Theories of Knowledge Sharing Behavior in Business Strategy

Razak, Noorfadzli Abdul; Pangil, Faizuniah; Zin, Lazim Md; Yunus, Noor Azlina Mohamed; Asnawi, Nini Hartini

doi:10.1016/s2212-5671(16)30163-0

Cited by 95 publications

(92 citation statements)

References 42 publications

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“…Employee training and development should ensure that each company, including enterprises active in agriculture, has employees of the quality needed for achievement of its goals, as confirmed by Razak et al (2016) or Lee a Bruvold (2003). However, this can by achieved only if the employees have knowledge and skills necessary for effective work performance and its constant enhancement, which would maximise also their growth potential (Rastgoo, 2016;Razak et al, 2016;Lee, Bruvold, 2003).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…showed that companies, regardless the sector, are constantly exposed to series of external influences, characteristics and situations, which all the more emphasises the need to adapt the employee knowledge to the strategic development of the company -a view shared by e.g. Li and Liu (2014); Razak et al (2016); Seuneke et al (2013). With regard to the above mentioned it can be summarised that if management creates suitable conditions for the employees and further manages them and controls the development process, the synergic effect within the development of individuals and entire company can be achieved, regardless the business sector.…”

Section: Introductionmentioning

confidence: 99%

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Impact of Employee Development in Agricultural Companies on Commitment, Loyalty and Performance

Urbancová¹,

Vnoučková²

2018

Acta Univ. Agric. Silvic. Mendelianae Brun.

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Employees in agricultural companies are aware of the necessity to learn and develop; hence it is essentially easier for the agricultural companies to encourage their employees to engage in these processes. Regardless the awareness of the employees concerning the development, the organisational features of the agricultural companies, which influence the development of the employees, needs to be taken into account. The aim of the paper is to identify the attitude of surveyed agriculture organisations towards employee development and to evaluate possible use of employee development strategies impacting employee commitment, loyalty and performance. Data were collected by means of quantitative research in selected number of agricultural companies (n=101) in the Czech Republic, while the data were evaluated by descriptive (correlation) analysis and multidimensional statistics (factor analysis). Results show that employee development foster commitment, loyalty and performance. The results were able to classify the HR systems of the case organisations into six types according to factor analysis: external HR marketing, internal development, investments into development, increased loyalty and competitiveness, increased understanding and finally, increased retention based on loyalty and commitment. Furthermore, smaller companies often lack formal development. On the contrary, large and micro companies have exact practices and outputs related to it.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Impact of Employee Development in Agricultural Companies on Commitment, Loyalty and Performance

Urbancová¹,

Vnoučková²

2018

Acta Univ. Agric. Silvic. Mendelianae Brun.

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“…It is also seen as a strategy that make it possible to increase productivity, outperform competitors, minimalize employee turnover, improve human capital and increase innovativeness and creativity (Razak et al, 2016).…”

Section: Knowledge Sharingmentioning

confidence: 99%

Linking Knowledge Sharing, Intellectual Capital And Social Capital To Innovation Performance

İmamoğlu¹

2017

The European Proceedings of Social and Behavioural Sciences

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In today's knowledge era, intangible assets and resources are greatest wealth of firms. Furthermore, it is indisputable that knowledge is the most powerful weapon for firms. They are key sources of innovation, performance, growth, competitive advantage and even survival. Knowledge sharing has also strategic importance as it acts as a channel that allows to increase in intangible assets. Addressing these vital determinants of survival, we examine the relationships of these concepts and propose a conceptual model. This conceptual study makes four contributions to literature. First, the proposed model enlightens the relationships between knowledge sharing, intellectual capital and innovation performance. Second, the moderating effect of social capital on the relationship between knowledge sharing and innovation performance and the relationship between intellectual capital and innovation performance is assessed. Third, this study integrates different branches of the management literature such as knowledge management and innovation management. Finally, this research provides a critical conceptual insight for future researches.

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“…Nas organizações contemporâneas, pesquisas apontam que a cultura organizacional influencia a percepção das pessoas sobre a credibilidade do conhecimento e molda suas preferências para mecanismos específicos de transferência de conhecimento (Wei & Miraglia, 2017). A cultura molda o comportamento (Norlim et al, 2003;Jiancheng, Lu & Francesco, 2010), de modo que atitudes, normas subjetivas e controle comportamental influenciam pessoas a adotar posturas de troca de experiências (Razak et al, 2016). Para Jiancheng, Lu & Francesco (2010), a motivação para compartilhamento e internalização de conhecimentos opera por meio do compromisso afetivo e as recompensas têm poucos efeitos diretos sobre as intenções finais, mas elas influenciarão indiretamente nas atitudes dos indivíduos.…”

Section: Métodos Qualitativos Conhecimentos Compartilhados E O Enquaunclassified

Etnografia Como Estratégia Investigativa Da Cultura Organizacional Para a Sustentabilidade

Marcon

Soriano-Sierra

2017

RGSA

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RESUMOO conhecimento de capacidades gerenciais atreladas ao desenvolvimento sustentável adquiriu importância nos últimos tempos para as mais diversas áreas. O conceito de cultura organizacional tornou-se relevante no bojo da literatura acerca da sustentabilidade. Em diversos relatórios políticos, a educação é descrita como uma ferramenta para a promoção do desenvolvimento sustentável. Uma nova cultura organizacional depende da aquisição e do compartilhamento de novos conhecimentos. Há grande oportunidade para pesquisa sobre cultura organizacional voltada à sustentabilidade, uma vez que os estudos existentes ainda são escassos. A pesquisa qualitativa apresenta-se como abordagem mais adequada ao levantamento de aspectos culturais. Este artigo buscou examinar as características da observação etnográfica a fim de verificar sua adequação para investigar e caracterizar uma cultura organizacional orientada para a sustentabilidade. Para fins de aplicação da etnografia para investigação da cultura organizacional, recomenda-se o estabelecimento de duas premissas epistemológicas. Limitou-se a analisar a adequação da etnográfica como estratégia investigativa da cultura organizacional voltada à sustentabilidade. Esse artigo não buscou mapear uma cultura de sustentabilidade, suas características e as prescrições para uma transformação cultural. Conclui-se que a etnografia é adequada à proposta por sua própria natureza, uma vez que dela resulta uma descrição densa do fenômeno.Palavras-chave: Cultura organizacional; Etnografia, Gestão do conhecimento; Sustentabilidade. ETHNOGRAPHY AS INVESTIGATIVE STRATEGY OF ORGANIZATIONAL CULTURE TOWARDS SUSTAINABILITY ABSTRACTThe knowledge of management skills regarding sustainable development gained importance in recent times in several areas. The concept of organizational culture has acquired importance on the academic literature. In many political reports, education is described as a tool for promoting sustainable development. A new organizational culture depends on the knowledge acquisition and sharing. There is great opportunity for research on organizational culture towards sustainability, since existing studies are still scarce. Qualitative research is presented as the most appropriate approach to raise cultural aspects. This paper aims to examine the characteristics of ethnographic observation to verify whether it is the appropriate approach to investigate and characterize organizational culture for sustainability. To apply ethnography as research method for the organizational culture, it is recommended to establish two epistemological premises. It was limited to analyzing ethnographic research as a proper method to investigate sustainability. The paper did not aim to map a culture of sustainability, its characteristics and the requirements for a cultural transformation. It concludes that ethnography is suitable to the proposal by its very nature, since it results in a dense description of the phenomenon.

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Theories of Knowledge Sharing Behavior in Business Strategy

Cited by 95 publications

References 42 publications

Impact of Employee Development in Agricultural Companies on Commitment, Loyalty and Performance

Impact of Employee Development in Agricultural Companies on Commitment, Loyalty and Performance

Linking Knowledge Sharing, Intellectual Capital And Social Capital To Innovation Performance

Etnografia Como Estratégia Investigativa Da Cultura Organizacional Para a Sustentabilidade

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