Knowledge and Process Management最新文献

A negatively shaped attitude-based bias towards external knowledge—the not-invented-here (NIH) syndrome—may constitute a significant obstacle for effective adoption of external knowledge and impair organizational innovativeness. The goal of this study is to shed light to the question how organizational and managerial features drive individual NIH, and how NIH connects further to individual innovativeness. Analysis of survey data collected from 93 employees reveals a joint effect of person-organization fit and leader-member exchange on NIH, and a negative association between NIH and innovative work behavior. Contrary to expectations, person-organization fit and perceived innovativeness of organizational culture do not have joint effects on NIH. The findings contribute to the development of a theoretical model of the interplay between individual-, managerial- and organizational-level antecedents and consequences of the NIH syndrome.

This article addresses the challenges of R&D–sales cross-functional cooperation by exploring how HR practices encourage knowledge transfer, minimising peer-to-peer friction and maximising the effectiveness of the exchanges for performance innovation. We combined document analysis of professional HR management magazines and semi-structured interviews at a Finnish digital media firm, in order to identify manifestations of institutional work expressing and legitimising knowledge transfer-focused HR management practices, and how employees make sense of them. Our findings identify manifestations of institutional work expressing, sustaining and legitimising knowledge transfer and relate these manifestations to distinct dimensions of human resource management practices. We integrate prevailing institutional expectations and employees' attributions of knowledge transfer-focused human resource practices, which highlights the connections between human resource management and the knowledge management field, as well as the dichotomy between the more humanist knowledge transfer strategies and those that are information technology-oriented. Our original integration of institutional expectations and a case analysis of employees' attributions of knowledge transfer-focused human resource practices contribute directly to management practice dealing with the effects of organising strategically for knowledge-based innovation outcomes. This has implications in terms of the development of interpersonal skills, the engagement and development of cross-team work; the design of participative mechanisms; and the implementation of knowledge transfer principles, practices and systems.

This study examines elements of knowledge management (KM) applied during the treatment of the coronavirus disease 2019 (COVID-19) and proposes a KM framework that can be applied to respond quickly to a new virus outbreak. Following a content analysis of the press conferences held in China, this study found that various elements of KM, including strategic KM, the knowledge codification strategy vs. the knowledge personalization strategy, a knowledge-friendly culture, knowledge-based leadership, KM-based human resource management, and KM-related information technologies, were widely used by Chinese authorities and healthcare workers to improve treatment effectiveness for COVID-19 patients. This paper provides a unique case study on how KM helps the government and the healthcare workers to respond to an unexpected public hygiene crisis.ⁱ

Understanding the history, evolution, and present tendencies of a discipline requires a thorough review of its literature. Despite various review studies on the field of knowledge management (KM), its subdiscipline ‘knowledge sharing’ has only seen a handful of investigations with a slew of limitations. As a result, the present work aims to conduct a review of existing literature on knowledge sharing (KS) using complementary bibliometric methodologies. To do this, we conduct our reviews using two complimentary bibliometric techniques: ‘Co-citation Reference Analysis’ (CCA-R) and ‘Bibliographic Coupling Document Analysis’ (BCA-D), and we highlight the field's origins and current themes. We then map our findings using free science visualization software (VOS viewer). The study's implications are examined, and we show new paths for further research.

The COVID-19 global pandemic has adversely affected educational institutions worldwide, resulting in frequent mandatory lockdowns and social distancing rules. After waiting for a brief period, most organizations, including educational institutions, moved their operations from traditional in-class to virtual, web-based teaching-learning. As a result of unprecedented change, faculty, students, and administrators faced several challenges. However, how the educational institutions were coping with this challenging situation remained an important question. To address this, we present Knowledge Management Process (KMP), Knowledge Management System Infrastructure (KMSINF), and Knowledge Management System Quality (KMSQU) as resilient strategies to convert the challenges into opportunities. Using the KM processes and practices, a complex model is constructed to positively influence employee commitment, performance, and job satisfaction. A survey instrument was used to collect data from 747 faculty members from 14 higher educational institutions in the southern part of India. After testing the measurement properties using the Lisrel package of structural equation modeling, the complex model was tested using Hayes PROCESS macros. The results indicate (i) KMP is positively related to performance and employee commitment, (ii) employee commitment mediates the relationship between KMP and performance, (iii) KMSINF moderates the relationship between KMP and employee commitment, (iv) KMSQU moderates the moderated relationship between KMP and KMSINF in influencing the employee commitment, and (v) performance is positively related to job satisfaction. The results suggest that KM processes, system infrastructure, and system quality are effective, resilient strategies to bring educational institutions to normal functioning during the present global pandemic. The implications for KM, employee commitment, and job satisfaction are discussed.

This paper analyzes the influence and predictive effects of knowledge management on job satisfaction. The aim of this paper is to develop a model based on the effects of knowledge management on job satisfaction. The data were obtained by interviewing 520 managers of all levels from manufacturing enterprises in Serbia. The results showed that knowledge management has a complex influence on job satisfaction. It negatively affects the dimensions of Salary, Promotion, and Supervision and positively influences the Additional Benefits dimension, while having combined effects on the other dimensions. In a working environment where knowledge management levels are high, employees may perceive their salaries, rewards, and promotion opportunities as inadequate. This is because they feel they deserve more due to their knowledge, ability, engagement, and the enterprise's success. Serbian enterprises are often unable to pay their employees higher salaries. The theoretical importance of the results is precisely in the fact that the individual relations of the observed dimensions are determined and that the desired model is developed. The practical significance of the work is that leaders and managers, based on these relations, can see the possibilities and ways to improve certain aspects of knowledge management and job satisfaction.

This study is an action research that combined theories and practices through change and reflection in a problematic situation in a real organization. A pilot research in an organizational case in Thailand indicated critical gaps in enterprise content management (ECM), called an electronic trial master file (eTMF), which resulted in challenges in eTMF implementation. The primary gap, in people's areas, was lack of competencies and performances. Therefore, the research objective following the gap identification was to enhance human capital that includes competencies and performances in the eTMF. The research combined the theories of human capital, the Fifth Discipline: shared vision, competency-based management, and practices in real organizations. A focus group and quantitative analysis approach were applied in this research. The research participants comprised 25 employees: the country manager, experts, the assistant, and users of the eTMF. The results presented the competencies in which user participation was critical for establishing the appropriate competencies to support the achievement of the performance. The competencies in the eTMF consisted of 3 dimensions comprising knowledge, skills, and attributes, with 11 competencies concerning the components in ECM and the specific organizational ECM context. This research contributed to the workplace, pharmaceutical industry, and academics by providing approaches to enhance human capital in ECM in case people were the primary area. The research contributed to the gap identification that guided the ways to improve performance in an ECM. In addition, this research proposed human capital management concepts by providing approaches to enhance human capital during the ECM adoption phase.

Previous studies examined the relationship between intellectual capital and a firm's performance. However, the moderating role of corporate governance—a fundamental factor leading to improved firm performance and increased intellectual capital accumulation—has largely been ignored, particularly in an emerging market such as Vietnam. As such, this study examines the moderating role of corporate governance on the intellectual capital–performance nexus in Vietnam. This study uses a sample of 45 listed firms in Vietnam from 2011 to 2018. The generalized method of moments (GMM) technique is utilized in this paper to enhance the robustness of the findings. The modified value-added intellectual coefficient (MVAIC) model is used to measure intellectual capital. A firm's performance is proxied by both returns on assets and equity. Our results indicate that intellectual capital components such as capital employed efficiency, human capital efficiency and structural capital efficiency provide a significant and positive effect on a firm's performance. In addition, the results reveal that the inclusion of corporate governance as a moderating factor affects the relationship between intellectual capital and a firm's performance in Vietnam. Findings from this paper provide a valuable framework and implications for executives and policymakers in creating and managing intellectual capital within the Vietnamese context. Besides, improving corporate governance is critical to improving intellectual capital accumulation. To the authors' best knowledge, our literature review indicates that this is the first empirical study that examines the relationship between intellectual capital and a firm's performance using corporate governance as a moderating factor in Vietnam.

This study investigates how knowledge-intensive organizations cope with the extreme uncertainty generated by external disruptions. We advance a behavioral aspirations perspective with the power to explain the antecedents and boundaries of organizational knowledge diversification. We expect that external disruptions (such as Covid-19) led organizations not to meet their aspiration levels, and thus, we set forth to find how organizations responded to this challenge. We find that not meeting the aspiration levels, both historical (self-imposed) and social (peer-imposed), drives organizations to diversify their technological knowledge repositories. Further, we find that this crisis-response behavior is mitigated by the accumulated knowledge, which we define as the knowledge footprint. The investigation of a large longitudinal dataset of U.S.-based knowledge-intensive organizations shows that the behavioral aspirations perspective has explanatory power. This work contributes to the advancement of diversification research during external disruptions and suggests potential solutions for knowledge organizations facing extreme uncertainty.

This research investigated the role of knowledge complexity and the individual, organisational, and technological determinants in telecommuting in an emerging economy. A sample of 452 Brazilian workers was surveyed, and PLS-SEM was used for analysing the data. The results suggest that knowledge complexity matters, and its joint effect together with task interdependence has a negative impact on telecommuting performance. It was also found that technology-based communication skills are more important for enhancing both telecommuting performance and satisfaction than the technology itself. Furthermore, it was found that telecommuting outcomes may be affected by demographic variables and the national culture. Identification of the antecedents of telecommuting in emerging countries helps managers to adapt their business models and work arrangements to achieve firm sustainability and respond to a complex socio-economic landscape generated by the coronavirus crisis.