Kepemimpinan Transformasional, Kepercayaan Dan Berbagi Pengetahuan Dalam Organisasi

Many research in knowledge sharing has focused their attention on the roles of information and technology factor. Recently, there is a consideration that human factors such as social interaction, trust and leadership play keyrole in knowledge sharing behavior. This study aimed to investigate the factors affecting employeesʹ knowledge sharing within an organization by combining transformational leadership and trust as predictor of knowledge sharing behavior. This research used survey method, and take 99 employees of PT. Bina Karya Jakarta as sample. The instruments to get data was questionnaire of Likert\u27s Scale, that consisted of leadership scale, organizational trust scale, managerial trust, co‐worker trust scale and knowledge sharing scale. The research found that transformational leadership, organizational trust, management trust and co‐worker trust together have significant effect on knowledge sharing behavior with r=0,264. The regression coefficient also shows there is only the co‐worker trust that have the most significant effect on knowledge sharing behavior. These findings need to be discussed for further research especially to gain understanding about the role transformational leadership and trust on knowledge sharing that vary, depends on the situation and condition

The semantics of untrustworthiness

We offer a formal treatment of the semantics of both complete and incomplete mistrustful or distrustful information transmissions. The semantics of such relations is analysed in view of rules that define the behaviour of a receiving agent. We justify this approach in view of human agent communications and secure system design. We further specify some properties of such relations

The semantics of untrustworthiness

We offer a formal treatment of the semantics of both complete and incomplete mistrustful or distrustful information transmissions. The semantics of such relations is analysed in view of rules that define the behaviour of a receiving agent. We justify this approach in view of human agent communications and secure system design. We further specify some properties of such relations

Kepemimpinan Transformasional, Kepercayaan dan Berbagi Pengetahuan dalam Organisasi

Many research in knowledge sharing has focused their attention on the roles of information and technology factor. Recently, there is a consideration that human factors such as social interaction, trust and leadership play keyrole in knowledge sharing behavior. This study aimed to investigate the factors affecting employeesʹ knowledge sharing within an organization by combining transformational leadership and trust as predictor of knowledge sharing behavior. This research used survey method, and take 99 employees of PT. Bina Karya Jakarta as sample. The instruments to get data was questionnaire of Likert’s Scale, that consisted of leadership scale, organizational trust scale, managerial trust, co‐worker trust scale and knowledge sharing scale. The research found that transformational leadership, organizational trust, management trust and co‐worker trust together have significant effect on knowledge sharing behavior with r=0,264. The regression coefficient also shows there is only the co‐worker trust that have the most significant effect on knowledge sharing behavior. These findings need to be discussed for further research especially to gain understanding about the role transformational leadership and trust on knowledge sharing that vary, depends on the situation and condition

Infusing Ethical Considerations in Knowledge Management Scholarship: Toward a Research Agenda

The authors of this paper believe that scholarly work on knowledge management (KM) has largely overlooked ethical considerations. As such, this paper argues for the infusion of ethical considerations into knowledge management (KM) research. Using the lens of the classical ethical theories in philosophy, this paper revisits key areas of KM—knowledge creation, storage and access, transfer, and application—and generates relevant research questions in each of these areas. The paper highlights the importance of examining ethical issues related to KM, and offers an illustrative set of ethically-informed research themes and questions that can potentially be investigated by future studies

Capturing the effect of personality on teams with agent-based modelling

Continuing advances in information and communication technology (ICT) have changed the landscape of project management. Now there are increasing occurrences of short-term projects staffed by ad hoc assemblies of temporary team members who have been quickly recruited from a candidate population. However, there is little in the way of general guidelines available concerning how to manage these volatile situations. In particular there are no established approaches for more effective assembly of ad hoc project teams with respect to the collective psychological makeup of the team members. This thesis makes a contribution in this area by providing an examination into improved ways of assembling ad hoc project teams with respect to the psychological (personality) profiles of team members in order to produce more effective project outcomes. This thesis is divided into three main sections. In the first section, we investigate how the strategies that determine the composition of teams can affect team performance. Because of the autonomous nature of team members, we employ agent-based modelling techniques that can be used to predict the assembly of teams and their ensuing performance. Our agent-based simulations in the first section of this thesis demonstrate emergent effects based on different parametrisations. In order to compare the outcomes of these models with real-world situations, a practical method of simply determining individual personality types is needed. In this regard, we have used the Myers-Briggs Type Indicator (MBTI) index to identify personalities. In the second part of the thesis, we develop a team formation model to explain how self-assembly teams tend to evolve in the area of software development. In order to develop an agent-based model intended to predict the teams’ compositions, we describe our assumptions about the factors affecting team formation. A model is developed to explain the mechanism behind team formation and the extent to which our assumptions can predict the compositions of teams. Our model has been validated against a case study known as the “Python Enhancement Proposal” (PEP), which is used by small ad-hoc software teams to enhance the Python programming language. In order to discover the personality of a PEPs developer, we make an additional contribution in this thesis: that is, developing a novel model that infers the MBTI specification of personality from the candidate team members’ writing styles. By comparing PEPs data with the results produced from our agent-based simulations, we can identify the factors that explain the mechanisms behind team formation. In this study, we identified four significant input factors that affect team composition and performance: previous performance, teammate familiarity, MBTI Feeling personality, and MBTI Perceiving personality. The third part of this thesis focuses on the relationships between the personalities of a team and the team’s group performance. We introduced a data-driven methodology that can be customised for different organisations to discover the relationship between personality and team performance. In addition, we identified the team compositions that can result in better performance. One hypothesis that was tested and confirmed in this connection is the positive effect of personality heterogeneity on the performance of software development teams. The thesis makes several methodological and practical contributions. In this thesis, not only have we developed and tested how people do form into a team, but also we investigate how people should form into a team. The models and techniques developed in this thesis can be used to guide and help managers to investigate the assembly and evolution of temporary ad-hoc work teams. Managers can apply these models in connection with conducting various “what-if” analyses by simulating the behaviour of teams under different circumstances

An Investigation into the Acquisition of Tacit Knowledge in e-Learning Environments: An Experimental Study

Given its soft nature and the fact that it’s difficult to make explicit, tacit knowledge is certainly the most critical form of knowledge to deal with. Often referred to as know-how, practical experiences and insights; tacit knowledge is known to have a significant impact on one’s quality of work and professional efficacy. A review of the literature has revealed that many studies address the questions related to the capacity of e-Learning environments to create conditions that are conducive for participants to share, acquire and retain tacit knowledge. Still, there is debate about learners’ ability to gain tacit knowledge in settings that are devoid of face-to-face contact, simply because of the lack of empirical or experimental studies on the subject. Assuming it’s even possible, there is a lack of models and practical guidelines addressing the acquisition of tacit knowledge at the individual level in online education. This study applies adult learning principles, Knowledge Management and e-Learning design best practices to posit a subject-specific e-Learning model based on Knowledge Objects and learning activities led in the spirit of Community of Practice. The model is tested in order to assess learners’ tacit knowledge and influencing factors that impact the acquisition of this knowledge. The business presentation field was chosen to meet the objectives of the research since the mere memorization of facts does not make an effective presenter. Using a control group design, learners’ tacit knowledge of the experimental group (n=231) and control group (n=212) was examined via a validated instrument (TKIBP). Twenty-three learners were closely monitored, and a panel of experts evaluated their performances at three different stages. Learners’ perceptions of the model were also examined on a number of variables like delivery effectiveness and knowledge acquisition. Results showed that a well-prepared e-Learning environment can create a strong potential to support the activities and learning processes necessary for learners to acquire tacit knowledge. The model proposed in this study is a viable approach to facilitate the acquisition of tacit knowledge in e-Learning environments; in a given field. Experience in the field, English as a first language, self-competence, perceived usefulness, self-directed learning and motivation all play a major role in learners’ capacity to acquire tacit knowledge in e-Learning environments. This study unveils evidence-based information for the better implementation of e-Learning. It also gives a conceptual framework for scholars to advance research related to tacit knowledge acquisition in online education