Resource Knowledge Management Research Articles

Pelatihan Peningkatan Kualitas Sumber Daya Manusia di Era Digital pada UMKM

This community service activity is carried out with the aim of increasing knowledge and skills in human resource management (HR) in MSME (Micro, Small and Medium Enterprises) companies. HR Management Training in the Digital Era is a training program designed to equip HR professionals with relevant and up-to-date skills in managing human resources in the digital era. This kind of training is designed to prepare HR professionals to face the challenges arising from the ongoing digital transformation. The method of implementing this activity is carried out using a material presentation model and followed by discussion activities. This training activity was attended by 16 MSME scale business actors from Badung district, Bali. From the results of the training, it was concluded that several weaknesses were found in MSME businesses, especially in DM management, such as lack of digital skills, uncertainty about change, lack of access to digital resources, inability to compete with large companies and data security and privacy.

Public Management for Local Development: Perception from the Administrative Area of a Municipality in Peru.

To analyze the perception of the administrative department of a municipality regarding public management. Qualitative approach through interviews. The sample consisted of 30 employees from the administrative department of a municipality in Peru. It was found that the employees seem to have a clear understanding of the applied public management model and the organization of the administrative area. Responses regarding the management of financial, human, and material resources vary in accuracy and detail, suggesting a possible lack of knowledge in some areas. It is important to enhance communication clarity on these topics and provide precise information to ensure effective and transparent management within the municipality. Municipality employees demonstrate an understanding of their roles and face challenges in teamwork and bureaucracy. There is some confusion regarding the "New Public Management" and a lack of knowledge in resource management. Improving training, streamlining procedures, and fostering team participation in planning are crucial aspects. Furthermore, implementing periodic assessments is recommended to enhance administrative efficiency.

Pharmacy Students' Perspectives on Human Resource Management: An Examination of Knowledge and Attitudes.

(1) Background: This study aims to examine pharmacy students' perceptions of their knowledge and competencies in human resource management (HRM) while also investigating their attitudes toward the educational content provided in a didactic HRM course. (2) Methods: A survey evaluating both course knowledge (pre and post) and attitudes was administered to students enrolled in an HRM class. Data were analyzed using descriptive statistics and measures of associations. (3) Results: All 98 course enrollees completed the survey (N = 98), revealing statistically significant knowledge growth across HRM topics from pre- to post-survey (p < 0.05). Notably, emotional intelligence, workforce diversity, conflict resolution, and recruitment strategies exhibited the most substantial increases. The expert panel session proved highly effective, with 71% reporting it as the most knowledge-enhancing activity. "Global and cultural effectiveness" emerged as the most valued competency, reflecting a positive overall attitude towards HRM. (4) Conclusions: HRM competency is one of the most fundamental skills for pharmacists, as many problems faced by pharmacy organizations and their solutions stem from the workforce. Pharmacy schools should therefore assess their curriculum to ensure that HRM is adequately addressed to meet accreditation standards and to prepare students to navigate HRM challenges in their workplaces post-graduation.

Traditional ecological knowledge and natural resource management: Some examples from Bangladesh

Traditional Ecological Knowledge (TEK) refers to the knowledge, innovations, and practices of indigenous and local communities around the world. As it includes proven technologies for particular situations, its adoption cuts research costs and time. This paper attempts to find out the scoping of some TEKs on different practices ranging from plain land agriculture, hill farming, agro-biodiversity management, open water fish conservation, disaster management, and other aspects in different situations in Bangladesh. It is an outcome of the authors’ field experiences in the study of local flora, plant uses, and natural resource management practices in the community and a review of related literature. Access to modern facilities, urbanization, and land use changes are now causing many threats to TEK. Documentation and codification of this knowledge and its uses for sustainable development are needed for the betterment of local farmers as well as the preservation of cultural heritage. The knowledge is always changing to cope with socio-cultural needs. So, a fusion of TEK and modern scientific knowledge can help solve the problems encountered in the sustainable management of natural resources. It also needs to be incorporated into school curricula and mainstreamed in the local-level natural resource management planning process. The best practices can also be adopted in natural resource management.

Efficiency Improvisation of Large-Scale Knowledge Systems in Feature Determination using Proposed HVGAN Architecture

Knowledge Management (KM) is crucial for efficient information retrieval and forms the backbone of implementing an Information System (IS). Efficiently extracting meaningful trends from headlines aids in visualising demographic situations and addressing emergency handling needs. Understanding Information Resource Management (IRM) and Knowledge Resource Management (KRM) concepts benefits end users. This proposed KRM concept organises knowledge, ensuring global resource control through a neural decision framework. Traditional methods like Structural Equation Modelling (SEM) have higher computational steps, whereas neural network strategies in KM reduce steps and improve data prediction accuracy. The paucity of input data is a common challenge, which can be overcome by using Generative Adversarial Network (GAN) architecture for probabilistic generative processes. This research evaluates acquisition, spreading, vulnerability, and application using GAN-based knowledge systems that mitigate data scarcity through generative methods. The proposed Hierarchical Vanilla Generative Adversarial Network (HVGAN) utilises gradient functions and hierarchical computation algorithms to achieve desired knowledge extraction with lower time complexity and higher accuracy. Implementation improves efficiency in accessing stored knowledge, yielding an AUC score of 96% compared to other GAN architectures.

Understanding tacit knowledge loss in public enterprises of South Africa

Orientation: South African state-owned enterprises (SOEs) are facing a perpetual struggle of institutional tacit knowledge loss, which poses a risk to these entities and threatens their sustainability. The research project endeavoured to tackle these challenges from knowledge management (KM) and human resource management (HRM) perspectives and proposes a plethora of integrated knowledge-driven HRM processes to mitigate risks associated with loss of tacit knowledge.Research purpose: The study provides an integrated understanding of the issues relating to the causes of enterprise tacit knowledge loss and extent to which there is recognition of company knowledge loss in selected SOEs in South Africa.Motivation for the study: There is limited research that provides an integrated approach to tacit knowledge loss from KM and HRM standpoints.Research approach/design and method: The exploratory sequential mixed-methods research design was used in this study. In the qualitative phase of this research, data were collected from the annual reports of the SOEs and unstructured interviews with 20 purposively selected human resource (HR) managers, which was subsequently analysed thematically using ATLAS.ti software. The quantitative data from 145 out of 585 respondents were analysed statistically using Statistical Analysis Software (SAS).Main findings: The study revealed that organisational tacit knowledge loss is largely caused by voluntary and involuntary employee turnover and a lack of retention strategies. This adversely affects the knowledge base and the knowledge absorptive and protective capacities of the SOEs.Practical implications/managerial implications: The study concludes that the journey for ensuring effective knowledge transfer and retention of valuable enterprise knowledge starts with the appreciation of knowledge as a key firm-specific strategic issue.Contribution/value-add: This study offers an integrated understanding of the causes of tacit knowledge loss for effective management in SOEs researched interdependently from KM and HRM perspectives.

Exploring environmental sustainability practices in MSMEs: Insights from Malaysia

The purpose of this research is to assess the current implementation level of environmental sustainability practices, including green human resource management and green knowledge sharing among Malaysian micro, small, and medium enterprises (MSMEs). The practices investigated are also supported by ways of determining how MSMEs are motivated to implement them and what constraints inhibit such practices. This is a descriptive study, and the MSME (organization) is the unit of analysis, and the owner or manager is the target of the respondent. A total of 300 questionnaires were disseminated to Malaysian MSMEs by using convenient sampling, and the response rate was 48.7%. Overall, the findings reflect the moderate sustainability implementation level of MSMEs. This demonstrates a positive and proactive stance towards environmental sustainability among MSMEs. However, cost reduction and efficiency were reported as the most significant motivators, while lack of support and information from the government as well as social influence were reported as the main constraints. This study provides meaningful insights on pro-environmental practices, green knowledge sharing, and green HRM in improving sustainability practices in MSMEs. MSMEs that voluntarily see sustainability challenges as business opportunities might be ahead of regulations and could draw benefits from this position. The findings also help MSMEs frame their green activities to drive their business capability of creating and retaining greater value in their core business competencies and competitiveness.

PREDICTIVE ANALYTICS IN HUMAN RESOURCES USING MACHINE LEARNING AND DATA MINING

Human resource management information systems (HRIS) are rapidly evolving as a result of today's technologies and global technological developments. With the digitalization of businesses, it is widely used in predictive applications in human resources (HR) and HRIS. HR and HRIS, better managing human resources data and making more accurate and reliable decisions are of critical importance for businesses. In this field, data mining and machine learning approaches are used to reveal meaningful relationships and trends between data in management decisions through predictive analysis. Both approaches are very important in the field of HR and are very effective for businesses to transform data sets into useful information. It helps businesses understand trends that can lead to more accurate and reliable business decisions by using analytical capabilities. Within the scope of this study, research was conducted on the use of the HRIS system with white-collar employees of a company in the automotive sector in Bursa. The cost, time saving and strategic impact of the human resources information system on the company and information technology infrastructure, its differences and relationships according to the department worked, age, gender and education level were investigated through statistics and data mining. Knime and SPSS Statistics programs, which are machine learning tools, were used in the research. HRIS results were evaluated and suggestions were made for future planning.

Mitigating Tacit Knowledge Loss in South African State-Owned Companies: HRM Approach

This study is an interdisciplinary research that sought to explore knowledge loss risks interdependently in relation to the knowledge management (KM) and human resource management (HRM) disciplines in South African state-owned companies (SOCs). This study highlighted the significant role of knowledge-based HRM systems, which will naturally enhance the management capacity of tacit knowledge to mitigate risks and assist SOCs to deliver on a developmental mandate, as well as ensure their survival and the economic growth of developing nations. The paper aims to explore the connection between KM and HRM practices for the effective management of enterprise tacit knowledge loss risks using the SOCs of South Africa as a case. This study is a mixed methods research project, using the exploratory sequential design as a research strategy. Data were collected qualitatively through interviews with 20 purposively nominated human resource managers, and survey data was collected randomly from 25% (145 of the 585 responses) of the workers employed in SOCs. Qualitative data were analysed thematically using Atlas.ti and Statistical data were analysed using SAS and exploratory factor analysis. The relationship between HRM and KM practices in lessening the risks inherent in tacit knowledge loss, mainly from voluntary turnover, is underdeveloped in many South African SOCs. The study established that the role of HRM in supporting KM is limited and underdeveloped in many SOCs, largely because they are lagging in key structures and knowledge-centric cultures, behaviours and HRM practices to drive the effective management of company knowledge. This study assists HRM executives and KM practitioners to develop knowledge-driven HRM practices in order to mitigate risks from the loss of tacit knowledge, whilst ensuring sustained performance in public enterprises. The study and proposed strategies seek to influence the discourse, policies, practices and theories on KM and HRM praxis in companies to mitigate the risks associated with the loss of tacit knowledge.

Artificial Intelligence in Agricultural Extension for Sustainable Development

The intersection of Artificial Intelligence (AI) and Agricultural Extension holds immense potential for enhancing sustainable development in the agricultural sector. This paper explores the transformative role of AI in agricultural extension services and its implications for sustainable development. Through a comprehensive literature review, data analysis, and case studies, we assess the current state of AI applications in agriculture and highlight the gaps and challenges in this field. Our study reveals that AI technologies offer innovative solutions for knowledge dissemination, decision support, and resource management in agriculture, contributing to increased yields, reduced environmental impact, and improved livelihoods for farmers. However, challenges related to data quality, accessibility, and ethical considerations need to be addressed. The paper also discusses the policy implications of integrating AI into agricultural extension programs and suggests future research directions. In conclusion, this research underscores the critical role of AI in agricultural extension for sustainable development, emphasizing its potential to revolutionize the agricultural landscape.

Human resource management, absorptive capacity and reverse knowledge transfer

PurposeThe objective of this study is to analyze the process of reverse knowledge transfer (RKT) occurring in multinational companies (MNCs), examining whether headquarters' absorptive capacity and the human resource management (HRM) practices developed by the parent unit influence success.Design/methodology/approachThe data were collected through a questionnaire completed by the human resource manager of multinational company (MNC) headquarters. The analysis has been carried out on a sample of 115 Spanish MNCs by using structural equation models (SEM).FindingsThe results indicate that a parent firm's absorptive capacity positively influences RKT and that, in turn, this absorptive capacity is greater if headquarters implement certain practices of employee staffing, training, participation and performance appraisal.Originality/valueThis study extends existing research on RKT by examining the absorptive capacity of headquarters. Its main contribution is to provide evidence that MNCs can improve their RKT through HRM practices developed by the parent unit. This is original because most studies on RKT focus on HRM practices used by subsidiaries.

Groundwater level forecasting in a data-scarce region through remote sensing data downscaling, hydrological modeling, and machine learning: A case study from Morocco

Study regionThe upstream part of the Essaouira basin, a data-scare region in Morocco, Northwestern Africa. Study focusThe scarcity of hydro-climate data is a significant challenge found in several regions worldwide, where qualitative and quantitative water resource information remains limited. Estimating and predicting groundwater levels (GWL) in such areas is a significant challenge in producing knowledge for effective water resource management. To address this issue, the present study aimed to use the Soil and Water Assessment Tool (SWAT) model in conjunction with downscaled total water storage (TWS) data (9 km) obtained from Gravity Recovery And Climate Experiment (GRACE) and machine learning techniques, specifically random forest (RF) and support vector machine (SVM), to estimate and predict the variation in GWL. New hydrological insights for the regionThis study constitutes a first of its kind in the study area; the SWAT model was set up for 10 years, with a warm-up period from 2000 to 2001, calibration from 2002 to 2007, and validation from 2008 to 2010. The statistical indices (Coefficient of Determination (R²) ≥ 0.73, R² ≥ 0.78, Nash–Sutcliffe model efficiency coefficient (NSE) ≥ 0.67, NSE ≥ 0.80 respectively for calibration and validation) highlight a significant correlation, implying the model's capability to faithfully reproduce the streamflow. The downscaled TWS demonstrates an impressive ability to identify and monitor fluctuations in GWL. Using machine learning algorithms (RF and SVR), the prediction of GWL yielded satisfactory results, NSE = 0.78 and root mean square error (RMSE) = 0.33, NSE = 0.51 and RMSE = 0.49 for the RF and SVR, respectively. Despite some limitations, our approach provided promising results in GWL prediction, with the possibility of expanding to other data-scarce regions.

Can Ethical Leaders Enhance Knowledge Sharing? The Role of Psychological Capital and Anticipated Reciprocal Relationships

The aim of the paper is to empirically investigate the influence of ethical leadership and psychological capital on knowledge sharing in business organizations. Furthermore, the paper investigates the mediating role of psychological capital and moderating role of anticipated reciprocal relationships in the relationship of ethical leadership with knowledge sharing. The analysis has been conducted on data gathered from 248 members of information technology (IT) companies by making use of survey questionnaire. Hypotheses are tested by analysing the data using structural equation modelling (SEM) and PROCESS macro. The study found that ethical leadership and psychological capital have positive effect on knowledge sharing. Ethical leadership also impacts psychological capital positively. Further, psychological capital acts as a mediator and anticipated reciprocal relationships act as moderator in the relationship of ethical leadership and knowledge sharing. This study establishes new antecedents of knowledge sharing, emphasizes the importance of ethical aspects of leadership in managing knowledge resources and enrich literature of Knowledge Management (KM), leadership, positive organizational behavior and human resources management. It further gives new perspectives to practitioners by recognizing the significance of ethical leadership, psychological capital and anticipated reciprocal relationships to enhance knowledge sharing. To the best of authors’ knowledge, this study is one of few initial studies to examine the linkages between ethical leadership, knowledge sharing and psychological capital as well as the role of anticipated reciprocal relationships therein.

Human Resource Management Practices, Knowledge Sharing, and Emotional Intelligence of Unit Heads: A Causal Model on Organizational Resilience in Government Agencies in Davao Region

Purpose: Organizational resilience is a prime concern among organizations, to respond and recover from challenging events. If organizations lack resilience, they may not be able to serve the public. Essentially, this study aimed to review empirical evidence on how organizational resilience is affected by variables in the context of accredited government agencies under the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) of the Civil Service Commission in Davao Region.&#x0D; Methodology: Two hundred government employees participated in the survey, selected through stratified sampling. The survey questionnaire used was validated and approved by experts. Data were collected through manual accomplishment by some respondents, while the rest was accomplished through google form. This study utilized a quantitative research design and employed the descriptive-causal method. The data analysis applied were mean, Pearson r, multiple regression, and the structural equation model. It was done using the IBM SPSS.&#x0D; Findings: Results revealed that the unit heads have very high levels of human resource management practices, knowledge sharing, emotional intelligence, and organizational resilience. A significant relationship exists between the exogenous latent variables and the endogenous latent variable. When regressed, only human resource management practices (HRMP) and emotional intelligence, including its manifest variables, revealed to be the best predictors of organizational resilience. The structural equation modeling showed that model 5 is best fit for organizational resilience in the context of government agencies. It was found in the model that human resource management practices, knowledge sharing, and emotional intelligence have a positive impact on organizational resilience. Indeed, the findings of this study have implications for human resource management in public and even private organizations.&#x0D; Recommendations: The CSC as a learning institution may introduce learning sessions on organizational resilience for leaders which may give them more exposure to resilience strategies. There is a need to continuously and seriously implement PRIME-HRM to strengthen organizational resilience. There is also a need to evaluate to identify potential threats and challenges that may affect the organization by conducting organizational resilience survey.

The Relationship Between Training and Employee Turnover Intentions in the Private Sector in Saudi Arabia

The current study aims to examine the relationship between employee training and turnover intention within the private sector in Saudi Arabia. The study centers on two factors, namely "training," which is further categorized into "Training Benefits" and "Training Availability," serving as the independent variable, and "turnover intention" as the dependent variable. A cross-sectional study methodology was used to gather data from a sample of 120 private sector workers. The data collection was conducted via the administration of Qualtrics questionnaires, and the subsequent analysis was carried out using SPSS. This study is essential in the Saudi private sector as it aims to provide insights into the possible influence of training programs on mitigating turnover intention. Investigating the perceived advantages and ease of access to training adds to the body of knowledge in human resource management. It enhances our comprehension of the elements that impact employee retention. The results of this study are anticipated to provide valuable guidance for businesses and policymakers in formulating efficacious approaches to tackle turnover issues and improve the stability of the workforce within the area. Keywords- Training, Turnover intention, Private Sector, Saudi Arabia.

INDIGENOUS LIVELIHOOD PRACTICES OF THE PUROIK COMMUNITY OF ARUNACHAL PRADESH: A PERSPECTIVE ON POLICY CONSTRUCTION

Knowledge of natural resource management is key to sustainable livelihood. The indigenous worldview of the Puroik community is known for by its cultural uniqueness in terms of forest survival skills, food habits and other forms of livelihood practices. They practice non-agricultural activities like hunting, trapping, fishing, foraging and honey collections and different other. They grow and preserve the Sago palm trees as the flour produced from the palm trunks is used as their stable food. Although these forms of practices are not quite practicable now among the youths and urban dwellers, yet it is still prevalent among the interior community living in the deep forests and hilly terrains. The indigenous method of livelihood practices including food habits of the community lacks any technical analysis and in-depth research towards its sustainability, affordability and stability. In this regard, the present paper is an attempt to understand the indigenous methods of livelihood practices and draw perspectives towards policy construction on food security. The study was conducted in 9 (nine) Puroik Settlements under Nyapin Block in Kurung Kumey District of Arunachal Pradesh with a mixed research design approach to meet the objective of understanding the indigenous lifestyle. To achieve the objective of the study, an un-structured and open ended interview schedule was administered for data collection. The study reveals that the majority of people still practice their age-old indigenous way of life. The study also found that their forest-centric food habits can easily secure their life in any point of time, be it drought or any other challenging circumstances.

Financial Resource Management Knowledge, Skills, and Attitudes for Entry-level Physical Therapist Practice: A Survey of Physical Therapists in Ohio.

The purpose of this study was to explore the perceptions of physical therapists (PTs) regarding the importance of financial resource management (FRM) knowledge, skills, and attitudes (KSAs) for entry-level practice and investigate the roles of PT education programs (PTEPs), clinical education experiences (CEEs), and employers in addressing these KSAs. FRM KSAs have been identified as components of professionalism and leadership and, as such, are a required element in student PTs (SPTs) educational preparation. A purposive sampling of convenience strategy was employed by requesting a free mailing list for Ohio-licensed PTs. An online survey was developed based on PT Clinical Performance Instrument Criterion #17, "Patient Management: Financial Resources," as this tool is frequently used to endorse entry-level status of SPTs. Potential participants were solicited through email. Mixed methodology was used to analyze survey results. The survey was completed by 266 PTs. FRM KSAs in legal and regulatory compliance were perceived as most important, followed by coding and billing. Forty-eight percent of participants indicated that FRM KSAs were "less important" (n = 111) or "considerably less important" (n = 17) than clinical care skills, whereas 39.8% (n = 106) believed that these skills are of the same level of importance. Ten themes were derived from qualitative responses regarding the FRM content that should be provided by PTEPs. Participants indicated that the role of PTEPs was to provide an introduction and foundation to FRM, whereas CEEs should facilitate intentional exposure and opportunities to apply FRM KSAs with supervision. Employers were expected to provide education regarding clinic-specific operations and reimbursement considerations, as well as mentorship that included reviewing complex billing for accuracy, offering guidance for improving time management skills, and discussing fiscal responsibilities to both the employer and patient. This information may guide PTEPs and clinical personnel in providing focused meaningful instruction regarding FRM aspects of PT practice to SPTs and entry-level clinicians.

Research Trends in Library and Information Science in South Africa and Nigeria: A Content Analysis

Abstract A review of the research trends in library and information science (LIS) is important as it provides insight into the research practices of scholars in the field. This study investigated the research trends in master’s and doctoral research outputs relating to LIS produced in Nigeria and South Africa between 2009 and 2015 to identify the most researched subject areas and the most neglected subject areas in LIS research in the two countries. A total of 400 master’s and doctoral research outputs produced in Nigeria and South Africa were analysed by means of a qualitative content analysis, and 15 research areas were created by means of modified subject categorisation adopted from the extant literature. The findings were that the most researched subject area in both countries was human information behavior in respect of both master’s and doctoral research outputs. The least researched areas in LIS research outputs in Nigeria were archives and records management, LIS history and developments, bibliometrics, scientometrics and informatics, knowledge and information resource management. In South Africa, bibliometrics, scientometrics and informatics were the least researched areas in respect of doctoral research outputs, and LIS education and pedagogy were the least researched areas in master’s research outputs. The positivist research paradigm was more prevalent. The implication of the findings is that LIS schools in Nigeria and South Africa need to focus more on research areas that deal with current trends and challenges confronting the profession. In today’s world of work, most services are driven by information technology and research should be directed towards addressing the implementation of recent trends in the profession. Since the sample framework used for Nigeria was low, it may not be appropriate to generalise this finding to other institutions.

A New Evolution Model for Collaborative Management of Knowledge Resources

Collaborative management of knowledge resources is a particularly important issue in the context of collaborative development of vocational education since it can increase utilization of knowledge resources, narrow knowledge gap, promote educational equity, and support the innovation and collaboration of vocational education. However, currently available studies and methods are quite deficient in the aspect of knowledge attribute regulation, such as the difficulty in meeting requirements for different-type knowledge resources, the ignorance of the dynamic feature of knowledge resources, and the insufficient consideration of knowledge attributes. To solve these matters, this study aims to discuss the importance of collaborative management of knowledge resources in a backdrop of the collaborative development of vocational education, with special attention on the key role of knowledge attribute regulation in collaborative management of knowledge resources. In the paper, a collaborative knowledge resource management evolution model was built to reveal the dynamic evolution process of the collaborative management of knowledge resources, so as to provide theoretical evidences for the decision-making of knowledge attribute regulation. On this basis, the paper further proposed a decision-making method of knowledge attribute regulation for the collaborative management of knowledge resources, in the hopes of realizing efficient collaborative management of knowledge resources and promoting the collaborative development of vocational education.

The Organizational Resources and Knowledge Management Capability: A Systematic Review

Competitive advantage and sustainability of business organizations can only be achieved when an organization identifies, boosts, and directs its resources toward building its capabilities. The literature identified knowledge management (KM) resources and capabilities as the most critical enablers of organizational performance and innovations. This systematic review identified KM resources (enablers) and their effects on KM capabilities. The review also went into the theories used in the empirical research on the problem. To achieve those goals, the authors summarized 27 quantitative, peer-reviewed studies found in well-known databases and published in the last 5 years between January 2014 and April 2019. The review revealed that the primary organizational KM resources are culture, people, leadership, organization structure, resources, capabilities, strategy and technology. To these, the review added some factors, which are social factors, organizational knowledge and organizational characteristics. The study is significant in finding the most common variables or factors in business KM and their implication of them for enhancing knowledge capability and organizational performance.