• Knowledge Management Research
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• v.1 no.1
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• pp.1-18
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• 2000

Knowledge management has recently emerged as an appealing subject in management literature. Although its history is short, it can benefit greatly from the long history of other related disciplines in building its theories. Innovation, organizational learning, knowledge creation, organizational capability building, technology transfer and network, information technology, organizational behavior, and intellectual capital are the disciplines that have accumulated theories related to knowledge management. This paper first presents a conceptual framework that integrates three dimensions: the characteristics of knowledge (tacit and explicit), knowledge process (acquisition, creation, diffusion, storing, measurement, and application of knowledge), and the unit of analysis (individual, organization, sector, and nation). The conceptual framework produces a number of cells that need to be filled by new theories in order to understand knowledge management better. It then reviews existing theories available in the related disciplines that may be used as building blocks in constructing new theories for these cells. Finally, based on the theories available in other disciplines, the paper suggests a set of future research directions for knowledge management at the level of individual, organization, sector, and nation.

• Knowledge Management Research
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• v.10 no.3
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• pp.51-80
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• 2009

The purpose of this study is to empirically analyze the impact that occurs when Korean organizations make practical use of various information technology tools and systems in the knowledge management process, such as sharing, learning and creating knowledge. Such a process is usually made through online and offline knowledge management activities. This paper also verifies how the externalization of tacit knowledge, and the internalization of explicit knowledge via the Internet and offline socialization activities have altered the mechanisms of knowledge transfers inside organizations. For the research, a survey was conducted on the satisfaction and usability levels of information technology, and the impact of IT usage on the results of knowledge management activities and knowledge transfers. 622 Korean organizations were surveyed, including major listed firms and public organizations. The results were examined as an online/offline integration process using SECI's Model proposed by Nonaka (1994, 1995). The analysis shows that information technology satisfaction and the usage of information technology help accelerate the pace of the knowledge flow and amplify the volume of the knowledge transfer by boosting the externalization and internalization processes-also known as knowledge management activities. However. there is no distinct correlation between information technology and socialization, an offline knowledge transferal activity. In particular, the quality of knowledge-an end result of knowledge transfer-does not improve merely by the externalization of online knowledge and instead requires the internalization of knowledge processes. Above all, the research reveals that offline socialization processes vastly contribute to the improvement of knowledge quality. This paper suggests that in order to ensure a transfer of quality knowledge, an organization or a company should focus on the use of information technology rather than the satisfaction level of information technology, and that knowledge transfers via the Internet has limitations in creating high quality of knowledge. For an organization to ensure the transfer of high-quality knowledge, the organization should not entirely hinge the transfer of knowledge online, as it is essential to have an offline method-a form of socialization such as a 'community of practice.'

• Journal of Information Technology Applications and Management
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• v.18 no.1
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• pp.101-123
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• 2011

Considering how an organization is timely competitive for survival in the rapidly changing environment of today, it is more important to get new information and knowledge continuously by teams. However team system provides organization with opportunities and, at the same time, is provoked into conflict by the diversity of team members. This study examines the effect of team diversity on knowledge creation and investigates the influence of absorptive capacity and conflict as mediators. The sample population consisted of officials who work in teams at two business corporations that have successfully achieved knowledge creation. The result presents team diversity serves as an effective factor for absorptive capacity and absorptive capacity also serves as an effective factor for knowledge creation. In contrast, team diversity brings team members into conflict and conflict has a negative effect on knowledge creation. Another significant finding of this research is the fact that a positive effect of absorptive capacity on knowledge creation is greater than a negative effect of conflict on it. It clearly demonstrates that team diversity can be an important determinant of knowledge creation if an organization tries to reduce team member's conflict.

• Knowledge Management Research
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• v.4 no.1
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• pp.35-54
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• 2003

Most of the existing studies on intellectual capital have focused on categorizing and measuring intellectual capital. In this study, the components of intellectual capital have been termed individual capital, organization capital, and relation capital, and the relations among these components as well their effects on other components have been examined. Thus, the indices of intellectual capital have been measured, hypotheses formed, and data collected from 62 knowledge-based companies. The results confirm some of the hypotheses. In all the companies that replied, individual capital was positively related to organization capital and organization capital was positively related to relation capital. The hypothesis that relation capital is positively related to performance, therefore, could be accepted. In the knowledge-based companies, the results were similar to the previous ones, but individual capital was not related to relation capital.

• Korean System Dynamics Review
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• v.11 no.1
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• pp.103-131
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• 2010

This paper aims to investigate a dynamic mechanism underlying the process of knowledge creation and growth with a focus on the 'knowledge-friendly culture' conceptually coined by Davenport and Prusak in 2000. To achieve this objective, key attributes of knowledge are first identified by exploring the generic characteristics and information and interpreting the definitions of knowledge, from which four modes of knowledge growth (Socialization, Externalization, Combination, Internalization) are delineated into a dynamic SECI model by identifying cultural attributes underlying each mode and modeling their casual relationships based on the systems thinking. Further, a series of sensitivity analysis through computer simulation were made to find how 'knowledge-friendly' cultural factors affect the knowledge growth. It is found that individual knowledge is most influenced by organization's cohesion whereas organizational knowledge is most affected by the openness of organization.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.31 no.2
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• pp.1-10
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• 2008

In the knowledge-based society which recognizes knowledge as a core value, knowledge management is one of the most interesting issues. The creation of knowledge within an organization occurs as a result of interactions of tacit and explicit knowledge, in process of knowledge conversion. One useful model of this process is the SECI model which stands for a process of socialization, externalization, combination and internalization of knowledge. The enterprise competitive power depends on how an organization accelerates the speed of the cycle of knowledge creation well. In this paper we introduce a knowledge management promotion system based on SECI model and proposal system to promote the cycle of knowledge creation in production fields, and study an enterprise case.

• Korean small business review
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• v.43 no.4
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• pp.1-25
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• 2021

As knowledge management is recognized as a core value of organizations, organizations are increasing their investment in policies and technologies for knowledge management. However, since SMEs have relatively few resources to support knowledge sharing, which is the core of knowledge management, there is a possibility that continuous knowledge management will be difficult. This study suggests the negative motivation(job burnout) on the knowledge hoarding of SME employees and the conditions to be improved at the organizational level (shared goal, knowledge sharing culture, and person-organization fit). In this study, a hypothesis was presented through a study related to transaction theory to explain the stress in the relationship between the organization and the individual. This study collected samples through a questionnaire targeting workers of SMEs with knowledge management policies. In addition, the hypothesis was verified by performing structural equation modeling. As a result of the study, shared goal and knowledge sharing culture reduced knowledge hoarding through mitigating job burnout. In particular, person-organization fit moderated the relationship between shared goal, knowledge sharing culture, and job burnout. The study presents academic and practical implications in terms of suggesting factors to mitigate the knowledge hoarding of employees for continuous knowledge management of SMEs.

• Journal of Korean Academy of Nursing Administration
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• v.9 no.1
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• pp.75-88
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• 2003

Purpose : The Purposes of this study was to develop a learning organization measurement for nurses, and to test the validity and reliability of the measurement. Method : This study was conducted through 3 phases -theoretical framework choice, measurement items selection, and the testing of validity and reliability. In order to test reliability and validity of the measurement, data were collected from the 261 nurses, working in the 1 hospital with more 800 beds. The data obtained were analyzed by SPSS for Window program using percentages, Factor Analysis, Cronbach's alpha coefficients. Result : As a result of the study, 2 scales -Learning Organization Building Scale, and Knowledge Management Process Scale- were developed. Learning Organization Building Scale was consisted of 23 items, 5 factors. 5 factors explained 60.26% of the total variance, and the Cronbach's alpha of this scale was .8807. Knowledge Management Process Scale was consisted of 17 items, 4 factors. 4 factors explained 66.14% of the total variance, and the Cronbach's alpha of this scale was .9147. Conclusion : The Study supports the validity and reliability of the scales. Therefore, these scales can be effectively utilized for many researches about Learning organization of Nurse, and Nursing organization in the Hospital Setting.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.363-368
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• 2001

Nowadays, the domestic construction markets are more competitive and the construction companies are very difficult to obtain profits. To overcome this situation, some construction companies are looking for value added business areas. To create and enter into the value added business areas, knowledge management to create, share and apply knowledge is important. However, the existing knowledge management has problems because it does not consider organizational culture. Therefore, strategic changes of person and organization are needed to improve the existing knowledge management. In this study, learning organization plan is suggested as a foundation of knowledge management in the construction companies and examined by IIAC(Incheon International Airport Corporation) case.

• Korean Management Science Review
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• v.29 no.1
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• pp.73-88
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• 2012

Much of knowledge that can retain a company's competitive advantage remains within the organization. However, identifying, finding and leveraging knowledge in an organization is still problematic [17]. Although knowledge is the key to success, it is simply too valuable to be left in an organization [59]. The CoP (Community of Practice) within an organization is a practical way to manage knowledge in an organization as systematically as other critical assets in order to deploy and share it [59]. However, research related with CoP, has focused on the value of CoP. Therefore, we developed not only a holistic and systematic method for understanding and assessing the current position of CoP but also a method for extracting the core strategies and CSFs of CoP based on performance evaluation. We developed strategies, CSF (Critical Success Factor) and PM (Performance Measure)s of CoP based on BSC (Balanced Scorecard) process. Specifically, CSFs and strategies of CoP were extracted based on maturity model and type of CoP. According to the procedure from the methodology to evaluate the performance of CoP, three different industrial cases were adopted to validate the evaluation methodology.