Search results

This study aims to develop an original conceptual framework to guide research into knowledge transmission between professional external knowledge providers and their business clientele. As such, the framework aims to bridge a gap between theory and practice by explicating the processes which affect knowledge transmission and the conversion of knowledge for business application (i.e. knowledge transference).

Key concepts from disciplines of knowledge management, information management, communications, services marketing and business advice are reviewed and integrated into the development of this framework. Underpinned by a critical realist philosophical lens, it provides a robust research guide for examining business advisor knowledge actions in a changing open environment.

This study identifies that the process of knowledge transmission from a source external to a business is more complex than internal knowledge sharing. It addresses this complexity through a knowledge transmission framework, in a research design that is applicable to any methodological paradigm. Real-world application is identified in its applicability for evaluating mechanisms to facilitate knowledge transmission practices of external advisors to small business in regionally isolated communities.

The critical realist research methodology allows for causality in knowledge transmission to emerge; however, no assertion is made that the conceptual framework developed needs any particular philosophical paradigm for its application. Instead, what is asserted is that the research framework developed in this paper is specifically suited to the characteristics of external knowledge providers, their tacit knowledge and the businesses they service.

This study reconceptualises various theoretical perspectives and develops a sequential process for addressing a research lacuna by specifically examining the processes (or connections) between external business advisor’s knowledge and their advisory actions. With these processes clearly established, the role of external knowledge providers, as knowledge transmitters, deepens the understanding of knowledge transference that up until now has focused typically on internal organisation aspects.

This study attempts to answer the question: “how are the two drivers, accountability focus and organizational learning, independently and interactively associated with public agencies’ proactive policy orientation?” The first driver is the multiple accountabilities that public agencies pursue: (1) bureaucratic, (2) legal, (3) professional and (4) political. The second driver is the organizational learning activities of public agencies: (1) socialization, (2) externalization, (3) combination and (4) internalization.

For data, 800 respondents from the public agencies in South Korea were surveyed.

The analysis provided several findings: (1) the discretionary accountabilities (professional and political) have a greater positive influence on the proactive policy orientation; (2) the conventional accountabilities (legal and bureaucratic) tend to have negative impacts on the proactive policy orientation and (3) among the four types of accountability, legal accountability can be more significantly complemented by organizational learning activities, which can enable both visionary and realistic administration in a balanced manner.

This study provides a unique insight on how organizational proactivity can be ensured through the interactions of organizational accountabilities and organizational learning.

The purpose of this paper is to investigate how knowledge management and university-industry-government collaboration – including the triple helix – relate with each other in influencing organizations’ performance. In the competitive environment nowadays, an organization’s ability to create and use knowledge becomes ever more essential in the search for sustainable competitive advantage, even leading to the search for new forms of inter-organizational arrangements.

The representatives of such collaborations selected for this study are the National Institutes of Science and Technology. The categorical content analysis technique was used for the qualitative analysis of the data.

The principal contribution was the proposal of an analytical model relating the knowledge management and triple helix theories and the proposed dimensions (namely, structural, relational, cognitive and the context), considering the peculiarities of the Brazilian context. The findings show that the organizational structure (structural) influences not only the relationship among members (relational) but also the flow of knowledge (cognitive), as well as how relational elements (collaborative culture, trust and leadership) facilitate knowledge sharing. Moreover, the context affects these three other dimensions. The main obstacles identified were cultural differences, bureaucracy and the socio-economic reality, while facilitators were the existence of technology parks and incubators, government incentives and geographical proximity between universities and industry.

This topic was chosen as there are few empirical studies that comprehensively relate the topics of knowledge management and university-industry-government cooperation focusing on the Brazilian context.

This study aims to empirically examine the relationship of ethical leadership and psychological capital with knowledge creation. It also investigates the effect of psychological capital as a mediator in the relationship between ethical leadership and knowledge creation.

This study is based on quantitative research methodology. The data was gathered using a survey questionnaire from 286 members of public-sector research organizations (PSROs) in India. Structural equation modelling (SEM) was used for hypotheses testing.

The findings of this study show that ethical leadership and psychological capital have a positive influence on knowledge creation. Further, psychological capital mediated the relationship between ethical leadership and knowledge creation.

This study is a quantitative cross-sectional study. However, future researchers may use qualitative research methodology and longitudinal data collection to supplement this study.

This study provides new understanding into the creation of knowledge by emphasizing on the critical role played by ethical leadership and psychological capital and, thus, makes significant theoretical contribution. It emphasizes that managers should not only be ethical but also use interventions to strengthen psychological capital of employees to strengthen knowledge creation.

To the best of authors’ knowledge, this is the first study to examine the underlying mechanism of psychological capital in explaining the links of ethical leadership with knowledge creation.

Knowledge management (KM) is a process that depends on changes and transfers to different levels of understanding among individuals and acts as a powerful tool to strengthen the organization to remove the barriers, affect the decision-making process and enable individuals and organizations to achieve sustainable advantages. This study aims to explore the role of digitization on knowledge conversion modes and its subsequent impact on related outcomes with reference to higher education institutions (HEIs). Prospects and paradigms of digitation for HEIs have also been explored.

The systematic review method has been used to organize and analyze the existing literature on digitization, knowledge conversion and related outcomes with reference to HEIs. To increase the scope of the research, the authors anticipated 30 research articles published between 2010 and 2022 in Google Scholar, Scopus, ProQuest and EBSCO databases. The study used PRISMA to conduct a systematic literature review. The study used “knowledge conversion, “SECI model,” “Digitalization” and “Higher education institutions” keywords to search the most suitable articles. To ensure the quality of this research, the study used quality journals.

The increasing significance of knowledge-building practices and a technology-driven environment insinuates the adoption of information and communication technology (ICT)-enabled equipment and devices to transfer knowledge, which further leads toward enhancing the effectiveness of education. This study offers a review of enabling factors based on Nonaka and Takeuchi’s (1995) knowledge spiral and provides an in-depth insight into the significance of digitization for the higher education sector.

The study’s main contribution was to explore the interrelationship among digitization, knowledge conversion and outcomes. Both technological and non-technological/conventional interventions have been discussed with reference to teaching and knowledge dissemination patterns based on Nonaka’s (1994) Socialization, Externalization, Combination, and Internalization (SECI) knowledge spiral.

The authors synthesize the previous literature research dimensions and recommend future research.

The research aims to identify the impacts of strategic knowledge (SK) and information technology capabilities (ITC) on innovation ambidexterity (IAM) through business process performance (BPP).

The research framework is developed based on the theoretical grounding of resource orchestration (RO) (SK and ITC) impacts on IAM. The structural equation modeling (SEM) technique was used to test the research framework on a sample of 441 responses from Brazilian firms.

The results suggest that SK and ITC facilitate BPP, resulting in IAM. The findings also suggested differences in path coefficients in the SK and ITC of the business value generation process framework under environmental turbulence (ET). Finally, a strong SK of ITC is especially important in enabling BPP and IAM in large firms. Another case of most manufacturing and service firms demonstrated that both SK and ITC are essential to impacting IAM through BPP mediation.

The findings provide insight into how professionals can think and plan carefully to align SK and ITC for achieving balanced innovation and improving BPP in the dynamic business environment.

The study establishes a relationship between SK, ITC, BPP and IAM. The study developed novel constructs of SK and ITC and tested them, which gives new insight and links among the constructs.

The main objective of this work is to design a statistical multiple regression model that helps to empirically explain the impact of economic incentives, management style, emotional health and research activities on university professors in northern Mexico and their perception of happiness.

In this research, the authors analysed the correlation between happiness perception and four independent variables divided into two dimensions: 1. individual dimensions: emotional health and research activities and 2. organisational dimensions: economic incentives and management styles. A questionnaire was developed, tested and analysed for this matter. The authors applied this instrument to 384 university professors of both genders among 1301 in the region.

Using correlational analysis, the authors confirm a strong and statically significant relationship between all variables. It is also no evidence of multicollinearity. Finally, by applying multiple regression analysis, it was accepted that all independent variables have significance in explaining the emergence of personal happiness (R2 = 42%). Finally, the predictive equation presents possible results with values that confirm the effectiveness of the theoretical model. Results indicate that happiness perception is related to independent variables, with economic incentives being the most vital relationship.

This study's limitations are that the novel perspective of the explanatory variables of economic incentives, emotional health, management style and research activities needs additional confirmatory studies. Therefore, the authors need to perform studies with new explanatory perspectives. Another limitation of the study may be considering a cross-sectional and not a longitudinal model. This study considered it more appropriate to analyse the explanatory variables that influence and are the outcome of happiness perception for the data collected. Finally, it is essential to highlight that this research has been conducted in an underdeveloped country. Thus, it should consider conducting subsequent confirmatory studies in similar settings and other types of economies, such as in a developed country.

This paper explains the relevance of two-dimensional activities in the happiness perception of professors. As other studies mention, productivity is correlated to happiness, and production outcomes could be improved if the schools implement policies to promote this perception. Happiness could be a solid strategy to improve academic outcomes, and the results propose several actions to achieve this goal.

This paper addresses an important activity of professors from a perspective of happiness perception. Thus, putting the professor as the leading relevant agent in schools, the authors propose a multivariate analysis of the outcomes of professors' jobs. Both the schools and the professors have their own goals at their own levels. If policies are created based on persons, in this case, professors, to improve organizational goals, then it might profoundly impact social actions inside the schools.

This paper increases the literature on happiness perception studies and proposes the examination of the relationship between perceived personal happiness and dimensions that influence this perception; these are from two kinds: 1. individual dimensions: emotional health and research activities and 2. organisational dimensions: economic incentives and management styles, which is an original approach and open discussion to further new approaches to this study.

Performance-driven culture has received extensive attention from both academics and practitioners because of its impact on organisations’ performance. Employees’ tacit knowledge about performance-driven culture is pivotal to identify, as it contributes to increasing the organisation’s performance. With the aim of enriching ongoing debate in human resources and knowledge management research, this paper proposes a conceptual model for emancipating and investigating the main factors of employees’ tacit knowledge that shape and affect performance-driven culture of a Saudi Arabian organisation.

The validity of the conceptual model is examined through a qualitative study developed using a thematic analysis of 134 employees’ unbridged computerised typewritten comments about organisation’s performance-driven culture.

Findings confirm the utility of conceptual models in explaining and categorising employees’ emancipated tacit knowledge, providing a potential contribution to academics and practitioners interested in developing managerial processes for improving organisation’s performance-driven culture.

Both the conceptual reflections and empirical-based evidence herein enrich ongoing debate in the area of human resources and knowledge management about employees’ tacit knowledge and performance-driven culture.

The effective and efficient implementation of daily work activities necessitates tacit knowledge sharing, boosting firm productivity. However, the link between tacit knowledge sharing within a company and its effects on organizational performance is unclear, so the purpose of this study is to examine the impact of sharing tacit knowledge on the success of a company.

Construction managers and senior managers were the study’s target participants. The correlation matrix was used to assess the significant correlation between study frameworks and the statistical approach of multiple regression was also used to test the hypotheses using statistical package for social sciences (SPSS) v.26.

The findings suggest that companies will be more willing and capable of making decisions based on experience when knowledge systems are used successfully. Furthermore, new organizational knowledge and particular evaluation procedures, such as anxiety and conflict resolution preparation, personal relationship and training improvement, mediation and task clarity, are explained, which can aid in success.

The study contributes to construction companies’ perception of knowledge sharing and recommends organizations to build capacity to encourage, improve engagement and review to maintain the dissemination of knowledge.

Generative AI and more specifically ChatGPT has brought a revolution in the lives  of people by providing them with required knowledge that it has learnt from an exponentially large knowledge base. In this viewpoint, we are initiating the debate and offer the first step towards Generative AI based knowledge management systems in organizations.

This study is a viewpoint and develops a conceptual foundation using existing literature on how ChatGPT can enhance the KM capability based on Nonaka’s SECI model. It further supports the concept by collecting data from a public sector univesity in Hong Kong to strenghten our argument of ChatGPT mediated knowledge management system.

We posit that all four processes, that is Socialization, Externalization, Combination and Internalization can significantly improve when integrated with ChatGPT. ChatGPT users are, in general, satisfied with the use of ChatGPT being capable of facilitating knowledge generation and flow in organizations.

The study provides a conceptual foundation to further the knowledge on how ChatGPT can be integrated within organizations to enhance the knowledge management capability of organizations. Further, it develops an understanding on how managers and executives can use ChatGPT for effective knowledge management through improving the four processes of Nonaka’s SECI model.

This is one of the earliest studies on the linkage of knowledge management with ChatGPT and lays a foundation for ChatGPT mediated knowledge management system in organizations.