Becoming to know. Shifting the knowledge creation paradigm

The Influence of Human Connections and Collaboration on Research Grant Success at Various Career Stages: Regression Analysis

BACKGROUND

Documenting the grant acquisition characteristics of a highly selective group of researchers could provide insights into the research and faculty development of talented individuals, and the insights gained to foster such researchers will help university management strengthen their research capacity.

OBJECTIVE

This study examines the role of human connections in the success of biomedical researchers in Japanese universities.

METHODS

This study used grant data from the Grants-in-Aid for Scientific Research (GIA) program, the largest competitive research funding program in Japan, to collect information on projects and their implementation systems obtained throughout the participants' careers. Grant success was measured by the number and amounts of the awards obtained while participants occupied the role of principal investigator. Human connections were quantified by the number of projects in which the participants took part as members and were classified by their relationship with the project leader. Data were matched with information on career history, publication performance, and experience of the participants with government-funded programs apart from GIA and were analyzed using univariate and multivariate regression analyses.

RESULTS

Early-career interpersonal relationships, as measured using the h-index value of the researchers who provided the participants with their initial experience as project members, had a positive effect on grant success. The experience of contributing to prestigious research programs led by top researchers dramatically increased the cumulative amount of GIA awards received by the participants over time. Univariate logistic regression analyses revealed that more interactions with upper-level researchers resulted in fewer acquisitions of large programs (odds ratio [OR] 0.67, 95% CI 0.50-0.89). Collaboration with peers increased the success rate of ≥2 research grants in large programs in situations in which both the participant and project leader were professors (OR 1.16, 95% CI 1.06-1.26). Tracking the process of research development, we found that collaboration during the periods of 10 to 14 years and 15 to 19 years after completing a doctorate degree determined the size of the project that the participant would obtain-interactions with peer researchers and subordinates during the 10- to 14-year postdegree period had positive effects on ≥2 large-program acquisitions (OR 1.51, 95% CI 1.09-2.09 and OR 1.31, 95% CI 1.10-1.57, respectively), whereas interactions with subordinates during the 15- to 19-year postdegree period also had positive effects (OR 1.25, 95% CI 1.25-1.07). Furthermore, relationships that remained narrowly focused resulted in limited grant success for small programs.

CONCLUSIONS

Human networking is important for improving an individual's ability to obtain external funding. The results emphasize the importance of having a high-h-indexed collaborator to obtain quality information early in one's career; working with diverse, nonsupervisory personnel at the midcareer stage; and engaging in synergistic collaborations upon establishing a research area in which one can take more initiatives.

A Yin-Yang dialectical systems theory of knowledge creation

Purpose

Cross-cultural cognitive paradoxes have frequently broken the existing boundaries of knowledge and stimulated demands for knowledge creation (KC), and such paradoxes have triggered and will continue to trigger novel risks in the context of international business (IB). Given the nascency of relevant issues, this study aims to develop a more comprehensive understanding of KC across cultures by proposing a Yin-Yang dialectical systems theory of KC as micro-foundation to more systematically frame the risk/paradox-resolving mechanism elicited by cultural collisions.

Design/methodology/approach

This paper is conceptual in nature. The authors first critically review the literature to lay a broad theoretical foundation. Integrating the philosophy- and praxis-based views, the authors reposition knowledge as a Yin-Yang dialectical system of knowing, with yin representing the tacit while yang represents the explicit. Next, the authors justify the underling logic of realising KC through a contradiction-resolving process. On this basis, the authors draw upon the Yijing’s Later Heaven Sequence (LHS) as the source domain of a heuristic metaphor to reconceptualise KC as a dynamic capability in the IB context.

Findings

Using the LHS paradigm to metaphorically map the intricate patterns of interaction and interconnectivity among the involved individuals, organisations and all related stakeholders, this research identifies and theorises the overall dynamic capability of KC in the IB context, which comprises five sets of processes: contradiction, conflict, communication, compromise and conversion.

Practical implications

This research highlights that KC is simultaneously activated and constrained by human actions as well as by the socially constructed context in which it emerges, which helps individuals, organisations and policy makers more clearly frame the novel risks induced by cross-cultural cognitive conflicts in the IB context.

Originality/value

The authors synthesise Yin-Yang dialectics with the approach of collective phronesis, proposing a novel, praxis-oriented Yin-Yang dialectical systems theory of KC. It provides a deeper understanding of the epistemological paradox inherent in all knowledge, thus enabling KC to be rationalised by a sounder logical reasoning. By fusing the macro and micro perspectives on KC, the authors also enrich existing theory and future theory building in the domain of knowledge management.

Exploring the Dynamics of Justification in the Wake of a Rumor Outbreak on Social Media

This paper explores the dynamics of justification in the wake of a rumor outbreak on social media. Specifically, it examines the extent to which the five types of justification—descriptive argumentation, presumptive argumentation, evidentialism, truth skepticism, and epistemological skepticism—manifested in different voices including pro-rumor, anti-rumor and doubts before and after fact-checking. Content analysis was employed on 1,911 tweets related to a rumor outbreak. Non-parametric cross-tabulation was used to uncover nuances in information sharing before and after fact-checking. Augmenting the literature which suggests the online community’s susceptibility to hoaxes, the paper offers a silver lining: Users are responsible enough to correct rumors during the later phase of a rumor lifecycle. This sense of public-spiritedness can be harnessed by knowledge management practitioners and public relations professionals for crowdsourced rumor refutation.

Identity reconciliation and knowledge mobilization in a mandated community of practice

Purpose

Communities of Practice (CoPs) are increasingly being created to facilitate knowledge mobilization in organizations. This paper aims to elucidate an underexplored aspect of participation in mandated CoPs – identity reconciliation. Specifically, the authors explore how actors reconcile their existing identities with becoming members of new knowledge mobilization CoPs.

Design/methodology/approach

The authors conducted a longitudinal qualitative case study over a 12-month period to explore identity reconciliation practices during the formation of the “ED CoP” – mandated by policymakers to mobilize knowledge between process improvement advisors and clinicians from various hospitals. Observation and interviews allowed us to uncover “front stage” and “backstage” practices of identity reconciliation.

Findings

The findings reveal two key unexpected modes of identity reconciliation – “distancing” and “peripheral lurking”. These modes resulted in different trajectories of participation of two of the key participant groups – “veteran” improvement advisors and “veteran” clinicians.

Practical implications

Different modes of identity reconciliation of different participants impact the formation of CoPs and how knowledge mobilization occurs within them. This paper offers a sensitizing lens for practitioners creating CoPs which enhances awareness of hidden identity practices, and recommendations to enable practitioners to effectively facilitate CoP formation.

Originality/value

This study suggests that identity reconciliation is an integral aspect of CoP formation, and essential for knowledge mobilization within CoPs. Whereas studies on CoPs in the knowledge management literature have mostly assumed that collaboration produces beneficial knowledge mobilization outcomes, the findings build a more nuanced picture of the processes involved in producing these outcomes.

Towards a Reference Framework for Generational Analyses on Information Technology Professionals

In light of the sociology of generations, this theoretical trial relates literature on information technology (IT) professionals, IT professional management, IT project teams, and generational studies to elaborate a reference framework that supports the research on the intergenerational dynamics of the field. The proposed framework offers a definition and structure for the concept of IT generation and contemplates the dimensions related to (1) technological contemporary changes, (2) culture bearers, (3) continuous nature of generational change, (4) generational succession, (5) knowledge transmission and sharing, and (6) intergenerational conflict, allowing future empirical research on the IT generational phenomena.

MNEs Subsidiary Training and Development and Firm Innovative Performance: The Moderating Effects of Tacit and Explicit Knowledge Received from Headquarters

This paper set out to investigate the ways training and development impacts on firm innovative performance as well as the moderating role of knowledge transfer received on training and development and firm innovative performance, using a sample of 229 foreign subsidiaries of multinational enterprises (MNEs) operating in China. We adopt hierarchical linear modeling, and the results of the study reveal that both on-the-job training and development and off-the-job training and development have an influence on the firm innovative performance. Also, the empirical results of the study demonstrate that the moderating effect of tacit and explicit knowledge received on the relationship between both on-the-job training and development and off-the-job training and development and firm innovative performance are stronger. This paper shows that continues updating of skills, ability and knowledge of the workforce through on-the job training and development and off-the job training development programs might boost creativity and innovation of business organizations.

Using developmental evaluation methods with communities of practice

Purpose

This paper aims to explore the use of developmental evaluation methods with community of practice programmes experiencing change or transition to better understand how to target support resources.

Design/methodology/approach

The practical use of a number of developmental evaluation methods was explored in three organizations over a nine-month period using an action research design. The research was a collaborative process involving all the company participants and the academic (the author) with the intention of developing the practices of the participants as well as contributing to scholarship.

Findings

The developmental evaluation activities achieved the objectives of the knowledge managers concerned: they developed a better understanding of the contribution and performance of their communities of practice, allowing support resources to be better targeted. Three methods (fundamental evaluative thinking, actual-ideal comparative method and focus on strengths and assets) were found to be useful. Cross-case analysis led to the proposition that developmental evaluation methods act as a structural mechanism that develops the discourse of the organization in ways that enhance the climate for learning, potentially helping develop a learning organization.

Practical implications

Developmental evaluation methods add to the options available to evaluate community of practice programmes. These supplement the commonly used activity indicators and impact story methods.

Originality/value

Developmental evaluation methods are often used in social change initiatives, informing public policy and funding decisions. The contribution here is to extend their use to organizational community of practice programmes.

Human resource development programs for knowledge transfer and creation: the case of the Toyota Technical Development Corporation

Purpose

– The purpose of this study was to examine how human resource development (HRD) programs promote the linkage between knowledge transfer and knowledge creation in engineering departments.

Design/methodology/approach

– This study adopted a case study approach to the Toyota Technical Development Corporation (TTDC), an affiliated company of Toyota Motor Corporation. Data were collected from interviews with managers of the TTDC as well as its internal documents.

Findings

– Three major findings can be extracted from the paper. First, The TTDC effectively links knowledge transfer to knowledge creation so that new knowledge on vehicle development is created by transferred competencies. Second, the TTDC promotes the transfer of explicit and tacit knowledge by complementarily combining off-the-job and on-the-job training (OJT). Third, HRD programs are developed and operated in communities of practice.

Research limitations/implications

– The practices described in this paper are limited to two departments of the TTDC. Hence, the findings should be interpreted in light of this constraint.

Practical implications

– Knowledge officers should integrate multiple HRD programs so that knowledge transfer is organically linked to knowledge creation by combining off-the-job training, OJT and kaizen (continuous improvement) programs.

Originality/value

– This paper constitutes one of the earliest works that analyzes the effect of HRD programs on integrating knowledge transfer and knowledge creation.

Local social knowledge management: A case study of social learning and knowledge sharing across organizational boundaries

Knowledge management is normally approached in the context of a single organization’s activities. Recently the focus has been extended to activities which span beyond organizational boundaries, especially to the key role of social learning across organizations. The concept of ‘local social knowledge management’ has been used to stress the process of social learning in regional networking. This study describes the local social knowledge management in a regional development project. The knowledge sharing and creation practices in the theme groups of the project are described and particular attention is paid to the evolution of the social learning process. Three distinct but interdependent forms of knowledge sharing and creation were identified in networking. Operational networking helped people manage the current project responsibilities while strategic networking opened pathways to the future. The third form of networking boosted the personal development of project participants even when the cooperation was not continuing. The results show that there can be more accurate models in knowledge management research if the viewpoint is shifted to broader contexts where people normally interact.

Virtual Communities as Narrative Networks

This paper extends our understanding of knowledge creation in virtual communities of practice by examining crowdsourcing activities that enable knowledge creation in these social structures. An interpretive methodology, narrative networks analysis, is used to systematically study the narratives of discussion forums in a virtual community. The virtual community studied is voluntary for the participants, and open to anyone. Through the analysis of the narrative, a model of knowledge creation is developed that identifies types of evidentiary knowledge contributions, as well as conversation mitigators that help or hinder knowledge creation within the community. Knowledge is a primary attraction of a virtual community for many of its members, and this study aims to understand how knowledge is shared and created in such voluntary communities of practice. The model highlights elements that enhance and impair knowledge creation in this type of crowdsourced environment.