Organizational Factors and the Success of Technology Transfer

Author(s):  
Md Zahidul Islam ◽  
Safayet Rahman

This chapter discusses the relationship between organizational culture, structure, complexity of technology, and the success of technology transfer. Technology is one of the key competitive advantages of any organization and plays an important role in the success of both international and domestic firms. Technology can be transferred within the boundaries of an organization, outside of organizational boundaries with strategic partners and also across national boundaries. As it transcends national borders, difficulties in transferring technology are likely to increase. To overcome the difficulties, certain organizational culture could play an important role in the efficient transfer of technology in an organization. Besides culture, organizational structure could also play a major role to achieve technology transfer success. Furthermore, the complexity of technology can also affect the success of technology transfer.

2013 ◽  
Vol 3 (1) ◽  
pp. 65-77 ◽  
Author(s):  
Bing Li ◽  
Jianpeng Zhang ◽  
Xiaoxia Zhang

Abstract Purpose of the article Knowledge has been considered as the strategic assets and become the source of competitive advantage in organizations. Knowledge management thus receives the extraordinary attention from the top management. Many organizational factors have influences on knowledge management practices. This paper attempts to explore the empirical relationship between knowledge management and organizational culture in the specific situation of China’s commercial banking industry. Methodology/methods The relationship between knowledge management and organizational culture is quantitatively investigated by surveying bank managers. The scale of SECI modes is used to measure knowledge management process and the scale of Denison Organizational Culture Survey (DOCS) is used to measure organizational culture. We explore the underlying relationship by employing the statistical analyses such as correlation, regression and structural equation modeling. Scientific aim The research aims at testing the relationship between knowledge management and organizational culture, and furthermore if there exist linkages between cultural traits and SECI modes. Findings The results of the empirical study confirm the great and positive effect that organizational culture has on knowledge management. Different cultural traits contribute to different SECI modes. Conclusions For obtaining successful knowledge management practices in organizations, it is better to concern about the relationship between knowledge management and organizational culture. The limitation in the paper is the sampling size, which will be solved by an industry-wide survey in our future research.


2020 ◽  
pp. 116-121
Author(s):  
Kseniia Ivanova

Problem setting. One of the subsystems of the National Innovative System is the field of technology transfer. Considering the NIS from the point of view of the interests pursued by its participants (subjects), the mechanism introduced by the legislator, providing legal regulation of certain social relations, directly depends on what interests they pursue. Analysis of recent researches and publications. The following scientists drew attention to the problems of regulation of relations in the field of technology transfer: O. M. Davydiuk, Yu. M. Kapitsa, D. S. Makhnovsky, V. S. Milash, O. P. Orlyuk, B. M. Paduchak, O. E. Simson. However, further study of these relations remains relevant especially in view of the constant updating of current legislation. Target of research is to analyze the mechanisms for satisfying the interests of participants (subjects) of technology transfer, which are introduced in the current legislation and are proposed for the future. Article’s main body. Considering the national innovative system from the point of view of the interests pursued by its participants (subjects), we can distinguish the interests of the author of the technology, recipient, technology donor and the state, whose interests determine the overall vector of the transfer process. The primary subject in technology transfer is the author of the technology – an individual who can act as a direct participant (subject) of technology transfer and be its donor, who independently decides the legal fate of the technology and / or its components. However, the author of the technology may not be a donor when it comes to the relationship between him and his employer as a performer of scientific research and development work for the budget. In this case, although the technology is created by the direct work of the author-employee, property rights to the technology are assigned to the enterprise, research institution, organization or institution of higher education as the executor of these works (organization-developer), and the author is entitled to royalties. Thus, a compromise is reached between the parties and provides the necessary balance of interests of the employer and the author. In the transfer of technology, which occurs through the conclusion of the contract, the interests of the parties to the contract are mutually conditioned. These entities, realizing their property interests, act in contractual relations on the principle of dispositiveness, ie equality of the parties, and the state does not interfere in these relations. And only when the sphere of interests of the subjects of transfer affects the interests of the state, the relationship is complicated by the establishment of additional requirements and / or procedures (in particular, the export of technologies created or purchased from the budget). The interest of the state in this case is due to the purpose of preserving national and technological security, control over the misuse of budget funds during the financing of R & D, solving other strategic tasks. The protective mechanism of legal support of the state’s interests introduced in the Law is implemented through the establishment of requirements for the use of technology and / or their components, created or purchased for budget funds, mainly on the territory of Ukraine; conducting state expertise for technologies and / or their components, which are purchased for budget funds (including through their import). Meanwhile, the world practice is aware of other means aimed at protecting the interests of the state, such as control over the re-export of technology in order to eliminate the possibility of further transfer of technology from its donor to others. Conclusions and prospects for the development. The field of technology transfer is characterized by a combination of imperative and dispositive methods of legal regulation. When concluding a technology transfer agreement, the parties agree on its terms, based on their own interests and the requirements for certain types of agreements. However, lawyers note: the wider the range of interests (individual, group), which are directly or indirectly affected by the contract, the more important should be the degree of legal regulation. Therefore, when it comes to the interests of the state, the legislator should not neglect the ability to imperatively determine the requirements to be met by the parties in technology transfer and which provide for the implementation of additional incentives for the introduction of domestic technologies into circulation, their practical application in production.


2021 ◽  
Vol 6 (4) ◽  
pp. 87
Author(s):  
Doha E. Harhash ◽  
Hayam A.El shrief ◽  
Manal Z. Ahmed

Background: Nowadays, healthcare organizations are affected by changes and reforms, thus new challenges arise for nurses. Nurses need to have the power to achieve their personal and organizational goals. Furthermore, healthcare organizational culture shapes the organization and provides a complex understanding of crucial organizational factors that affect nurses' empowerment.Aim: Identify the relationship between healthcare organizational culture and nurses' empowerment at hospital setting.Methods: Descriptive correlational research design was used. A convenient sample of 225 nurses was recruited from University Hospital in the Delta of Egypt. Denison Organizational Culture Survey (DOCS), the Condition of Work Effectiveness Questionnaire (CWEQ-II), the Psychological Empowerment Instrument were used to collect data for the current study. Results: There were a strong healthcare organizational culture among study sample, moderate level of structure empowerment, and moderate level of psychological empowerment. Conclusion: There were positive correlations between healthcare organizational culture, structural, and psychological empowerment. There was a positive correlation between structure and psychological empowerment. Only gender that did not vary with psychological empowerment. Sustaining a strong healthcare organizational culture enhances structure and psychological empowerment among nurses.


2015 ◽  
Vol 77 (5) ◽  
Author(s):  
A.M. Kamaruddeen ◽  
Bashir Hussain Yahaya ◽  
M.N. Mohd Nawi

While empirical studies have found that certain organizational factors (such as culture) do influence the innovativeness of firms, little attention has been directed towards the effect of firm size on the innovativeness among housing developers operating in Malaysia. This paper therefore, examines the moderating effect of firm size on the relationship between organizational culture and innovativeness among housing developers in Malaysia. We adopted the proportionate stratified random sampling to collect data from the micro, small, medium and large housing developers operating in Peninsular Malaysia. We received 183 valid questionnaires out of 504 questionnaires distributed, yielding 36.3% response rate. While organizational culture was found to be significant in explaining the innovativeness, firm size significantly moderated the relationship. The findings in this paper have been complementary to the existing body of knowledge and contribute to future studies on innovativeness in the housing industry. 


10.28945/2842 ◽  
2004 ◽  
Author(s):  
Irena Ali ◽  
Leoni Warne ◽  
Derek Bopping ◽  
Dennis Hart ◽  
Celina Pascoe

Many organizations grapple with uncertainty and vagaries of economic and political climate. A number of companies attained dramatic competitive advantages in their fields by creating comprehensive, complex communication and information networks. These companies, facilitated by the increasing efficiencies and speed of information technology, remained flexible and adaptable to change by working in a network centric way. Much of the network centric (NC) related work done to date has been mainly in the technological domain. This paper focuses on the human and organizational factors that need to be considered to make the most of the future network centric warfare (NCW) and enable future warfighters to deal with war, peace, terrorism and overall uncertainty. Particular focus is placed on the issues that individuals and groups face in the NC environment. Such issues include: organizational culture, cognitive demands, and knowledge mobilization and learning.


2017 ◽  
Vol 11 (2) ◽  
pp. 135-151 ◽  
Author(s):  
Anchalee Kokanuch ◽  
Khwanruedee Tuntrabundit

Purpose The purpose of this study is to examine the effect of organizational culture and stakeholders’ expectations on the relationship between organizational factors and organizations’ knowledge-sharing capability. Design/methodology/approach The data were collected from public and private hospital administrators in Thailand via a questionnaire. To test the hypotheses, the data were analyzed using regression analysis. Findings The results reveal that organizational culture has a positive effect on the relationship between organizational climate and knowledge integration, while stakeholders’ expectations have positive effects on the relationships between organizational climate and interchanging knowledge. Research limitations/implications The present study focuses on knowledge sharing at an organizational level; future studies should examine knowledge sharing at both the organizational and individual levels. Practical implications This paper focuses on the effect of organizational factors on knowledge-sharing capability in hospitals. Executives should support the organizational climate and collaborative organizational culture for promoting knowledge integration in an organization. Furthermore, interchanging knowledge and organizational climate could be emphasized by the expectations of stakeholders. Originality/value Design of organizational climate, organizational culture, and expectations of stakeholders contribute to knowledge sharing at an organizational level.


Author(s):  
James M. Bloodgood ◽  
Michael A. Chilton ◽  
Thomas C. Bloodgood

Possessing knowledge resources is insufficient for organizational success. To achieve a competitive advantage, organizations need to be able to transfer knowledge from where it exists to where it is needed within the organization. This chapter examines the importance of motivation and capability of the sender and the receiver in knowledge transfer success in organizations. The Awareness, Motivation, Capability (AMC) perspective is used as a basis for explaining how various individual and organizational factors influence knowledge transfer. These factors are built into a knowledge transfer model that shows the relationship among them. Recommendations are made to provide managers with actions they can take at the individual and organizational levels to implement successful knowledge transfer practices within their organizations.


Author(s):  
Haluk Tanrıverdi ◽  
Orhan Akova ◽  
Nurcan Türkoğlu Latifoğlu

This study aims to demonstrate the relationship between the qualifications of neonatal intensive care units of hospitals (physical conditions, standard applications, employee qualifications and use of personal protective equipment) and work related causes and risks, employee related causes and risks when occupational accidents occur. Accordingly, a survey was prepared and was made among 105 nurses working in 3 public and 3 private hospital's neonatal intensive care units, in the January of 2010. The survey consists of questions about the qualifications of neonatal intensive care units, work related causes and risks, and employee related causes and risks. From the regression analysis conducted, it has been found that confirmed hypotheses in several studies in the literature were not significant in this study. The sub-dimensions in which relationships has been found show that the improvement of the physical environment in workplace, the improvement of the employee qualifications and standard applications can reduce the rate of occupational accidents. According to the results of this study management should take care of the organizational factors besides to improvement of the physical environment in workplace, the improvement of the employee qualifications and standard applications.


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