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.  

scholarly journals Knowledge management in higher education institutions: enablers and barriers in Mauritius

2017 ◽  
Vol 24 (5) ◽  
pp. 366-377 ◽  
Author(s):  
Poonam Veer Ramjeawon ◽  
Jennifer Rowley
Keyword(s):  
Higher Education ◽  
Knowledge Management ◽  
Knowledge Sharing ◽  
Knowledge Creation ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Education Sector ◽  
Structured Interviews ◽  
Enabling Factors ◽  
Content Type

Purpose The purpose of this study is to contribute to research on knowledge management in higher education institutions (HEIs), by studying the enablers and barriers to knowledge management in a country with a developing higher education sector, Mauritius. Design/methodology/approach Semi-structured interviews were conducted with senior staff in the main public and private HEIs in Mauritius. Questions focused on knowledge management, including relevant barriers and enabling factors to knowledge creation, knowledge sharing and knowledge transfer. Findings Although participants were able to discuss knowledge management, none of the universities had a knowledge management strategy. Moreover, more barriers than enablers to knowledge management were identified. Barriers included: a lack of policies and reward mechanisms, resources, data, funding and time for research, coupled with frequent leadership changes, a lack of a knowledge-sharing culture and research repositories and weak industry–academia linkages. Enablers were perceived to be: qualified and experienced academic staff in public HEIs, information technology (IT) infrastructure and library/digital library and some incentives for knowledge creation and transfer. Originality/value Previous research on knowledge management in universities has focused on countries with a relatively well-developed higher education sector. This research contributes by focusing on the perceived barriers and enablers to knowledge management in a country with a small and developing higher education sector.

An Empirical Investigation into the Influence of Knowledge Sharing Barriers on Knowledge Sharing and Individual Innovation Behaviour

2013 ◽  
Vol 9 (2) ◽  
pp. 38-61 ◽  
Author(s):  
Salih Yeşil ◽  
Bengü Hırlak
Keyword(s):  
Higher Education ◽  
Knowledge Sharing ◽  
Empirical Investigation ◽  
Academic Staff ◽  
Education Institution ◽  
Research Area ◽  
Innovation Research ◽  
Individual Knowledge ◽  
Negative Effect ◽  
Further Development

Knowledge sharing barriers reduce the propensity of individuals to share knowledge and produce innovation behaviour. Thus, identifying barriers and their impact on knowledge sharing and individual innovation behaviour is a potential research area to study. Considering lack of studies in the literature, this study provides further evidence regarding the implications of knowledge sharing barriers in the workplace. Data was collected from eighty three academic staff in a higher education institution and analysed with Smart PLS. The results showed that organisation related knowledge sharing barriers are negatively related to knowledge collecting and knowledge donating. The result also indicates that individual knowledge sharing barriers have negative effect on individual innovation behaviours. There was no link found in this study between knowledge sharing and individual innovation behaviour. These findings provide empirical evidence to the further development of knowledge management and innovation research, and insights regarding how to better implement knowledge sharing and foster innovation behaviour in organisations.

An integrated understanding of academics knowledge sharing behaviour

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Fadi Abdel Muniem Abdel Fattah ◽  
Hasliza Hassan ◽  
Tayeenul Haque
Keyword(s):  
Knowledge Sharing ◽  
Work Environment ◽  
Structural Equation ◽  
Academic Staff ◽  
Comparative Investigation ◽  
Public And Private ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects

Purpose The purpose of this study is to examine the underlying functions of sense of spirituality (SS), emotional intelligence (EI) and perceived work environment (PWE) towards knowledge sharing behaviour (KSB) among the academic staff of higher learning institutions (HLIs) through a comparative investigation. This study extends the investigation by examining the relationship between SS and KSB through the mediating role of EI. The moderating role of PWE between SS and KSB was also tested. Design/methodology/approach The sample comprised 300 responses from 150 Bangladeshi and 150 Malaysian academic staff of public and private HLIs. Convenient sampling tools were used. Structural equation modelling (SEM) was used to analyse the proposed model and hypotheses. The study explains the differences and similarities in KSB practices concerning SS, EI and PWE of the academic staff from the two countries’ HLIs. Findings The results support the direct positive effects of SS on KSB. The two data sets also support the indirect effects of SS on KSB through the mediation of EI. However, the results indicate that SS only promoted KSB among individuals with high levels of PWE in their respective institutions. For individuals with low levels of PWE, SS did not affect KSB. Practical implications The management of HLIs should engage their experiences and those of newly hired academic staff in the KSB process. However, in facilitating KSB culture among the academic staff, HLIs need to foster the staff’s SS, which ultimately improvises the EI to strongly influence KSB. The management of HLIs understands that SS may be inefficient in promoting KSB among employees with low PWE. Authorities of HLIs need to facilitate a quality work environment to enhance the association between SS and KSB. Originality/value This study is one of the initial attempts to investigate KSB by considering SS, EI and PWE in the context of Bangladesh and Malaysia HLIs. The findings of the study can serve as inputs to HLIs in developing best practices across KSB dimensions and improving academic staff performance.

scholarly journals Testing knowledge sharing effectiveness: trust, motivation, leadership style, workplace spirituality and social network embedded model

2015 ◽  
Vol 10 (4) ◽  
pp. 284-303 ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
AAhad M. Osman-Gani ◽  
Md. Abdul Momen ◽  
Nazrul Islam
Keyword(s):  
Social Network ◽  
Knowledge Sharing ◽  
Leadership Style ◽  
Structural Equation ◽  
Academic Staff ◽  
Workplace Spirituality ◽  
Higher Learning ◽  
Equation Modeling ◽  
Mediating Role ◽  
Learning Institutions

AbstractThe aim of this inquiry is to investigate the relationships among the antecedents of knowledge sharing effectiveness under the position of non-academic staff of higher learning institutions through an empirical test of a conceptual model consisting of trust, extrinsic and intrinsic motivation, leadership style, workplace spirituality and online social network. This study used the respondents from the non-academic staff of higher learning institutions in Malaysia (n = 200), utilizing a self-administered survey questionnaire. The structural equation modeling approach was used to test the proposed hypotheses. The outcomes indicate that all the antecedents play a substantial function in knowledge sharing effectiveness. In addition, perceived risk plays a mediating role between trust and knowledge sharing effectiveness. On the other hand, this research also proved the communication skill also plays a mediating role between leadership style and knowledge sharing effectiveness. This study contributes to pioneering empirical findings on knowledge sharing literature under the scope of the non-academic staff perspective.

scholarly journals The Mediating Effect of Person-Organization Value Fit on the Relationship Between University branding and Academic Staff Citizenship Behavior

2021 ◽  
Vol 10 (1) ◽  
pp. 313
Author(s):  
Bassant Adel Mostafa ◽  
Azza Abd-Elqader El-Borsaly ◽  
Eglal Abd-Elmoneim Hafez ◽  
Sally Ali Hassan
Keyword(s):  
Higher Education ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Education Sector ◽  
Citizenship Behavior ◽  
Employer Branding ◽  
Staff Members ◽  
The Relationship ◽  
Value Fit

Nowadays, research on employer branding is still growing. A specific focus on branding in the higher education sector is still limited, so this research investigates how employer branding impacts organization citizenship behavior and whether person-organization value fit mediates this relationship on a sample of 332 academic staff members working in the private higher education sector in Egypt. The data collection was performed using a self-administered survey. The research employs correlation and regression analysis to test the research hypotheses.  First, the results revealed a moderately significant effect of employer branding practices on organizational citizenship behavior. Second, person-organization value fit has a positive significant mediation effect on the relationship between employer branding and organizational citizenship behavior. These results will help private universities determine to what extent investing in building a strong employer brand will help retain academic staff members.   Received: 7 October 2020 / Accepted: 11 December 2020 / Published: 17 January 2021

scholarly journals The Effect of Internal Marketing on Job Performance of Academic Staff in The Faculty of Sport Sciences

2021 ◽  
Author(s):  
Nuran Kandaz Gelen
Keyword(s):  
Higher Education ◽  
Regression Analysis ◽  
Job Performance ◽  
High Reliability ◽  
Academic Staff ◽  
Internal Marketing ◽  
Hierarchical Regression ◽  
Sports Sciences ◽  
Effective Service ◽  
Positive Effect

In this study, the effect of internal marketing practices on the job performance of academic staff in the sample of faculties of sports sciences was examined. The data were obtained from the academic staff working in the faculties of sports sciences in Turkish Universities. Internal marketing and job performance scales, which have high reliability, were used in the study. The effect of internal marketing on job performance was examined by hierarchical regression analysis. As a result of the analysis, a significant and positive effect of internal marketing practices on job performance was found. Within the framework of this result, it can be suggested that higher education institutions that want to provide an effective service should strategically provide internal marketing practices in order to have academic staff with high job performance.

scholarly journals The Mediating Role of Knowledge Sharing Attitude among Academic Staff at Higher Education Institutions in the Relationship between Organizational Learning Environment and Teacher Knowledge Sharing Int

2021 ◽  
Vol VI (I) ◽  
pp. 12-25
Author(s):  
Aneela Syed ◽  
Muhammad Danish ◽  
Nagina Gul
Keyword(s):  
Higher Education ◽  
Organizational Learning ◽  
Learning Environment ◽  
Knowledge Sharing ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Teaching Staff ◽  
Staff Members ◽  
Knowledge And Attitude ◽  
The Impact

This study aims to explore the attitude of faculty members in the universities towards knowledge sharing (KS). The study also analyzed the impact of the organizational learning environment (OLE) on the knowledge-sharing attitude among the university is teaching staff. An empirical model is developed while an integrated theory of Planned Behavior (PB) to conceptualize the Knowledge Sharing Behavior among the employees of Higher Education Institutions (HEI). Moreover, the study recognizes the levels of Knowledge Sharing between the staff members within the organization. Out of 407 respondents, 300 responses were collected through self-administer a survey. The results provide empirical evidence that OLE and Intention to Sharing knowledge (ISK) are significantly related among academic Staff at HEI. The results of the study may help the institution level of intention in sharing knowledge and attitude toward perceived behavior subjective norms to retain core employees within the organization.

Sign in / Sign up

Export Citation Format

Share Document