Knowledge Worker Productivity Research Articles

Perguraun Tinggi dalam Mempersiapkan Keterampilan Non-Teknis Mahasiswa di Era Revolusi Industri 4.0

Education in thisali era of digital disturbances cannot predict what will happen to future graduates who are preparing for new positions and professions that will emerge, driven not only by the fourth industrial revolution, but also by non-technological factors such as demographic pressure , geopolitical change, and social and cultural norms that occur through the discovery of new functions, and the mobility of people through reflecting new roles by digital technology is not an ordinary labor or ordinary capital ; but people who can create new ideas and innovations. The purpose of this paper is to describe the non-technical skills of Islamic religious teachers prepared in the era of industrial revolution 4.0. 1) Non-technical skills are known as the main attributes for graduates to be employed, for this reason the university is creating a sustainable pathway to develop leadership to create a vision that is in line with the needs of college stakeholders that include lectures that combine great opportunities and practices, such as practice-based final assignments that are integrated into lectures from the beginning of the program and new mentoring components were designed based on professional knowledge. 2) Non-technical skills that are capable of being accepted in the Industrial 4.0 era must at least contain Knowledge Work elements that have a role to mediate knowledge worker productivity between process management (knowledge generation, knowledge sharing, and knowledge applications) and innovation . 3) The second non-technical skill is Thinking Tools to develop optimal solutions to technical problems that depend on structured and complex thinking, technology design and programming, critical thinking and analysis and system analysis and evaluation capabilities. 4) The dynamic non-technical skills of a learning research consists of originality and creativity initiatives, ability to solve problem solving and reasoning, problem solving and ideas. 5) The fourth non-technical skill is Digital Lifestyle in Leadership and social influence.

FUNCTIONS AND MODES OFINFORMATION DEVELOPMENT OF ECONOMY: METHODS AND MODELS

Informatization intensification of the modern economy stresses the importance to discuss the following group of issues: 1) the establishment of criteria and measurement of the effectiveness of the information system; 2) the definition of the information potential of the agent and the assessment of effective information action; 3) information security of the social and economic system. The purpose of the study is to analyze theoretically the functions of various types of information with the determination of the efficiency of information and the modes of economic systems information development. Economic agents are known to search for relevant information that is only a part of total information in the system to make efficient decisions. The action of an agent as well as the development of an economic system is generally characterised with an efficiency coefficient that assesses the opportunity to obtain relevant information. The research methodology is the classification method that allows us to highlight the properties of information, to introduce quantitative indicators for measuring these properties and using mathematical tools to determine possible relationships between them, building theoretical models of the dynamics of information development of economy. Using this approach the functions of information, namely, notification, accumulation, cumulative amplification within the framework of consideration of the informational interaction schemes “object-agent” and “agent-agent” have been determined. The criterion of information potential of the controlled system and the information efficiency coefficient have been introduced. The latter means the ratio of information security to the level of information completeness of the system. Using the analysis of the dynamics of the efficiency and the ratio of relevant and general information, the modes of information development of the controlled system have been determined; three options for the accumulation of information with the ability to quantify the effect that determines the development of the knowledge economy have been suggested. Standard, enhanced and storage accumulations have been shown in the framework of the “object-agent” information interaction model, formal parameters for their quantitative assessment have been introduced. We have proved that one of the goals of economic policy should be the insurance of the necessary regime of information development of the economy, that is aimed at solving problems in the field of information security due to the fact that the functions of information can be violated, i. e. performed with different results, which indicates the dysfunction of the information system and economic management. Such the approach will reduce the depth of dysfunctions of economic policy measures and the application of the information security loop proposed by the author will provide the tool for comparing the damage and benefits from possible information threats, which predetermines the practical application of the conducted theoretical analysis applied to different information modes. Sustainable development of the modern economy should consider the elimination of information threats especially in the context of overcoming opportunism in the form of deliberate distortions of information in order to obtain additional benefits. At the same time, the use of the information security loop for the development of economic policy measures will allow not only to diagnose the damage and benefits within the existing information processing regime, but also to identify the dynamics of the economic system development as a result of changes in the ratio of information benefits and costs. Keywords information, informatization of economy, information potential of economy, function of information, information development mode, information interaction models, information security of economy, combinatory principle, information security loop, dysfunction of information system, dysfunction of economic policy.

Cognitive time distortion as a hidden condition of worker productivity

The present study advances a novel productivity function of knowledge workers. Cognitive science studies provide clear evidence that, for a given event, there is a difference between a worker's cognitive time and physical clock time; this difference gives rise to a cognitive time distortion. The proposed productivity function accounts for workers' dual experiences of time and the kinds of contracts utilized by an economic organization and its customers and workers. This function shows—for the first time and contrary to intuition—that, given certain conditions, workers' cognitive time and the form of contracts utilized are the only conditioners of knowledge worker productivity. The proposed productivity function unearths a hidden economic lever effect whereby a minor degree of time distortion generates a significant level of worker inefficiency. This constitutes a novel contribution to the literature on knowledge worker productivity.

A valid and applicable measurement method for knowledge worker productivity

Purpose The purpose of this paper is to propose a new method for knowledge worker productivity measurement which is based on valid principles and appropriate viewpoints. Design/methodology/approach Based on an extensive and thorough literature review the elements that need to be taken into consideration, while designing a method for knowledge worker productivity measurement, are determined and divided into principles and viewpoints. These elements must be incorporated into the design of knowledge worker productivity measurement methods so that the correctness and accuracy of these methods can be verified. The proposed model, which is based on appropriate principles and viewpoints, determines the outputs of knowledge work with respect to the tasks that a worker’s job includes. Considering nine measures, these outputs are evaluated using fuzzy numbers and, then, quantified. The inputs of knowledge work are knowledge, skills and abilities (KSAs) required to do the job. These inputs are identified and quantified using Job Element Method. Furthermore, fuzzy Data Envelopment Analysis is employed to model the productivity. Findings In this paper, the proposed method for knowledge worker productivity measurement follows both appropriate principles and viewpoints, simultaneously. In order to validate the obtained results and explore the applicability of the proposed method, a case study was carried out at an Iranian organization in electric power industry. Statistical analyses are employed to prove the validity of the results. Based on the obtained results, the productivity of a knowledge worker is said to be high when he/she delivers the expected amount of job outputs considering the values of his/her inputs (KSAs). Originality/value The originality of this paper is twofold. First, the extracted principles and viewpoints can serve as a guideline for the development of similar methods. Second, the proposed model offers an effective and efficient tool that can serve as the basis for the comparison among relative productivity of knowledge workers. Furthermore, the obtained results could form a basis to examine the productivity trend of each knowledge worker over different periods of time.

The impact of knowledge management on knowledge worker productivity

PurposeThe productivity of knowledge workers is crucial not only for organizational innovation and competitiveness but also for sustainable development. In the context of knowledge-intensive firms, implementation of knowledge management is likely to increase knowledge worker productivity. Therefore, the purpose of this paper is to examine the influence of knowledge management on knowledge worker productivity.Design/methodology/approachA research framework on the effects of knowledge management processes on knowledge worker productivity is established and empirically tested with data from 336 knowledge workers at five mobile network operator companies in Pakistan.FindingsThe results indicate that knowledge creation and knowledge utilization impact knowledge worker productivity positively and statistically significantly. However, knowledge sharing does not have statistically significant impact on knowledge worker productivity. Demographic factors (gender, managerial position and formal education level) do not moderate the relationship between knowledge management and knowledge worker productivity statistically significantly.Research limitations/implicationsThe key limitations are the cross-sectional nature of the data and the geographic limitation to telecom companies in Pakistan.Practical implicationsIrrespective of gender, education and managerial position, implementation of knowledge management can increase knowledge worker productivity. Therefore, knowledge management practices should be implemented to enhance the knowledge worker productivity via fostering the knowledge worker’s engagement in and propensity to knowledge management processes.Originality/valueThis study is among the first to examine the likely influence of knowledge management on the productivity of knowledge workers conclusively while controlling for three individual demographic factors. This study also addresses the effectiveness of knowledge management in the little-explored cultural context of Pakistan.

Knowledge worker productivity: is it really impossible to measure it?

PurposeThe purpose of this paper is to propose and discuss, from both a theoretical and empirical point of view, a methodology for measuring the productivity of knowledge workers, then giving a contribution to the question launched by P. Drucker at the end of last millennium. An application of the method on a real case of a knowledge-based firm is shown.Design/methodology/approachThe paper is both theoretical and empirical. At first, building also on Pulic’s theory of human capital efficiency (HCE) and on previous works by the same authors of this paper, a deep theoretical analysis is proposed. After, the explicit calculation of the knowledge worker productivity in a real case of a knowledge-based young firm has been carried out.FindingsFrom a theoretical point of view, an inter-theory relationship between Drucker’s approach of sustainable strategies based on knowledge and the theory of HCE, mostly attributable to Pulic, has been constructed. From results of the application on the case study, it emerges that the calculation of the productivity of knowledge workers can be achieved and furthermore the result of the calculation can be the basis for the policy of rewarding within the firm.Practical implicationsThe proposed methodology can support the s.c. knowledge-based firms to calculate the productivity of employees, a very practical problem for such kind of firms. Furthermore, the calculation of knowledge worker productivity is the basis for implementing a policy of rewarding employees.Originality/valueThe originality of the paper is to provide a practical methodology useful to calculate knowledge worker productivity. To do so, the link between Drucker’s and Pulic’s theories has been deeply analyzed and an inter-theory relationship has been constructed. The existence of such a relation, in the authors’ opinion, is necessary to provide a theoretical foundation for the methodology proposed.

Measurements of workplace productivity in the office context

PurposeThe purpose of this paper is to present a comprehensive survey of workplace productivity key performance indicators (KPIs) used in the office context. Academic literature from the past 10 years has been systematically reviewed and contextualized through a series of expert interviews.Design/methodology/approachThe authors present a systematic review of the literature to identify KPIs and methods of workplace productivity measurement, complemented by insights semi-structured interviews to inform a framework for a benchmarking tool. In total, 513 papers published since 2007 were considered, of which 98 full-length papers were reviewed, and 20 were found to provide significant insight and are summarized herein.FindingsCurrently, no consensus exists on a single KPI suitable for measuring workplace productivity in an office environment, although qualitative questionnaires are more widely adopted than quantitative tools. The diversity of KPIs used in published studies indicates that a multidimensional approach would be the most appropriate for knowledge-worker productivity measurement. Expert interviews further highlighted a shift from infrequent, detailed evaluation to frequent, simplified reporting across human resource functions and this context is important for future tool development.Originality/valueThis paper provides a summary of significant work on workplace productivity measurement and KPI development over the past 10 years. This follows up on the comprehensive review by B. Haynes (2007a), providing an updated perspective on research in this field with additional insights from expert interviews.

What matters for knowledge work productivity?

PurposeKnowledge work productivity is a well-studied topic in the existing literature, but it has focussed mainly on two things. First, there are many theoretical models lacking empirical research, and second, there is a very specific research regarding how something impacts productivity. The purpose of this paper is to collect empirical data and test the conceptual model of knowledge work productivity in practice. The paper also provides information on how different drivers of knowledge work productivity have an impact on productivity.Design/methodology/approachThrough the survey method, data were collected from 998 knowledge workers from Finland. Then, confirmatory factor analysis was conducted to confirm the knowledge work productivity dimensions of the conceptual model. Later, regression analysis was used to analyse the impacts of knowledge factors on productivity.FindingsThis paper increases the understanding of what matters for knowledge work productivity, with statistical analysis. The conceptual model of knowledge work productivity consists of two major elements: the knowledge worker and the work environment. The study results showed that the knowledge worker has the biggest impact on productivity through his or her well-being and work practices. The social environment was also found to be a significant driver. The results could not confirm or refute the role of the physical or virtual environment in knowledge work productivity.Practical implicationsThe practical value of the study lies in the analysis results. The information generated about the factors impacting productivity can be used to improve knowledge work productivity. In addition, the limited resources available for organisational development will have the greatest return if they are used to increase intangible assets, i.e., management and work practices.Originality/valueWhile it is well known that many factors are essential for knowledge work productivity, relatively few studies have examined it from as many dimensions at the same time as this study. This study adds value to the literature by providing information on which factors have the greatest influence on productivity.

Lean approach in knowledge work

Purpose: Knowledge work productivity is a key area of improvement for many organisations. Lean approach is a sustainable way to achieve operational excellence and can be applied in many areas. The purpose of this novel study is to examine the potential of using lean approach for improving knowledge work practices.Design/methodology/approach: A systematic literature review has been carried out to study how lean approach is realised in knowledge work. The research is conceptual in nature and draws upon earlier research findings.Findings: This study shows that lean studies’ in knowledge work is an emerging research area. This study documents the methods and practices implemented in knowledge work to date, and presents a knowledge work continuum, which is an essential framework for effective lean approach deployment and to frame future research focus in knowledge work productivity.Research limitations/implications: This study structures the concept of knowledge work and outlines a concrete concept derived from earlier literature. The study summarises the literature on lean in knowledge work and highlights, which methods are used. More research is needed to understand how lean can be implemented in complex knowledge work environment and not only on the repetitive knowledge work. The limitations of this research are due to the limited availability of previous research.Practical implications: To analyse the nature of knowledge work, we implicate the areas where lean methods especially apply to improving knowledge work productivity. When applying lean in knowledge work context the focus should be using the people better and improving information flow.Originality/value: This study focuses on adapting lean methods into a knowledge work context and summarises earlier research done in this field. The study discusses the potential to improve knowledge work productivity by implementing lean methods and presents a unique knowledge work continuum to frame previous research and give focus for future research.

Individual knowledge management engagement, knowledge-worker productivity, and innovation performance in knowledge-based organizations: the implications for knowledge processes and knowledge-based systems

The literature on the knowledge management relatively ignores an important concept, the individual knowledge management engagement-the degree to which a knowledge worker is involved with the knowledge management-related activities. This concept is imperative for nurturing the productivity of knowledge workers, knowledge management architecture effectiveness, and innovation. Therefore, this study proposes the mediating role of knowledge-worker productivity between individual knowledge management engagement and innovation. The data were collected from the 330 knowledge workers of IT sector of Pakistan and analyzed using the SmartPLS 3 Version 2.6. The results indicate the partial mediation of knowledge-worker productivity between the individual knowledge management engagement and innovation. The results suggest the pivotal role of individual knowledge management engagement in increasing the innovation and knowledge-worker productivity in the knowledge-based organizations.

Perceived Location Autonomy and Work Environment Choice: The Mediating Influence of Intrinsic Motivation

Building on the main tenets of labor process theory, this study introduces perceived location autonomy (PLA)—the autonomy to generate, evaluate, and choose where to perform one’s work tasks—and tests the relationships between PLA and worker productivity and well-being. Using a sample of academic knowledge workers ( n = 319), our results suggest that workers experiencing higher PLA choose work environments to enhance both their productivity and their well-being through increased intrinsic motivation. Consistent with labor process theory, PLA acts as a form of empowerment that aligns knowledge worker and organizational goals to realize productivity gains while simultaneously allowing workers to enhance well-being. Together, these results suggest that managers may wish to consider integrating PLA into job and organizational design, as an alternative to control, as an effective strategy for boosting knowledge worker productivity and well-being.

The relation between knowledge transfer and productivity in knowledge work

Within the modern ICT-enabled knowledge work context, questions related to access to information and knowledge-sharing practices have received growing research attention. However, there is still surprisingly little empirical research exploring the actual impact of effective knowledge transfer to work productivity. The purpose of this paper is to fulfil this research gap and empirically study whether there are any differences in subjective work productivity based on how the knowledge worker perceives the level of information flow and knowledge transfer within the organisation. Furthermore, the aim is to determine whether there are differences between the extent to which the positively experienced information flow and knowledge transfer impact experienced work productivity. Through the survey method, data were collected from 998 knowledge workers from Finland in various sizes of organisations. The quantitative data were analysed using SPSS software descriptive statistics, correlations and U-tests. The practical value of the study is in the analysis results. The paper presents the value of information flows and knowledge transfer to knowledge work productivity. This increased understanding will help managers to evaluate the effects of investing in supporting information flows and knowledge transfer within their organisations.

Examining the Personal and Institutional Determinants of Research Productivity in Hospitality and Tourism Management

ABSTRACTThe transition toward a post-capitalist knowledge-oriented economy has resulted in an increasingly competitive academic environment, where the success of faculty is dependent on their research productivity. This study examines the personal and institutional determinants of the quantity and quality of the research productivity of hospitality and tourism management faculty in US institutions. A survey of 98 faculty found that a different set of determinants impact the quantity and quality aspects of research productivity. Also, institutional determinants were found to play a larger role, indicating the need for administrators to strive for a culture that is supportive of and an infrastructure that is conducive to their faculty’s research success. The authors use the field of hospitality and tourism management as a case study to develop a holistic and cohesive framework for knowledge worker productivity that can guide the evaluation, hiring, and development of researchers.

Design Recommendations for Self-Monitoring in the Workplace

One way to improve the productivity of knowledge workers is to increase their self-awareness about productivity at work through self-monitoring. Yet, little is known about expectations of, the experience with, and the impact of self-monitoring in the workplace. To address this gap, we studied software developers, as one community of knowledge workers. We used an iterative, user-feedback-driven development approach (N=20) and a survey (N=413) to infer design elements for workplace self-monitoring, which we then implemented as a technology probe called WorkAnalytics. We field-tested these design elements during a three-week study with software development professionals (N=43). Based on the results of the field study, we present design recommendations for self-monitoring in the workplace, such as using experience sampling to increase the awareness about work and to create richer insights, the need for a large variety of different metrics to retrospect about work, and that actionable insights, enriched with benchmarking data from co-workers, are likely needed to foster productive behavior change and improve collaboration at work. Our work can serve as a starting point for researchers and practitioners to build self-monitoring tools for the workplace.

Translating the impact of knowledge management processes into knowledge-based innovation: The neglected and mediating role of knowledge-worker productivity

This study proposes a novel research model to investigate the neglected and pivotal mediating role of knowledge-worker productivity between knowledge management processes (knowledge generation, knowledge sharing, and knowledge application) and innovation. The data were collected from the 369 knowledge workers in the IT sector of Pakistan and analyzed using the SmartPLS 3 Version 26. The results indicate that knowledge-worker productivity mediates between two knowledge management processes (knowledge creation and knowledge utilization) and innovation. However, surprisingly, it does not mediate between knowledge sharing and innovation. The results support the pivotal role of knowledge-worker productivity-the most striking challenge for the management discipline in the 21st century-in knowledge-based innovation. Moreover, the results signify the overarching role of the human and cultural approach to knowledge management over the Big Data and IT and system-based approaches.

Measuring Knowledge Workers’ Productivity in the Kingdom of Saudi Arabia Telecom Industry

This study establishes and tests a framework for measuring knowledge workers’ output in the Kingdom of Saudi Arabia (KSA) telecom industry based on the examination of capitalized labor and average revenue per user (ARPU) to measure value added intellectual coefficient (VAIC). Quarterly financial statements from 2008-2015 were used to measure an ARPU composite score of the only four publicly traded telecommunication companies on the Saudi Exchange (Tawadul). The four telecom companies comprise 32 cases which satisfied the required number of cases needed to detect a R 2 that is 50% or higher 80% of the time. A hierarchical regression was performed to measure capitalized labor (CLE), Pulic’s VAIC, and its determinants’ effects on ARPU composite score. The results showed a direct relationship between VAIC, its determinants, and ARPU composite score. The full model explained 78% of the ARPU composite score. CLE and CEE were significant with a combined R 2 of 29%. This study shows how ARPU is linked to functional-level strategies in telecom industry, and can be used as a KPI to measure the productivity of knowledge workers.

Workplace analytics: surveillance or saviour?

So many business models are now dependent on processing value from data that it has become a commercial imperative to refine the productivity of knowledge workers. Typically, however, organisations have struggled to increase the productivity of employees whose jobs consist primarily of knowledge interactions with colleagues, customers and business partners, and of complex decision-making based on understanding and judgement. The paper discusses how sophisticated systems transform businesses measure and improve their productivity through close analysis of their employees' work patterns.

The impact of workplaces and self-management practices on the productivity of knowledge workers

PurposeThis paper aims to explore the impact of workplaces, which support concentration and communication, and self-management practices on individual and team productivity. The underlying hypothesis is that the impact of these variables on the two levels of productivity (individual and team) and the two dimensions of productivity (quantity and quality) may be different.Design/methodology/approachThe paper is based on survey data from 998 Finnish knowledge workers. Factor analysis was used to test the dimensions of the conceptual model. Insights into the impact of workplaces for concentration and communications and self-management practices on productivity were obtained by multiple-regression analyses.FindingsThe findings show that self-management practices have a larger impact on the quality and quantity of individual output and the quantity of team output than workplaces for communication and concentration. Improving self-management skills is key to increase all productivity dimensions and in particular the quality of the output.Practical implicationsThis paper contributes to a better understanding of the impact of workplace characteristics and self-management practices on different levels and dimensions of productivity. It offers valuable lessons for managers, as they are able to recognize how productivity can be approached from several perspectives. Different dimensions can be enhanced using different workplace settings. For example, the quantitative output of employees can be increased by adding more space for concentration, while quantitative team productivity can be increased by providing appropriate space for collaboration. An important means to enhance a higher quality of the output is to improve self-management skills. The findings also suggest that collaboration between different disciplines – corporate management, corporate real estate management, human resource management and IT – is needed to optimize individual and team productivity.Originality/valueThis paper explores work environment experiences of Finnish office workers and connects both workplace appraisal and work practices to perceived productivity support, on individual level and team level. It also adds insights into the different impacts on quantity and quality.

A Soft Systems Approach to Knowledge Worker Productivity—Analysis of the Problem Situation

Low knowledge worker productivity is an important problem that needs to be addressed. Current research addressing this problem is fragmented and deals with different isolated elements of the problem. There is a need for a holistic approach to knowledge worker productivity. This paper takes the first steps of a holistic approach to knowledge worker productivity by using soft systems methodology to describe the problem situation. The main challenge of this research was the abstraction of the results from two literature reviews into simple rich pictures and specific root definitions to identify the fundamentals of knowledge worker productivity. The problem situation was explored from the perspective of two problem owners, the organization and the individual knowledge worker. The rich picture from the perspective of the organization highlighted that the organization must communicate what they perceive as value and create a work environment that promotes collaboration, encourages knowledge sharing, motivates and fulfills the needs of their knowledge workers. The rich picture from the perspective of the individual knowledge worker highlighted the fact that knowledge workers need to manage their personal resources, be effective and efficient to maximize their own productivity. This paper attempts to integrate these two perspectives into a holistic view.

Investigating knowledge workers’ productivity using work design theory

PurposeThe purpose of this paper is to examine the suitability of job and work design theory for investigating knowledge workers’ productivity. The review is a response to recommendation and adoption of the motivational human resource management approach by a number of knowledge management researchers. The authors show that the existing literature on this topic overlooks key criticisms of HRM job and work design theory itself. The authors suggest modifications.Design/methodology/approachThe paper proceeds by outlining knowledge management researchers’ arguments rejecting the application of traditional measurement approaches to investigating knowledge workers’ productivity. The review develops to examine the various arguments for adopting work design theory and considers the key contributions and critiques in this field. Drawing on the insights of key HRM work design critics, the paper concludes by offering suggestions for a model suitable for examining the drivers of knowledge work productivity in process.FindingsThe principle finding is that Morgeson and Humphrey’s (2006) Work Design Questionnaire (WDQ) stand as the most conceptually consistent and methodologically considered human resource management work design theory. However, this model must itself be modified to include a category of organizational contextual work characteristics. For application to the filed of knowledge management, WDQ must also be expanded to include knowledge sharing, role breadth self-efficacy and employee well-being as key work design mediators and outcomes.Research limitations/implicationsGreater consideration needs to be given to the distinction between knowledge sharing as a work design mediator and as a work design outcome. Morgeson and Humphrey themselves note that the “common method variance” problems arising in psychometric research have been reduced but not completely eliminated from their model.Practical implicationsSurvey instruments based on the recommended model potentially provide a valuable means for understanding and enhancing productivity in a variety of knowledge intensive service industries. The pronounced benefit of this model is that it is applicable in cross-industry and cross-occupational contexts, unlike many existing knowledge worker productivity models. This is an advantage, given the centrality of the inter-connectivity of different types of activities and industries in knowledge work.Social implicationsWork design prioritizes employee motivation and support and links this to the quality of work and the well-being of clients. The benefits of well-designed knowledge work extend well beyond the generation of specific innovations and macroeconomic productivity improvements.Originality/valueJob design and work design theory have been applied in the field of knowledge management. However, the applications have largely overlooked key critiques of the established models in the human resource management literature. The paper fills this gap. Its original suggestions for modifying Moregeson and Humphry’s (2006) WDQ reflect the authors’ in-depth analysis of the literature.