Strategic Management of Organizational Knowledge and Employee's Awareness About Artificial Intelligence With Mediating Effect of Learning Climate

Abstract

This study has aimed to examine the empirically relationship between strategic management of organizational knowledge and awareness about artificial intelligence (AI) through mediating effect of learning climate in service sector of Saudi Arabia. For better understanding, a structural questionnaire was developed, and both questionnaire and interview techniques were applied to collect the data from targeted respondents. Statistical methods like confirmatory factor analysis, structural equation modeling and mediation technique were applied to check the direct and indirect effects with overall valid responses of 390. Findings under factor analysis specify that all the indicators of strategic management of knowledge, learning climate and awareness about AI have demonstrated good factor loadings. Additionally, results under structural equation model for strategic management of knowledge and awareness about AI indicates that knowledge acquisition, knowledge dissemination and knowledge responsiveness have their significant and positive relationship with AI awareness. While mediating effect of learning climate (LC), shows that relationship between knowledge acquisition and AI, between knowledge dissemination and AI is significantly mediated by LC under full sample. While mediating effect of LC between knowledge responsiveness and AI is not significant. In addition, practical implications of this study reveals the fact that management in all three layers of the business firms should consider these findings and positive role by learning climate to promote awareness about AI. However, this study has observed several limitations. At first overall impact of strategic management of knowledge is yet to be explored as this study has examined its impact through knowledge acquisition, dissemination, and responsiveness factors under sperate models. At second, study has a regional limitations and specific organizational implications only for the service sector is observed. At third, earlier studies have raised serious concern over data collection through questionnaire as it covers only one dimensions of employee's attitude. Other instruments like open ended non-structural interview should be reconsidered in more significant manner. Future studies could be reimplemented on similar topic while addressing these limitations.

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