Individual Attitudes Organizational Knowledge Sharing

Individual Attitudes &

Organizational Knowledge Sharing By Je-te Yang

Background Nowadays, the business environment is more competitive and uncertain than in the past. In order to succeed, organizations have to rapidly create new knowledge, products and services. The research literature suggests that some companies have gained benefit from establishing knowledge management (KM).

Hotel Industry Increasing number of hotel have applied the concept of the profit centre at department level. Funds are transferred in exchange because each department needs a product and service from another. It is caused of invisible boundaries between departments problems

Purpose:  To explore how the employees process information after have collected it  To investigate how

individual attitudes to learning, sharing and storing influence organizational knowledge sharing

Fundamental Theory Knowledge management is concerned with the exploitation and development of the knowledge assets of an organization with a view to furthering the organization’s objectives. Knowledge creation involves replenishing knowledge to deal with unresolved situations in an organization

Individual and OL Individual learning enables employees to correct and change behaviors while or after learning. OL enables organizations to create new knowledge and change and upgrade policies and strategies through continuous collective learning processes.

Knowledge sharing & Individual attitudes Knowledge sharing is the action in which employees diffuse relevant information to others across the organization. Many employees are unaware of the important of sharing and transferring knowledge. Some individuals posses an attitudinal “unwillingness to share” due to personal insecurity.

Research Design The data are derived from 499 respondents working in international tourist hotels in Taiwan.

Result  499 samples : 57 % were female respondents.  78% respondents were favorably disposed to share their competencies and knowledge. While the rest were willing to talk what they knew.  Knowledge of operational procedures (79%) and knowledge of customers (73%) were two most crucial aspects, in comparison with knowledge of IT (48%) and knowledge of

Behavior 2. 3. 4. 5. 6.

Forget it Write it down in a certain place Think about it Directly share with others Think and share with colleagues, and report it to superiors 7. Think about it, share and discuss with colleagues, try to apply it to the work 8. Think, and apply it to the work (Trial-and-error); if workable, discuss it to colleagues 9. Think, apply, discuss with colleagues, and report workable cases to superiors; if they agree colleagues pursue the new approach but DON’T update documentation of SOPs 10.Think, apply, discuss with colleagues, and report workable cases to superiors; if they agree colleagues pursue the new approach but WITH update documentation of SOPs

Frequenc y (n) 4

Percent

78 55 34 29

0.8 16.0 11.0 6.8 5.8

75

15.0

60

12.0

40

8.0

124

25.0

Table 2 Descriptive statistics and reliabilities Variables

No. of

Y Knowledge sharinga

Mea n

items 12

S D

0. 8

4.9

0. 9

Y

X2

X3

X1

X1 Attitude to learningb

5

0. 9

5.5

0. 9

0.7* *

X2 Attitude to sharingb

8

0. 8

5.5

0. 9

0.6* *

0.7**

X3 Attitude to storingb

7

0. 9

5.8

0. 9

0.5* *

0.5**

0.5**

-

Table 3

Regression of individual attitudes on Knowledge sharing

Model

Unstandardised coefficients β

Standardised coefficient β

Std. error

Constant

0.15

0.23

Learning attitude

0.45

0.04

0.44

10.13*

Attitude to sharing

0.27

0.04

0.28

6.24***

Attitude to storing

0.79

0.04

0.08

2.07*

R2

0.74

Adj. R2

N = 499 *p < 0.05 ***p < 0.001

0.54

0.67*

Conclusions & Implications Although individual attitudes to sharing, storing, and learning were correlated with knowledge sharing, the extent of these relationship was only moderate. The study concerning influences on knowledge sharing practicing are managers have to stimulate and facilitate employees towards the highest level of knowledge sharing, individual learning and OL.

Thank you for your attention