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Article
Publication date: 17 August 2010

Charles Engle and Nancy Engle

This paper aims to look at the culture of federal workers and some reasons why workers may or may not want to share knowledge among their peers. To overcome the resistance

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Abstract

Purpose

This paper aims to look at the culture of federal workers and some reasons why workers may or may not want to share knowledge among their peers. To overcome the resistance to knowledge sharing, the paper seeks to explore the benefits of having a knowledge management facilitator with experience in the social professions guiding an agency toward becoming a team learning organization. The objective is to show how cultural changes among the federal workers can enable them to participate in team learning and achieve their fullest potential in their careers and their personal lives. Through employee enrichment, federal organizations can enable their workers to achieve new goals, which in turn can promote improved efficiency, innovation, and effectiveness within the organization.

Design/methodology/approach

Some federal agencies have a strong KM program in place that applies the concepts involving people, processes, learning and technology as part of their culture. Others have focused on the technology aspect of KM, while resisting incorporation of the remaining elements that are necessary to sustain a knowledge‐sharing culture. Although more investigation is needed to determine each federal agency's position on knowledge management, one thing is certain – encouraging individuals to reach their fullest potential will have a beneficial impact among federal agencies and encourage knowledge sharing among the workforce.

Findings

The paper illustrates that addressing the people aspect of KM is an important step that can provide a foundation for establishing a sound knowledge management program throughout the federal government. Focusing on the individual workers, it is necessary to keep in mind the systems approach to KM and incorporate appropriate elements of the system, as individuals are encouraged to participate in the knowledge management process. The paper provides certainty that implementing a sound KM program will benefit today's federal knowledge worker and further the growth of the future knowledge worker in the 2020 decade.

Practical implications

The paper improves the efficiency of the federal workforce.

Social implications

The paper acknowledges the federal worker's value, which instils a commitment of the federal knowledge worker and stimulates employee creativity.

Originality/value

The paper provides insight into the culture of federal workers and changes that can be made to improve the innovation, efficiency and effectiveness of the federal work force.

Details

VINE, vol. 40 no. 3/4
Type: Research Article
ISSN: 0305-5728

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Article
Publication date: 9 July 2021

Mohsen Sadeghi Dastaki, Abbas Afrazeh and Masoud Mahootchi

Over the past years, many studies have explored the role of knowledge management (KM) in companies. KM is concerned with the measurement of knowledge to manage knowledge

Abstract

Purpose

Over the past years, many studies have explored the role of knowledge management (KM) in companies. KM is concerned with the measurement of knowledge to manage knowledge efficiently. On the other hand, the intangible nature of knowledge makes its measurement challenging. Furthermore, there is no standardized method to measure knowledge, and it is chiefly measured based on the subjective judgment of researchers. Moreover, New Product Development (NPD) departments in many companies strive to assess their knowledge in terms of company products and knowledge workers. Hence, this study aims to propose a product-based two-phase technique that measures the company knowledge inventory.

Design/methodology/approach

In the first phase, the value of knowledge is quantified relative to products, knowledge workers and the entire company using two concepts of knowledge width and depth. Then, a three-dimensional knowledge asset map (knowledge, products and knowledge worker dimensions) is designed to assess and audit knowledge workers. Finally, this technique recruits an integer linear programming model with a cost minimization objective function to optimize the supply of NPD knowledge requirements in the second phase.

Findings

This model enables managers to determine what type of knowledge can be supplied by existing knowledge workers, whether within the company or by other external sources.

Originality/value

Among existing knowledge measurement methods, only a few use a product-based measuring technique. However, they fail to offer suitable scenarios for managers' decision-making process and consider cost structures in measurement techniques. Hence, this paper attempts to overcome these drawbacks.

Details

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

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Article
Publication date: 10 June 2021

Tanner Skousen, Justin Ames and James Gaskin

Knowledge workers live and work in a technology-enabled, push-notification world full of interruptions that create information overload, often requiring these workers to…

Abstract

Purpose

Knowledge workers live and work in a technology-enabled, push-notification world full of interruptions that create information overload, often requiring these workers to utilize task switching as a mechanism to meet multiple competing tasks' demands. Previous research has examined both the positive and, more often, negative effects from interruptions and task switching on knowledge workers' performance. However, this paper aims to examine knowledge workers' agentic approach to managing interruption signals and consequent task switching to remain dedicated to the task at hand.

Design/methodology/approach

Using an inductive grounded theory approach, we analyzed data from semi-structured interviews with knowledge workers regarding their experiences with task management strategies in interruption-heavy environments.

Findings

The results indicate the emergence of a new construct that we define as “task adherence.” We identified behavioral and technological mechanisms that knowledge workers employ to adhere to tasks, and we also categorized a host of environmental, personal and task-related factors that influence a knowledge worker's task adherence level.

Practical implications

This study offers a novel conceptualization of key determinants of knowledge workers' task management. Through insights into how knowledge workers purposefully prepare for and address potential interruption signals, as well as manage task switching from subsequent interruptions, managers may be able to design new work processes to improve task performance.

Originality/value

In a world of interruptions, task adherence adds to and clarifies a missing element in the time and task management dilemma that can enhance future efforts in designing strategies that enable knowledge workers to be more productive.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 8 no. 3
Type: Research Article
ISSN: 2051-6614

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Article
Publication date: 16 July 2021

Navid Nezafati, Shokouh Razaghi, Hossein Moradi, Sajjad Shokouhyar and Sepideh Jafari

This paper aims to identify the impact of demographical and organizational variables such as age, gender, experiences use of knowledge management system (KMS), education…

Abstract

Purpose

This paper aims to identify the impact of demographical and organizational variables such as age, gender, experiences use of knowledge management system (KMS), education and job level on knowledge sharing (KS) performance of knowledge workers in knowledge activities of a KMS. Specifically, it seeks to explore that is there any relationship between the KS behavior patterns of high KS performance knowledge workers with their performance. Furthermore, this study using its conceptual attitude model aims to show that whether knowledge workers’ behavior patterns in sharing information and knowledge throughout a KMS have any specific effect or not.

Design/methodology/approach

This paper proposed a framework to mine knowledge workers’ raw data using data mining techniques such as clustering and association rules mining. Also, this research uses a case-based approach to a knowledge-intensive company in Iran that works in the field of information technology with 730 numbers of workers.

Findings

Findings suggest that demographical and organizational variables such as age, education and experience use of KMS have positive effects on knowledge worker’s KS behavior in KMSs. In fact, people who have lower age, higher education degrees and more experience use of KMS, have more participation in KS in KMS. Also, results depict that the experienced use of KMS has the most impact on the intention of KS in this KMS. Findings emphasize on the importance of the influence of the behavioral, organizational environments and psychological factors such as reward system, top management support, openness and trust, on KS performance of knowledge workers in the KMS. In fact, according to data, the KMS reward system caused to increasing participation of the users in KS, also in each knowledge activity that top managers participate in, the scores were higher.

Practical implications

This research helps top managers in designing policies and strategies to improve the participation of knowledge workers in KS and helps human resource managers to improve their membership policies. Also, assist Information Technology (IT) managers to enhance KMSs’ design to leverage with organization strategies in the field of improving KS and encourage people to participate in KMS.

Originality/value

This research has two key values. First, this paper applies a data mining framework to mining and analyzing data and this paper uses actual data of a KMS in a specialist company in Iran, with about 27,740 real data points. Second, this paper investigates the impact of demographical and organizational attributes on KS behavior, which little is empirically known about the impact of demographical variables on KS intention.

Details

VINE Journal of Information and Knowledge Management Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5891

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Abstract

Details

Continuous Change and Communication in Knowledge Management
Type: Book
ISBN: 978-1-80117-034-5

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Book part
Publication date: 18 November 2020

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

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Book part
Publication date: 12 July 2011

Timothy M. Gardner, Niclas L. Erhardt and Carlos Martin-Rios

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the…

Abstract

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the past 10–15 years, there has been growth in a hybrid stream of research combining branding concepts from the consumer psychology literature with I/O psychology frameworks of organizational attraction and applicant job search behavior. In this chapter, we take an entirely different approach and suggest that the theoretical models built around product/service brand knowledge can readily accommodate employment brands and branding without hybridizing the framework with I/O psychology. This merging of employment brand with product and service brands is accomplished simply by recognizing employment as an economic exchange between workers and employers and recognizing workers as cognitive and emotional beings that vary in their talents and have their own vectors of preferences for the employment offering. After developing a testable model of the components, antecedents, and consequences of employment brand knowledge, we review the existing employment brand and organizational attraction literature and identify multiple opportunities for additional research.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

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Article
Publication date: 1 January 2021

M. Minsuk Shin, Jiwon Lee and June-ho Chung

Although existing studies demonstrate positive relationships between ethical cultures and innovativeness, their explanations of why an ethical culture leads to…

Abstract

Purpose

Although existing studies demonstrate positive relationships between ethical cultures and innovativeness, their explanations of why an ethical culture leads to innovativeness are limited. This study explores the relationship between ethical organizational culture and knowledge workers' innovativeness

Design/methodology/approach

Based on Kierkegaardian existential philosophy, this study proposes a research model that employs knowledge workers' existential affirmation as the link between ethical culture and innovativeness. The main hypothesis proposed in this study is that ethical organizational culture offers knowledge workers the opportunity to find their existential affirmation, which leads them to become more innovative. A structural equation modeling analysis is based on data collected from a survey of 348 knowledge workers from small and medium-sized enterprises (SMEs) in different hi-tech industries.

Findings

The findings suggest that among the four subdimensions of an ethical organizational culture, ethics training and awareness raising had the strongest relationships with knowledge workers' existential affirmation, which, in turn, had a significant relationship with their innovativeness.

Originality/value

Based on this philosophical reflection, this study develops a research model that examines knowledge workers' existential affirmation as the factor that links ethical organizational culture and knowledge workers' innovativeness. The authors test ethical organizational culture as an environment that allows knowledge workers to validate their existential affirmation. Further, they test the link between knowledge workers' existential affirmation and their innovativeness.

Details

European Journal of Innovation Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1460-1060

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Article
Publication date: 13 March 2020

Marzena Fryczyńska and Christina Ciecierski

Studies show that employability is fast becoming a significant subject when managing contemporary careers. Indeed, employee networking is a prerequisite for career…

Abstract

Purpose

Studies show that employability is fast becoming a significant subject when managing contemporary careers. Indeed, employee networking is a prerequisite for career success, but the literature lacks findings regarding the impact of networking on employability. Meanwhile, network organizations in the knowledge economy are gaining popularity and bringing rise to the number of knowledge workers in the labor force. The purpose of this paper is to show the impact of employee networking competence on the employability of knowledge workers, particularly in the wider context of network organizations.

Design/methodology/approach

In order to verify our theoretical model, data was collected among a controlled sample of 1189 knowledge workers using a Computer Assisted Web Interview (CAWI) surveying technique. Our model was verified through a series of structural equation models (SEM).

Findings

Results show positive effects of network organizations and knowledge work on the networking competence of knowledge workers. The employability of knowledge workers does not just increase as these workers perform high-quality knowledge work. In order for employability to rise, knowledge workers must also exhibit networking competence. However, our study findings show that networking competence plays only a mediating role in the employability of knowledge workers.

Originality/value

This study focuses on the employability of knowledge workers in network organizations, which is an increasingly important concept for contemporary management. The paper contributes to the literature through its furthering of network and career management theories.

Details

Journal of Organizational Change Management, vol. 33 no. 2
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 11 May 2015

Alon E Hasgall and Snunith Shoham

This paper aims to investigate the relationship between the use of digital applications (DAs) in the daily life of organizational workers, and the workers’ professional…

Abstract

Purpose

This paper aims to investigate the relationship between the use of digital applications (DAs) in the daily life of organizational workers, and the workers’ professional self-efficacy.

Design/methodology/approach

A hypothesis was tested that the digital literacy of organizational workers is positively correlated with their professional self-efficacy. To test the hypothesis, 300 Israeli organizational workers filled online questionnaires that assessed their daily pattern of DA usage (both during and after working hours) and their self-perceived professional efficacy. A linear regression analysis was performed to identify correlations between the frequency (one dimension) and effectiveness (three dimensions) of DA usage and the workers’ self-perceived professional efficacy (three dimensions).

Findings

The three dimensions of the DA usage effectiveness (diversity of the DA used, diversity of the means and ease of access to the DA) were significantly and positively correlated with all three dimensions of professional self-efficacy (functional autonomy, work effectiveness and personal knowledge sharing). In contrast, the frequency of DA usage was not correlated with any of the three dimensions of professional self-efficacy.

Practical implications

High digital literacy allows rapid and effective retrieval of specific networked content and an accessible means of multimedia communication. According to the ecological model of organizational knowledge management, knowledge develops through diverse interactions between workers and through their ability to retrieve and share knowledge. The findings of this study support this model and indicate that high digital literacy, manifested through easy access and diverse use of DA, increases professional self-efficacy and knowledge sharing and, thereby, the stability of the organization. Managers should thus encourage workers’ digital literacy by allowing convenient access to a wide range of DA, both during and after working hours, to increase the organizational ability to adapt to complex and rapidly changing environments.

Originality/value

DA are innovative tools that were only recently developed. This is the first study to characterize the relationship between the use of DA in daily life and the vocational behavior of organizational workers.

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