Knowledge Worker Productivity Research Articles

How does knowledge based human resource management practices enhance organizational performance? The mediating role of knowledge workers productivity

This research aims to investigate the impact of knowledge-based human resource management (KBHRM) practices on organizational performance through the mediating role of quality and quantity of knowledge worker productivity (QQKWP). The data were collected from 325 employees working in different private universities of Pakistan by using convenience and purposive sampling techniques. The quantitative research technique was used to perform analysis on WarpPLS software. The result revealed that only knowledge-based recruiting practices have a positive and significant direct effect on organizational performance. While knowledge-based performance appraisal practices, training and development practices and compensation practices all were insignificant in this regard. However, through mediator QQKWP, the knowledge-based recruiting practices (KBRP), knowledge-based training and development (KBTD), and knowledge-based compensation practices (KBCP) all were positively and significantly influencing organizational performance but only knowledge-based performance appraisal (KBPA) was insignificant in this mediating relationship. Lastly, the current study provides useful insights into the knowledge management (KM) literature in the context of private higher educational institutes of developing countries like Pakistan. The future studies should consider the impact of KBHRM practices on knowledge workers’ productivity and firms’ performances in the context of public universities.

Demystifying Knowledge Work Practices and Performance in the Public Sector

The performance of the public sector, especially its officers, is vital to a nation’s growth in light of the challenges clouding public service. Despite numerous efforts and initiatives, the level of efficiency of Malaysian public sector officers remains feeble, and public dissatisfaction has led to criticism of the administration. Therefore, addressing issues surrounding the performance of public sector officers is imperative to improve public perception. Guided by Drucker’s knowledge work productivity theory, this research aims to discover the relationship between knowledge work practices toward affective commitment (AC) and knowledge worker performance (KWP). This research adopted a cross-sectional design involving a survey of 395 administrative and diplomatic officers who were recruited via stratified random sampling. A variance-based structural equation modeling using Smart PLS 4.0 was conducted to analyze the data. Results show that job crafting (JC) and continuous learning (CL) improve KWP, job-related innovation (JRI) does not impact KWP, and AC exerts a mediating impact on the relationship between knowledge work practices and KWP. This study provides impetus to knowledge productivity and human behavior by integrating JC into Drucker’s theory. Doi: 10.28991/ESJ-2024-08-05-015 Full Text: PDF

Impact of knowledge management on knowledge worker productivity: individual knowledge management engagement as a mediator

ABSTRACT The current research intends to develop and test a multidimensional model of knowledge management using second-order psychometric constructs and determine whether individual knowledge management engagement mediates the knowledge worker productivity. Data was collected using structured questionnaires, and 411 final samples were analysed using structural equation modelling. The results show that knowledge worker productivity is positively impacted by the knowledge management factor. The research also discovered evidence of an interaction between knowledge management and knowledge worker productivity that is mediated by individual knowledge management engagement. The theoretical conclusion of the research is that this multidimensional knowledge management model is suitable for gauging knowledge worker productivity in developing nations as well as industrialised ones, and it may also be applied to other service sectors. This study demonstrates a clear relationship between knowledge worker productivity and individual knowledge management engagement which will the practitioners to create efficient knowledge management strategies.

Knowledge work productivity in an activity-based workplace: a comparative analysis

PurposeThe purpose of this paper was to extend the current knowledge on the impacts of activity-based workplaces (ABWs) on productivity in knowledge work. It offers more background information that is needed to properly evaluate ABWs’ suitability for different organisations. In the results section, ABWs are compared to the cellular and open-plan office types.Design/methodology/approachThis study was conducted using a survey method with 5,841 respondents. The data were collected between 2015 and 2019 from 32 public-sector organisations.FindingsThe findings of this paper reveal that ABWs offer clear advantages over the other office types but requires careful design and well-implemented solutions. The superiority between ABWs and cellular offices also depends on workers’ profiles and needs and is not for everyone.Practical implicationsFor practitioners, this paper offers valuable information to compare the three office types: ABW, cellular and open-plan. It also highlights the importance of careful planning and good implementation, which are both essential to making the ABW environment productive for employees. Finally, this paper clearly provides evidence that ABWs and open-plan offices differ in their facilities and productivity.Originality/valueThis paper included a unique and large sample with open variables, which are fairly rare in ABW-related papers. It also provides evidence that ABWs, when implemented correctly, seem to be an excellent option for some work profiles.

Can LLMs Answer Investment Banking Questions? Using Domain-Tuned Functions to Improve LLM Performance on Knowledge-Intensive Analytical Tasks

Large Language Models (LLMs) can increase the productivity of general-purpose knowledge work, but accuracy is a concern, especially in professional settings requiring domain-specific knowledge and reasoning. To evaluate the suitability of LLMs for such work, we developed a benchmark of 16 analytical tasks representative of the investment banking industry. We evaluated LLM performance without special prompting, with relevant information provided in the prompt, and as part of a system giving the LLM access to domain-tuned functions for information retrieval and planning. Without access to functions, state-of-the-art LLMs performed poorly, completing two or fewer tasks correctly. Access to appropriate domain-tuned functions yielded dramatically better results, although performance was highly sensitive to the design of the functions and the structure of the information they returned. The most effective designs yielded correct answers on 12 out of 16 tasks. Our results suggest that domain-specific functions and information structures, by empowering LLMs with relevant domain knowledge and enabling them to reason in domain-appropriate ways, may be a powerful means of adapting LLMs for use in demanding professional settings.

Interlinking networking capabilities, knowledge worker productivity, and digital innovation: a critical nexus for sustainable performance in small and medium enterprises

PurposeAs sustainable performance has a central role in the small and medium enterprises (SMEs) performance literature, this study aims to examine the influence of networking capabilities in enhancing sustainable performance through knowledge workers’ productivity and digital innovation. It also examines the sequential mediating role of knowledge workers’ productivity and digital innovation on networking capabilities and SMEs’ sustainable performance relationship.Design/methodology/approachData were collected from 308 knowledge workers in the information technology sector and analyzed using the Hayes Process Macro bootstrapping method to test the proposed hypotheses.FindingsResults indicate that knowledge workers’ productivity and digital innovation individually and sequentially mediate the relationship between networking capabilities and SME’s sustainable (economic and environmental) performance, surprisingly, they do not act as a mediator between networking capability and SME’s social performance. SMEs should prioritize investments in the professional development of their knowledge workers through training and skill enhancement programs. This investment equips knowledge workers with the tools to effectively use the knowledge and resources acquired through networking. Thus, knowledge workers may improve performance by using these resources to tackle challenges.Research limitations/implicationsAlthough this research focused on this specific context, it is prudent to acknowledge that additional factors may also exert influence on sustainable performance within SMEs, factors that managers may consider when making decisions. Methodologically, the cross-sectional design of this research poses a potential limitation, as it does not allow for the complete elimination of endogeneity concerns. However, it is worth noting that scholars have endorsed the use of cross-sectional data in cases where management researchers aim to expand beyond well-documented and longitudinal data sets.Practical implicationsThis research offers practical recommendations for SMEs to improve their sustainable performance through networking. SMEs should seek partnerships with complementary knowledge to improve operations and for other performance-oriented benefits.Originality/valueThis study adds significantly to the literature on sustainable SME performance by studying the interdependent effects of networking capabilities. It also represents the individual and sequential mediation mechanism that links networking capabilities to SME success through knowledge worker productivity and digital innovation.

Unravelling the nexus: exploring the dynamics of knowledge hoarding, and project success in the IT sector

ABSTRACT This study examines the complicated links between knowledge hoarding, knowledge management, knowledge worker productivity, and project success. It aims to investigate the detrimental effects of knowledge hoarding on knowledge management, as well as the correlation between the knowledge management process and project success as measured through knowledge worker productivity. Knowledge hoarding is described in this study through the lens of cognitive motivational relational theory, and as a knowledge management barrier is explained through the lens of the knowledge-based perspective of the firm. Questionnaires are utilised to survey 405 Pakistani IT personnel via convenience sampling. For the analysis of data, Smart PLS-4 is employed, and Structured Equation Modelling is conducted. It is evident that knowledge hoarding does not affect IT firm knowledge management and project success. Productivity partially mediates the relationship between knowledge management process and project success. Finally, theoretical contributions and practical implications are discussed besides future research directions.

Holdup, Knowledge Transferability, and Productivity: Theory and Evidence from Knowledge Workers*

This article studies how firing costs affect the productivity of knowledge workers. We develop a holdup model in which workers are essential to knowledge transfer between firms and show that if the worker's knowledge stock is sufficiently transferable to competing firms, an increase in firing costs inhibits the firm's ability to hold up the worker and thereby leads to higher effort. We consider the passage of the wrongful discharge laws in the US as an exogenous increase in firing costs and test our theory using data on patents filed at the United States Patent and Trademark Office (USPTO).

An Interview with Gail Murphy - 2023 SIGSOFT Awardee

Gail Murphy received the 2023 SIGSOFT Outstanding Research Award for pioneering contributions to recommenders for software engineering and program comprehension that have impacted both theory and practice. She received a Ph.D. in computer science from the University of Washington in 1996 (USA), and she is now a Professor in the Department of Computer Science and Vice-President of Research & Innovation at the University of British Columbia (Canada). Her research interests are in improving the productivity of software developers and knowledge workers by giving them tools to identify, manage and coordinate the information that really matters for their work.

Influence High-Performance Work Systems and Knowledge Management Process on Open Innovation, The Mediator Effect Knowledge Worker Productivity

Influence High-Performance Work Systems and Knowledge Management Process on Open Innovation, The Mediator Effect Knowledge Worker Productivity

Exploring the Impact of Experiments on Knowledge Workers' Productivity in the Pakistani Software Industry

The world has been changed into global apartment by the innovation of ICT. The concepts of time and distance have been dashed down with the magical clicks of technology. All these supersonic changes are caused by the highest level of competency and latest knowledge of the workforce. The structure of the economy is dynamic and it continues to change with the changes of tide and space; where once organizations were dependent on the productivity of a manual workforce, they are now increasingly depending on the productivity of knowledge workers. Today, knowledge workers account for more than two-thirds of the workforce, and thus should be the centre of focus of strategic plans to improve productivity. The aim of this experimental research study was to explore the impact of suggested factors on knowledge worker productivity. The researcher used the survey method for collection of data with instrument of questionnaire to achieve the objectives of the study. The sample size was consisted of 100 respondents, which were selected randomly from major software firms of Pakistan. Results of descriptive statistics and structural equations modelling (SEM) revealed that independent variables, e.g. on-job-training, workplace, motivation, education and work experience and well-being have a positive effect on knowledge worker productivity. In order to increase the knowledge worker productivity, management requires to betterly understand how to make knowledge workers more productive by examining the factors that affect productivity and by analysing any relationship between the factors and roles.

Reconciling the impact of knowledge management processes on knowledge worker productivity

Knowledge management has been a proven tool to foster organizational performance, innovations, and individual knowledge workers’ productivity. A stream of empirical studies has demonstrated with contradictory results that each single organizational knowledge management process – knowledge creation, knowledge sharing and utilization – can enhance the knowledge workers’ productivity in isolation. In contrast, our study argues with the support of Nonaka’s theory and alignment theory that knowledge utilization is the only frontline and primary knowledge management process which can enhance knowledge workers’ productivity while other knowledge management processes (knowledge creation and knowledge sharing) support and supplement each other as well as improve knowledge utilization. This means that shared and created knowledge will not enhance the productivity of knowledge workers until organizations strive for knowledge utilization. This study used data collected from 336 knowledge workers in the Telecom industry of Pakistan and examined it using partial least squares modelling. The findings indicated that knowledge utilization is the sole frontline and primary knowledge management to enhance the productivity of knowledge workers. Hence, knowledge utilization can only influence productivity indirectly by increasing the utilization of knowledge created and/or shared.

ROLE OF KNOWLEDGE MANAGEMENT IN WORKER’S PRODUCTIVITY AND ORGANIZATIONAL PERFORMANCE: EMPIRICAL STUDY OF SOUTH PUNJAB, PAKISTAN

This study exploited effect of knowledge management in knowledge worker productivity and empirically measured via cross-sectional study and data was collected from banks in south-Punjab Pakistan. There is lack of literature that deliberate interplay of knowledge management-enablers, knowledge worker’s productivity, knowledge management process as well as the organizational performance. Thus, the findings as obtained through the statistical procedures provide significant information that helps in reaching the desired conclusion. The finding reveals positive significant effect of the knowledge management (KM) enablers on the knowledge management (KM) practices and process and subsequently, knowledge management practices and process has positive impact upon workers’ productivity and organizational performance. Likewise, the knowledge workers productivity also significantly enhancing the firms’ performance.

The impact of knowledge hiding and toxic leadership on knowledge worker productivity – Evidence from IT sector of Pakistan

This study intends to identify the impact of Knowledge Hiding and Toxic Leadership on Knowledge Management Process at Information Technology (IT) companies of Pakistan and explore the overall impact on Knowledge Worker Productivity by keeping knowledge worker ambidexterity as mediator. Any factor that could negatively influence the knowledge management process would hamper employees’ productivity in that setup. The knowledge-based view is used as base theory which characterizes knowledge as the most significant strategic utensil for performance, however, the IT sector being a highly knowledge-intensive sector provides rationale for conducting study in this area. The study is quantitative and the sample size consists of 405 respondents selected based on convenience sampling. However, Analysis was performed using Structural Equation Modelling Software Smart Partial Least-Square (SEM-PLS). The findings show that evasive hiding, playing dumb and toxic leadership does not have any significant impact on knowledge management process, however, rationalized hiding was positively related to knowledge management process and knowledge worker productivity. Also, partial mediation of knowledge worker ambidexterity was observed. Furthermore, this study is a significant addition to the existing literature as to the best of our knowledge, it is one of the earlier contributions to explore knowledge hiding as a barrier to the knowledge management process along with toxic leadership introducing mediating role of knowledge worker ambidexterity. Theoretical contributions and practical implications are also discussed at the end.

Stimulating the Productivity of the Knowledge Workers

Abstract The growing importance of creative knowledge workers as a resource of particular significance for the growth of organizations is becoming one of the greatest challenges of the knowledge-based economy. An organization that employs knowledge workers, is an organization that can develop itself. One characteristic of knowledge workers is that they are creative and always driven by a desire for change. Therefore, wherever they see an opportunity to develop or a problem that can be solved implicating a lower cost it represents an opportunity for the organization. In the end, if the organization knows how to cherish its knowledge workers, will have an advantage on the market that it activates, but also, will be easier for it to attract more knowledge workers. The purpose of the paper is to familiarized the readers with all these concepts, how can be influenced and stimulated knowledge worker productivity, for better understanding of their importance for modern organizations. We are aware that only the presentation of the theory of a complex economic concept is not enough, that s why we realized and present in the paper a case study about how much employees know about knowledge worker, employee satisfaction and employee productivity, constructed using information gathered from people around the globe throughout a survey.

Performance Monitoring and Knowledge Worker Productivity

Performance Monitoring and Knowledge Worker Productivity

Towards a Holistic Framework of Knowledge Worker Productivity

Many jobs today are predominantly knowledge work. This makes organizations dependent on value created by knowledge workers (KWs). Many of the initiatives to improve and manage knowledge worker productivity (KWP) give unpredictable results depending on factors that are often hidden and unknown. It is important to find a holistic approach to improve and manage KWP that gives consistent results across many different organizations. This paper takes us a step closer towards that objective by mapping insights gained from a systematic literature review to activities in a purposeful activity model of the individual KW at work and, based on the findings, proposing a draft of a holistic KWP framework. The main components of the framework are the state of the individual KW, work done and outcome. The systematic literature review searched for papers with topics that touched on approaches, frameworks, tools, or models which aim to tackle the productivity, performance, effectiveness, efficiency, or management of KWs. Relevant concepts were extracted from each paper and categorized into groups. Twelve groups were formed of which six consisted of concepts relevant to individual KWs and their work: organizational commitment and engagement, communication and relationships, personal characteristics and development, personal knowledge management, well-being and job satisfaction and task approach.

The Impact of Artificial Intelligence on Expertise Development: Implications for HRD

Problem The implementation of artificial intelligence (AI) is assumed to lead to increased productivity of knowledge workers. However, AI could also have negative effects on the development of professional expertise. Solution A review of the literature on expertise development is provided, followed by examples of AI implementation in a knowledge-intensive profession, accounting. The analysis of these examples suggests that automation can result in the loss of expertise due to reduced opportunities for learning from deliberate practice and experienced colleagues, and from working on progressively more complex tasks. Implications for human resource development (HRD) include creating alternative individual development opportunities and promoting organizational cultures conducive to expertise development in human-machine interaction modes. Stakeholders The results of this study will be of interest to scholars of HRD, accounting education, and human-machine interaction. Practical implications will be of relevance to HRD professionals and managers responsible for the implementation of artificial intelligence solutions.

The Impact of Automation and Knowledge Workers on Employees’ Outcomes: Mediating Role of Knowledge Transfer

While there are existing empirical reviews regarding the relation between knowledge workers (KW) and knowledge transfer (KT), no study has examined the association of automation and knowledge transfer. The study describes knowledge workers as employees embedded with special abilities and having the main role of transfering their abilities to other workers in the organization. Additionally, automation (AUT) is described in the study as a technological process embedded with tacit knowledge. Therefore, using knowledge worker productivity theory and the technology acceptance model, this study aims to recommend and test a research model which examines the mediating role of knowledge transfer between automation, knowledge workers, and employee outcomes (employee creativity (EC) and innovative performance (IP)). The study evaluates the significant influence of knowledge transfer on innovative performance and creativity of other employees within the organization. This study applied a judgmental non-probability sampling research strategy to gather data from employees at an industrial firm in Japan by administering a questionnaire via Google Form. The data were analyzed with partial least squares based on structural equation modeling aimed at testing the predictive power and relationships of the model estimates. The results found support for the mediating role of knowledge transfer between automation and employee creativity as well as between automation and innovative performance. However, the study found partial support that knowledge transfer mediates the relationship between knowledge worker and employee creativity, as well as knowledge worker and innovative performance. In the same, automation and knowledge workers have significant impacts on knowledge transfer. Knowledge transfer has a significant impact on employee creativity and innovative performance.

Knowledge-Worker Productivity in Defense Industry: The Role of Knowledge Management through Employees’ Adaptability and Job Satisfaction

This research aims to investigate the direct effect of knowledge management on knowledge-worker productivity and the indirect effect mediated by employees' adaptability and job satisfaction. The research was conducted at PT. Pindad (Persero) Malang as a specific knowledge-based manufacturing industry company. The research population is employees who work in the department that is closely related to the knowledge of ammunition products. Furthermore, 203 employees became the research sample taken proportionally and randomly from the population using proportionate random sampling technique. The data analysis method was carried out using a structural equation modeling (SEM) model with a partial least square (PLS) approach. The results indicate that knowledge management has no significant effect on knowledge-worker productivity, but knowledge management has a significant effect on adaptability, and adaptability has a significant effect on knowledge-worker productivity. Knowledge management also has a significant effect on job satisfaction, and job satisfaction also has a significant effect on knowledge-worker productivity. Thus, adaptability and job satisfaction have a full mediating role on the effect of knowledge management on knowledge-worker productivity. This research contributes fill the research gap on the influence of knowledge management on knowledge-worker productivity with the presence of adaptability and job satisfaction as a mediating variable.