Knowledge Management Variables Research Articles

THE IMPACT OF EMPLOYEE ENGAGEMENT ON TALENT MANAGEMENT AND KNOWLEDGE MANAGEMENT ON EMPLOYEE PERFORMANCE IN THE SOCIAL SECURITY ADMINISTRATION FOR EMPLOYMENT AT THE MAIN BRANCH OFFICE SURAKARTA

The objectives of this study are (1) To examine and analyze the partial impact of talent management and knowledge management on employee performance at the Main Branch Office of Social Security ( BPJS) Surakarta. (2) To examine and analyze the impact of employee engagement mediation on the impact of talent management and knowledge management on employee performance at the main branch office of Social Security (BPJS)Surakarta. This research was conducted in Surakarta, by taking the subject of employees at the Social Security (BPJS) Surakarta Main Branch which consists of several District Operational Service Offices (KLOK Kantor PelayananOperasionalKabupaten), namely KLOK Karanganyar, KLOK Sragen, KLOK Wonogiri and KLOK Sukoharjo. The results of the study found that the direct impact and indirect impact indicate that both pathways are effective, so that the Talent Management and Knowledge Management variables need to be maintained. The direct impact of Talent Management is greater than the indirect impact, while the direct impact of Knowledge Management is smaller than the indirect impact. There are positive and significant direct and indirect impacts between Talent Management and Knowledge Management on employee performance, so that employee attachment mediation as a mediating variable is partial mediation. Keywords: Talent Management, Knowledge Management, Employee Engagement, Employee Performance, Path Analysis.

The Effect of Knowledge Management Ability on Organizational Performance with Organizational Trust as A Mediation Variables

The purpose of this study was to determine the effect of Knowledge Management Ability on Organizational Performance with Organizational Trust as a Mediation Variable in the Presto Milkfish Micro, Small and Medium Enterprises (MSMEs) in the city of Semarang. The population in this study was 117 MSME managers. The variables in this study were Knowledge Management, Organizational Performance, Organizational Trust. The method of data analysis used descriptive analysis and path analysis using SPSS version 21 software. The results showed that Knowledge Management and Organizational trust had an effect on Organizational Performance. Knowledge Management affects Organizational Trust. Furthermore ,. Organizational Trust is able to mediate the influence of Knowledge Management on organizational performance. Suggestions for future research are expected to test knowledge management variables with different dimensions such as knowledge sharing and organizational support. From the results of this research, it is hoped that the managerial Umkm will pay more attention to knowledge management and organizational trust in order to achieve optimal organizational goals. To improve knowledge management skills, management needs to attend training and seminars held by the government and other private parties

Factors Affecting Talent Management Strategies in Construction Companies

Business competition in construction companies is getting tighter and human resource management is one of the essential things in supporting the company’s competitiveness. The right strategy is needed if a company wants to build a strong team by forming highly talented people in a company. This study aims to analyze the influence of management commitment, organizational culture, reward system, career management, and knowledge management on talent management strategy. The method used in sample selection is a non-probability method with purposive sampling technique and the population is employees who work in the offshore construction industry in Batam. This study uses a questionnaire to frontline management employees of the offshore construction industry and the rate of return of the questionnaire is 50 sheets. The statistical method used to test the hypothesis is multiple regression using the SPSS program. The results of the research conducted indicate that the management commitment and knowledge management variables have a significant positive effect on the talent management strategy, while the organizational culture variables, reward systems, and career management do not have a significant positive effect on the talent management strategy.

EFFECT OF KNOWLEDGE MANAGEMENT AND INTEGRITY ON COMPANY PERFORMANCE THROUGH MOTIVATION AS A MEDIATION VARIABLES IN PT KATELOC INDONESIA

This study aims to examine the effect of knowledge management and integrity on company performance through motivation as a mediating variable at PT. Kateloc Indonesia. The research sample was 283 employees. The data collection technique used questionnaires and data analysis used path analysis. The results showed that the knowledge management variable partially affected company performance. The integrity variable partially affects company performance. The motivation variable partially affects company performance. Knowledge management variables partially influence motivation. The integrity variable partially affects motivation. The influence of knowledge management on company performance is 0.548. The effect of knowledge management on performance through motivation is 0.676 X 0.868 = 0.587. In this case, the indirect effect is greater than the direct effect, so it can be said that the motivation variable is intervening. The direct effect of integrity on company performance is 0.659. Meanwhile, the influence of integrity on company performance through motivation is 0.782 X 0.868 = 0.679. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

EFFECT OF KNOWLEDGE MANAGEMENT AND INTEGRITY ON COMPANY PERFORMANCE THROUGH MOTIVATION AS A MEDIATION VARIABLES IN PT KATELOC INDONESIA

This study aims to examine the effect of knowledge management and integrity on company performance through motivation as a mediating variable at PT. Kateloc Indonesia. The research sample was 283 employees. The data collection technique used questionnaires and data analysis used path analysis. The results showed that the knowledge management variable partially affected company performance. The integrity variable partially affects company performance. The motivation variable partially affects company performance. Knowledge management variables partially influence motivation. The integrity variable partially affects motivation. The influence of knowledge management on company performance is 0.548. The effect of knowledge management on performance through motivation is 0.676 X 0.868 = 0.587. In this case, the indirect effect is greater than the direct effect, so it can be said that the motivation variable is intervening. The direct effect of integrity on company performance is 0.659. Meanwhile, the influence of integrity on company performance through motivation is 0.782 X 0.868 = 0.679. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

Proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari

Las organizaciones ejecutivas necesitan diseñar procesos estratégicos a fin de utilizar recursos humanos efectivos para una mayor productividad. Entonces, la presente investigación tuvo como objetivo proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari, Irán. Esta investigación se aplica en términos de propósito y su método es la investigación por encuesta. La naturaleza de este estudio es descriptiva con el tipo de correlación. La población estadística incluye: 1) 15 expertos familiarizados con el campo de la gestión de recursos humanos que fueron seleccionados mediante el método selectivo; 2) empleados que trabajan en las organizaciones ejecutivas de Sari (29.697 personas) que, según la fórmula de Cochran, se seleccionaron 400 personas por muestreo aleatorio por conglomerados método. La recopilación de datos se realizó mediante un cuestionario de investigación de gestión de recursos humanos con 54 preguntas y gestión del conocimiento con 24 preguntas. La CVR se calculó como 0.97.4 y 0.95.1, respectivamente, y fue aceptable. El coeficiente alfa de Cronbach también se estimó por encima de 0,7, lo que confirma la fiabilidad del instrumento. En el análisis de los datos, se utilizaron exámenes de ruta y modelos de ecuaciones estructurales utilizando el software Lisrel. Basado en el resultado, la fuerza de la relación entre las variables de gestión de recursos humanos y la gestión del conocimiento se calculó en 0.48, lo que mostró que la correlación es fuerte y deseable. El estadístico t (4.99) también fue mayor que el valor crítico de t al nivel de error del 5%, es decir, 1.96, lo que indica que la correlación fue significativa. En conclusión, se puede decir que la gestión de recursos humanos y la gestión del conocimiento como dos componentes coordinadores desempeñan un papel determinante en la competitividad de la organización entre sí, y las organizaciones que prestan atención a estos componentes importantes definitivamente lograrán su desarrollo y excelencia deseados.

La dirección en la gestión del conocimiento incide en el capital intelectual de las instituciones de educación superior del Ecuador

La dirección es sin duda una de las tareas que con prioridad deben atender las universidades una de las variables gestión del conocimiento. En este contexto el presente estudio se relaciona con las variables gestión del conocimiento en el proceso administrativo en su etapa de dirección y la variable capital intelectual. El objetivo planteado en este estudio fue determinar como la dirección de la gestión del conocimiento incide en el capital intelectual en las instituciones de educación superior de la zona 4 del Ecuador. La investigación es de tipo básica – longitudinal, empleando conjuntamente la exploración documental, histórico, transversal y correlacional. La metodología usada fue la recopilación de información obtenida a través de matrices de datos aplicadas a las unidades de análisis investigadas. Las dimensiones que más influyen en la variable gestión del conocimiento son la dirección y el control, en cuanto a la variable capital intelectual la dimensión que más interviene es el capital humano.

The Effect of Knowledge Management and Skills on Organizational Performance through Organizational Commitment as Mediation Variables at PT. Persariran

This study aims to determine the effect of knowledge management on organizational performance, the effect of skills on organizational performance, the effect of organizational commitment on organizational performance, the influence of knowledge management on organizational commitment, the effect of skills on organizational commitment, the influence of knowledge management on organizational performance through organizational commitment, the influence of skills on the organizational performance of PT. Persariran through organizational commitment. The study was conducted on PT. Persariran. The sampling technique uses saturated samples involving 65 employees. Data analysis uses path analysis. Based on data analysis, it is known that knowledge management influences organizational performance partially. Work skill variables affect partially organizational performance. Variable organizational commitment partially affects organizational performance. Knowledge management variables affect organizational commitment partially. The skill variable partially influences organizational commitment. The influence of knowledge management on organizational performance is 0.522. The influence of knowledge management on performance through organizational commitment is 0.649 x 0.846 = 0.549. In this case, the indirect effect is greater than the direct effect so it can be said that the work organization's commitment variable is intervening. The direct effect of skills on organizational performance is 0.620. While the influence of skills on organizational performance through organizational commitment is 0.798 x 0.846 = 0.675. In this case, the indirect effect is greater than the direct effect so it can be said that the work organization's commitment variable is intervening.

The Influence of Organizational Culture and Knowledge Management Toward Employee Performance Through Work Satisfaction as Moderating Variables in Grand Palace Malang Hotel, Indonesia

This study aims to 1) describe the variables of organizational culture, knowledge management, job satisfaction and employee performance. 2) analyze the influence of organizational culture and knowledge management on job satisfaction. 3) analyze the influence of organizational culture and knowledge management on employee performance 4) analyze the effect of job satisfaction on employee performance. 5) analyze the influence of organizational culture and knowledge management on employee performance through job satisfaction in the Grand Palace Malang Hotel environment. The sample in this study were 40 employees. The analysis technique uses path analysis. The results of the analysis show that Organizational Culture and Knowledge Management have a significant influence on Job Satisfaction. Organizational culture does not have a significant influence on employee performance. In addition, knowledge management has a significant effect on employee performance. It turns out that job satisfaction has a significant effect on employee performance. Job satisfaction moderates organizational culture and knowledge management on employee performance. Job Satisfaction becomes the most important part to be considered and considered by top management because through job satisfaction employee work results can be achieved.

Determinants of Business Models Innovation of Islamic Bank in Indonesia

Purpose: This study analyzes the effect of dynamic capabilities, customer knowledge management, and religiosity each as a determinant that drives all components and systems in an organization to run business model innovations, to improve business performance to be healthy and to grow sustainably. Design/Methodology/Approach: The quantitative, descriptive and explanatory analysis was taken by using the SEM-PLS method. Research data were collected through questionnaires with participants of this study being senior managers of Indonesia Islamic banks. Findings: The results show that religiosity variable together with the Customer Knowledge Management and Dynamic Capability variables simultaneously and partially through business model innovations are proved to influence business performance. Religiosity variables are positive and significant determinants of business model innovation. Religiosity, Customer Knowledge Management, and Dynamic Capability do not directly influence business performance. Practical Implications: The results show that the religiosity variable, alongside Customer Knowledge Management and Dynamic Capability variables simultaneously through business model innovations influences business performance and they can be used by the top management to improve performance. Originality/Value: The study implies a recommendation for Islamic banks to allocate enough resources and invest in improving learning capabilities, building tools and methodologies to find out customer needs in depth.

The role of knowledge management in organizational performance: case study of University of Malang, Indonesia

The present study puts forward a model that examines variables of human resources management practices, organizational culture, knowledge management and organizational performance. By this model, it intends to explore the effects of human resources management practices and organizational culture on organizational performance. Particularly, it intends to find out their relationship with knowledge management as a mediator. The research applies SmartPLS for data analysis, with 163 respondents by means of saturation sampling technique. The results display several facts. First, both HRD practices and organizational culture have significant effects on knowledge management. Second, while knowledge management and organizational culture have a significant effect on organizational performance, HRD practices do not significantly affect organizational performance. It makes knowledge management only serve a partial mediation between human resources management practices and organizational performance, and serve a full mediation between organizational culture and organizational performance.

KESELAMATAN KERJA DALAM PELAYANAN PENANGGULANGAN BENCANA DI BADAN PENANGGULANGAN BENCANA DAERAH KAB SIDOARJO

In accordance with Article 3 of the Minister of Manpower Regulation No. 05/1996, the Disaster Management Agency of the Sidoarjo Regency began introducing Occupational Health and Safety (K3) activities starting with introducing K3 management in 2000 who had obtained SMK3 certification. During the process of using internal auditors, companies also use external auditors every 3 years with fairly good results. This research is phenomenology using quantitative methods. The Number of samples in this studied 55 employees from the Sidoarjo Regional Disaster Management Agency population. From Knowledge Management variables, the Attitudes and Subjective Norms together towards Intentions were found to be 85.2%. While the remaining 14.8% is influenced by other variables not examined in this study, every increase in Knowledge Management (X1) of 1 unit, it will increase Intention (Y) by 0.325 units. Every increase in Attitude (X2) of 1 unit, it will increase Intention (Y) of 1,116 units. Each increase in Subjective Norms (X3) is 1 units, it will increase Intention (Y) by 0.203 units.

The Impact of Knowledge Management on Work Performance through the Employees’ Competence: A Case Study of “MP” Bank

Since it was established in 2003 until 2014, the “MP” bank had never provided its human resources development training. As a result, it decreased its employees’ performance which ultimately gave a bad impact on the bank. This was a serious concern for the management in 2015. This study aimed to determine and analyze the impact of knowledge management variables consisting of socialization, externalization, combination, and Internalisation on the employees performance indirectly through their competence. The path analysis was used to determine the indirect impact of knowledge management on the wmployess’ performance, with the samples of 140 people. The data analysis and hypothesis testing proved that knowledge management had significant effect on the employees performance indirectly through the employees competence. The R-square of socialization, externalization, combination, and internalisation of the employees competence were 70.5%; and the R-square of competence variable to the performance was 52%. This showed that knowledge management played an important role in improving the employees performance through their competence. It implies that the bank needs to provide in-house training for its employees resource development because only relying on the quality the employees get from the college was not enough

Retracted: The role of knowledge management in improving the performance of medium-size industrial companies in Saudi Arabia

The study aimed to highlight the impact of knowledge management application in improving the performance of the medium-size industrial companies in Saudi Arabia. To achieve this goal, the researcher identified three hypotheses to determine the relationship between the variables of knowledge management (knowledge management processes, knowledge management technology, and knowledge team) and three components variables of performance (internal processes, customer satisfaction, learning and growth). Descriptive and analytical research method was used for the data collection, classification, presentation, interpretation and analysis. The research methodology was based on semi-structured interviews with specialists and managers, at the top and middle levels of administrative departments in the medium-size industrial companies in Saudi Arabia. The study revealed several important results that focus mainly on the existence of strong correlation between the variables of knowledge management and the variables of performance.

Knowledge management evaluation in a service sector: the case of Central Bank of Iran

The level of knowledge management in the Central Bank of Iran (CBI) has been assessed in this paper. Nonaka and Takeuchi model have been used due to its broad applicability in the field, high capability of using information technology, and reasonable comprehensiveness for this purpose. Four specific variables, namely, socialisation, externalisation, composition and internalisation have been evaluated through a questionnaire in a 5-point Likert scale. The population of the study was selected from the professional staff members quite familiar with the knowledge management concepts within the CBI. Only 235 members were invited to fill in the same questionnaires and 213 members completed the distributed questionnaires. The average results of the data analysis were as follows: 2.22 for the process of socialisation, 2.36 for externalisation, 2.33 for combination, and 2.44 for internalisation. The results mean that the current level of such indices is lower than that for the CBI. The average for the knowledge management index is 2.34 and it means that the target community is conscious about the knowledge. Very strong and direct relationships were detected between the four variables of knowledge management.

Mediating effect of knowledge management on organizational learning culture in the context of organizational performance

PurposeThe purpose of this paper is to determine the mediating effect of knowledge management (KM) on organizational learning culture (OLC) in the context of organizational performance of the State Organization for Higher Education (PTN) in South Sulawesi.Design/methodology/approachThe unit of analysis in this study includes a study program of exact sciences, non-exact science scholars, as well as the study population. Sample size is 138 units/respondents. Analysis method used to test the research hypothesis is partial least square (PLS) by employing XLSTAT.FindingsThe results of analysis show that the exact science, non-exact science, and exact-non-exact OLC have a significant positive effect on KM. This means that when an OLC is strongly implanted, the KM will be well implemented. Therefore, to carry out the KM well, it is imperative that there should be a suitable organizational culture. In this case, an OLC has the biggest effect on achieving organizational performance.Originality/valueKM in organizations has been researched by performing case studies on sub-companies of a selected corporation in the city of Esfahan and on OLC in a public service organization of Pakistan. This paper claims originality on the basis of the following: variables used are mediating variables of KM, learning organizational culture, and organizational performance; the method used in this research is PLS and the locations used in this study, sites at the State University of Makassar in Indonesia, are unique as they have not been used in any previous studies on this topic.

The Analysis and Recognition of Effect of Employing Knowledge Management (KM) with Demitted Approach [Case Study: Members of Faculty in (IAU) Universities at Region no. 13

Today, organizations have found that the knowledge is deemed as one of the paramount and most distinct parameters for survival in competitive world. Thus, personnel have been noticed as owners of knowledge and the foremost capital for organization more than anything else. As a tool which has become important, Knowledge Management (KM) may collect the existing knowledge and give it order and dynamism and disseminate it throughout the organization. Accordingly, the present study is intended to examine the relations between variables of KM among members of faculty in universities at Region no 13. The parameters for efficient employing of KM that have been identified in former studies are considered as variables in this investigation. The methodology of this study is of descriptive type and statistical population of current research includes 225 participants from members of faculty in universities at Region no 13. Behat standard questionnaire (2002) has been utilized for data collection. The needed data have been gathered by the questionnaire in which validity and reliability of this inventory has been examined by content-validity and retest techniques respectively. DEMATEL method has been adapted for data analysis. Similarly, the final analysis of data was conducted by means of MATLAB software. The final results signify that the variables of ‘knowledge record, knowledge creation, and knowledge application’ are effective on this system while variables of knowledge transfer (C) and knowledge acquisition (A) were characterized as the mostly affected parameters of KM between members of faculty in universities at Region no 13.

Role of foreign direct investment on technology transfer and economic growth in Kenya: a case of the energy sector

Foreign firms in Kenya have played a major role in enhancing economic growth in the agriculture sector, especially in floriculture and horticulture. Over a long period of time, foreign direct investment (FDI) has been found to create many externalities in the Kenyan economy in the form of benefits available through transfers of general knowledge, specific technologies in production and distribution, industrial upgrading, work experience for the labor force and the establishment of finance-related and trading networks, and the upgrading of telecommunications services. The purpose of this study was to address the role of foreign direct investment on technology transfer and economic growth in Kenya, with a focus on the energy sector in Nairobi focusing on the period between 2001 and 2014. This study adopted a descriptive and inferential survey design. The target population for this study was 60 senior managers composing of directors and managers from Kenya Power and Kengen. Questionnaires were used to collect primary data. The study established that there is a relationship between foreign direct investment variables of infrastructure, technology diffusion, trade facilitation, knowledge management, and technology transfer and economic growth. The study found that investment in the energy sector has led to new technology in the country as it has transferred technology to local investors through sharing of knowledge in new innovation in production, research, and development and also has led to increased competition in trading which has resulted in efficiency and effectiveness of the industry. A major implication of this study is that policy makers must devise policies that would create an enabling environment for attracting FDIs in order to facilitate technology transfer and hence economic growth.

An Empirical Study of How the Knowledge Management Is a Driver of Innovation for Software Sector SMEs in MMxico

Purpose – Knowledge Management (KM) in Innovation process (INNOV), is a powerful engine that drives the company towards competitiveness (INSEAD, 2014; WEF, 2014); however, many small and media enterprises (SMEs) in Mexico, ignore it. So, the aim of the present study is to discover the key factors of KM that are involved in the INNOV, prevailing in the field of software sector SMEs in Guadalajara (SSG), Mexico.Design/methodology/approach – This research is a documental study about KM and how is related as driver on the INNOV; to achieve this, it was designed a questionnaire splitted in two parts: the first one, corresponding to KM that involved (5) factors: KM Leadership (KMLD); KM Capture and Acquisition (KMCA); KM Training and Mentoring (KMTM); KM Policies and Strategies (KMPS); KM Communications and Rewards (KMCR) with 23 total indicators as variables. The second one, INNOV that involved (6) factors: Innovation Value Added (IVADD); Innovation Input Items (IIIT); Innovation Process (INPROC); Innovation Output Items (IOIT); Innovation Performance (IPERF) and Innovation Feedback (IFEED) with 39 total indicators as variables. So, we designed a questionnaire (62 variables), as a measurement instrument based on Likert Scale (1 to 5 interval) in order to determine the degree of agreement with well Cronbach’s Alpha confidence (0.8432). We proceeded to do a survey to the total 200 CEOs belonging to the SMEs from SSG. The results were analysed using Structural Equations Modelling (SEM) to find validity and reliability of the structure to discover by the system equations, the underlying variables and their interrelationships. Finally, we found most representative KM variables to drive the INNOV, were: KMCA (0.9095); KMCR (0.8845); KMTM (0.8815); KMLD (0.8780); KMPS (0.8235). Finally we solved the (5) hypotheses finding the relationship between the KM factors and INNOV have significant positive effects.Originality/value – It lies in the design of a construct that identify the underlying KM factors and variables sized according an exploratory and multi-correlational study to drive 1814 the INNOV. All the factors and variables were collected from the principal theories about both subjects and jointed in a solid set by SEM to find their respective correlations.Practical implications – This study, shall serve to the SSG to identify what variables and factors from KM, are able to drive the INNOV and get a better place for competitiveness.

Factores determinantes en la producción científica de los grupos de investigación en Colombia

There is much debate about how knowledge-creating institutions —such as universities, research groups and centers— should be organized, as well as about the key processes of knowledge management to be applied by research groups and the financial, human and technological resources needed to achieve high performance in research. The current work, based on a theoretical review and empirical study, aims to determine the relationship of scholarly production results obtained by research groups affiliated with universities in Colombia in terms of the variables of organizational culture, knowledge management, and technological capital. For this analysis, a sample was obtained of 223 research groups that are recognized and categorized by the National Administrative Department of Science, Technology and Innovation (Colciencias, 2010). The data analyzed were obtained from a survey that measured the perception of leading researchers about such independent variables as university culture, knowledge management processes, and technological capital. The dependent variable of scientific production was analyzed based on the rating assigned to each group by Colciencias for research results obtained over a period of time. The statistical techniques used in this study are regression analysis and structural equation analysis by which it was determined that the following variables have a positive influence on the results of scholarly output: the motivating culture, process of outsourcing knowledge management, and technological capital.