Studying the Effect of Knowledge Management on Employees' Innovation and Productivity in Iranian Oil Terminals Company (original) (raw)
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The effect role of knowledge management on organizational innovation in University of Iran
Knowledge in the age of information technology is considered as one of the main sources of achieving competitive advantage in a dynamic and competitive environment. The present aim of this study is conducted to investigate the role of knowledge management on organizational innovation among employees of the University of Mazandaran. Methods: The research method is descriptive and correlational type and clearly is based on structural equations modeling (SEM). Statistical population of this study is about 400 people from employees of the University of Mazandaran. Nonaka and Takeuchi (1995) knowledge management questionnaire which has four dimensions of exteriorization, combination, internalization, and socialization and Chopani (2012) organizational innovation questionnaire which has three dimensions of manufacturing, process and administrative questionnaires were distributed among 189 employees of University of Mazandaran. The reliability of knowledge management and organizational innovation questionnaires using Cronbach alpha coefficient is determined 0.945 and 0.944, respectively. Results: The research findings showed that all components of knowledge management and organizational innovation are mutually correlated with each other (P < 0.01). Conclusion: By implementation of SEM to test knowledge management and organizational innovation, it is determined that the proposed model has good fitness and organizational innovation truly has been explained through knowledge management and in other words, knowledge management has positive and significant effect on organizational innovation. The managers of the organization (university) should pay attention and emphasize on the cooperation with interdisciplinary teams, entrepreneurship, and spirit of cooperation and participation.
Art 1-The Effect of Knowledge Management Practices on Employees' Innovative Performance
The subject of innovation has been considered an important factor that contributes to both growth and survival of mankind. Given the importance lead by innovation, researches from multiple disciplines have attempted to answer to some critical questions like "what can be done to improve innovation at the workplace?" The management of knowledge is commonly recognized as an important antecedent towards innovation. The importance in finding the best process oriented approach as well as best industrial practices of knowledge management has surged steadily over the period due to rapid globalization and the need for organizations to seek competitive advantage. However, it is often argued that too much formalization of the best practice could actually hinder creativity and innovation within the organization. This research paper is aimed to explore the influence of knowledge management practices on employees' innovative performance in an organization perspective. Knowledge management practices within an organization can be defined by; knowledge acquisition, knowledge dissemination and finally responsiveness towards knowledge. In order to test the influence of these variables on employees' innovative performance, seven hypotheses were developed based on the theoretical research framework. The quantitative survey approach was selected as the method to evaluate the significance of each hypothesis. The data collection results were from 384 usable questionnaires that had been previously distributed to multiple manufacturing firms in Malaysia. The results obtained from this research conclude that knowledge management plays a vital role on supporting employees' innovative performance within organizations. It also revealed that two types of knowledge management subcategories; knowledge acquisition and responsiveness to knowledge plays more significant role on encouraging employees' innovative performance in comparison with knowledge dissemination. The managerial implications and limitations of current study were also discussed in the paper.
The Effect of Knowledge Management Practices on Employees Innovative Performance 1
The subject of innovation has been considered an important factor that contributes to both growth and survival of mankind. Given the importance lead by innovation, researches from multiple disciplines have attempted to answer to some critical questions like "what can be done to improve innovation at the workplace?" The management of knowledge is commonly recognized as an important antecedent towards innovation. The importance in finding the best process oriented approach as well as best industrial practices of knowledge management has surged steadily over the period due to rapid globalization and the need for organizations to seek competitive advantage. However, it is often argued that too much formalization of the best practice could actually hinder creativity and innovation within the organization. This research paper is aimed to explore the influence of knowledge management practices on employees' innovative performance in an organization perspective. Knowledge management practices within an organization can be defined by; knowledge acquisition, knowledge dissemination and finally responsiveness towards knowledge. In order to test the influence of these variables on employees' innovative performance, seven hypotheses were developed based on the theoretical research framework. The quantitative survey approach was selected as the method to evaluate the significance of each hypothesis. The data collection results were from 384 usable questionnaires that had been previously distributed to multiple manufacturing firms in Malaysia. The results obtained from this research conclude that knowledge management plays a vital role on supporting employees' innovative performance within organizations. It also revealed that two types of knowledge management subcategories; knowledge acquisition and responsiveness to knowledge plays more significant role on encouraging employees' innovative performance in comparison with knowledge dissemination. The managerial implications and limitations of current study were also discussed in the paper.
Procedia Computer Science, Elsevier, 2017
Knowledge is becoming a valuable asset for most organizations and the quest to manage this asset is gaining popularity among researchers and management. Organizational management’s main objective is to ensure effective and efficient use of its diverse resources such as labor, capital, materials, energy and information in their quest to achieve competitiveness as well as to increase productivity that must be managed. In today’s rapid technological change, companies are in constant struggle to maintain competitive advantage through market differentiation by providing superior products and services. The management in organizations is increasing their focus on employees’ know-how, past experiences and expertise in their quest to excel in achieving their goal. In short, Knowledge has become an integral asset for most organizational functionalities. Knowledge management promises to create the proper structure and the necessary technological infrastructure in organizations and humandriven placement. This research investigates the role of “tacit” knowledge sharing on organizational productivity. Accordingly, a framework was developed and hypotheses were drawn and tested where results demonstrated interesting insights into the role of sharing on organizational productivity. The survey, which was conducted at Koosa Bank of Iran, demonstrated that the employees’ intension to share and consequently the sharing of tacit knowledge has direct positive impacts on productivity. In addition, our analysis demonstrated that not only productivity would increase as a result of knowledge sharing, but also employees’ innovative contributions increased as a result of exposure to others’ knowledge, expertise, and experiences.
Journal of Business Case Studies (JBCS), 2011
The purpose of this paper is to examine the relationship between knowledge management practices and innovation levels in organizations. Through a questionnaire, required data were gathered in sub-companies of three corporations in the city of Esfahan. Seventy-four questionnaires were given to top and middle managers of these companies and 36 were returned (49.65% response rate). Correlation analysis was used to check the relationship between the variables. The researchers found a strong, positive and significant relationship between knowledge management practices and innovation levels in these companies. The result is related to a small number of companies in Esfahan. It is not easy to generalize the result of the current study to other contexts. Knowledge management is one of the hottest issues among academicians, but it is still difficult to justify managers about its importance in organizations. This study tries to provide some empirical evidence in order to support the role ...
2015
Organizations can maintain competitive advantages in the long-term with their knowledge. Unlike other management and retention, knowledge management is not a fad, it has stable effects. The conditions and competitive environment of organizations are increasingly complex and changing rapidly. As the rate of change in most organizations are more quickly than to be responded and implemented. The staff can create a long-term competitive advantage for the organization and management goals and help organizations improve their performance. The aim of this study was to investigate the relationship of knowledge management and infrastructure with human resource functions. This is a descriptive study and data were collected by the questionnaire with validity and reliability, which was based on Cronbach as 91.8 percent. The sample was a sample 71 individuals. Results indicate a positive significant relationship between knowledge management infrastructure and employee performance.
The evaluation of the effect of the knowledge management on the organizational innovation
The goal of the above research is to evaluate the effect of the knowledge management on the organizational innovation . So , the role of the solutions of the rich knowledge management from the two statistical population of Kar And Andisheh company that the knowledge management process is implemented in it , and Kosar Rayanet company that the knowledge management is implemented in it , and the level of the organizational innovation among the staff and managers was evaluated . The research method is evaluative-descriptive . In order to gather information, a 30question questionnaire was used , that deals with most of the questions related to the knowledge management with the focus on the staff , in the form of the dimensions of ( obtaining , organization , perception and the creation of knowledge by them ) and the focus on the technology in the form of the two dimensions of (sharing and dissemination of the knowledge . And its validity method is content validity , and its stability is approved and through Cronbach's alpha by the SPSS software. The statistical population includes the staff of the two abovementioned companies . The results of the above research showed that there is a meaningful relation between the dimensions of obtaining , organization , perception , creation , dissemination and sharing of knowledge , and the organizational innovation .
2018
Some of employees at the organizations did not apply their knowledge for improved performance and create new innovation. The purpose of this research is to study the effect of knowledge management capacity in innovation performance at the academic institution. There also to examine the effect of knowledge management capacity towards four variables which are dynamic capability, absorptive capability, technology, and innovation performance. In this study, it will discuss about the relationship between the innovation performance among the staff. These studies were using quantitative method approach and the data collection was collected through questionnaires distribution. There are several previous literature are been reviewing as a supporting details to adapt and adopt the framework of this research. In presenting the result, the data was analyses by using Statistical Package for Social Sciences (SPSS) version 22. The pilot test was been conducted by 30 respondents to test the reliability of each variable in the questionnaires. As a result of the findings shows that the have positive significant between the relationship of each variables.
The Impact of Knowledge Management on Organizational Innovation: An Empirical Study
Asian Social Science, 2015
The character of organizational innovation is considered significant for developing and improving the related products, procedures and marketplaces, for adding value as well as effectiveness over administrations. The innovation procedure is necessary regarding the activity of an association as the capability for innovation is important for attaining and sustaining competitive advantage. The absence of empirical investigations about the consequence of knowledge management on organizational innovation by organizational learning particularly over the developing countries exists in the related literature. The key objective of the current investigation is to evaluate the consequence of knowledge management on innovation directly and over organizational learning in Iranian automotive industry namely Iran Khodro Company. A total of 272 managers were chosen from systems and methods as the participants of the current study. The data were analysed using the Structural Equation Modelling (SEM). Results of the study revealed that there is an influence of knowledge management on organizational innovation in Iranian automotive industry. Results of the investigation showed that organizational learning has an important character as a mediator on the association between knowledge management and organizational innovation.
Journal of Science and Technology Policy Management, 2018
Purpose – This paper aims to concentrate on the conscious and systematic managerial activities associated with handling knowledge in an organization [i.e. knowledge management (KM) practices] for the purpose of improving innovation performance through proactive management of knowledge assets. This study explores the impact of KM practices on innovation performance in the research and training center of government apparatus. Design/methodology/approach – This research provides empirical evidence on how various KM practices influence innovation performance. The results are based on the survey data collected in four areas of research and training centers of government apparatuses in Indonesia. Partial least squares are used to test the hypothesized relationships between KM practices and innovation performance. Findings – The study found that IT practices and work organizations are positively and significantly related to innovation performance. This means that better implementation of information and technology will push innovation performance. The study also points out that knowledge-based compensation practice is one of the KM practice variables which is negatively and significantly related to innovation performance. This result shows that innovation performance will decrease by compensating knowledge improvement. Practical implications – This study implies that in developing innovation performance, the research and training center should not focus on providing compensation, as it will only increase the costs rather than the innovation performance itself. Originality/value – This study adds a knowledge-based view of government agencies by demonstrating the significance of KM for innovation performance. This study is also valuable from a managerial perspective, as it highlights the most effective KM practice to improve organizational innovation performance.