Search results

1 – 10 of over 45000
To view the access options for this content please click here
Article

Shahid Razzaq, Muhammad Shujahat, Saddam Hussain, Faisal Nawaz, Minhong Wang, Murad Ali and Shehnaz Tehseen

Knowledge management in the public sector is relatively an ignored avenue of research and practice that has recently been given attention. Knowledge management initiatives…

Abstract

Purpose

Knowledge management in the public sector is relatively an ignored avenue of research and practice that has recently been given attention. Knowledge management initiatives in the public sector are now not limited to the developed countries anymore. The public sectors of various developing countries including Pakistan have developed knowledge management functions to address the problems of low organizational commitment (higher turnover rates) and knowledge-workersperformance. Consequently, the purpose of this paper is to examine the mediation role of organizational commitment in the relationship between knowledge management practices and knowledge-worker performance.

Design/methodology/approach

The data were gathered from 341 knowledge workers of the public sector health department of Punjab Province, Pakistan, where knowledge management unit initiative has been taken. It was then analyzed using the structural equation modeling.

Findings

Organizational commitment partially mediates the relationship between knowledge management practices and knowledge-work performance.

Practical implications

The public sector policy makers are strongly advised to implement knowledge management units and practices in order to enhance knowledge-work performance as well as organizational commitment.

Originality/value

First, the model on the mediating role of organizational commitment has never been examined before. Second, the data collection from the public Health Department of Pakistan, a developing country, is relatively rare because the public sector knowledge management studies have mostly been conducted in developed countries. Finally, this study extends the literature on knowledge management in the public sector that is the developing theme in knowledge management discipline while adding knowledge management as a toolkit to enhance knowledge-workers’, organizational commitment and knowledge-work performance.

Details

Business Process Management Journal, vol. 25 no. 5
Type: Research Article
ISSN: 1463-7154

Keywords

To view the access options for this content please click here
Article

Shu-pei Tsai

Enhancing the innovative behaviour of knowledge workers is a main task in knowledge management. The pay-for-performance policy is one of the management practices for…

Abstract

Purpose

Enhancing the innovative behaviour of knowledge workers is a main task in knowledge management. The pay-for-performance policy is one of the management practices for innovative behaviour enhancement and has been gaining popularity in the knowledge-intensive context. However, it is still uncertain whether such practice really enhances the innovative behaviour of knowledge workers. To address this issue, this paper aims to propose and verify a conceptual framework incorporating kernel notions of social exchange, psychological empowerment and work engagement rooted in the social cognition paradigm.

Design/methodology/approach

The current study conducts a survey on 608 knowledge workers and their supervisors, validating the model structure and causal path pattern of the proposed framework. The causality is delineated from social exchange attributes of financial incentive, psychological empowerment and work engagement to innovative behaviour of knowledge workers.

Findings

Perceived organisational support and perceived pay equity are primary antecedents of symbolic incentive meaning reflected in the financial incentive of the pay-for-performance policy. Symbolic incentive meaning comprising dimensions of relative position, control and personal importance relates positively to innovative behaviour of knowledge workers. Psychological empowerment and work engagement are partial mediators of the positive relationship.

Originality/value

The current study explicates why and how social exchange attributes of the financial incentive provided by the pay-for-performance policy may enhance innovative behaviour of knowledge workers. Implications are supplied to knowledge management scholars and practitioners to optimise the pay-for-performance policy for innovative behaviour enhancement.

Details

Journal of Knowledge Management, vol. 22 no. 8
Type: Research Article
ISSN: 1367-3270

Keywords

To view the access options for this content please click here
Article

Tomislav Hernaus and Josip Mikulić

The purpose of this paper is to investigate a specific pattern of relationships among various task, knowledge and social characteristics of work design and work outcomes…

Abstract

Purpose

The purpose of this paper is to investigate a specific pattern of relationships among various task, knowledge and social characteristics of work design and work outcomes. It clearly shows how particular work characteristics influence task and contextual performance.

Design/methodology/approach

The empirical research was conducted through a field survey of the largest Croatian organizations with more than 500 employees. A cross-sectional and cross-occupational sample of 512 knowledge workers from 48 organizations is analyzed by applying the partial least squares structural equation modeling technique.

Findings

The results confirmed the existence and importance of the interaction between work characteristics and work outcomes. However, the findings suggest that only knowledge characteristics of work design exhibit a significant effect on both dimensions of work behavior, while task and social characteristics showed different effects on task and contextual performance, respectively.

Practical implications

The research findings clearly show that work design efforts are not straightforward but rather context-specific, and with diverging performance effects. Organizations can significantly enhance their bottom-line performance by designing challenging and cognitively demanding configurations of work tasks for their knowledge workers.

Originality/value

The paper extends previous research by capturing a broader set of work characteristics of knowledge workers. The results suggest that different categories of work characteristics have different effects on task and contextual performance. By revealing the nature of work design in the central and eastern European context, this study indicates the existence of possible differences in work design practices in various backgrounds.

Details

EuroMed Journal of Business, vol. 9 no. 3
Type: Research Article
ISSN: 1450-2194

Keywords

To view the access options for this content please click here
Book part

Tracy Anderson and Martine R. Haas

How is the performance of a knowledge worker affected by the departure of a colleague? While prior research has highlighted the aggregate impact of knowledge worker

Abstract

How is the performance of a knowledge worker affected by the departure of a colleague? While prior research has highlighted the aggregate impact of knowledge worker mobility on firms, in this chapter we look inside the firm, to explore the individual-level impact of a coworker's departure on the performance of a remaining employee. We propose that the departure of a coworker can change the remaining employee's access to knowledge, but the implications of such changes will depend on the nature of the coworker's relationship with the employee: the employee's performance will be negatively affected to the extent that the relationship is collaborative, but it will be positively affected to the extent that the relationship is competitive. Moreover, these effects will be magnified to the extent that the employee was dependent on the coworker for knowledge access prior to the move, but weakened to the extent that the relationship persists after the move. Our knowledge-based perspective on coworker departures advances research on employee mobility and knowledge flows by highlighting the variety of changes in knowledge access that may result when a colleague leaves the firm, and illuminating the implications of these changes for the performance of employees who remain behind.

Details

Employee Inter- and Intra-Firm Mobility
Type: Book
ISBN: 978-1-78973-550-5

To view the access options for this content please click here
Article

Alan D. Smith and William T. Rupp

One major purpose of performance appraisals is to determine individual merit, especially where pay for performance systems are employed. Based upon expectancy theory, high…

Abstract

One major purpose of performance appraisals is to determine individual merit, especially where pay for performance systems are employed. Based upon expectancy theory, high performance ratings should entail high merit increases while low performance ratings result in low merit increases. However, it appears that decoupling performance ratings and merit increases is a common practice, as evident from a survey that was administered to knowledge workers at multiple sites in Pittsburgh, Pennsylvania, USA. Human capital themes that appeared to be fair and/or equitable among the sampled knowledge workers, using a grounded theory approach, included the following collective concepts: marginal, actual performance, good reviews associated with good raises, nice raises, management's reviews are partly or mostly objective, employee intrinsic motivation, attitude, years of service, and appropriate education level. Negative aspects of the performance/reward systems were also explored. Associated training suggestions included constant attention by management that keeps the coupling of performance evaluations and motivational/incentive pay systems alive and well, as well as a system to track corporate goals that allow management to compare training, performance metrics, employee retention, and other data with company‐wide goals and employees’ expectations.

Details

Journal of Workplace Learning, vol. 16 no. 3
Type: Research Article
ISSN: 1366-5626

Keywords

To view the access options for this content please click here
Article

Jussi Okkonen

The main purpose of the paper is to analyse how a performance measurement system constitutes a dialogue to enable manageability in knowledge work organisations.

Abstract

Purpose

The main purpose of the paper is to analyse how a performance measurement system constitutes a dialogue to enable manageability in knowledge work organisations.

Design/methodology/approach

The paper is based on an action research project aimed to study the use of performance measurement in a knowledge work context. The case study is applied. The results are derived in participative action research interventions that aimed to build an applicable performance measurement system in three individual organisations. The approach is constructive and normative.

Findings

The paper provides information about applications of performance measurement in knowledge work context. As a result there is discussion on applying performance measurement in the managerial system of knowledge worker organisations and description of using performance measurement in knowledge work context. The contribution consists of managerial norms for applying performance measurement in knowledge work context.

Research limitations/implications

The research, thus the results too, is delineated to small and medium size organisations.

Practical implications

In the paper there are several transferable results. As the aim was to have normative results, the degree of practicality is relatively high. Taking the restrictions of conceptuality of performance measurement into account, the paper provides useful information to practitioners.

Originality/value

The paper answers the research question set. Originality of the paper lies in the field applying performance measurement. It continues the discussion on the traditions of management and leadership.

Details

Benchmarking: An International Journal, vol. 14 no. 1
Type: Research Article
ISSN: 1463-5771

Keywords

To view the access options for this content please click here
Article

Kwame Ansong Wadei, Chen Lu and Weijun Wu

This paper aims to draw upon motivated information processing theory to examine the sequential mediating roles of perspective taking and boundary spanning between…

Abstract

Purpose

This paper aims to draw upon motivated information processing theory to examine the sequential mediating roles of perspective taking and boundary spanning between transformational leadership and the creative performance of knowledge workers.

Design/methodology/approach

The study was carried out on a sample, including a dyad of 398 knowledge workers and their immediate supervisors in four research institutes in southwest China. The authors tested the theoretical model using structural equation modeling (SEM) and Mplus 7.0 software.

Findings

The results support the mediation model in which perspective taking was found to significantly and positively mediate the relationship between transformational leadership and boundary spanning. Boundary spanning was found to significantly and positively mediate the relationship between perspective taking and creative performance. Moreover, both perspective taking and boundary spanning were found to mediate the relationship between transformational leadership and creative performance.

Practical implications

The study findings imply that the transformational leadership behaviors of managers or supervisors nurture knowledge workers' perspective taking and their boundary spanning activities leading to creative performance.

Originality/value

The findings contribute new knowledge to the relationship between transformational leadership and creative performance by uncovering the causal chain of a cognitive mechanism (perspective taking) with a behavioral mechanism (boundary spanning).

Details

Chinese Management Studies, vol. 15 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

To view the access options for this content please click here
Book part

Mustafa Doruk Mutlu

This chapter introduces human resource practices in contemporary knowledge-based organizations of today’s fast moving sectors. Such organizations are called ‘knowledge

Abstract

This chapter introduces human resource practices in contemporary knowledge-based organizations of today’s fast moving sectors. Such organizations are called ‘knowledge intensive firms’ (KIFs) which are distinct from traditional organizations as their main focus is innovation. These firms employ knowledge-oriented workers named as ‘knowledge workers’ (KWs) whose main task is to find creative solutions to complex problems and create new knowledge. Knowledge workers are well-educated experts and their nature of work includes complexity, creativity and analytical thinking. Such workers are the most important resource of KIFs, as they own the means of production. In this regard, attracting, retaining and motivating KWs have become crucial for knowledge intense firms to gain competitive advantage. Having these workers in hand, human resource management practices also differ in knowledge-oriented organizations. This chapter aims to introduce such contemporary practices and inform the reader about the strategies in attracting, retaining and motivating KWs in organizations.

Details

Contemporary Global Issues in Human Resource Management
Type: Book
ISBN: 978-1-80043-393-9

Keywords

To view the access options for this content please click here
Article

Miikka Palvalin, Maiju Vuolle, Aki Jääskeläinen, Harri Laihonen and Antti Lönnqvist

New Ways of Working (NewWoW) refers to a novel approach for improving the performance of knowledge work. The purpose of this paper is to seek innovative solutions…

Abstract

Purpose

New Ways of Working (NewWoW) refers to a novel approach for improving the performance of knowledge work. The purpose of this paper is to seek innovative solutions concerning facilities, information technology tools and work practices in order to be able to “work smarter, not harder.” In order to develop work practices toward the NewWoW mode there is a need for an analytical management tool that would help assess the status of the organization’s current work practices and demonstrate the impacts of development initiatives. This paper introduces such a tool.

Design/methodology/approach

Constructive research approach was chosen to guide the development of the Smart ways of working (SmartWoW) tool. The tool was designed on the basis of previous knowledge work performance literature as well as on interviews in two knowledge-intensive organizations. The usefulness of the tool was verified by applying it in four organizations.

Findings

SmartWoW is a compact questionnaire tool for analyzing and measuring knowledge work at the individual level. The questionnaire consists of four areas: work environment, personal work practices, well-being at work and productivity. As SmartWoW is a standardized tool its results are comparable between organizations.

Research limitations/implications

SmartWoW was designed a pragmatic managerial tool. It is considered possible that it can be valuable as a research instrument as well but the current limited amount of collected data does not yet facilitate determining its usefulness from that perspective.

Originality/value

This paper makes a contribution to the existing literature on knowledge work measurement and management by introducing an analytical tool which takes into account the NewWoW perspective.

Details

International Journal of Productivity and Performance Management, vol. 64 no. 4
Type: Research Article
ISSN: 1741-0401

Keywords

To view the access options for this content please click here
Article

Aki Jääskeläinen and Harri Laihonen

The purpose of this paper is to identify practical ways to overcome the specific performance measurement challenges of knowledge‐intensive organizations. By reviewing…

Abstract

Purpose

The purpose of this paper is to identify practical ways to overcome the specific performance measurement challenges of knowledge‐intensive organizations. By reviewing performance measurement, service management and human resources management literature the paper recognizes two aspects that are crucial for the success of knowledge‐intensive organizations: the performance and well‐being of individual knowledge workers and the ability to provide value for the customer. The authors evaluate three measurement solutions for measuring these aspects, in three empirical settings.

Design/methodology/approach

Qualitative case approach, carried out as an action research, is used with empirical data obtained through interviews, workshops and analysis of documentation related to measurement systems. The empirical study consists of three case studies where two main phases were carried out: investigating the status of existing measurement practices; and development and evaluation of new measurement approaches and tools.

Findings

The results of the evaluation of proposed measurement approaches provide understanding of their potential in different workplaces. Eventually, this potentially supports the managers of knowledge‐intensive organizations in developing not only the measurement practices but also the overall performance of their organizations.

Originality/value

As the key academic contribution, the study provides new understanding on the potential of selected measurement approaches in overcoming the specific performance measurement challenges in knowledge‐intensive organizations. The results take into account the perspectives of an individual knowledge worker, a customer and an organization as a whole. In many previous studies, the main focus has been solely on the organizational perspective.

Details

International Journal of Productivity and Performance Management, vol. 62 no. 4
Type: Research Article
ISSN: 1741-0401

Keywords

1 – 10 of over 45000