Human Resource Management (HRM) Practices and Knowledge Sharing (KS): A Case of Orange Telecommunication Company in Jordan

Previous studies have documented the impact of HRM practices on knowledge management. Also, it has been found that HRM practices play a significant role in knowledge management However, it is argued in this thesis that very limited number of studies have been conducted on the relationship between HRM practices and knowledge management especially in knowledge sharing in the perspective of developing countries in general, so this study aimed at investigating whether HRM practice have a positive impact on knowledge sharing in one of telecommunication company called Orange located in Jordan. To this end, 86 respondents working in orange telecommunication company located in Jordan were selected to participate in the study. Knowledge sharing was measured by the 7-item developed by Hsu (2008). HRM practices was measured by the 19-items This instrument have 7 items to measure training & development, 7 items to measure performance appraisal and 5 items to measure the compensation. The instrument for HRM practices was measured by using the 5-item questionnaire developed by (Singh, 2004 & Qureshi M Tahir, 2006). The findings revealed that HRM practices were statistically and significantly related to overall knowledge management. Training & development was found to be the best predictor of knowledge sharing. The limitations of this study and the recommendations for future research are also discussed

Pengaruh Knowledge Sharing Dan Budaya Organisasi Terhadap Kinerja Karyawan Dengan Human Capital Sebagai Variabel Pemediasi (Studi Empiris Pada Kantor Kementrian Agama Kabupaten Semarang)

The study aims to analyze the influence of knowledge sharing and culture organization on the employees performance with human capital as a mediator (An empirical study of the ministry of religious affairs semarang regency). The sample in this study numbered 175 employees in the semarang district's ministry of religious services used a questionnaire for data collection. The sampling technique used a non-probability sampling method. The data analysis technique used SEM PLS analysis. The results of this study showed: 1) knowledge sharing has a positive and significant impact on human capital. 2) culture organization has a positive and significant impact on human capital. 3) knowledge sharing has no effect on employee performance. 4) culture organization has a positive and significant impact on employee performance. 5) human capital has a positive and significant impact on employee performance. 6) human capital plays a full mediation role in mediating the effect of knowledge sharing on employee performance. 7) human capital plays a partial mediation in mediating the influence of culture organization on employee performanc

Incentive-Restricted Mechanism to Department Manager in the Process of Knowledge Transfer in the Guarantee Enterprise Under Condition of Asymmetric Information

Guarantee industry is recognized as the high-risk industry in the world, and business risks and personnel risks are two main risks that guarantee enterprises face. Nowadays, guarantee enterprises in China, have great requirements for high quality and ability of the business personnel, but the labor market cannot supply enough talented guarantee people, and this phenomenon highlights the importance and urgency for the guarantee enterprises to provide business personnel training programs. This paper uses the principal-agent theory to explain the incentive-restricted mechanism of preventing department managers’ moral hazard under the real condition of information asymmetry, and verify the validity of theory model of mathematical analysis through an empirical research

KNOWLEDGE SHARING IN ORGANIZATION: MODELLING THE BARRIERS

Knowledge sharing means the exchange of knowledge and share of experience among different organizational units. Knowledge sharing is about stimulating the exchange of experiences, ideas, and thoughts between people. The barriers which resist in the KS are known as knowledge Sharing Barriers (KSBs). The main aim of this paper is to understand mutual influence of KSBs using interpretive structural modeling (ISM) and to identify driving KSBs (KSBs that support other KSBs) and dependent KSBs (KSBs that are most influenced by others KSBs). It has been observed that KSBs ‘Lack of top management support and KM is not well understood’ has high driving power and low dependency

The Mediating Role of Knowledge Sharing on Information Technology and Innovation

This study aims to investigate the relationship between information technology, knowledge sharing, and a firm’s innovation. Knowledge sharing as a mediating effect is also simultaneously investigated with regard to the relationship between information technology and a firm’s innovation. In this research, the quantitative method was mainly employed. The data was collected with a survey. A total of 224 respondents from herbal manufacturing companies were included in the research. The results presented in this paper demonstrate that knowledge sharing and information technology can critically influence the organization’s innovation and can play a vital role as a significant success factor in this process

Which Employees are Most Motivated to Share Knowledge – the Role of Age-Based Differentiation in Knowledge-Sharing Motivation

Received 22 August 2018. Accepted 3 December 2018. Published online 1 April 2019.The problem of age diversity in the workplace is becoming increasingly important, especially because of the ageing workforce. Knowledgesharing should therefore be encouraged among employees of different ages. The topic of this research is the role of age-based differentiation or intergenerational differentiation in motivation to share knowledge. Participating in this study were 202 employees of six Slovenian companies. The participants filled out the Knowledgesharing Motivation Measure, translated into Slovenian for the purposes of this study, and The Intergenerational Differentiation in the Workplace Measure. Our objective was to find out how three different age groups differ in the subjective perceptions of knowledgesharing motivation and how the perception of intergenerational differentiation is correlated with knowledge sharing motivation. The results show that the youngest age group of employees feels the most discriminated against due to their age, but is also the most motivated to share knowledge when compared to the other two age groups. The correlation between the two measured constructs is not significant. The main findings are that it is important to acknowledge the younger age group of employees, since it seems to be the most vulnerable to intergenerational differentiation. Also, it is important to encourage older workers to share their valuable knowledge

The factors affecting knowledge sharing behaviour within a case study Taiwanese small business

Organisations need to create, retrieve and distribute new knowledge within their companies before applying it to gain, or maintain competitive business.Additionally, recent research has identified a variety of factors that lead to effective knowledge sharing, such as motivation and culture. Moreover, there is few established body of literature that has identified discernible difference between China and Taiwan.Nearly all of the knowledge management literature is in respect of the cross cultural aspect of modern international business, largely in interactive networking, knowledge acquisition and sharing (Holden, 2002).However, SMEs are recognised to be a distinct industry sector with some characteristic elements of culture that will impact upon knowledge sharing with regard to the stages of creation, transfer, sharing, integration and translation into practice.Factors, including elements relating to cultural perspectives, were discussed arising from the case study of a small Taiwanese company. The research methodology was based on qualitative research and a case study. Given the objectives of the research, indepth interviews would be necessary to supplement the research.Using constructivist grounded theory this research examined how humans construct reality.It concludes that the organisational context and culture are significant factors that help employees to carry out their tasks.Additionally, the Taiwanese organisational context and how it impacts on interactions between employees and with management, was another important factor

Enterprise Social Media Impact on Human Resource Practices

Purpose: The purpose of this paper is to investigate how individual attitudes towards using enterprise social media (ESM) impacts trust, explicit and tacit knowledge sharing as well as work performance in emerging economies. Design/methodology/approach: The authors use data from a survey of 293 employed individuals in Lagos, Nigeria that work at organizations that have ESM systems. Findings: The authors find enterprise social media usage are significantly associated with trust. However, ESM use does not impact explicit or tactic knowledge transfer. Practical implications: The paper provides empirical evidence that individuals who perceive high levels of performance expectancy will engage in ESM usage which in turn increases trust amongst colleagues. Human resource managers can argue that by adopting ESM, they can facilitate improved trust and collaboration through online engagement amongst employees. This is important for multinational organizations wanting to expand into emerging economies where the organization and local workforce need to foster trust in knowledge sharing. Originality/value: There has been little evidence regarding HRM use of ESM in emerging economies. By understanding individual attitudes towards ESM and how the use impacts knowledge sharing, the academic discussions concerning use of technology to enhance knowledge sharing can continue to evolve

Constructing theory with big result now (BRN): Contribution of Tanzania to the theory of knowledge sharing behaviour

Purpose- This paper intends to discourse development of theory in the Tanzania context, based on potentiality of advancing of knowledge sharing theory globally.The aim of this paper is to develop a theoretical framework which essential for studying knowledge sharing behaviour which is critical significant for the organizational changes and national reforms as well for sustaining in tremendous competition.Moreover, the study established the needs to undergo investigation in order to illustrate the degree of performance of theory in the context of Tanzania, which will depict comparison with developed countries.Methodology- This paper reviewed the theory of planned behaviour and it portrayed TPB as underpinned theory for revising knowledge sharing in the context of Tanzania.Findings- The study revealed propositions which are fundamental in developing theory of planned behaviour for studying knowledge sharing in Tanzania context.Limitations of the study- this paper offers suggestions for proposition testing and direction for further studies in knowledge sharing behaviour.Implication of the study- the paper provides development of theory and practically, the research might provide insight for improving knowledge sharing practices in order to realise organizational development and national reforms(BRN) in the context of Tanzania.Value- This paper relies on theoretical approaches, particularly on advancement of theory of planned of behaviour under addition of the collectivist culture and interpersonal relation towards knowledge sharing behaviour in Tanzania