Investigating knowledge workers’ productivity using work design theory

Productivity metrics in the context of knowledge work: literature vs practice

Purpose

The purpose of this paper is to perform a comparative analysis between the productivity metrics recommended in the literature and those that companies in the knowledge-intensive services sector use in practice.

Design/methodology/approach

To collect information, a systematic review of the literature was used, to apply virtual surveys and interviews among managers of different companies representing the sector. For data analysis, categorical optimal scales, homogeneity tests, tetrachoric correlation matrices, word clouds and association coefficients for dichotomous variables were used.

Findings

There are association patterns between the metrics used and the nature of the work performed. Despite the heterogeneity observed in the productivity metrics, categorization guidelines related to the traditional, human resources and customer-oriented approaches emerge.

Practical implications

Possible neglects using metrics aimed at valuing the intellectual capital immersed in human resources are evident, particularly in the follow-up to autonomy, knowledge management, human capital, teamwork, training and capacity building metrics, among others. Conversely, face-to-face monitoring metrics, such as absenteeism, are overvaluation.

Originality/value

The approaches and metrics discussed and the results obtained, provide information so that knowledge-intensive companies have a reference framework to identify and select useful metrics to assess the work carried out by their workforce.

Towards a Holistic Framework of Knowledge Worker Productivity

Many jobs today are predominantly knowledge work. This makes organizations dependent on value created by knowledge workers (KWs). Many of the initiatives to improve and manage knowledge worker productivity (KWP) give unpredictable results depending on factors that are often hidden and unknown. It is important to find a holistic approach to improve and manage KWP that gives consistent results across many different organizations. This paper takes us a step closer towards that objective by mapping insights gained from a systematic literature review to activities in a purposeful activity model of the individual KW at work and, based on the findings, proposing a draft of a holistic KWP framework. The main components of the framework are the state of the individual KW, work done and outcome. The systematic literature review searched for papers with topics that touched on approaches, frameworks, tools, or models which aim to tackle the productivity, performance, effectiveness, efficiency, or management of KWs. Relevant concepts were extracted from each paper and categorized into groups. Twelve groups were formed of which six consisted of concepts relevant to individual KWs and their work: organizational commitment and engagement, communication and relationships, personal characteristics and development, personal knowledge management, well-being and job satisfaction and task approach.

Knowledge management process, knowledge based innovation: Does academic researcher's productivity mediate during the pandemic of covid-19?

Drucker's knowledge-worker productivity theory and knowledge-based view of the firm theory are widely employed in many disciplines but there is little application of these theories in knowledge-based innovation among academic researchers. Therefore, this study intends to evaluate the effects of the knowledge management process on knowledge-based innovation alongside with mediating role of Malaysian academic researchers' productivity during the Pandemic of COVID-19. Using a random sampling technique, data was collected from 382 academic researchers. Questionnaires were self-administered and data was analyzed via Smart PLS-SEM. Knowledge management process and knowledge workers' productivity have a positive and significant relationship with the knowledge-based innovation among academic researchers during the Pandemic of COVID-19. In addition, knowledge workers' productivity mediates the relationship between the knowledge management process (knowledge creation, knowledge acquisition, knowledge sharing, and knowledge utilization) and knowledge-based innovation during the Pandemic of COVID-19. Results have also directed knowledge sharing as the key factor in knowledge-based innovation and a stimulating task for management discipline around the world during the Pandemic of COVID-19. This study provides interesting insights on Malaysian academic researchers' productivity by evaluating the effects of knowledge creation, acquisition, sharing, and application on the knowledge-based innovation among academic researchers during the Pandemic of COVID-19. These useful insights would enable policymakers to develop more influential educational strategies. By assimilating the literature of defined variables, the main contribution of this study is the evaluation of knowledge creation, acquisition, sharing, and utilization into knowledge-based innovation alongside the mediating role of knowledge workers productivity in the higher education sector of Malaysia during the Pandemic of COVID-19.

Symmetric and asymmetric modeling of knowledge management enablers to knowledge management processes and knowledge worker productivity in higher education institutes

Purpose

This research examines how knowledge management (KM) enablers, i.e. trust, knowledge-oriented leadership, environmental uncertainty and KM processes will impact knowledge worker productivity (KWP). Various formations of the KM enablers and KM processes are also examined within terms of their abilities to enhance KWP.

Design/methodology/approach

The research sample is taken from 248 faculty and administrators of Pakistan Higher Educational Institutes (HEIs). The relationships are tested via SmartPLS and fsQCA 3.0.

Findings

The results show that there are significant impacts of the KM enablers on KM processes and KWP. Constructed upon fuzzy qualitative comparative analysis (fsQCA), the outcomes exposed various combinations, which can be identified to enhance KWP.

Originality/value

The research supports to methodology by merging two methods to advance the understanding of institutional concerns about workers' productivity. The asymmetric method assists to distinguish the connections that might not be directly clear via traditional symmetric approaches. By uncovering asymmetric relationships, the study identifies a variety of approaches that can be used by HEIs to improve their KWP.

Linking knowledge management capabilities and the mediating role of the big data capabilities for enterprise value-adding processes

Purpose

The purpose of this study is to investigate the knowledge management capabilities (KMCAP) in enterprise systems value-adding processes (ENTVA) through the big data capabilities (BDCAP) spectrum.

Design/methodology/approach

The proposed framework model is quantitatively tested using the Smart PLS method. An online questionnaire is developed and distributed to 120 technicians and knowledge workers in the royal commission for Yanbu industry (RCYI).

Findings

The findings of this study conclude that KMCAP has a significant direct effect on ENTVA and BDCAP. Also, this study concludes with interesting findings on the KMCAP domains.

Research limitations/implications

The study findings propose a wide-ranging awareness of knowledge management processes and BDCAP in the industrial enterprise systems environment. Future studies should consider other variables and different sectors and contexts.

Practical implications

This study includes implications for the full mediation effect of BDCAP between KMCAP and ENTVA.

Originality/value

This study demonstrates the relationship between three vital processes of KMCAP “knowledge management acquisition, knowledge management sharing and knowledge management emission” and ENTVA mediates by BDCAP in the context of the RCYI in Saudi Arabia.

Self-efficacy’s role in success of quality training programmes

Purpose

The purpose of this paper is to explore why some firms succeed while others flounder or fail to implement quality improvement programmes. It synthesises self-efficacy literature to propose a model of self-efficacy’s role in affecting implementation success of quality improvement programmes in organisations.

Design/methodology/approach

A review of scholarly articles on the topics of self-efficacy and quality initiatives brings to light self-efficacy’s role in successful quality programme implementation. When considered in the context of organisation barriers, it can lead to organisational success.

Findings

It is determined that quality training programmes play an important role in affecting existing efficacies and leading to “quality self-efficacy” in employees. The proposed model and related propositions suggest that right approaches of implementing quality training among certain types of employees and/or organisations can promote teamwork to achieve performance success.

Research limitations/implications

Moving forward, the proposed model should be empirically tested to improve our understanding of quality self-efficacy construct and its role in aiding organisational success. Furthermore, it would offer guidelines for the implementation of quality programmes in the most optimal way.

Practical implications

In applying theories on self-efficacy, motivation, empowerment, and quality training, the authors posit that existing efficacy and quality self-efficacy are crucial for quality implementation efforts to overcome organisational barriers and lead to effective teamwork and performance success.

Social implications

The authors postulate that deciding factors for organisational success originate from employees themselves as existing efficacies. Even though employees can foster quality self-efficacy through the implementation of quality improvement initiatives, existing self-efficacy, and organisation barriers will be moderating forces on eventual effectiveness of quality self-efficacy, teamwork, and organisational performance.

Originality/value

The model and related propositions, linking self- and collective efficacies to quality training, teamwork, and quality performance, offered in this paper will prove useful for organisational decision-makers in selecting quality programmes for implementation in organisation to achieve performance success.

A valid and applicable measurement method for knowledge worker productivity

Purpose

The purpose of this paper is to propose a new method for knowledge worker productivity measurement which is based on valid principles and appropriate viewpoints.

Design/methodology/approach

Based on an extensive and thorough literature review the elements that need to be taken into consideration, while designing a method for knowledge worker productivity measurement, are determined and divided into principles and viewpoints. These elements must be incorporated into the design of knowledge worker productivity measurement methods so that the correctness and accuracy of these methods can be verified. The proposed model, which is based on appropriate principles and viewpoints, determines the outputs of knowledge work with respect to the tasks that a worker’s job includes. Considering nine measures, these outputs are evaluated using fuzzy numbers and, then, quantified. The inputs of knowledge work are knowledge, skills and abilities (KSAs) required to do the job. These inputs are identified and quantified using Job Element Method. Furthermore, fuzzy Data Envelopment Analysis is employed to model the productivity.

Findings

In this paper, the proposed method for knowledge worker productivity measurement follows both appropriate principles and viewpoints, simultaneously. In order to validate the obtained results and explore the applicability of the proposed method, a case study was carried out at an Iranian organization in electric power industry. Statistical analyses are employed to prove the validity of the results. Based on the obtained results, the productivity of a knowledge worker is said to be high when he/she delivers the expected amount of job outputs considering the values of his/her inputs (KSAs).

Originality/value

The originality of this paper is twofold. First, the extracted principles and viewpoints can serve as a guideline for the development of similar methods. Second, the proposed model offers an effective and efficient tool that can serve as the basis for the comparison among relative productivity of knowledge workers. Furthermore, the obtained results could form a basis to examine the productivity trend of each knowledge worker over different periods of time.