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Culture and trust in fostering knowledge-sharing
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In this competitive age, knowledge is continuously being identified by both scholars and practitioners as the most competitive asset. Numerous organisations in today's knowledge-intensive economy are keen not only to determine knowledge-sharing but to also introduce strategies to adopt as well as implement knowledge management (KM) so that knowledge coming from workers are transformed into organisational knowledge. In spite of this, businesses find it a challenge to leverage knowledge due to their workers' intentional and unintentional practice of knowledge hoarding. For that reason, the purpose of this paper is to further understand and explore the coexistence of two influential elements in knowledge sharing, namely, 'culture' and 'trust' in inculcating a culture that shares. A review of literature managed to highlight and examined the need for organisations to extend a deeper understanding of the interactions between these two elements, which are often regarded as crucial factors that supports the tradition to share knowledge (both tacit and explicit) originating from organisations' valuable assets-workers. The paper discusses and reveals 'sociability' and 'solidarity' with the different essentials of culture as well as elaborating on 'benevolence trust' and 'competence trust' that facilitate sharing. At the same time, this paper had further investigated the main preconditions to foster knowledge-sharing in a culture of organisations, which identifies the levels of trust and solidarity in explaining the four types of cultures i.e. networked, communal, fragmented, and mercenary.
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... Although knowledge sharing behavior is important, many individuals are still hesitant to do so, especially in a competitive environment where 'knowledge is power' (Ling, 2011). Faraj (2005) states that individuals are intrinsically motivated to share knowledge if they believe that what they do can help others solve problems. ...
... This self-image is defined as an individual's perception that sharing knowledge with others will lead to an increase in social status and higher recognition in organizations. Even a study conducted by Swift, Balkin & Matusik (2010) states that individuals are willing to do knowledge sharing just to enhance the reputation and expect reciprocal behavior such as increasing productivity, assisting in completing their work more effectively, helping to maintain their work, facilitating development their personal and career development (Ling, 2011). Reciprocal behavior is recognized as an important motivation in facilitating knowledge sharing (Hew & Hara, 2007;Kumar & Rose, 2012). ...
... Islamic excellence achievement spirit is proven to be able to overcome doubts of employees in conducting knowledge sharing. This study breaks the conclusion of a study conducted by Ling (2011) that individuals are reluctant to share knowledge in a competitive atmosphere when knowledge is power. This study is also not in line with the statement by Faraj (2005) that one of the reasons that allow someone to share their knowledge is due to self-imaging purposes, to enhance reputation, to expect reciprocal behavior (Swift, Balkin, & Matusik, 2010) and facilitate personal development and career development (Ling, 2011). ...
Knowledge sharing is still becoming a concern for many researchers because of the various positive impacts encountered. However, many individuals are still hesitant to do so, especially in a competitive environment where 'knowledge is power'. Knowledge sharing is often conducted only for the purpose of self-imaging and mutual benefits. Various studies that try to explore the antecedent variable of knowledge sharing behavior rarely use an Islamic motivational perspective. Hence, this article offers a new concept of Islamic excellence achievement spirit which is expected to be a cornerstone to improve knowledge sharing behavior. This new concept is the result of synthesis from the need for achievement theory, social capital theory, and Islamic values. The 291 sharia insurance employees in Indonesia were used as respondents of this study. Respondents obtained by using snowball sampling combined with purposive sampling. Regression analysis is used to test the empirical research model. The results show that Islamic excellence achievement spirit is proven to be able to increase knowledge sharing behavior that has an impact on increasing adaptive selling capability.
... Organisations realise the power of knowledge and that the 'exclusive ownership' of this 'power' critically lies inside the individual (Nahapiet & Ghoshal 1998). As such, management have a need to leverage employees' competitive advantage in order to strengthen organisational goals and objectives (Ling 2011). One theory which helps describe knowledge sharing behaviour is the Social Exchange Theory,(SET) which suggests that the "wilful transfer of knowledge occurs where individuals interact under the expectation of reciprocal benefits in the future" (Cabrera & Cabrera 2005;Casimir 2012). ...
Effective management of knowledge is currently recognised as the foundation of any organisation to maximise its abilities and achieve business targets. Organisations strive to leverage knowledge stocks-mostly held in the minds of their individual employees-in order to create value and drive success. For organisations to promote effective knowledge management, they have to develop innovative methods to encourage knowledge sharing practices. Knowledge sharing (KS) is a vital organisational process which empowers individuals to confront challenges of uncertainty and complexity, instils best practices, and enables the transfer of knowledge between different parts of the organisation. Given the fact that knowledge is always a valuable asset, individuals tend to hoard knowledge for different reasons. Therefore, sharing knowledge is predominantly a voluntary process and only subject to the willingness of the individual to engage in the process. Studies have demonstrated that KS cannot be forced or mandated rather than fostered by facilitative efforts in order to motivate employees to share their tacit knowledge. The aim of the study is to evaluate the collective factors supporting the willingness of employees to share knowledge. After which, providing a summarised generic list of the terms illustrated throughout the extant literature. Previous research has shown that influencers such as the 'perceptions' of organisational culture, trust, infrastructure, and leadership, are among the most prominent determinants of KS within the corporate environment. There are other extrinsic motivators and social-psychological forces that can contribute to the increase of the behaviour of KS. Technology advances are also considered as an enabler because it can help in both direct and indirect transfer of knowledge. The findings provide researchers with an overall topology of the factors of KS, and equally offer useful insights for managers seeking to enhance willingness to share knowledge within their firms.
... Ling, C. T. N. (2011). [78] 3. ...
... Ling, C. T. N. (2011). [78] 3. ...
Purpose: This review paper's objective is to look into how workplace culture affects the results of employee mental health and well-being. The review will cover the body of research on the subject and offer a thorough grasp of the elements that influence both healthy and unhealthy workplace cultures. Methodology: The systematic search and selection of pertinent studies on workplace culture and employee mental health and well-being will be the emphasis of this review study. Several peer-reviewed academic research examine and take into account the study's theoretical foundations. The majority of the information used in this article is taken from secondary sources. Journal articles and academic research publications provide secondary data. Findings: The findings demonstrate that organisational culture has a major impact on the mental health and wellbeing of employees. Through developing supportive leadership, social support, suitable job expectations, work-life balance, and effective regulations, healthy workplace cultures that promote employee mental health and well-being can be improved. The outcomes of employee mental health and well-being, however, can be negatively impacted by unfavourable workplace cultures, which are defined by unsupportive leadership, a lack of social support, excessive job demands, a lack of work-life balance, and insufficient policies. The study also discusses opportunities for future research, such as the need to look into the potential effects of workplace culture on certain mental diseases and the moderating effects of individual traits. Originality/Value: By offering an exhaustive synthesis of the body of research on the subject, this review paper makes a significant contribution to the body of knowledge on workplace culture and employee mental wellbeing and well-being. The study report will also offer useful recommendations for businesses, decision-makers, and practitioners on how to foster supportive work environments and enhance employee mental health and wellbeing. Overall, this review paper significantly contributes to our understanding of how workplace culture affects outcomes related to employee mental health and well-being. Paper Type: Literature Review
... In this aggressive age, learning is ceaselessly being distinguished by both researchers and experts as the most focused resource. Ling (2011) talks about and uncovers "friendliness" and "solidarity" with the distinctive essentials of culture and additionally explaining on 'kindness trust' and 'fitness believe' that encourage sharing. In the meantime, this researcher had to encourage exploring the primary pre-conditions to cultivate learning by partaking in a culture of associations, which recognizes the levels of trust and solidarity in clarifying the four sorts of societies i.e. organized, shared, divided, and soldier of fortune. ...
The purpose of this paper is to examine the impact of Benevolence, Integrity, and Ability on trust in supervisors in Karachi, Pakistan. To perform this research, a quantitative study was conducted and a structured questionnaire was designed and distributed among the 300 employees in the manufacturing industry. The findings of this research are to discover the relationship between benevolence, integrity, and the ability to trust a supervisor. This is academic research and is conducted in Karachi, Pakistan. This research is done to find out the trustworthiness attribute that is most important and effective to predict employee trust in the supervisor. Supervisors should have trustworthiness attributes such as benevolence, integrity, and the ability to gain employees’ trust and decrease the anxiety and avoidance of employees at work.
Trust is a critical element when building knowledge management practices within an organization. For individuals and teams to share knowledge and collaborate, they must form a relationship that is based on trust. The role of trust within knowledge-sharing, and therefore collaboration and cooperation, will be discussed. In a multinational, distributed, remote work environment, colleagues will interact with content created by their peers before they interact with them, and therefore, digital repositories and content become an extension of the trust relationship between colleagues and even the organization itself. The trust required to facilitate knowledge-sharing will need to be extended to these digital environments so that the organization can maintain its competitive advantage and the benefits of effective knowledge management practices.
Knowledge can play an important role in ascertaining an organization’s competitive edge if the knowledge of employees is nurtured and utilized as an asset with a potential to improve service delivery. The study focused on knowledge sharing at the Thomas Mofolo Library in Lesotho to determine if knowledge sharing was being used to improve service delivery at the library. A case study design that triangulated interviews and questionnaires was used in this study. Quantitative data was processed using software packages. Data from the interviews was analyzed through content analysis based on the objectives of the study. This study established that staff recognized the need to share knowledge. However, knowledge sharing occurred on an ad hoc basis. There was a limited use of technology-based and human-based mechanisms of sharing knowledge. The study suggests practical knowledge-sharing practices that may contribute to improved service delivery in a library setup. As a case study, the study may also contribute to the development of theory about the phenomenon.
تعتبر مؤسسات التعليم العالي من أهم المؤسسات التي تهتم بتنمية الموارد البشرية، وتعزيز القدرات والمهارات لدى طلابها وأعضاء هيئات التدريس؛ مما يجعل تبنيها لإدارة المعرفة ضرورة عصرية لإزالة القيود، والمساعدة في التطوير والتغيير لمواكبة مستجدات عصرها، وانطلاقًا من أن إدارة المعرفة تركز على العقل الذي يضمن إنتاج المعرفة، وتوزيعها، وتحويل المعلومات إلى معرفة يتشارك فيها الجميع، ويؤدي إلى تنمية الابتكار والإبداع، لذا أصبحت من المبادرات الهامة في مؤسسات التعليم العالي، ومؤشرًا دالًا على كفاءة المؤسسات من خلال توليد المعرفة، وتخزينها، وتداولها، والتي تؤدي في النهاية إلى تطوير الأداء، وتحسين العمليات والمخرجات.
The article theoretically substantiates the importance of the category “management culture” as part of the organizational culture in the formation and implementation of the organizations strategy and separately considers some of its elements. The paper presents the categories and subcategories of management culture: strategy, organizational structure, regulation, technology, information systems, control, incentives. The study analyses the importance of the strategy as one of the elements of the management culture and the ratio of goals. The paper evaluates the factors that determine the success of planning and implementing the strategy. The article pays special attention to the discussion of information technologies as one of the elements of management culture, intensity and options for the development and implementation of modern technologies in business process management. When discussing processes as one of the elements of the management culture, the author emphasizes the complexity of managing processes and the importance of their consistency for achieving the goals of the organization. The study concludes, that the main role of management is to achieve the goals of the company using a certain number of employees, management methods and controls, which are regulated by the management culture, which is an integral part of the organizational culture of the company.
Negative attitudes toward foreign-accented speech have led to discrimination against second-language users in Canada. This article reviews aspects of the Canadian human rights process as they pertain to language and accent, and identifies three types of accent discrimination arising in human rights cases: discrimination in employment due to inappropriate concern with accent, discrimination due to accent stereotyping, and harassment based on accent. It is argued that ESL teachers can work to stop this kind of discrimination by developing an understanding of the role of accent in communication and by promoting informed attitudes toward second-language users' speech, in both the classroom and the community.
This article presents empirical research studying factors affecting knowledge transfer in information technology (IT) projects. The factors evaluated in this research include information technology, systems and procedures, and culture. The various dimensions of IT project success include project performance, project outcome, system implementation, benefits for the client organization, and benefits for the stakeholders. A survey conducted in Norway collected data on knowledge transfer and project success. Research results show that total project success relates to the extent of culture for effective knowledge transfer.
Information and communication technology (ICT) can enhance knowledge sharing by lowering temporal and spatial barriers between knowledge workers, and improving access to information about knowledge. Looking at ICT for knowledge sharing in this light, however, has limited value, because it ignores when and how the quality of knowledge sharing will be enhanced. A more encompassing perspective will come about if ICT is studied with relation to the motivation for knowledge sharing. The article explores this perspective by developing a theoretical model identifying and linking the variables involved. By presenting the outcomes of an empirical investigation, it also illustrates the differential effects of ICT on the motivation for knowledge sharing in different settings. Copyright © 1999 John Wiley & Sons, Ltd and Cornwallis Emmanuel Ltd.
By fully exploiting the data and information at their disposal, E&P companies can increase efficiency, improve financial performance, maximize asset value and strengthen competitive position in a dynamic marketplace. Success depends on transforming data and information into verified, instantly accessible knowledge as a basis for real-time decision-making. This can be achieved only by creating a corporate culture structured around knowledge capture and sharing.
