Abstract
Knowledge sharing refers to extensive interpersonal interactions that cause knowledge and experience to be effectively and constructively distributed and absorbed. In this dynamic process, individuals are faced with difficulties, but instead, they benefit from the sustainable values of knowledge application. In order to create an effective knowledge sharing process, people should enjoy high willingness and ability and should be in appropriate job security. The present study is an analytical survey. The statistical population comprises 150 individuals from the staff of Ayandeh Bank. Sampling was conducted randomly. Data collection tool was in the form of questionnaires and data analysis was done by SPSS software. The research findings indicated that there is a significant relationship with the severity of (p = 0.00, r = 0.51) between organizational culture and knowledge sharing behavior. Further, a significant relationship with the severity of (p = 0.00, r = 0.42) exists between organizational culture and job security. Also, the results demonstrated that there is a significant relationship with the severity of (p = 0.02, r = 0.32) between knowledge sharing behavior and job security. Overall, the status of organizational culture and knowledge sharing is at an intermediate level from the viewpoint of the staff. DOI: 10.5901/mjss.2016.v7n3s2p161
Highlights
Knowledge sharing is a key element in efficient and effective knowledge management programs (Riege, 2005)
1- There is a significant relationship between organizational culture and knowledge sharing behavior. 2- There is a significant relationship between organizational culture and job security. 3- There is a significant relationship between knowledge sharing behavior and job security
The findings achieved in this study indicated that according to the descriptive statistics, Ayandeh Bank enjoys organizational culture with average values
Summary
Knowledge sharing is a key element in efficient and effective knowledge management programs (Riege, 2005). Purposeful knowledge sharing in organizations leads to faster individual and organizational learning, develops creativity and improves individual and organizational performance. Organizations reinforce knowledge sharing and encourage their employees to it. Since people normally do what they tend to do, it is expected that individuals be interested in knowledge sharing when they find a positive tendency towards it (King, 2001). Knowledge sharing requires durable commitment, creativity and interactive learning processes. Identification of the factors affecting people’s tendency towards knowledge sharing is of great importance and organizations should pay special attention to this issue
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