Although the large body of literature suggests that trust is a prerequisite for knowledge sharing, the understanding of mediational pathways remains limited. The paper fills the gap by combining two separate streams in knowledge sharing, where the first reflects the paradigm of the organizational behaviour theory and highlights the impact of organizational culture and employees’ trust; where the second one discloses the impact of technology deployment in knowledge sharing. Building on the premises that interdependence between variables that affect knowledge sharing raises form organizational culture of trust and available technologies, we examine the structural origins of knowledge sharing. As a method structural equation modelling test was used to analyse the data. Hypothesised five-factor model was tested through two stages using AMOS software. The findings carry theoretical implications for the knowledge management body of knowledge since they extended the research on knowledge sharing by integrating organisational culture and technological solutions into one complex system. Form practical perspective, the relationship among four predictors – trust in leadership, trust in co-workers, trust in technologies for knowledge management, and fear of losing one’s value – provide a proof on how organizations knowledge sharing is composed and how it could be developed.
The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.
Santrauka. Nagrinëjama aktuali moksliniø tyrimø kryptis, skirta þmogiðkøjø iðtekliø potencialo plëtros problemoms spraesti, atsiþvelgiant á naujus iððûkius, kuriuos lemia Europos Sàjungos plëtra, þiniø visuomenës formavimasis bei internacionalizacijos procesai versle ir vieðajame sektoriuje. Plëtojant ðià kryptá prioritetai teikiami tam, kad:verslo ámoniø organizaciniø struktûrø projektavimo metodai bûtø taikomi vieðojo sektoriaus struktûroms projektuoti, ávertinant ES plëtros iððûkius; þmogiðkøjø iðtekliø ugdymo metodai bûtø transformuojami ir taikomi sistemiðkai kaip þmogiðkøjø iðtekliø sistemos projektavimo pagrindas; verslo ir rinkodaros vadybos teorijos bûtø adaptuojamos vieðajame administravime ir valstybës tarnyboje. Þmogiðkøjø iðtekliø potencialo plëtra analizuojama ES plëtros sàlygomis kaip pasirengimas ágyvendinti ES direktyvas. Teigiama, kad ES direktyvos reguliuoja socialinae ekonominae plëtrà ir technologinae paþangà visose gyvenimo srityse, todël turi bûti adekvaèiai ugdomi ir þmogiðkieji iðtekliai. Þmogiðkøjø iðtekliø ugdymas grindþiamas strateginiais sprendimais, ið kuriø matoma orientacija á ES plëtrai bûdingø standartø ir nuostatø realizavimà.Reikðminiai þodþiai: þmogiðkieji iðtekliai, verslas, vieðasis sektorius, potencialas, plëtra. DEVELOPMENT OF THE POTENTIAL OF HUMAN RESOURCES IN PRIVATE AND PUBLIC SECTORS Eugenijus ChlivickasVilnius Gediminas Technical University, Saulëtekio al. 11, LT-10223 Vilnius, Lithuania E-mail: e.chlivickas@fmmc.lt Received 18 January 2006; accepted 25 February 2006Abstract. Scientific research has taken a new direction, aimed at solution of the human resource development problems in the light of new challenges posed by the European Union enlargement, formation of knowledge society and internationalization processes in private and public sectors. This tendency determines the following priorities: -public sector structures should be designed applying the same methods that are used for building organizational structures of private companies, taking into consideration the EU development challenges; -human resources training methodologies should be transformed and applied systematically as the basis of human resources system; -business management and marketing theories should be adjusted to public administration and civil service. Management of human resources development is analyzed in the light of the EU development as the preparation for the implementation of the EU directives. The EU directives regulate socio-economic development and technological advancement in all spheres of life, therefore human resources development should be adequate and relevant. The development of human resources based on strategic decisions show orientation to realization of the standards and provisions set by the EU enlargement. A part of the conducted works is dedicated to this topic.
Pirkėjai, pardavėjai, investuotojai ar tarpininkai, dalyvaujantys nekilnojamojo turto pirkimo-pardavimo procesuose, esminiais faktoriais, veikiančiais kainą, dažniausiai laiko vietą, kaimynystę, infrastruktūrą bei buto planą. Dažnas proceso dalyvis užmiršta, jog yra nemažai esminių veiksnių, kurie ateityje gali nulemti ne tik būsto, bet ir viso regiono nekilnojamojo turto kainas. Straipsnyje pasitelkiant lyginamąją analizę yra aptariami pagrindiniai nekilnojamojo turto rinką visoje Europos Sąjungoje veikiantys išoriniai faktoriai, šių dienų aktualijos, pateikiami siūlymai bei iškeliamos konkrečios išvados.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.