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McDougall, Daniel. "Knowledge flows in knowledge management : an examination in an HR shared services environment." Thesis, University of Manchester, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.631237.
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This I doctoral thesis examines a specific aspect of Knowledge Management (KM). This is knowledge sharing and the knowledge relationships that exist in knowledge flows through processes in organisations. It focuses on cultural influences on knowledge flows through knowledge coordinating mechanisms. This study is conducted through qualitative methods. The study involves immersion and snow ball sampling interviews to uncover the forms, perceptions and cultural factors influencing the operation of knowledge flows. The interpretive approach makes possible a deeper examination of perceptions of knowledge on the operation of a process from the perspective of those involved, and their perceptions of the other agents involved. Human Resources (HR) Shared Services are a means to address concerns surrounding qUality and cost in transactional oriented HR services. This study compares internal HR Shared Services and externally outsourced models. They are currently one of the most lucrative and popular means of outsourcing aspects of the firm. As a process they incorporate a broad range of knowledge flows that can be considered as reasonably stand alone. The hierarchical construction of HR Shared Services makes them representative of many processes within organisations from which generalisations can be drawn. This study argues in favour of KM being applicable to hierarchically oriented organisations and not just suitable for specific knowledge focused organisations. Knowledge flows are seen as the means for organisations to focus their corporate cultures to facilitate knowledge sharing and exchange. In this case it provides more relevant HR advice through better use of resources and improves the quality of the prOduct. It facilitates sustained competitive advantage in the use of combining resources of organisations in unique ways. It builds on a theoretical foundation of Cultural means of coordinating knowledge and by considering perceptions of agents in knowledge studies. It also considers how conflicts can be resolved and the issue of knowledge hierarchies.
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Sharma, Alok. "Enabling knowledge management of organizational memory for groups through shared topic maps." [Ames, Iowa : Iowa State University], 2010. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1475938.
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Hildreth, Paul M. "Going the extra half-mile : international communities of practice and the role of shared artefacts." Thesis, University of York, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341485.
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Spicer, David Philip. "Mental models, cognitive style, and organisational learning : the development of shared understanding in organisations." Thesis, University of Plymouth, 2000. http://hdl.handle.net/10026.1/363.
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Organisational learning is seen by many to be a key determinant of organisational performance. This is demonstrated by the growth of the 'learning company' concept (Pedler et al. 1991), and by the suggestion that the ability to learn faster than one's competitors is the only sustainable competitive advantage (DeGeus 1988). Consequently, organisations need to integrate and maximise the knowledge and learning of their individuals, and central to the learning process in firms is an effective means of transferring knowledge and learning between individuals and their organisation as a whole. Mental models (individual and shared) have been postulated as a mechanism through which this occurs (Senge 1990a; Kim 1993; Hayes and Allinson 1998). An individual mental model can be characterised as a simplification or representation of understanding of an idea, notion, process or system which provides the cognitive framework in which that individual's knowledge in respect of that issue is stored, whilst shared (group or organisational) mental models can be characterised as the common elements that exist between individual mental models. Both of these have been theoretically linked with individual and organisational learning. Literature in respect of individual and organisational learning, mental models and a third issue cognitive style is reviewed. Cognitive style represents the way individuals obtain, store and operationalise knowledge, and is included here as it is recognised as potentially affecting how learning and mental models interact (Hayes and Allinson 1998). A research model is posited which integrates key theory in respect of these three concepts, and research undertaken in two phases is presented. Phase One focused upon the representation of individual and shared mental models through semi-structured causal interviews with senior mangers in participant organisations, whilst Phase Two involved organisation wide surveys of these models, aspects of learning and cognitive style. Results obtained suggest that the complexities of an organisation, its environment, learning and mental models all mitigate against the identification of a simple relationship between these constructs. However some of the sources of these complexities are identified and suggested, and it is posited that the progression of work addressing organisational learning would best be served through a case study approach addressing the sources of complexity and effectiveness of learning in relation to specific mental models and within organisations.
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Stoel, Michael Dale. "The antecedents and consequences of shared business-IT understanding: an empirical investigation." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1149004028.
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Papoutsakis, Charalampos. "The Contribution of Shared Knowledge and Information Technology to Manufacturing Performance: An Evaluation Model." Doctoral thesis, Universitat Politècnica de Catalunya, 2005. http://hdl.handle.net/10803/6771.
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The Doctoral Thesis builds and tests a theoretical model that evaluates the contribution of shared knowledge and information technology to manufacturing performance. This is achieved through a sectorial research study among Manufacturing, Quality and R&D groups in the global economy era of the 21st century. <br/><br/>Theoretically, our research stands uponthe 'knowledge-based theory of the firm'. The theory has received influences from earlier research lines. It is considered to originate from the 'epistemology' of the cognitive philosophers and -through contradiction to the 'transaction cost economics' and the traditional product-based or competitive advantage view-it builds heavily upon the 'resource-based theory'. Starting with an analysis of previous empirical studies and by means of a productive synthesis, we develop the Shared Knowle! dge and Information Technology evaluation model which we later use in order to test the investigation hypotheses. Survey data collected from 51 medium to large sizeindustrial companies with a total of 112 manufacturing groups, representing 5 industrial sectors (alimentation, automotive, chemical and pharmaceutical, electro-mechanical,and textile) were analyzed to test the model. <br/><br/>A methodology, particularly deployed for the Thesis and the proposed evaluation model, was developed. Its key elements are:<br/><br/>(a) Two types of questionnaires, addressing the inter-group relationships andthe performance issues respectively, were developed and pilot tested prior to being used as the principal researchinstruments.<br/><br/>(b) Design of the indicators and measures has been carried out using two types of measures, general and multiplicative, for all the variables. Manufacturing group performance has been conceptualized in two parts: operational and service performance. <br/><br/>(c) Key-informant methodology has been used for selecting ourresearch responders.<br/><br/>(d) Validity threats have been given special attention and three different types of validity criteria are applied. <br/><br/>(e) Path analysis, a regression-based technique that permits testing of causal models, has been used. The investigation hypotheses have been tested and found to be fully or partially supported, by the significance -or insignificance- of the relevant paths.<br/><br/>(f) Finally, four confirmatory tests have been conducted in order to further secure the validity of the hypotheses.<br/><br/>As shared knowledge and information technology (IT) are central points of our investigation, we have focused on the issues of Knowledge Management (KM), and we have purposely directed our research on specific IT Systems for Supporting Collaboration and Knowledge-based Work. Our final target was to connect both shared knowledge and information technology to manufacturing performance, the subject matter of our investigation. Today's global economy era is the environment of our study, so it was under this perspective als! o that: (a) we have examined theinfluences of the globalization phenomenon to the recent information technology developments; (b) we have regarded KM and sharing knowledge in practice as an answer to globalization. <br/><br/>Finally, our conclusions are presented together with a reference to the study's limitations and some recommendations for future research. Based on the literature and the results of our research we are demonstrating that the two main findings of the study -the proved significant contributions of (a) shared knowledge to the manufacturing group performance, and (b) information technology to, mainly, the manufacturing group performance and, secondarily, to sharing knowledge- are useful to researchers and the business community alike. Manufacturing, Quality and R&D groups have the opportunity to increase shared knowledge and, in this manner, to positively affect manufacturing performance by developing mutual trust and influence through repeated periods of positive face-to-face or IT-based communication, social interaction and common goal accomplishment.
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Elsner, Regina Marie. "Knowledge, attitudes, and opinions about human-wildlife conflicts held by community leaders in Virginia." Thesis, Virginia Tech, 2008. http://hdl.handle.net/10919/34385.
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Using a mail survey, I questioned 490 representatives of local government (i.e., elected officials, administrative officials, animal control officers, and county Cooperative Extension agents) about their understanding of human-wildlife conflicts in their communities, and their receptivity to participating in co-management partnerships with regulatory agencies. Response rates for the mail survey of these four populations ranged from 25.2% to 75.9%. Knowledge of and perceptions about human-wildlife conflicts varied among leader subpopulations, as did their assessment of risks associated with and prioritization of human-wildlife conflicts. Animal control and Extension personnel displayed greater knowledge about wildlife, expressed greater concern about potential risks, and assigned higher priority to human-wildlife conflicts in their community.
Respondents indicated that wildlife complaints are being received from constituents in their community, but questions exist over who is responsible for managing these conflicts. Most respondents indicated a willingness to become involved in conflict resolution, but indicated less willingness for local government to take on a leadership role. Respondents could identify potential partners valuable to resolving human-wildlife conflicts, but they demonstrated uncertainty about the specific roles and responsibilities of these outside agencies (e.g., Virginia Department of Game and Inland Fisheries). Respondents identified important potential impediments (i.e., financial and personnel resources, the need to provide additional training or equipment) that could preclude or reduce their ability to become involved in conflict resolution.
Most respondents viewed community-based co-management approaches as realistic (74%) and attractive (63%) options for local governments to exercise in managing human-wildlife conflicts. Most respondents (74%) believed that co-management offered local governments a direct way to be involved in managing their own conflicts. Respondents believed that staffing and budget shortages would be significant impediments that would limit local governmentâ s participation in co-management agreements.
This study clearly illustrates that human-wildlife conflicts are occurring in Virginia, but overall local governments are not at a point when they are willing or able to consider a proactive approach to managing these conflicts. Until some threshold is met or exceeded, leaders in these communities may not be willing to devote the time or resources necessary to enact proactive approaches. Before that threshold is met, the development and utilization of informational and educational resources can increase local governmentâ s capacity to develop and implement a comprehensive wildlife management plan for Virginia communities in the future.<br>Master of Science
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Gobes-Ryan, Sheila. "Organizational Office Space in the Virtual Age: The Role of Shared Space in Communication." [Tampa, Fla.] : University of South Florida, 2003. http://purl.fcla.edu/fcla/etd/SFE0000048.
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Ashton, Stephen D. "From Teams to Communities of Practice." BYU ScholarsArchive, 2012. https://scholarsarchive.byu.edu/etd/3807.
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This dissertation documents the qualitative study that was conducted with the Ambassador Pilot Program team at Thanksgiving Point Institute; a non-profit farm, gardens, and museum complex and informal learning institution; from the summer of 2011 to the fall of 2012. The Ambassador team was tasked to develop an employee training program. Over time the team members were given more freedom to direct their own course and set their own objectives. To the co-directors of the program it seemed the Ambassadors began to embrace some characteristics common to a community of practice (CoP); however, it remained to be seen how the Ambassadors viewed themselves. Therefore, this research study seeks to answer the following research questions: Did this Ambassador team transform into a CoP or at least the beginnings of a CoP? If so, what contributed to this transformation? And if not, what discouraged this transformation from occurring? To what extent did the Ambassadors become a CoP or not? This dissertation is comprised of two articles. The first article is a literature review of applicable CoP and team literatures that investigate the theoretical underpinnings of the question, "Can a team become a CoP?" Thus far, no documented cases have been found in the literature of teams transforming into CoPs. The second article documents the study that was conducted at Thanksgiving Point with the Ambassador team during the Ambassador Pilot Program. Using qualitative methods including interviews, observations, and document analysis, it was observed that the Ambassador team took on many characteristics of a CoP, including becoming a community of learners, sharing a domain of interest, engaging in a common practice, and evolving organically as directed by the Ambassadors and not the senior management at Thanksgiving Point. Appendices of this dissertation include the following: (a) a literature review similar to the first article but with more content; (b) a detailed methodology plan that outlines the qualitative methods, techniques, and standards that were followed to conduct this study; and (c) the interview protocol used during the study.
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Davenport, Emily. "The Next Catalyst for Change: How Corporate Shared Value is Reshaping Capitalism." Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/111.
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Both corporations and their global conglomerates are looking into the face of an evolving idea of capitalism. As businesses become more intertwined with society, this special relationship is becoming increasingly deterministic of the condition of the world. This paper explores the possibility that if businesses integrate shared value -- a way to combine economic and social value -- into their long-term business plans, that not only will society be better off, but the businesses themselves may be able to explore previously unrecognized potential for profits.
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Swee, Hsien-Yao. "A Cognitive Perspective of Self-Other Agreement: A Look at Outcomes and Predictors of Shared Implicit Performance Theories." Akron, OH : University of Akron, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1247775372.
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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2009.<br>"August, 2009." Title from electronic dissertation title page (viewed 9/2/2009) Advisor, Rosalie J. Hall; Committee members, Steven R. Ash, James M. Diefendorff, Paul E. Levy, Robert G. Lord; Department Chair, Paul E. Levy; Dean of the College, Chand Midha; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Lupaszkoi, Hizden Thomas. "Creating a community of practice to prevent readmissions : An improvement work on shared learning between an intensive care unit and a surgical ward." Thesis, Hälsohögskolan, Högskolan i Jönköping, The Jönköping Academy for Improvement of Health and Welfare, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30244.
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Background ICU readmissions within 72 hours after discharge from the intensive care unit (ICU) is a problem because this leads to higher mortality and longer hospital stays. This is a particular problem for the hospital studied for this thesis because there are only three fully equipped ICU beds available. Aim To prevent readmissions by introducing nursing rounds as a concept of “communities of practice” (CoP) and to identify supportive and prohibitive mechanisms in the improvement work and knowledge needed for further improvement work in similar settings. Methods Questionnaires, focus groups, Nelson’s improvement ramp, and qualitative content analysis. Results There were no readmissions from the participating ward after the nursing rounds started, but the reason for this is not clear. The staff experienced the nursing rounds as valuable and they reported greater feelings of confidence, increased exchange, and use of their own knowledge. Discussion The findings presented here support that hypothesis that CoP builds knowledge that can improve patient care. The information provided to the participants during the improvement project was identified as the most supportive mechanism for improvement work, and a lack of resources was seen as the most prohibitive mechanism.
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Steenhuisen, Maria Jacoba. "The knowledge continuum as an enabler for growth and sustainability in the South African basic education system / Mariè Steenhuisen." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9207.
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The poor state and failure of the basic education system in South Africa gave rise to this research. The wave of knowledge loss experienced in the last two decades is expected to carry on and will continue to deplete the basic education system’s knowledge base, severely affecting the already poor quality of education as well as the future economic growth and sustainability in South Africa.
The main research objective was to establish whether future growth and sustainability in the basic education system in South Africa is achievable; which factors it is influenced by; and how knowledge continuity could impact on future growth and sustainability. A multidisciplinary approach focusing on organisational performance, knowledge management, individual and organisational behaviour and organisational development was followed.
The nature of growth and sustainability and knowledge continuity in organisations was explored by following a contextualisation theory-building process.
The main objective of the empirical research study was to determine by means of quantitative research the degree to which the influencing factors would enhance or impede growth and sustainability in an organisation. A quantitative survey method was followed. A questionnaire was developed and the survey was performed in 6 primary and secondary schools of the basic education system in South Africa. The questionnaire was found to be reliable with a Cronbach’s alpha of .8060.
In the descriptive factor analysis process, principal component factor analysis was conducted, which described the five constructs that would influence growth and sustainability. These constructs’ dimensions produced significant intercorrelations which indicate that the dimensions are for the most part intercorrelated with each other in contributing to growth and sustainability.
The multiple regression analysis indicated that knowledge loss would have an exceptionally strong impact on knowledge; and that knowledge, information and performance would significantly predict growth and sustainability. Organisations should change the focus for growth from physical assets to the development of intellectual capital, and knowledge continuity should form part of an organisations’ business strategy and mission. Knowledge continuity will only be successful if a culture conducive of trust and knowledge sharing and transfer exist, and are supported by effective and appropriate human resource practices and incentives.
A structural equation model development strategy produced a knowledge continuity model aimed at enabling future growth and sustainability, based on the constructs confirmed in the factor analysis. The model indicated that there is a direct causal relationship between knowledge, information and performance with growth and sustainability. The regression analysis showed that most of the intercorrelations are significant, thus confirming the theory.
The newly developed questionnaire and structural equation model should enable organisations to measure the degree to which the enhancing individual and organisational behavioural factors of growth and sustainability are in place and provide the measurement outcomes that would identify the factors that need to be focused on to improve and enable future growth and sustainability in an organisation.<br>Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.
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Wang, Sheng. "To share or not to share an examination of the determinants of sharing knowledge via knowledge management systems /." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117177005.
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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xv, 290 p.; also includes graphics (some col.) Includes bibliographical references (p. 217-233). Available online via OhioLINK's ETD Center
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White, Kenneth. "Employee Determinants to Share Knowledge in a US Federal Government Environment." NSUWorks, 2013. http://nsuworks.nova.edu/gscis_etd/363.
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Although the literature indicates that knowledge sharing (KS) research is prevalent in the private sector, there is scant empirical research data about KS in the public sector. Moreover, organizations lack an understanding of employee KS behavior. This study investigated two research questions: First, how does the perceived importance of five determinants of KS behavior (organizational culture, workplace trust, incentives, management support, and technology) vary based upon the variables of job function, gender, and work category? Second, what is the relative importance of the five determinants of KS behavior to U.S. federal government employees? This descriptive study employed a Web-based survey methodology and interviews to collect data. The survey was administered to 121 employees in a single U.S. government organization, with a response rate of 69%. The Statistical Package for the Social Sciences was used for data analysis, and the multivariate analysis of variance and analysis of variance statistical techniques were used to compare variables. The study findings indicated no statistical differences in perceptions of the five facets investigated relative to the variables of work category, gender, and job function, and no statistical differences in the importance among the five determinates investigated. As a result, the null hypotheses were not rejected. Additional findings were that respondents perceived the five facets investigated to be positive KS determinants and that they agreed or strongly agreed that each facet was important to the success of KS initiatives. Although the results indicated no statistically significant difference between the five facets investigated, the results support literature findings that the five facets are important to the KS process. The investigation also advances the current state of KS implementation in the public sector by providing empirical data on a subject that is rarely investigated in the U.S. federal government. Future studies in similar and larger organizations are recommended. The investigation is a positive step toward improving the understanding of the determinants that affect employee KS behavior and provides a tool for KS planners to use to ascertain the state of KS in their organizations.
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Stighammar, Catrin, and Diana Puerto. "How to share what you cannot see : A study of the sharing of tacit knowledge within PricewaterhouseCoopers." Thesis, Linnaeus University, Linnaeus School of Business and Economics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-5858.
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<p>The necessity of managing the tacit knowledge sharing is becoming more significant because of the upcoming demographic changes facing companies all over the industrialized part of the world. The so called baby boomers born in the middle part of the 20th century will soon reach the retirement age and this is anticipated to create an extensive loss of knowledge. In light of that, companies face a dilemma when over bridging the knowledge gap between their more experienced senior employees who have accumulated plenty of knowledge and the novel ones. It opens the discussion concerning how to “capture” that knowledge since it is the competitive advantage in the contemporary world. This is particularly sensible for knowledge-based firms which are the main focus of this study.</p><p>Scholars have developed different approaches of the knowledge sharing phenomenon, but still there is a lack of understanding regarding how this abstract process should be supported in a daily basis. This work investigates the factors that aid or hinder the knowledge process within consulting firms as a prerequisite to reach a greater awareness of the particular setting that will foster the sharing. Supported by a theoretical background, this was accomplished by following a systems approach, favoring qualitative methods. The empirical data was collected using semistructured qualitative interviews within the headquarter offices of Pricewaterhouse Coopers in Stockholm, Sweden.</p><p>The exploratory results suggest that by converging specific aspects, consulting firms can overcome the most common barriers when sharing knowledge transfer. Furthermore, it is pointed out the positive conditions a firm has to develop as well as Theoretical and Managerial implications.</p>
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Lönnström, Ellinor, and Cajsa Rimås. "How do Leaders Share Knowledge? : A single case study of a multinational corporation." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39694.
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Problem: The number of MNCs in the world are expanding and there is an ever-growing interest in how knowledge is shared since it is said to improve the organization's competitive advantage. It is further argued in existing literature that leadership, and more specifically the leadership behaviors, play a role in how knowledge is shared within multinational corporations. However, few examples from the international setting exist, which led the authors of this thesis to further explore this area of research. Purpose: The purpose of this research paper is to explore what types of leadership behaviors influence knowledge sharing in a multinational corporation, and how these behaviors impact how leaders share knowledge. Methodology: In order to fulfill the purpose of this thesis and to properly answer the research question a qualitative approach was chosen. The empirical data was collected through a single case study of a Swedish MNC, Alpha, with subsidiaries abroad. The sample consisted of six participants who hold leadership positions within Alpha, and who continuously travel abroad to the subsidiaries in their work assignments. Findings: The authors of this thesis found evidence that leaders working in an international setting, such as an MNC, need to possess certain behaviors found in the description of both transactional and transformational leaders. However, the empirical data contribute to the current body of research by showing that these leaders also need to possess the behavior of cultural awareness, to have a deeper understanding of how the different cultures are represented within an organization.
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Ding, Zhikun. "Interpersonal trust and willingness to share knowledge among architects : a two-stage triangulation research." View the Table of Contents & Abstract, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38165430.
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Pääkkö, Yasmina, and Kristine Samuelsson. "HRM as a motivator to share knowledge : The importance of seeing the whole picture." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-354424.
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Connecting Human Resource Management (HRM) and knowledge transfer through motivation is a new research area. Out of the few existing studies there is a predominance of quantitative studies, which are showing inconclusive results. As a response, this study uses a qualitative micro perspective to investigate how HRM practises influence intrinsic- and extrinsic motivation to share knowledge. It is important to divide motivation into intrinsic and extrinsic, as it impacts knowledge sharing differently. Former studies have identified a need to study the whole HRM system, therefore, to capture differences in motivation among employees exposed to the same system, this thesis takes on a single case study approach. Qualitative interviews were held with employees at an MNC that relies on knowledge intensive activities. The findings showed that employees were motivated intrinsically through career development and extrinsically by the performance management system. The supportive climate showed to influence motivation to share knowledge, both directly and indirectly. Job design was shown to work well in combination with other practises. Finally, a key finding was the importance of having an aligned HRM system.
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Ding, Zhikun, and 丁志坤. "Interpersonal trust and willingness to share knowledge among architects: a two-stage triangulation research." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38585893.
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Alotaibi, Arif Nasser. "The role of reward in individuals' motivation to share knowledge : a case study of two healthcare hospitals in Saudi Arabia." Thesis, University of Kent, 2014. https://kar.kent.ac.uk/47986/.
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Organisations leverage their knowledge assets through the implementation of knowledge sharing. This process enables the movement of knowledge from the domain of the individual into the domain of the organisation. Since individuals are the primary actors in knowledge sharing activities within the organisation, they also incur the costs that are associated with them. Previous research has investigated how reward outweighs the involved costs, with a view to identifying how individuals can be encouraged to engage in knowledge sharing. Knowledge sharing is mainly perceived as being driven by intrinsic motivation. However, there is scant research evidence examining the role of motivation in the relationship between reward and knowledge sharing. This study explores the effect of reward on individuals‘ motivation to share knowledge within the healthcare sector of Saudi Arabia. A multiple-case design was used, as informed by Yin (2003), within the real-life context of two knowledge-based hospitals in the region. A sequential, exploratory mixed-method approach was used for data collection purposes with employees. This comprised a qualitative phase of 30 semi-structured interviews with managers and other employees, followed by a quantitative phase of a survey of 480 employees, who completed and returned questionnaires. The research findings from the qualitative analysis revealed that managers consider knowledge sharing to be a new concept; hence, it is not adequately implemented. However, knowledge sharing is considered to be important to employees. Motivational factors such as self-development and reciprocal relationships were identified as antecedents of employees‘ knowledge-sharing attitudes. These factors reflect the needs for both knowledge holders and knowledge seekers to engage in knowledge sharing. The quantitative analysis of the survey results revealed that these motivational factors significantly influence employees‘ intentions to share knowledge, and they are also significantly influenced by reward. The research study concludes that reward has a significant role in motivating employees to share knowledge. Therefore, non-financial rewards, such as training and recognition, are important motivational factors in employees‘ willingness to engage in knowledge sharing.
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Magoula, Anastasia, and Giovanni Benevento. "An approach to collect and share Lessons Learned in order to improve Knowledge transfer across New Product Development projects : A case study in a Swedish company." Thesis, Tekniska Högskolan, Högskolan i Jönköping, JTH, Industriell organisation och produktion, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-21473.
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This thesis examines the state of reporting Lessons Learned in a Swedish company that operates globally and explores the areas of potential improvements through better classification and reporting of Lessons Learned from previous projects. Particularly, it explores which the most effective ways to capture and document Lessons Learned are as well as how a System that supports efficient storage, sharing and retrieval of Lessons Learned can be specified. The research is a case study in a Swedish company and is a mixed-model research as it uses both quantitative and qualitative data from primary sources. Indeed, the data collection was done via interviews, questionnaires, a focus group and the study of the company’s documents. The findings revealed some issues in the Lessons Learned methods used in the company, especially in documentation. Additionally, the need for a Lessons Learned System to manage the knowledge and experience from projects was also identified. The thesis concludes with explicit answers to the research questions and more specific with the suggestion of certain guidelines for the employees, a new template for reporting Lessons Learned and the specifications of a Lessons Learned System that can support efficient storage, sharing and retrieval of Lessons Learned.
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Alves, Luiz Ernesto Fonseca. "O Compartilhamento do conhecimento nas organizações: um estudo desconstrucionista." reponame:Repositório Institucional do FGV, 2005. http://hdl.handle.net/10438/3877.
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Previous issue date: 2005<br>Organizations have shown a speech focused on Knowledge Management and share of knowledge that reveal the relevance of both the age of knowledge and the capture and transference of individual and colective knowledge. Due to its continued repetition, the speech has been legitimated, not establishing, however, what can be shared, which methods shall provide it and which personal and corporate reasons can stimulate sharing the knowledge. This speech tries to convince that the implementation depends exclusively on the actions promoted by the firm. It also admits the presence of necessary environment conditions to make share of knowledge possible. The speech makes one believe that individuals and teams, formal or informal, are prepared and desire to share their knowledge, not considering feelings, wishes or availability to do so. The research has revealed the difficulty of sharing knowledge within service companies, which are strongly results oriented, due to the competition among employees in order to catch better jobs, the fight to retain power and the lack of time to develop daily tasks. Such organizations prevent people from the desire and the availability to share knowledge.<br>Existe um discurso dominante nas organizações a respeito da Gestão do Conhecimento e do compartilhamento do conhecimento que afirma a existência de uma era do conhecimento e que assevera a importância da captura e disponibilização do conhecimento individual e coletivo. Trata-se de um discurso que, de tão repetido, revestiu-se de legitimidade, não tendo evidenciado, contudo, o que pode ser compartilhado, que métodos garantem o compartilhamento, e os motivos, pessoais e empresariais, que podem incentivá-lo. Este discurso faz crer ser esta uma disciplina cuja implementação depende unicamente da efetividade das ações conduzidas pela empresa. Admite, igualmente, que as condições ambientais necessárias ao compartilhamento do conhecimento estão presentes. O discurso parte da premissa de que as pessoas, equipes e grupos, formais e informais, estão preparados e desejosos por compartilharem seu conhecimento, desconsiderando os seus sentimentos e sua vontade ou disponibilidade para tanto. A pesquisa, contudo, revelou a dificuldade para o compartilhamento do conhecimento em organizações prestadoras de serviços fortemente orientadas para resultados, pois as condições de trabalho em organizações deste tipo são pautadas por uma competição interna ferrenha na luta pelos melhores cargos e funções, pela disputa de poder e pela escassez de tempo para o desenvolvimento das atribuições básicas dos cargos. Nestas organizações, em geral, os indivíduos não encontram vontade nem disponibilidade para compartilhar conhecimento.
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Rohani, Tabatabai Mina. "The Process of Communication between People with Categorical Knowledge: An Exploratory Study." Thesis, 2009. http://hdl.handle.net/10012/4764.
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This thesis investigates the process of communication between a person who has in-depth and technical knowledge about certain items and a person who has very broad and non-technical knowledge. For example, a doctor has detailed knowledge about all types of diseases, whereas, an ordinary person only knows a few common type of them.
People use categories to communicate; the language, which is used in communication, is categorical. In addition, knowledge can be expressed in categories, and the categories are formed based on the knowledge that the person has. If the person has a superficial knowledge about a specific subject, he then creates superficial categories; whereas, if he has in-depth knowledge, he creates detailed and technical categories. The communication process between a person with technical categories of knowledge and a person with non-technical categories can be presented by the way that they match their categories. Shared cognition is formed if a category exists or is formed that is completely understandable for both parties.
Literature on communication studies have never focused on the way that people with categorical knowledge communicate; therefore, an exploratory study is designed to figure out the process of communication when people have categorical knowledge. The task that is used in this study simulates the situation that two persons with categorical knowledge are communicating. The results of this thesis introduce a new representation for the communication process between a technical and non-technical communicators and the way that shared cognition can be analyzed.
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Kun-ShiangChen and 陳昆祥. "The Impacts of Human Resource Management Practices and Attitude of Knowledge Sharing on the Intention to Share Total Quality Management Practices Knowledge." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/79234979261709434635.
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博士<br>國立成功大學<br>企業管理學系<br>103<br>The purpose of this study is to investigate the critical factors, including environmental and personal factors, affecting employees’ attitudes towards and intentions to share total quality management (TQM) practices knowledge in the Taiwanese information technology (IT) industry. A research model was developed based on the theory of planned behavior (TPB) and self-determined motivation (derived from self-determination theory, or SDT). Surveys distributed to 367 employees in Taiwanese ISO 9001:2000-certified firms were used to test the proposed research model. Moreover, confirmatory factor analysis was used to estimate the reliability and validity of the measurement model, and structural equation modeling was performed to test for quality of fit.
The analytical results showed that beliefs concerning human resource management (HRM) practices, including hypothesis 9 (reward and knowledge sharing attitudes, path coefficient=0.134*, p＜0.05), hypothesis 12 (work ethic and knowledge sharing attitudes, path coefficient=0.139*, p＜0.05), hypothesis 7 (subjective norm and knowledge sharing attitudes, path coefficient=0.171***, p＜0.001), and hypothesis 5 (organizational climate and knowledge sharing attitude, path coefficient=0.491*, p＜0.001) have a significant and positive relationship to knowledge sharing attitudes. Moreover, personal motivational factors (self-determined motivation and intention to share TQM practices knowledge, path coefficient=0.260***, p＜0.001) and TPB factors (knowledge sharing attitude and intention to share TQM practices knowledge, path coefficient=0.189**, p＜0.01, perceived behavior control and intention to share TQM practices knowledge, path coefficient=0.241***, p＜0.001, and subjective norm and intention to share TQM practices knowledge, path coefficient=0.311***, p＜0.001) showed a positive association with IT employees’ intentions to share TQM practices. Furthermore, empirical evidence confirmed that the organizational climate and subjective norms as viewed through the lens of knowledge sharing attitudes and perceived behavior control had a positive if indirect influence on employees’ sharing intentions.
This phenomenon supports the integrate prospective TPB model and self-determined motivation constructs proposed in the study. This empirical result is vital for top managers of firms using TQM strategies who wish to establish norms encouraging employees to share TQM practices with coworkers. The results of this study supported the theoretical integration and proposed motivational perceptions. Future studies may build on these results by using diversity variables, cross-cultural participants, and different industries to examine and expand upon our understanding of TQM practices and the knowledge sharing domain.
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Martin, Kasey-Leigh D. "Taking it with you when you leave?: a proposed model and empirical examination of attitudes and intentions to share knowledge before retiring." 2012. http://hdl.handle.net/1993/9459.
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Record numbers of employees are retiring in Canada (Conference Board of Canada, 2009), and with their exit, copious amounts of organizational knowledge could be exiting too (Collins, 2007). In this thesis, I propose and test a model of attitudes and intentions towards knowledge sharing with 252 retiring and recently retired employees. The results suggested that the partially mediated alternative model fit the data the best, where affective commitment, job satisfaction, and perceived organizational support predicted attitudes towards knowledge sharing, which in turn positively predicted tacit and explicit knowledge sharing intentions, as well as negatively predicted intentions to hoard knowledge. There were also significant positive direct paths between job satisfaction and intentions to share tacit and explicit knowledge, as well as a significant negative direct path between job satisfaction and intentions to hoard knowledge. Lastly, organizational policies and practices (tacit and explicit), personal perceived knowledge value (tacit and explicit), and financial stake (explicit) were significant moderators. Study findings and limitations, as well as future research directions are discussed.
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Hsu, Ming-Ling, and 許銘玲. "A Study of Knowledge Management of Small and Medium Enterprises in People, Knowledge, Technology, and Share four Parts." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/90762121620000136830.
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碩士<br>中華大學<br>科技管理研究所<br>90<br>Small and Medium Enterprises are a power of economy development of Taiwan and a firm foundation of society. Due to the fortitude vitality of Small and Medium Enterprises they create business opportunities positively, market merchandise in domestic and export to overseas. They got a very important position in economy development period. In a rapid changeable international trade environment how to manage knowledge effectively to gain enterprises competitive advantage? It is one of the issues that Small and Medium Enterprises need to pay much attention on it.
The study arrange Small and Medium Enterprises and Knowledge Management related reference books, use questionnaire to survey, to know how much do Small and Medium Enterprises know what is Knowledge Management and what have they already done. Also analyze “People”, ”Knowledge”, “Technology”, and “Share” four parts of Knowledge Management. The study discovered among Small and Medium Enterprises, Knowledge Management fulfillment is not common. But the knowledge of Knowledge Management among Small and Medium Enterprises has approached to high percentage. Among “People”, ”Knowledge”, “Technology”, and “Share” four parts, Small and Medium Enterprises thought the most important part of successful Knowledge Management is “People”. The result proved the most important property of organizations is “People”, “People” is also the important factor of “Technology”, and “Share”. ”Suppliers” and “Customers” have evident influence in ”Knowledge” part. So Small and Medium Enterprises should get knowledge from ” Suppliers” and “Customers”.
The study offers the study results for Small and Medium Enterprises reference. Hope it can reinforce customer relationship and competitiveness for Small and Medium Enterprises.
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Pinto, José Agostinho de Sousa. "Um modelo para a gestão do conhecimento organizacional no contexto dos serviços partilhados com recurso à utilização do e-Learning." Doctoral thesis, 2015. http://hdl.handle.net/1822/38884.
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Tese de Doutoramento em Tecnologias e Sistemas de Informação<br>A Gestão do Conhecimento Organizacional nos últimos anos assumiu estatuto de função de gestão das organizações Públicas e Privadas, ocupou lugar cimeiro nas agendas políticas e estratégicas dos Governos das Nações e Conselhos de Administração. Simultaneamente, outras realidades organizacionais como os Serviços Partilhados e o e-Learning começaram a ser implementadas numa primeira fase nas Organizações Privadas e posteriormente nos Organismos Públicos.
Os Centros de Serviços Partilhados caracterizam-se por serem organismos autónomos que concentram em si, e assumem, a execução de um conjunto de atividades a outros organismos e.g. Ministérios, Universidades, Setor Empresarial do Estado e Setor Privado.
O e-Learning, quando concebido e implementado segundo uma lógica de Sistema de Gestão de Conhecimento, apresenta potencialidades que se consideram estar para além das visões e modelos mais conservadores sobre o interesse e a utilização daquela realidade organizacional.
Como corolário da experiência profissional e docência de ensino superior, identificou-se uma nova necessidade, consequência da implementação e exploração das duas realidades organizacionais anteriormente descritas que tornou ainda mais complexa e mais urgente a gestão do conhecimento organizacional.
Assumindo um posicionamento filosófico qualitativo, foram aplicados os princípios metodológicos da grounded theory, segundo a visão de Strauss e Corbin em que o investigador é considerado parte integrante do processo. Para a recolha de dados foram utilizadas entrevistas semiestruturadas, complementadas com a revisão de literatura e outros materiais empíricos recolhidos ao longo de mais de uma década. Como suporte teórico e garante do rigor científico, o trabalho de investigação foi suportado nas Teorias de Criação de Conhecimento de Nonaka & Takeuchi e Davenport e baseado na tipologia de conhecimento apresentado por Mário Bunge.
Da aplicação do processo de codificação proposto pela grounded theory, emergiu um conjunto de Classes que suportaram o desenvolvimento de um novo modelo, designado por Modelo Δ+ (Modelo Delta Mais), que se caracteriza por ser um sistema adaptativo complexo que visa fomentar a Gestão de Conhecimento Organizacional. Suportado no Modelo Δ+, com recurso a métodos dedutivos, demonstra-se a emergência de novo conhecimento, esse diferencial positivo é designado por Fator Δ (Fator Delta). Adicionalmente, foi desenvolvido um instrumento de orientação de implementação do Modelo Δ+ designado por Classes de Melhoria.<br>In the last few years, Organizational Knowledge Management assumed the status of function of management of public and private organizations, occupying a key role on the political and strategic agendas of the Nations Governments and Boards of Directors.
Simultaneously, other organizational realities such as Shared Services an e-Learning began to be implemented, first in Private Organizations and later in Public Organisms.
The Shared Services Centers are characterized by being autonomous self-focused organisms and assume the execution of a set of activities to other organisms, e.g. Ministries, Universities, State and Private Business Sectors, in order to meet the increasing demands of citizens, customers, employees or other partners.
E-Learning, when designed and implemented according to a logic of Knowledge Management System, presents possibilities that are considered to go beyond the visions and more conservative models related to the interest and the use of that organizational reality.
As a corollary of professional experience and higher education teaching, a new need was identified, resulting from the implementation and operation of the two previously described organizational realities, which made the organizational knowledge management an even a more complex and more urgent need.
Assuming a qualitative philosophical position, we applied the methodological principles of Grounded Theory, according to the vision of Strauss and Corbin in which the investigator is considered integral part of the process. The data were collected through the use of semi-structured interviews, complemented with literature review and other empirical material collected during over a decade. As a theoretical support and assurance of scientific rigor, the research work was supported in Knowledge Creation Theories of Nonaka & Takeuchi and Davenport, and based on the typology of knowledge presented by Mário Bunge.
From the application of the coding process proposed by the Grounded Theory, emerged a set of Classes that supported the development of a new model, called Model Δ + (Delta Plus Model), which is characterized by being a complex adaptive system which aims to encourage Organizational Knowledge Management. Supported on model Δ +, and by using deductive methods, we demonstrate the emergence of new knowledge. The positive differential is called Factor Δ (Delta Factor). Additionally, a tool called Improvement Classes was developed to guide the implementation of the Model Δ +.
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Sousa, Nuno Manuel Pereira de Carvalho. "Modelo de gestão do conhecimento no contexto de uma organização da área das telecomunicações." Master's thesis, 2017. http://hdl.handle.net/10071/14826.
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A presente dissertação de mestrado enquadra-se no âmbito da adoção e uso de
sistemas Knowledge Management Systems (KMS), nos processos relacionados com a
Gestão da Informação e do Conhecimento, aplicado a empresas da área de
Telecomunicações (TELCO). O estudo empírico, proposto neste trabalho, baseia-se
num inquérito efetuado aos colaboradores da Direção de Suporte & Qualidade, dos
Sistemas de Informação (SI) de uma companhia que opera na área das
telecomunicações (TELCO) móveis, fixo, net, assim como serviços de divulgação de
canais de televisão por cabo/fibra e cinemas. Este estudo pretende avaliar o estado da
arte referente ao uso efetivo dos sistemas KMS pelos colaboradores da área do suporte
especializado, como forma de apoio na resolução de ocorrências, gestão de problemas
e na melhoria continua, assim como determinar em que medida se correlacionam as
hipóteses levantadas, com base no modelo estrutural KMS, referente à adoção
tecnológica. É igualmente apresentado uma nova dimensão do tipo refletivo-refletivo
(segundo grau) no modelo estrutural KMS proposto, com o objetivo de explicar o
ambiente propício à realização da partilha de conhecimento numa organização, sendo
abordado o conceito “Ba”, como representativo do tecido espaço-tempo que
fundamenta este ambiente, e em que medida explica a variação sobre a Tarefa Tácita
exercida pelo colaborador enquanto utilizador dos sistemas KMS da organização.<br>The present dissertation proposal falls within the context of the adoption and use of
Knowledge Management Systems (KMS), in the processes framework, related to the
information and knowledge management, applied to telecommunication companies
(TELCO). The empirical study, proposed in this work, is based on a survey completed
for employees of the Support Systems & Quality direction IT, from a company that
operates around telecommunications (TELCO) mobile, fixed, net, as well as
cable/fibre TV services and cinemas. This study aims to evaluate state of the art
concerning the efficient use of the KMS systems by the support expert employees, in
the resolution of incidents and problems, and management the correlation with the
assumptions hypotheses, based on the structural model KMS, referring to adoption. It
is also presented a new reflective-reflective dimension (hierarchical dimension), in the
proposed KMS structural model. To explain the environment conducive to the
attainment of knowledge sharing in an organisation, being addressed the concept of
"Ba", as representative of the space-time concept that justifies this environment, and
the extent to which explains the variation on the tacit task user when exercised with
Organization's KMS systems.