Knowledge Capital Accumulations and Employee Involvement Work Systems—Does Workplace Culture Have a Role?

Kent V Rondeau,Terry H Wagar

doi:10.22158/jbtp.v8n3p1

Abstract

Knowledge capital accumulations are impacted by a variety of workplace factors, including the human resource management work system and the workgroup culture in which it is embedded. Organizations adopting high-involvement work systems stressing employee participation, empowerment, commitment, and accountability have the potential to produce, and to be a beneficiary of, greater stores of employee intellectual capital. The role of workplace culture in this relationship is potentially salient but its operational characteristics require further elucidation. Using a competing values framework to characterize workplace culture, four culture archetypes can be specified: hierarchical, market, entrepreneurial, and clan. Results from step-wise regression analysis show that the four workplace culture archetypes contribute differentially to intellectual capital stores, yet only the clan and entrepreneurial culture archetypes partially mediates this relationship.

Highlights

Introduction and BackgroundIf organizations are going to prosper and utilize their full potential they will have to harness the intellectual contributions of everyone
We are interested in exploring how high-involvement work systems impact knowledge capital accumulation and to discern how workplace culture contributes to this relationship
Using a competing values framework to characterize workplace culture, four archetypes were identified and examined with respect to their potential to mediate the relationship between high-involvement work systems and intellectual capital

Summary

Clan culture

Partial Bivariate Correlation Table for Nursing Staff Individual High-Involvement Work Practices, Knowledge Capital and Workplace Culture (Controlling for LTC Facility Size & Financial Status). We are interested in examining the independent contribution of workplace culture and the potential of each archetype to moderate or mediate the relationship between high-involvement work practices and knowledge capital formation. A smaller subset of high-involvement work practices demonstrate statistically significant associations with the two “commitment-oriented” (bottom-up) culture archetypes (entrepreneurial and clan culture). Commitment-oriented archetypes are found to produce strong associations with all three knowledge capital components (p

Hierarchical culture

Findings

Discussion