledge transfer in hospitals. Based on the literature review, this study proposes a conceptual framework for knowledge transfer motivation in hospitals based on three motivational aspects; (i) the extrinsic motivational factors such as the promotions and appraisals, (ii) the intrinsic motivational factors such as the altruism, and absorptive capacity, and (iii) the ideal distribution of extrinsic and intrinsic based on the quality and quantity of knowledge transfer that conducted by the knowledge sources and recipients. The conceptual model was tested using a data collected for a pilot study.

scholarly journals Knowledge Transfer Program: An Inclusive Conceptual Framework Model for Malaysia

2018 ◽  
Vol 8 (11) ◽  
Author(s):  
Saidatulakmal Mohd ◽  
Siti Rahyla Rahmat ◽  
Mohamad Shaharudin Samsurijan ◽  
Azlinda Azman
Keyword(s):  
Knowledge Transfer ◽  
Conceptual Framework ◽  
Transfer Program ◽  
Framework Model

scholarly journals Necessary and Supportive Conditions for Transfer of Knowledge: A Conceptual Framework

2020 ◽  
Vol 9 (4) ◽  
pp. 270-281
Author(s):  
SHABANA GUL ◽  
WASEEF JAMAL
Keyword(s):  
Knowledge Transfer ◽  
Conceptual Framework ◽  
Transfer Process ◽  
Vital Role ◽  
Communication Model ◽  
Transfer Of Knowledge ◽  
Strategy Formation ◽  
Second Tier ◽  
Comprehensive Framework ◽  
Conducive Environment

This paper highlights the conditions (within the organizational environment) that play a vital role in pursuing the sender to share knowledge and the receiver motivated enough to reproduce or apply the received knowledge. Though these conditions are discussed in knowledge transfer literature, yet a comprehensive framework based on all the elements of transfer of knowledge is not available. This study has taken the basic two-person communication model into account and has defined two sets of conditions that are essential for the transfer of knowledge. The first tier of the framework is the communication nucleus which defines the elements of transfer of knowledge aligned with the two-person communication model whereas, the second tier of the framework spells out the conditionality for a successful transfer of knowledge. Two sets of conditions; one based on content factors labeled as necessary conditions and the other based on contextual factors labeled as supportive conditions are comprehensively explained. The framework claims that content factors are necessary for the transfer of knowledge and their absence will cease the transfer process whereas supportive condition accelerates the transfer process, their absence though may not cease the transfer process. The conceptual framework can be used as a set of policy guidelines for the knowledge management strategy formation and application within organizations along with creating the conducive environment required for creating and nurturing opportunities for transfer of knowledge. Keywords: Knowledge Transfer, Conditions for Transfer of Knowledge, Communication Nucleus.

Human resource management practices in creating a committed workforce for fostering knowledge transfer: a theoretical framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nurul Amirah Ishak ◽  
Md Zahidul Islam ◽  
Wardah Azimah Sumardi
Keyword(s):  
Resource Management ◽  
Knowledge Transfer ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Content Type ◽  
Member Exchange

Purpose This paper aims to review existing literature on the role of human resource management (HRM) practices in nurturing employee’s organisational commitment (OC), which subsequently promoting knowledge transfer (KT) within an organisation and propose a conceptual framework for future empirical research. Design/methodology/approach An extensive review of existing literature was undertaken in an attempt to build the conceptual model for KT. Findings The proposed conceptual framework illustrates the role of OC as a focal mediating mechanism in fostering KT. This paper identifies “high commitment” HRM (HCHRM) (e.g. staffing, job design, training and development, performance appraisal and reward system) as the factors influencing the development of OC, which subsequently affecting KT (i.e. knowledge sharing and application). Also, this paper integrates the potential moderating roles of leader-member exchange (LMX) between HCHRM practices-OC, as well as information and communication technology support in the OC-KT linkage into the proposed framework. Research limitations/implications This paper presents a comprehensive view of fostering KT. However, the major limitation of this paper is that it remains at a conceptual level. Further empirical investigations would be helpful to test propositions, hence validating the proposed conceptual framework. Practical implications The proposed conceptual framework could serve as practical guidance for managers and/or practitioners in developing policies that will facilitate KT in business organisations. Originality/value While KT is often viewed as a single phenomenon, this paper considers the KT into two components (i.e, sharing and application) in accordance with the practice-based perspective on knowledge and behavioural approach to KT. In addition, the adoption of the general workplace commitment model in conceptualising KT could further validate its applicability in knowledge management research. Also, the integration of LMX as a moderator in the proposed framework could contribute to the scant research on LMX-related moderation models upon validation.

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