• The Journal of Asian Finance, Economics and Business
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• 제10권1호
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• pp.111-121
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• 2023

Given the gaps in the link between leadership, knowledge resource, and innovation capability, this study aims to examine the potential mediating role of knowledge sharing and moderating role of knowledge-centered culture in the relationship between transformational leadership and a firm's capability for innovation. This study applied the Structural Equation Modeling to try out proposal hypotheses in the research model through a questionnaire survey from a sample of 301 participators in 115 small and medium firms in the field of tourism and hotel. The findings disclosed that knowledge-sharing behaviors significantly mediate the transformational leadership-innovation relationship. It highlights the significant impact of explicit knowledge sharing in comparison with the influence of tacit knowledge sharing on innovation capability. The paper also reveals the crucial role of knowledge-centered culture in boosting the knowledge-sharing-innovation relationship. By exploring the mediating role of knowledge sharing and the moderator of knowledge-centered culture, the paper significantly brings insight into different mediating and moderating mechanisms to improve innovation capability. The paper significantly fills up the gaps and provides valuable initiatives on the mechanism of how transformational leadership and specific forms of knowledge-sharing behaviors positively affect innovation capability under the moderating role of knowledge-centered culture.

• 정보관리학회지
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• 제35권4호
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• pp.285-308
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• 2018

지식활용은 조직의 역량 제고와 직접적으로 연결하는 활동이며 새로운 가치를 다시 생산하게 하는 지식관리의 가장 핵심적 활동이라 할 수 있다. 따라서 지식활용 활동에 영향을 미치는 요인 및 환경에 대한 체계적이며 종합적인 연구는 더욱 필요하다고 본다. 본 연구의 목적은 지식관리 활동 중 마지막 단계인 지식활용에 직접적으로 영향을 미치는 정보문화와 조직문화를 파악하고자 지식활용에 영향을 미치는 정보문화 및 조직문화 요인을 규명하는 것이다. 이를 위하여 정부출연연구소, 도서관, 기업연구소에 근무하는 사서직, 연구직, 일반직 300명을 대상으로 설문조사를 수행하였고 이를 통하여 수집된 데이터는 다중회귀분석을 적용하여 정보문화의 여섯 가지 속성과 조직문화의 네 가지 유형이 지식활용의 문제대처, 지식재생산, 지식확산에 미치는 영향관계를 분석하였다. 분석결과, 정보문화(제어성, 공개성, 적극성)와 조직문화(관계지향문화, 혁신지향문화, 과업지향문화)가 지식활용의 중요한 요인으로 나타났으며, 이러한 연구결과를 토대로 조직의 지식활용에 있어서 시사점을 논의하였다.

• 지식경영연구
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• 제6권2호
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• pp.47-68
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• 2005

The Purpose of this study is to identify relationships between knowledge management performances and such Influence factors of knowledge Management as information technology, knowledge management process, culture & people, strategy & Leadership in Small and Medium-sized Enterprises. In order to test hypotheses, we collected data from 498 SME's employees, then analysed them by SPSSWIN. This results showed as follows; 1. All Influence factors of knowledge Management( information technology, knowledge management process, culture & people, strategy & Leadership) are to advance individual task effectiveness and organization effectiveness significantly. 2. Such Influence factors of knowledge Management as information technology, knowledge management process, culture & people are to improve business efficiency between the company. But strategy & leadership factor is not significant. 3. Influence factors of knowledge Management are different between knowledge performace factors such ac individual task effectiveness, organization effectiveness, and business efficiency between company.

• Asia pacific journal of information systems
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• 제20권3호
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• pp.1-32
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• 2010

The implementation of Knowledge Management Systems does not guarantee knowledge sharing within organizations because knowledge sharing cannot be mandated. Although previous investigations have attempted to identify the motivational factors that facilitate knowledge sharing, the results of these studies cannot be easily applied across organizations due to the highly context specific nature of knowledge sharing. Societal culture, as well as organizational culture, affects knowledge sharing behavior. This is why successful knowledge sharing initiatives in the United States, for example, may prove ineffective in another country with a very different culture like China. Therefore, it is clearly important to understand the effects of different societal cultures on individuals' knowledge sharing behaviors. The principal objective of this study is to deepen our understanding about the impact of national culture on an individual's knowledge sharing intention. In order to achieve this goal, field data was collected from 197 employees from a variety of companies and organizations in two countries-Sweden and China. In a collectivistic culture such as China, anticipated reciprocal relationships have been shown to directly affect individuals' attitudes toward knowledge sharing, and the organizational climate has also been shown to affect subjective norms to a significant degree. Subjective norms can influence intentions to share knowledge indirectly through attitudes. In the highly individualistic culture of Sweden, one's sense of self worth and anticipated reciprocal relationships have been shown to profoundly affect individuals' attitudes towards knowledge sharing. In both countries, anticipated extrinsic rewards have been shown to exert no detectable effects on respondents' knowledge sharing attitudes, and subjective norms and organizational climate have been determined not to affect knowledge sharing intentions directly. Rather, in both cases, knowledge sharing intentions have been shown to be directly affected by attitude.

• 한국IT서비스학회지
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• 제8권1호
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• pp.143-163
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• 2009

The study investigates the challenge of knowledge maintenance in the KMSs. Knowledge pieces are the embodiment of structures in an organization and need to be modified tuned to environmental change over time. Since the change of knowledge in the KMS is not made automatically, it requires user's active participation which is called maintenance action. This study shows that users are not voluntary in taking maintenance action with empirical data based upon knowledge pieces that are already established in the KMS. This article shows that the intention of maintaining KMS is negatively influenced by KM-related culture, organizational culture and the authority of knowledge piece rather than the organizational demography. An organizational culture has an influence directly upon the intention of maintaining knowledge but influence upon KM-related culture or the authority of knowledge piece, the influence indirectly related to the intention of maintaining knowledge. It can be argued that the organizational demography have only meager influence upon the intention of maintaining knowledge only by KM-related culture. This research has the implication that what factors are to be considered in maintaining knowledge pieces over time for the organization managers.

• 한국정보시스템학회지:정보시스템연구
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• 제19권3호
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• pp.149-179
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• 2010

This study empirically investigated the effects of both organizational culture(i.e., innovative, supportive and bureaucratic) and information technology(IT) infrastructure(i.e., knowledge storage, transfer and search IT) on the knowledge management(KM) activities(i.e., knowledge creation, sharing and application) in Korean manufacturing firms. We also partially demonstrated the impact of KM activities on the KM performance(i.e., KM satisfaction) of a firm. Through multiple regression analyses, it was found that innovative and supportive culture, and IT infrastructure have a positive impact on the activation of KM activities. The results of this study also showed that the innovative and supportive culture positively influence the adoption of IT infrastructure, and through the construction of IT, they have an indirect effect on KM activities. With a structural equation modeling technique, the causal relationships among organizational culture, IT infrastructure, knowledge management activities, and KM performance were confirmed. Hence, it is concluded that culture and IT infrastructure have direct effects on KM activities, and culture also indirectly influences KM activities through the adoption of IT infrastructure.

• 보건의료산업학회지
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• 제7권4호
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• pp.49-63
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• 2013

This study attempted to examine what effect knowledge management factors have on cooperative organizational culture regarding knowledge sharing depending on workplace types and occupations in order to seek for solution to increase efficiency and effects of knowledge management in the hospital organization. Key findings are as follows: For members of the hospital organization, the higher their recognition was in relation to 'concern and support of chief executive officer for knowledge management', and 'problem solution by specialists or superior in the organization and acquisition on the task knowledge', the more they worked as factors exerting positive effects on 'cooperative organizational culture regarding knowledge sharing'. And influence factors were different depending on workplace types and occupation.

• 한국정보시스템학회지:정보시스템연구
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• 제24권1호
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• pp.45-66
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• 2015

This study empirically investigated the relationships among organizational culture, target costing, knowledge management activities, and corporate innovations. The results of this study showed that innovative and supportive culture positively affects the adoption degrees of target costing. According to the results, it was observed that target costing as well as innovative and supportive culture have a positive impact on levels of knowledge management activities(i.e., knowledge creation, sharing, storage, and application). It was also demonstrated that organizational culture has an indirect effect on activation of knowledge management activities through target costing. Thus, to enhance knowledge management activities, target costing must be aligned with appropriate types of organizational culture. In examining the impact of knowledge management activities on the frequencies of product and process innovations, no significant effect was found. Additional analyses that compare across three groups(i.e., low level group, middle level group and high level group in knowledge management activities) and between two groups(i.e., between high level group and middle level group or between high level group and low level group) were performed. The results of comparison showed that the degrees of product and process innovations are highest in high level group, but no significant differences are found in the degrees of innovations between middle level group and low level group.

• 지식경영연구
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• 제7권2호
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• pp.69-96
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• 2006

The purpose of this study is to find success factors of knowledge management in Korean firms, confirm them empirically, and verify their relative importance in terms of company size and industry type. The major studies on the knowledge management were deliberately selected and interpretively analyzed to find the success factors of Korean firms. As a result of the analysis, five success factors(top management's will, evaluation reward, organizational culture, knowledge management system, organizational structure) have been found. The empirical researches to make certain whether the above five factors derived are actually true or not have been separately performed by using questionnaire method. Based on the data collected, it is found that all five factors are significant. The degree of relative importance among the success factors of knowledge management in Korean firms has been found as: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v)organizational structure. In company size, large firm's degree of relative importance among the success factors are: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v) organizational structure. And medium-small firm's degree of relative importance among the success factors of knowledge management in Korean firms has been found as: (i)top management's will, (ii)organizational culture, (iii) evaluation-reward, (iv)knowledge management system, (v)organizational structure. Finally, in type of industry, manufactural firm's degree of relative importance among the success factors of knowledge management in Korean firms has been found as: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v)organizational structure. And non-manufactural firm's degree of relative importance among the success factors of knowledge management in Korean firms are: (i)top management's will, (ii)organizational culture, (iii)evaluation-reward, (iv)knowledge management system, (v)organizational structure.

• 국제학술발표논문집
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• The 6th International Conference on Construction Engineering and Project Management
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• pp.454-458
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• 2015

A number of practices for sharing knowledge has been recommended in the literature. These practices, however, are considered to be applicable, universally. This assumption is challenged by this paper which empirically explores the relationship between national culture and knowledge sharing practices in the context of procuring educational buildings in Saudi Arabia. The paper reports on a research study with the aim to identify whether national culture dimensions could be significant variables that impact upon staff preferences in relation to project knowledge sharing practices. The paper critically reviews the literature to identify appropriate measures for knowledge sharing practices. It explores the means by which public sectors professional exchange project knowledge; evaluates policies and level of technical support needed to facilitate knowledge sharing, then proceeds to how employees perceive the benefits they will gain by practicing project knowledge sharing, and their role in this process. The paper tests the relationships among the research constructs based on data collected from 115 project managers responsible for the procurement of educational buildings in Saudi Arabia. The paper provides empirical evidence that the national culture has a significant influence on staff preferences. In light of the research findings the paper concludes with practical recommendations for project knowledge sharing practices that are in line with staff preferences and their cultural orientation. The recommendations should facilitate a more effective application of knowledge sharing practices.