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Article
Publication date: 12 October 2018

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

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Article
Publication date: 8 February 2021

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

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Article
Publication date: 13 November 2020

Mahmoud Ibrahim Fallatah

Building on network theory, this study aims to examine how network resources and network knowledge utilization influence mobility within networks of knowledge workers

Abstract

Purpose

Building on network theory, this study aims to examine how network resources and network knowledge utilization influence mobility within networks of knowledge workers. Specifically, it examines how the availability of resources in a network and knowledge utilization, in a period impacts the structure of the focal network in the following period.

Design/methodology/approach

The study uses data from the National Basketball Association to depict the mobility of knowledge workers in a network. Because of the nature of the dependent variable, the study used a conditional fixed-effects quasi-maximum-likelihood Poisson regression as an analytical methodology.

Findings

The study finds that network resources are partially significant in predicting knowledge workers’ mobility and that knowledge utilization of networks of knowledge workers in one period negatively affects networks’ structure in the following period.

Originality/value

The study advances our understanding of the knowledge workers’ mobility phenomenon by examining network-level factors that influence the mobility of knowledge workers. It addresses the issue from a different theoretical perspective that is rarely used in studies of knowledge workers, which mostly draw from the traditional human resource literature. Additionally, it contributes to the emerging literature of network dynamics by studying factors that affect network changes. The study also responds to the calls that advocate using sports data to examine organizational phenomena.

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: 21 September 2020

Muhammad Shujahat, Minhong Wang, Murad Ali, Anum Bibi, Shahid Razzaq and Susanne Durst

The high turnover rate of knowledge workers presents a challenge to both organizational and personal knowledge management. Although personal knowledge management plays an…

Abstract

Purpose

The high turnover rate of knowledge workers presents a challenge to both organizational and personal knowledge management. Although personal knowledge management plays an important role in organizational knowledge management, empirical research on the practices for its application is underdeveloped. This study aims to examine the role of idiosyncratic job-design practices (i.e. job definition, job autonomy, innovation as a job requirement and lifelong learning orientation) in cultivating personal knowledge management among knowledge workers in organizations, to increase their productivity and safeguard the organization against knowledge loss arising from knowledge workers’ interfirm mobility.

Design/methodology/approach

Data were collected from 221 knowledge workers pursuing various knowledge-intensive jobs through a questionnaire survey and were analysed using partial least squares modelling.

Findings

The results demonstrated that three job-design practices (job definition, innovation as a job requirement and lifelong learning orientation) have a positive impact on personal knowledge management among knowledge workers and thus improve their productivity. However, job autonomy can affect personal knowledge management negatively.

Research limitations/implications

The findings are confined to a specific context and should be replicated across different contexts for better generalizability in future research.

Practical implications

Organizational managers should pay attention to (re)designing knowledge-intensive jobs to cultivate personal knowledge management by clearly outlining job responsibilities, offering opportunities to add relevant job activities and drop irrelevant ones, and making innovation and lifelong learning a formal job requirement. In addition, job autonomy should be judiciously provided along with sufficient social and network support to avoid lost opportunities in knowledge creation and sharing, and should be linked to job responsibilities and performance appraisals to avoid negative effects.

Originality/value

The high turnover rate of knowledge workers presents a challenge to both organizational and personal knowledge management. This study contributes to the literature by addressing the research gap in two aspects. Firstly, based on Drucker’s theory, this study identifies four idiosyncratic job-design practices (job definition, job autonomy, innovation as a job requirement and lifelong learning orientation) that reflect the distinctive characteristics of knowledge-intensive work. Secondly, this study examines whether and how these practices can cultivate personal knowledge management among knowledge workers, which can support their productivity.

Details

Journal of Knowledge Management, vol. 25 no. 4
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 1 April 2004

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

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Article
Publication date: 21 March 2016

Sharmila Jayasingam, Muhiniswari Govindasamy and Sharan Kaur Garib Singh

This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include…

Abstract

Purpose

This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships.

Design/methodology/approach

A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses.

Findings

The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment.

Research limitations/implications

One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker.

Practical implications

Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge.

Originality/value

From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

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Article
Publication date: 23 October 2007

Kathy O. Roper and Parminder Juneja

Auditory and visual distractions originating in the workspace have been shown to negatively impact the performance of knowledge workers on complex tasks. The paper aims to…

Abstract

Purpose

Auditory and visual distractions originating in the workspace have been shown to negatively impact the performance of knowledge workers on complex tasks. The paper aims to theorize that an adaptable workspace (AW) can mitigate the negative impacts on performance.

Design/methodology/approach

A conceptual multi‐attribute utility model is presented to facilitate decision‐maker's choice between a static and an adaptable workspace. A mathematical model is presented to evaluate the net present value (NPV) of deploying AW in a knowledge organization. The significance of valuation model is an integration of costs of distractions into the NPV calculations. Negative impacts of distractions are modeled as performance costs. The model also captures the costs of deploying AW so that a comparative benefit of adopting AW over a static workspace is recognized.

Findings

The significant positive results for NPV justifies investments in AW over a standard open workspace with the exception for distraction‐free work environments. These calculations can be performed to compare a number of alternatives so that an informed decision is made for the type of a workspace to be designed.

Research limitation/implications

Auditory and visual distractions originating from workspace surroundings are only part of the complete list of distractions in a workplace, but are considered for this model because these are cited as significant problems in knowledge organizations. The model variables are identified based on the existing literature; further development is proposed for future research.

Originality/value

Research to quantify the value of elimination of distractions can have practical and valuable applications for facility decision makers, architects, engineers, and knowledge organizations.

Details

Facilities, vol. 25 no. 13/14
Type: Research Article
ISSN: 0263-2772

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Article
Publication date: 6 March 2007

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

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Article
Publication date: 19 November 2018

Jalil Heidary Dahooie, Mohammad Reza Ghezel Arsalan and Ali Zolghadr Shojai

The purpose of this paper is to propose a new method for knowledge worker productivity measurement which is based on valid principles and appropriate viewpoints.

Abstract

Purpose

The purpose of this paper is to propose a new method for knowledge worker productivity measurement which is based on valid principles and appropriate viewpoints.

Design/methodology/approach

Based on an extensive and thorough literature review the elements that need to be taken into consideration, while designing a method for knowledge worker productivity measurement, are determined and divided into principles and viewpoints. These elements must be incorporated into the design of knowledge worker productivity measurement methods so that the correctness and accuracy of these methods can be verified. The proposed model, which is based on appropriate principles and viewpoints, determines the outputs of knowledge work with respect to the tasks that a worker’s job includes. Considering nine measures, these outputs are evaluated using fuzzy numbers and, then, quantified. The inputs of knowledge work are knowledge, skills and abilities (KSAs) required to do the job. These inputs are identified and quantified using Job Element Method. Furthermore, fuzzy Data Envelopment Analysis is employed to model the productivity.

Findings

In this paper, the proposed method for knowledge worker productivity measurement follows both appropriate principles and viewpoints, simultaneously. In order to validate the obtained results and explore the applicability of the proposed method, a case study was carried out at an Iranian organization in electric power industry. Statistical analyses are employed to prove the validity of the results. Based on the obtained results, the productivity of a knowledge worker is said to be high when he/she delivers the expected amount of job outputs considering the values of his/her inputs (KSAs).

Originality/value

The originality of this paper is twofold. First, the extracted principles and viewpoints can serve as a guideline for the development of similar methods. Second, the proposed model offers an effective and efficient tool that can serve as the basis for the comparison among relative productivity of knowledge workers. Furthermore, the obtained results could form a basis to examine the productivity trend of each knowledge worker over different periods of time.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 9
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 17 August 2010

Diana Acsente

The purpose of this paper is to share findings from a literature review conducted during ongoing scholarly research on the characteristics of knowledge workers. This paper

Abstract

Purpose

The purpose of this paper is to share findings from a literature review conducted during ongoing scholarly research on the characteristics of knowledge workers. This paper aims to place knowledge workers in the context of twenty‐first century organizations by providing a historical background on the emergence of knowledge work.

Design/methodology/approach

The literature presented in this review is drawn from Google and Google Scholar searches along with the following EBSCO databases: Academic Search Premier, Business Source Premier, MasterFILE Premier, MasterFILE Select, Communication & Mass Media Complete, Psychology and Behavioral Sciences Collection, PsycARTICLES, and PsycINFO.

Findings

Much of the literature review for this project comes from the management field. A predominant theme is that capitalizing on the talents of knowledge workers entails creating a culture with a specific set of characteristics chosen to create an environment in which knowledge workers flourish. A common perception is that the effective management of knowledge workers is hindered by the lack of a cohesive definition. The literature review suggests that a set of characteristics exists specific to knowledge workers.

Social implications

The paper posits an increased awareness of twenty‐first century workforce characteristics that need to be taken into consideration as soon as possible by private, public or academic enterprises.

Originality/value

While there is no dispute about the exponential growth of knowledge workers and their critical impact on business, the number of knowledge workers is difficult to gauge due to the lack of a precise definition. Moreover, this workforce is difficult to manage until it is well understood and defined. There is no model to encompass the full spectrum of characteristics that define knowledge workers. A proposed taxonomy of the characteristics of knowledge workers can serve as a springboard for more intensive research into the application of management practices uniquely suited to motivating knowledge workers to superior performance.

Details

On the Horizon, vol. 18 no. 3
Type: Research Article
ISSN: 1074-8121

Keywords

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