scholarly journals Het nieuwe werken en kennisdelen: de rol van organisatie-identificatie en autonomie

2013 ◽  
Vol 29 (1) ◽  
Author(s):  
Rick van der Kleij ◽  
Merle Blok ◽  
Olav Aarts ◽  
Pepijn Vos ◽  
Livia Weyers
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Regression Analyses ◽  
New Ways Of Working ◽  
It Service ◽  
Knowledge Intensive Organizations ◽  
Work Autonomy ◽  
Knowledge Intensive ◽  
The Impact

New ways of working and knowledge sharing: The role of organizational identification and work autonomy New ways of working and knowledge sharing: The role of organizational identification and work autonomy New ways of working is a way of working and collaborating aimed at improving productivity, work satisfaction, work life balance and competitive capacity, and reducing environmental pressure. New ways of working is especially promising for knowledge-intensive organizations. However, there are hardly any findings on the impact of new ways of working on knowledge sharing within knowledge-intensive organizations. To complicate matters even more, the few studies on this topic show ambivalent results. This study focuses on the effect of new ways of working on knowledge sharing within organizations and the role of work autonomy and organizational identification of employees. We expected that new ways of working would result in an increase in knowledge sharing due to an increase in the use of ICT and more flexibility in the use of workplace facilities. Moreover, we expected that work autonomy and organizational identification mediate the relation between new ways of working and knowledge sharing. Regression analyses on questionnaire data obtained from 712 employees of a large Dutch IT service provider partly confirm our hypotheses.

Knowledge Management Practices in Temporal Knowledge-Intensive Organizations

2011 ◽  
pp. 712-718
Author(s):  
Raul M. Abril
Keyword(s):  
Knowledge Management ◽  
Value Creation ◽  
Management Practices ◽  
Intention To Adopt ◽  
Knowledge Intensive Organizations ◽  
Knowledge Intensive ◽  
State Of Affairs ◽  
The Impact ◽  
Common Understanding

This chapter is designed to serve as a comprehensive introduction to a few aspects of knowledge management (KM) practices of particular relevance for temporal knowledge-intensive organizations. The aspects considered are the contribution of KM pratices to value creation, the dissemination and adoption of KM practices and the enabling role of KM practices in the interpretation of states of affairs. The value creation aspect focuses on the impact of KM practices in temporal knowledge-intensive organizations creating value for their customers/users. The behavioral nature of KM practices is of critical relevance for temporal knowledge-intensive organizations as there are attitudes that will be very influential in individuals’ intention to adopt such KM practices. Finally, because the individuals in a temporal knowledge-intensive organization should share the same interpretation on a given state of affairs or about the data at hand, the interpretative aspect of KM practices focuses in the enabling role of KM practices in reaching common understanding.

scholarly journals Extrinsic and intrinsic motivation for experience grounded tacit knowledge sharing in Chinese software organisations

2018 ◽  
Vol 22 (2) ◽  
pp. 478-498 ◽  
Author(s):  
Hui Chen ◽  
Miguel Baptista Nunes ◽  
Gillian Ragsdell ◽  
Xiaomi An
Keyword(s):  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Implementation Strategies ◽  
Structured Interview ◽  
Theory And Practice ◽  
Content Type ◽  
Knowledge Intensive ◽  
Axial Coding ◽  
The Impact

Purpose The purpose of this study is to identify and explain the role of individuals’ awareness and motivation in facilitating knowledge sharing (KS) in the real world of practice, as well as to establish areas of convergence between theory and practice that can be of use to both academics and practitioners involved in knowledge intensive organisations. Design/methodology/approach This study used Grounded Theory (GT) as an inductive methodology to collect, analyse and interpret data from multiple case-studies. 44 participants from Chinese software organisations were selected on the basis of their role in SW design and development and were interviewed using a semi-structured interview script. The data analysis followed a Straussian approach to coding, which consists of open coding, axial coding and selective coding. The analysis focused on the impact of individuals’ awareness and motivation to share knowledge. Findings The findings of this research show that the motivation for KS – a time consuming and demanding activity – is indeed related to awareness by managers and developers of the benefits of KS in their professional practice. Practitioners shared their experiences and tacit knowledge with others, partly because it was required by their companies, but also because they have a sound awareness of the need to share knowledge both inside and outside their organisations. Research limitations/implications As a typical social science inductive study, this research is bounded by the context in which the theory proposed emerged from. Further research should be conducted into a richer variety of organisational and national contexts, as suggested by good theoretical sampling practice, which could provide further insights or contrasts. Originality/value Despite a number of theoretical propositions found in the literature, there is a clear lack of implementation strategies and models that explain the role of awareness and motivation in facilitating KS in the world of practice. This issue of applicability of theoretical propositions is now recognised as one of the fundamental key issues in KS. This study provides new and practice grounded insights in this area and is of interest to both practitioners and theoreticians as it explains and bridges the individuals’ awareness and motivation for tacit KS.

scholarly journals What Kept the Boat Afloat? Sustainability of Employment in Knowledge-Intensive Sectors Due to Government Measures during COVID-19 Pandemic

2021 ◽  
Vol 13 (15) ◽  
pp. 8441
Author(s):  
Michal Hrivnák ◽  
Peter Moritz ◽  
Marcela Chreneková
Keyword(s):  
Key Factors ◽  
Economic Shocks ◽  
Management Tools ◽  
Employment Retention ◽  
State Compensation ◽  
Business Resilience ◽  
Knowledge Intensive ◽  
Econometric Approach ◽  
The Impact

The COVID-19 pandemic has exposed new aspects of sustainable entrepreneurship and the resilience of SMEs in the conditions of individual countries. This empirical study contributes to entrepreneurship sustainability literature and business resilience literature by estimating the impact of various utilized internal crisis management tools and state compensation measures on retaining the pre-crisis levels of employment after two waves of the pandemic on the conditions of a V4 country. The study adopts an econometric approach towards assessing the influence of key factors of mitigating the problems caused by the pandemic, and the results suggest a crucial role of digitalization, internal policies optimizing variable costs, and utilization of direct governmental supportive measures to compensate for restrictions in force for employment retention in knowledge-intensive SMEs. According to the results, knowledge-intensive SMEs appears to have increased resilience towards economic shocks due to the capability to swiftly change the management of ventures to adapt to a crisis.

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

Impact of linguistic ostracism on knowledge sharing, hiding and hoarding and the moderating role of cultural intelligence

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Jamal Albana ◽  
Mehmet Yeşiltaş
Keyword(s):  
Knowledge Sharing ◽  
Cultural Intelligence ◽  
Causal Link ◽  
Equation Modeling ◽  
Content Type ◽  
Knowledge Hoarding ◽  
Knowledge Hiding ◽  
The Impact ◽  
Moderating Role

PurposeDrawing on the theory of belongingness, this study scrutinizes the impact of linguistic ostracism on knowledge sharing, knowledge hiding and knowledge hoarding and the moderating role of cultural intelligence (CQ) in a diverse and multi-cultural work setting.Design/methodology/approachA two-phase sampling of judgmental and random sampling techniques was used to recruit local and foreign workers in the Jordanian service industry. The present study empirically analyzes the sample of 394 employees' responses by applying variance-based structural equation modeling (VB-SEM).FindingsVB-SEM results indicate that linguistic ostracism lessens knowledge sharing behavior and heightens knowledge hiding and hoarding. CQ moderates two of the said associations, specifically by buffering the causal link between linguistic ostracism and knowledge hiding, as well as linguistic ostracism and knowledge hoarding. Consequently, CQ did not moderate the causal link between linguistic ostracism and knowledge sharing.Practical implicationsThe study's findings can help managers and decision-makers in such workplaces better understand the deleterious effects of linguistic ostracism and how CQ functions as a buffer. The study concludes with theoretical and managerial implications.Originality/valueVery few investigations have been conducted to determine the consequences of linguistic ostracism in today's multi-cultural and diverse work environment. This paper is among the first to unveil the association of linguistic ostracism and CQ with various knowledge management (KM) concepts.

Emotional intelligence and innovative work behaviour in knowledge-intensive organizations: how tacit knowledge sharing acts as a mediator?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shehla Malik
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Content Type ◽  
Mediating Role ◽  
Tacit Knowledge Sharing ◽  
Innovative Work ◽  
Knowledge Intensive Organizations ◽  
Innovative Work Behaviour ◽  
Knowledge Intensive

Purpose This study aims to examine the underlying process through which emotional intelligence impacts employees’ innovative work behaviour by testing the mediating role played by tacit knowledge sharing in organizations. The direct and indirect effects of emotional intelligence on innovative work behaviour of employees were explored. Design/methodology/approach A structured survey questionnaire was used to collect data from 171 full-time employees of five high-tech knowledge-intensive organizations located in India. The hypotheses were tested using partial least squares structural equation modelling. Findings The results revealed that emotional intelligence had a direct positive impact on tacit knowledge sharing and innovative work behaviour of employees. Similarly, tacit knowledge sharing positively influenced innovative work behaviour. The study further showed that the relationship between emotional intelligence and innovative work behaviour was partially mediated by tacit knowledge sharing. Practical implications To enhance innovative behaviour at work, organizations should concentrate on building the emotional competencies of its employees to increase their emotional intelligence level through suitable training programs. Besides, organizations should also focus on shaping a knowledge-sharing culture by building systems and processes through which free exchange of tacit knowledge among employees can be promoted to enhance their innovative work behaviour. Originality/value This study contributes to the existing pool of knowledge by demonstrating the unexplored effect of emotional intelligence on innovative work behaviour via the mediating role of tacit knowledge sharing. It also advances current literature on emotional intelligence, tacit knowledge sharing and innovative work behaviour by discussing useful theoretical implications of the findings.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

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