Critical factors for knowledge sharing in technology-intensive organizations: evidence from UAE service sector

Decision making in human resource management: a systematic review of the applications of analytic hierarchy process

The Analytic Hierarchy Process (AHP), Fuzzy Analytic Hierarchy Process (FAHP), and Analytic Network Process (ANP) methods are widely used for decision-making across various fields, and have shown success in numerous applications within human resource management (HRM). The purpose of this study is to present a systematic literature review on the applications of AHP, FAHP, and ANP in human resource management. The search process encompassed two main online databases, Scopus and Web of Science. This research covers a total of 180 application papers. To help readers extract quick and meaningful information, references are summarized in tabular format. The results showed that these methods have been applied in various domains of HRM such as performance management and appraisal, selecting human resources, talent attraction and retention, intellectual capital, workplace safety, reward management, e-HRM, green HRM, etc. To the best of our knowledge, no comprehensive research review has yet been conducted on the applications of AHP in HRM.

Factors Influencing Tacit Knowledge Sharing in Research Groups in Higher Education Institutions

Higher education institutions (HEIs) create, disseminate, and share knowledge through relationships involving people, processes, and technologies. Tacit knowledge is difficult to formalize and depends on social context. Its sharing is influenced by individual, organizational, and structural factors, and the knowledge management strategy. The literature suggests that this topic is quite relevant and that there is an evident lack of empirical studies investigating the tacit knowledge sharing in higher education institutions (HEIs). In this context, the main objective of this article is to identify the factors that influence the sharing of tacit knowledge in research groups in higher education institutions (HEIs). Data were collected at a Brazilian public higher education institution with a questionnaire applied to research faculty members. The sample was composed of 255 respondents. The data collected enabled the analysis of a structural equation model. The results reveal that individual, organizational structure, and knowledge management strategy factors are determinants for sharing tacit knowledge in the institution’s research groups.

Examining Voluntary Engagement Barriers in Knowledge Sharing Practices for Supply Chain Innovation

Voluntary engagement (VE) creates a sense of coordination and harmonization to share knowledge. The eminence of knowledge sharing (KS) for supply chain (SC) innovation is undeniable to initiate development in products, services, and operations. However, KS process is undergoing challenges in sustaining KS engagement by SC partners. Hence, recent researchers call for the need to address this gap in the literature to assess VE barriers. This paper studies the causal relationship of VE barriers on two MNCs, i.e., Toyota and Suzuki, via the fuzzy DEMATEL approach. The case examination findings indicate culture's alignment as the prime cause of VE and leadership commitment has stronger interdependence. The core problems which need elimination are fear of losing the job, prominence and opportunistic behavior. The study concludes that companies need to instigate the natural attributes of employees’ VE by setting-up earnest guidelines to practice free information and knowledge flow.

Knowledge Sharing and the Improvement of Service Delivery in an Academic Library

Knowledge can play an important role in ascertaining an organization’s competitive edge if the knowledge of employees is nurtured and utilized as an asset with a potential to improve service delivery. The study focused on knowledge sharing at the Thomas Mofolo Library in Lesotho to determine if knowledge sharing was being used to improve service delivery at the Library. A case study design that triangulated interviews and questionnaires was used in this study. Quantitative data was processed using software packages. Data from the interviews was analyzed through content analysis based on the objectives of the study. This study established that staff recognized the need to share knowledge. However, knowledge sharing occurred on an ad hoc basis. There was a limited use of technology-based and human-based mechanisms of sharing knowledge. The study suggests practical knowledge-sharing practices that may contribute to improved service delivery in a library setup. As a case study, study may also contribute to the development of theory about the phenomenon.

Knowledge sharing and self-efficacy in an EFL context: the mediating effect of creativity

Purpose

As demonstrated in the literature, teachers’ knowledge sharing, self-efficacy and creativity display certain levels of cause-and-effect and correlational connections from different perspectives. Nonetheless, few studies, if any, have been reported on the interplay of these three concepts in the context of the language classroom. As such, this study aims to test a structural model of English as a foreign language (EFL) teachers’ knowledge sharing, self-efficacy and creativity and specifically to examine the hypothesis that creativity mediates the relationship between EFL teachers’ knowledge sharing and self-efficacy.

Design/methodology/approach

The participants were 384 EFL teachers from different language institutes across Iran. The EFL teachers were selected based on random stratified sampling method. To verify the research hypotheses, a quantitative correlational design was used in the present study. The quantitative data was collected using three questionnaires, and then descriptive and inferential statistics were used to analyze the data. Therefore, we used the EFL teachers’ creativity questionnaire developed by Khany and Boghayeri (2014), knowledge sharing behavior scale by Ramayah et al. (2014) and teachers’ self-efficacy questionnaire by Tschannen-Moran and Hoy (2001). To analyze the data, Pearson correlation and multiple regression were run.

Findings

The findings revealed the hypothesized model of relationships among the study variables. The results also confirmed the mediator role of creativity. The implications of the findings in relation to creativity, knowledge sharing and self-efficacy are discussed.

Originality/value

The bulk of research on teacher self-efficacy has concentrated fairly adequately on its relationship with factors such as teachers’ reflective practice, critical thinking, emotional intelligence, personality and student achievement. What seems to be rather missing in this line of research has to do with the exploration of the possible links among knowledge sharing, self-efficacy and creativity as interacting variables, especially in the context of Iran where teachers’ knowledge sharing is lower than expected. More importantly, no previous investigation has tapped into the mediating effect of creativity on the connection between English teachers’ knowledge sharing and self-efficacy.

Drivers and outcomes of green information technology adoption in service organizations: an evidence from emerging economy context

Purpose

This paper aims to examine the technology-organization-environment (TOE) predictors of green information technology adoption in an emerging economy, namely, the United Arab Emirates (UAE) and their impact on work performance among UAE organizations.

Design/methodology/approach

A paper-based survey was carried out by engaging employees in different organizations in the UAE. The “partial least squares” (PLS) method was used to test and analyze the measurement and the structural research models.

Findings

The analysis shows support to all the hypotheses, with the exception of the influence of competitive force.

Originality/value

The results can be valuable for practitioners and decision-makers in the emerging economy context as the results will help them validate their adoption decisions and effectively contribute to sustainability strategies.

The impacts of high-commitment HRM practices on exploitative and exploratory innovation: the mediating role of knowledge sharing

Purpose

The purpose of this paper is to investigate the mediating roles of knowledge sharing behaviors (knowledge collecting and donating) in linking the relationship between high-commitment human resource management (HRM)practices and specific aspects of innovation capability, namely, exploitative and exploratory innovation.

Design/methodology/approach

The paper is based on quantitative approach and structural equation modeling to examine the correlation among the latent constructs based on the survey data collected from 281 participants in 95 Chinese firms.

Findings

The findings of this study support the mediating role of knowledge sharing (KS) behaviors in the relationship between HRM practices and aspects of innovation capability. It highlights the important role of knowledge donating and indicates that the effect of knowledge donating is more significant than that of knowledge collecting on exploitative and exploratory innovation.

Research limitations/implications

Future research should investigate the impact of high-commitment HRM practices on innovation capability under the moderating effects of organizational variables to bring better understanding on the relationship among them.

Originality/value

The paper significantly contributes to increasing knowledge and insights on the correlation between high-commitment HRM practices and specific forms of innovation. The understanding on mediating role of KS contribute to advancing the body of knowledge of HRM and innovation theory.

Does size matter? The effects of public sector organizational size’ on knowledge management processes and operational efficiency

Purpose

Firm size is an important contingency variable in macro-organizational studies. Several questions arise in relation to knowledge management and organizational size that is critical to both public and private organizations. Unfortunately, despite its significance, all or most of the studies that examined the effects of organizational size’ on knowledge management have been in the private sector. This paper aims to empirically study the effects of organizational size on the key knowledge management processes and subsequent operational efficiency derived from its implementation in the public sector.

Design/methodology/approach

A structured country-wide survey of United Arab Emirates public sector organizations was conducted. The 383 completed responses obtained were then analysed to assess the hypothesized differences in the implementation of knowledge management processes (knowledge acquisition, knowledge creation, knowledge capture, knowledge storage and retrieval, knowledge sharing, knowledge utilization) and its impact on the operational efficiency across small and medium, large and very large public sector organizations.

Findings

The results revealed that the extent of implementation of all six knowledge management processes and operational efficiency followed an inverted “V” pattern, in which, both knowledge management processes and operational efficiency was found to increase while transitioning from small and medium entities to large entities, but was found to decrease while transitioning from large to very large entities. In terms of relationships, while all knowledge management processes had a significant positive impact on the operational efficiency of the public sector, the ability to derive operational efficiency from knowledge management processes was found to be the highest for very large public sector organizations.

Practical implications

The novel findings are useful for practitioners and policymakers, especially those overseeing a country’s knowledge management initiatives to devise strategies, policies and support mechanisms to ensure public sector organizations, regardless of their size, can implement efficient and effective knowledge management processes to improve their operational efficiency.

Originality/value

The study is arguably the first comprehensive attempt to understand the impact of organizational size on knowledge management in the public sector.

Mediating Role of Knowledge Management in the Relationship between Organizational Learning and Sustainable Organizational Performance

Organizations operating in the intensive knowledge-based sector seek efficient management approaches and sustainable development practices to perform efficiently in the dynamic business environment. Knowledge management practice and organizational learning are significant factors in order to achieve sustainable organizational performance in a rapidly changing business environment. Based on the scientific literature analysis, there is still a lack of evidence related to the mediating role of the whole knowledge management cycle, including the five knowledge management processes (knowledge acquisition, creation, storage, sharing, and application) in the relationship between organizational learning and sustainable organizational performance for organizations operating in intensive knowledge-based sectors. This study aimed to examine the impact of the whole knowledge management cycle on the relationship between organizational learning and sustainable organizational performance in intensive knowledge-based sectors, specifically the audit and consulting companies in the Middle East region. Systematic scientific literature analysis, expert evaluation (structured questionnaire), and structural equation modeling (SEM) technique were used to develop and verify the research model. Data was collected through a structured questionnaire distributed among auditing experts working in a knowledge-based sector—audit and consulting companies in the Middle East region. The research results supported the hypotheses stating that organizational learning positively affects knowledge acquisition, storage, sharing, application processes, and sustainable organizational performance. However, the results verified that organizational learning has an insignificant impact on the Middle Eastern audit and consulting companies’ knowledge creation process.

Achieving structured knowledge management with a novel online group decision support system

Knowledge management (KM) is a complicated process that involves socialization, externalization, combination, and internalization and requires close collaboration among the people involved. Although Nonaka proposed the SECI (Socialization, Externalization, Combination, Internalization) model and the concept of Ba, which provides a process-oriented view of knowledge creation and transfer, practicing it is rather ad hoc. COVID-19 has provided a chance for practitioners to find a new method for KM. In this study, we adapted a group problem-solving system called TeamSpirit and structured it as a Ba for the SECI model. We then compared TeamSpirit with two other implementations of Ba, email and face-to-face communication, to evaluate their effects on knowledge externalization, knowledge combination, and knowledge internalization. Then, we evaluated whether these knowledge-conversion processes could improve knowledge acquisition and intention to share knowledge. A 3 × 2 mixed factorial design experiment was conducted. The results show that (a) TeamSpirit was better than the others, and face-to-face was better than email for each of the three knowledge conversion processes (externalization, combination, and internalization) and (b) the better the team’s knowledge conversion process lead, the stronger its knowledge acquisition and knowledge-sharing intention.

Impact of information technologies and social networks on knowledge management processes in Middle Eastern audit and consulting companies

Purpose

The purpose of this study is to examine the impact of information technologies and technology-enabled social networks on the efficiency of knowledge management processes in the Middle Eastern audit and consulting companies.

Design/methodology/approach

Scientific literature analysis, structural equation modeling and expert evaluation (structured questionnaire) were used to develop the research model, collect data from the audit and consulting companies’ experts and test the research hypotheses.

Findings

The empirical results of this research supported the hypotheses stating that information technologies and social networks positively affect the knowledge management cycle, including five processes (acquisition, creation, storage, sharing and application) within the Middle Eastern audit and consulting companies.

Research limitations/implications

The research results were generated from the Middle Eastern audit and consulting companies, which form a limitation concerning the geographical area and the business sector.

Practical implications

From the results of this study, audit and consulting companies, as well as organizations and society broadly, would benefit via the positive effect of information technologies and technology-enabled social networks on the whole knowledge management cycle, which has a further impact on organizational performance. These practical implications are related to a more open, sharing culture that drives organizational performance to the members and stakeholders of organizations, which, in turn, benefits society.

Originality/value

This research analyzes information technologies and technology-enabled social networks’ impact on knowledge management processes, particularly in the context of the Middle Eastern audit and consulting companies. While the phenomena have received some attention in the prior scientific research, the studied context so far remained under-researched, where a gap is found in studying the knowledge management cycle as a whole.

Prioritization of important factors towards the status of industry 4.0 implementation utilizing AHP and ANP techniques

Purpose

The purpose of the paper is to visualize the priorities of important factors towards the status of Industry 4.0 implementation in Indian manufacturing industries by utilizing the analytic hierarchy process (AHP) and analytic network process (ANP) techniques.

Design/methodology/approach

Based on a review of relevant literature, the authors recognized four criteria and 16 critical factors that have been validated by academic and industry experts. AHP and ANP models are then developed to evaluate the requirements and essential elements of the Industry 4.0 implementation. The outcomes were validated with the aid of sensitivity analysis.

Findings

The above models offer the industry a clear and straightforward way to understand the critical factors in the status of Industry 4.0 implementation. The two techniques have emerged to be influential in deciding the status of Industry 4.0 implementation. The two methods yielded almost identical outcomes. Both methods take into account the industry's specific needs based on their available capacity.

Practical implications

Decision-makers and specialists will use the strategies discussed in this paper to effectively include the implementation status of Industry 4.0 in their industries, based on their ability to make arrangements for proper implementation of Industry 4.0 and to concentrate on top priority factors when implementing Industry 4.0 at their workplace.

Originality/value

The contribution of this research is that it is the first to be carried out with a view to both AHP and ANP to analyze important factors regarding the implementation status of Industry 4.0 and authentication through sensitivity analysis methods; this is a recent initiative in Industry 4.0.

Does servant leadership affect work role performance via knowledge sharing and psychological empowerment?

Purpose

This paper aims to examine how servant leaders play an essential role in employee work role performance by assessing the mediating role of knowledge sharing and psychological empowerment.

Design/methodology/approach

Data was collected from a sample of 583 employees working in a public sector organization in India. Structural equation modeling has been used to test the proposed model.

Findings

The results contribute to new knowledge that servant leadership has a positive link to work role performance. Findings demonstrate that this relationship was partially mediated by knowledge sharing and psychological empowerment. Knowledge sharing has a positive and significant effect on psychological empowerment. Theoretical and practical implications are provided.

Originality/value

By identifying servant leadership as a determinant of knowledge-sharing behavior and psychological empowerment, this paper significantly supplements current research on the process through which leadership influences individual behavior and motivation toward work performance.

THE MEDIATING ROLE OF PSYCHOLOGICAL EMPOWERMENT IN THE RELATIONSHIP BETWEEN KNOWLEDGE SHARING AND INNOVATIVE WORK BEHAVIOUR

Knowledge sharing (KS) is often considered central to encouraging innovative work behaviour (IWB). We concentrate specifically on the relationship between KS and IWB through the mediating role of psychological empowerment (PE). A stratified sampling method was employed for three organisations operating in the services sector. We obtained 340 completed survey returns from employees. Based on a framework informed by social exchange theory (SET), structural equation modeling (SEM) was implemented to examine the research model and the mediation effect. The main finding is a significant positive relationship between KS and PE from one side and PE and IWB from the other. In addition, there is a significant relationship between KS and IWB. It is concluded that PE partially mediates the relationship between KS and IWB. We recommend that researchers and practitioners further investigate the contribution of KS to promoting PE and IWB that enhance organisational performance.

An integrated understanding of academics knowledge sharing behaviour

Purpose

The purpose of this study is to examine the underlying functions of sense of spirituality (SS), emotional intelligence (EI) and perceived work environment (PWE) towards knowledge sharing behaviour (KSB) among the academic staff of higher learning institutions (HLIs) through a comparative investigation. This study extends the investigation by examining the relationship between SS and KSB through the mediating role of EI. The moderating role of PWE between SS and KSB was also tested.

Design/methodology/approach

The sample comprised 300 responses from 150 Bangladeshi and 150 Malaysian academic staff of public and private HLIs. Convenient sampling tools were used. Structural equation modelling (SEM) was used to analyse the proposed model and hypotheses. The study explains the differences and similarities in KSB practices concerning SS, EI and PWE of the academic staff from the two countries’ HLIs.

Findings

The results support the direct positive effects of SS on KSB. The two data sets also support the indirect effects of SS on KSB through the mediation of EI. However, the results indicate that SS only promoted KSB among individuals with high levels of PWE in their respective institutions. For individuals with low levels of PWE, SS did not affect KSB.

Practical implications

The management of HLIs should engage their experiences and those of newly hired academic staff in the KSB process. However, in facilitating KSB culture among the academic staff, HLIs need to foster the staff’s SS, which ultimately improvises the EI to strongly influence KSB. The management of HLIs understands that SS may be inefficient in promoting KSB among employees with low PWE. Authorities of HLIs need to facilitate a quality work environment to enhance the association between SS and KSB.

Originality/value

This study is one of the initial attempts to investigate KSB by considering SS, EI and PWE in the context of Bangladesh and Malaysia HLIs. The findings of the study can serve as inputs to HLIs in developing best practices across KSB dimensions and improving academic staff performance.

Explicating the influence of shared goals and hope on knowledge sharing and knowledge creation in an emerging economic context

Purpose

The purpose of this study is to empirically investigate the influence of shared goals and hope on knowledge sharing and knowledge creation in organizations. Furthermore, it examines the mediating role of hope in the relationship between shared goals and knowledge sharing and between shared goals and knowledge creation.

Design/methodology/approach

This study has used quantitative research methodology wherein the data have been collected from 221 employees of information technology (IT) companies in India using survey questionnaire. Structural equation modelling has been applied to test the hypotheses of the study.

Findings

The findings of the study reveal that shared goals and hope positively influence knowledge sharing and knowledge creation. Shared goals also affects hope positively. Further, hope acts as a mediator between shared goals and knowledge sharing and between shared goals and knowledge creation.

Research limitations/implications

This study is a cross-sectional study conducted in IT companies in India. It can be supplemented by future studies through qualitative approaches and longitudinal data collection.

Practical implications

The study makes a significant contribution to literature by considering shared goals and hope as antecedents of knowledge sharing and knowledge creation. It provides directions to managers to focus on various interventions to strengthen shared goals and hope amongst employees to motivate them to share and create knowledge that can help the organization to get sustainable competitive advantage.

Originality/value

To the best of authors’ knowledge, this study is an early study conducted to examine the influence of shared goals and hope on knowledge sharing and knowledge creation. Further, hardly any study has examined the mediating role of hope in the relationship between shared goals and knowledge sharing and between shared goals and knowledge creation.

Linking universal network quality perception and change readiness

Purpose

This paper aims to examine empirically, within the context of the public sector, in what way the overall quality perception of an individual’s network relationships at work affect the psychological condition known as change readiness. Moreover, the research examines whether tacit knowledge and organizational climate can have indirect effects on the relationship between universal network quality perception and change readiness.

Design/methodology/approach

The data were collected through a self-reported survey from 105 individuals employed on a full-time basis by the government sector in Abu Dhabi, UAE. Using regression and mediation analysis, three hypotheses are tested relating to the direct effect of universal network quality perception and change readiness, accompanied by the indirect effects of tacit knowledge and organizational climate on the preceding relationship.

Findings

The results emanated from statistical analysis show that universal network quality perception has a positive association with change readiness, and tacit knowledge and organizational climate mediate significantly the relationship between the universal network quality perception and change readiness.

Research limitations/implications

Considering the nature of the study, conclusions with regard to causality might not be that strong as the findings relevant to the dependent variable represented by change readiness are not based on longitudinal research and the sample comprises only local people with similar cultural background. Therefore, study conclusions may not be suitable for generalization.

Practical implications

The mediating effects highlight the consideration of tacit knowledge and organizational climate as influential organizational mechanisms within the framework of a proactive change management practice due to their positive impact on the psychological uncertainty and lack of job content competencies that a change initiative might cause to employees and their behavioral reactions.

Originality/value

The paper reveals the role of universal network quality perception as a conduit of positive social influence on change readiness. This role becomes significantly elastic when tacit knowledge and organizational climate become notable links of relationship quality because of their ability to trigger favorable psychosocial behavioral patterns toward organizational change. Furthermore, this study expands the literature on organizational change readiness factors in the UAE, for which few studies currently exist.

Knowledge management critical success factors and project management performance outcomes in major construction organisations in Sri Lanka

Purpose

The purpose of this study is to investigate the influence of knowledge management critical success factors (KM CSFs) on project management performance outcomes in major construction organisations in Sri Lanka. As a result, the significant KM CSFs are prioritised to support KM implementation.

Design/methodology/approach

This study is cross-sectional in nature, adopting the quantitative method of analysis. The research model includes nine KM CSFs (culture, leadership, organisational structure, IT support, T-shaped skills, training, teamwork, performance measurement and benchmarking) and nine items measuring project management performance outcomes. Data were collected from senior, middle and technical staff involved in projects by means of a self-administered survey questionnaire mailed to them.

Findings

The Pearson’s correlation coefficient suggests that all of the KM CSFs are adequately correlated except for organisational structure, which has a poor correlation with IT support, T-shaped skills, teamwork and benchmarking. The results of multiple linear regression show that four KM CSFs (T-shaped skills, teamwork, benchmarking and transformational leadership) are significantly and positively related to project management performance outcomes. The remaining five KM CSFs are not significant. The multiple-criteria decision-making analysis reveals that benchmarking, transformational leadership, teamwork and T-shaped skills are the main priority for the construction organisations to consider in implementing KM.

Research limitations/implications

Future studies should consider construction organisations of multiple sizes and include factors beyond organisational control, KM processes and the effects of demographic variables. Longitudinal studies are also imperative to determine the performance impact brought about by KM implementation over a period of time.

Practical/implications

Benchmarking, transformational leadership, teamwork and T-shaped skills should serve as the initial focus to support KM implementation to achieve the desired project management performance outcomes. It is only after these KM CSFs are in place that the construction organisations can concentrate on other factors.

Originality/value

This study contributes to a better understanding of the relationships between the KM CSFs and project management performance outcomes in the construction industry in Sri Lanka, which is still at its infancy stage of KM implementation. Prioritisation of the significant KM CSFs in supporting effective KM implementation in the construction organisations further enhances the value of this study.