Knowledge-intensive Organizations Research Articles

Bridging technostress and continuous learning in knowledge-intensive organizations: A socio-technical systems approach for the future of healthy working life

We present an interdisciplinary exploration of technostress in knowledge-intensive organizations, including both business and healthcare settings, and its impact on a healthy working life. Technostress, a contemporary form of stress induced by information and communication technology, is associated with reduced job satisfaction, diminished organizational commitment, and adverse patient care outcomes. This article aims to construct an innovative framework, called The Integrated Technostress Resilience Framework, designed to mitigate technostress and promote continuous learning within dynamic organizational contexts. In this perspective article we incorporate a socio-technical systems approach to emphasize the complex interplay between technological and social factors in organizational settings. The proposed framework is expected to provide valuable insights into the role of transparency in digital technology utilization, with the aim of mitigating technostress. Furthermore, it seeks to extend information systems theory, particularly the Technology Acceptance Model, by offering a more nuanced understanding of technology adoption and use. Our conclusion includes considerations for the design and implementation of information systems aimed at fostering resilience and adaptability in organizations undergoing rapid technological change.

The impact of knowledge retention practices on employee turnover in knowledge-intensive firms

This study examines the impact of knowledge retention practices on employee turnover in knowledge-intensive organizations in Lagos State. The study focuses on mentorship programs and succession planning as a significant set of practices that impact employee retention. It, therefore, seeks to assess the impact of these practices on turnover intentions among employees in marketing and consulting firms. Using descriptive statistics, analysis of correlation, and multiple regression, the study analyzed the data obtained from 29 employees surveyed using Google Forms. The findings indicated that mentorship programs and succession planning reduce intentions of employee turnover, though succession planning had a higher significant level compared to mentorship programs. Such findings suggest that the appropriate implementation of these practices serves to raise organizational stability and reduce turnover. The only limitations are those concerning sample size and reliance on self-reported data, which could be improved to further develop the long-term implications for knowledge retention practices in future research. Keywords: Knowledge Retention, Employee Turnover, Mentorship Programs, Succession Planning, Knowledge-Intensive Firms.

Knowledge sharing among academics in higher education: a qualitative approach

Purpose Higher education institutions are the contemporary embodiment of knowledge-intensive organizations. The role of knowledge sharing among academics in enhancing teaching, research and innovation performance cannot be overlooked. However, a paucity of studies were devoted to uncovering the influencing factors of knowledge sharing among academics in China. This study aims to dig into the factors that influence academics’ knowledge-sharing behaviors in the context of Chinese higher education. Design/methodology/approach Semi-structured interviews were conducted with 13 academics from universities across various regions in China by using a combination of convenience, snowball and purposive sampling methods. Thematic analysis was used where data sets were examined according to the initial categorization of factors based on a review of the literature while new factors were searched based on frequency of re-occurrence. Findings Perceived loss of power and time and effort significantly hinder knowledge sharing whereas expected self-development and association are major catalysts of knowledge sharing. The organizational climate in higher education is featured by competition and individualism, which is not conducive to knowledge sharing while affiliation and trust are essential for cultivating a pro-sharing environment. Technological tools are perceived as user-friendly and useful in facilitating knowledge sharing, but doubts were raised about the effectiveness of online knowledge sharing compared to face-to-face communication. Originality/value Deviating from the conventional quantitative approach, this study provides novelty insights on this topic by revealing some less-investigated factors of knowledge sharing among Chinese academics by taking the qualitative approach.

The hustle behind knowledge: role of workplace ostracism and knowledge hiding towards quiet quitting in knowledge-intensive organisations

Purpose Given the workplace’s reinvention to accommodate the global pandemic’s novel conditions, knowledge hiding (KH) behaviour in knowledge-intensive organisations must be examined from a fresh perspective. In this context, the relationship between workplace ostracism (WO) as KH’s antecedent and quiet quitting (QQ) as its consequence is undertaken via the mediating role of KH behaviour among knowledge workers (KWs). Design/methodology/approach Through stratified sampling, data from 649 KWs is obtained to test the model. Partial least squares structural equation modelling (PLS-SEM) using SMART-PLS 4.0. software establishes a significant influence of WO on KH and QQ. KH significantly mediates the relationship between WO and QQ, highlighting its critical intermediary role PLSPredict evaluates the model’s predictiveness. WO and KH’s effects on QQ are examined using necessity logic by collectively applying PLS-SEM and necessary condition analysis (NCA). Findings The model wherein WO plays a significant role in increasing KH and QQ, with KH as a partial mediator in the relationship, has high predictive relevance. Moreover, NCA confirms WO as the key predictor variable that provides variance in QQ, followed by KH. The Importance-performance map analysis technique supports the study’s managerial implications. Originality/value This study enriches QQ’s emerging literature by empirically identifying its antecedents-WO and KH. Methodologically, this paper gives a model for using PLS-SEM and NCA together in relation to QQ by identifying WO as its necessary condition. Evidence of selected constructs’ interrelationships may help organisations draft leadership programmes to curtail KH and QQ behaviour.

How does managerial coaching influence knowledge sharing in the workplace? A perspective of proactive motivation model

Purpose Drawing upon the Proactive Motivation Model, this study aims to investigate the relationship between managerial coaching and employee knowledge-sharing behavior via psychological safety and learning goal orientation. This study also proposes that employee psychological safety and learning goal orientation sequentially mediate the relationship between managerial coaching and employee knowledge-sharing behavior. Design/methodology/approach This study used a time-lagged quantitative research design to test the proposed hypotheses. Using a self-administered questionnaire, data was gathered from 220 employees of information technology companies in Pakistan. This study used Partial Least Squares Structural Equation Modeling (PLS-SEM) two-stage approach to test the measurement and structural models. Findings The findings of the study support that there is an indirect relationship between managerial coaching and employees’ knowledge-sharing behaviors via psychological safety and learning goal orientation. In addition, the findings also support the sequential mediation of psychological safety and learning goal orientation in the proposed model. Practical implications The results of this study highlight that managers can play a vital role in fostering proactive resource-sharing behaviors of employees in knowledge-intensive organizations. Originality/value There is limited research on the relationship between managerial coaching and employees’ knowledge-sharing behavior. This study has analyzed this relationship using a motivational perspective. It makes important theoretical contributions by investigating the mechanisms through which managerial coaching influences employees’ knowledge-sharing behavior in organizations.

Specificity of managing the resource potential of scientific and knowledge-intensive organizations in Russia at the present stage of economic development

The article analyzes the problem of creating a national scientific research innovative system at the present stage of economic development, taking into account the Russian specifics of managing the resource potential of scientific and knowledge-intensive organizations. The features of scientific research organizations in the USA, Western Europe and China are examined in detail, global trends in reforming the organization of scientific research institutions are highlighted. The authors conclude about the creation of a national innovative system for organizing scientific research in Russia, promoting the development of an innovative economy.

Workspace in supporting strategy implementation – a study of 25 knowledge-intensive organisations

PurposeOrganisational strategy becomes reality by connecting organisation’s resources and capabilities in daily operations, and physical workspace is one of the environments in which this takes place. This study aims to explore to what extent factors required for successful strategy implementation are considered when designing, using and managing workspaces of knowledge-intensive organisations.Design/methodology/approachFor the study, managers in 25 large and medium-sized knowledge-intensive organisations were interviewed. The semi-structured interviews focused on organisation’s strategy, strategy implementation practices and workspace design and management. To form a comprehensive framework of strategy implementation success factors for the study, the factors of 11 frameworks were analysed, grouped and renamed.FindingsCurrent workspace design, usage and management mainly support human-related strategy implementation factors. However, both organisation- and human-related factors are needed for the strategy implementation to be successful. Therefore, the organisations studied may have unused potential in their workspaces to ensure strategy-aligned operations and behaviour.Practical implicationsDue to the potential imbalance between organisation- and human-related strategy implementation factors, a more holistic, organisational-level approach to workspace design, usage and management is recommended to ensure the success of strategy implementation.Originality/valueWorkspaces have extensively been studied from individual strategy implementation factors’ as well as employees’ perspectives. Prior to this work, there are only few studies exploring workspace in the holistic, strategy implementation context.

Organizational Culture and Emotionality in Knowledge-Intensive Organizations in Health: A Systematic Literature Review

This study aims to characterize the knowledge about how emotionality is approached in the context of knowledge-intensive organizations (KIO) organizational culture using the PRISMA – ScR methodology). A search for studies published between 2017 and 2021 was carried out in the ScienceDirect, Google Scholar, and Scielo databases after evaluations of 6 articles were identified. The results revealed a tendency towards horizontalizing structures and how organizational culture guides the sense of reality. It was concluded that the relationship between KIO organizational culture and emotionality is still little explored. However, we observed in the articles the importance of leadership in conducting KIOs and how the leader can influence the construction of organizational culture.

Organizational democracy at work. Shaping participation through strategic planning in university

This article discusses whether and how strategic planning can promote the development and dissemination of organizational democracy in knowledge-intensive organizations. This research is inspired by the theoretical approach known as strategy-as-practice, in which strategic planning is considered a process of co-construction of meanings and actions involving multiple actors engaged in negotiation dynamics, through situational interactions in daily practice. Adopting a strategic ethnography approach from a methodological point of view, we examine the participatory strategic planning process conducted from January 2022 to April 2023 at the University of Bergamo. By analyzing ethnographic reports, formal documents, and working drafts, four strategic practices (Collective decision making, Platform and process alignment, Emotional coordination, and Organizational diplomacy) are identified as connected to two key enabling factors (synergic approach and consensus on organizational change) that can support and facilitate the spread of work environments more sensitive to the principles of organizational democracy. Implications for both theory and practice are discussed.

Unveiling the nexus between intellectual capital and audit quality in accounting firms

With the frequent occurrence of corporate financial fraud cases in China, the audit quality (AQ) of accounting firms has attracted great attention. As a knowledge-intensive organization, the intellectual capital (IC) which represents the intangible assets seems closely related to AQ. The present study aims to investigate the relationship between IC with AQ among China’s top 100 accounting firms (CTAFs) and if the extent of association varies between IC components and AQ. Data were collected through a questionnaire survey with a total of 81 firms through their responsible official. The findings demonstrate that IC significantly affects AQ of CTAFs. Surprisingly, structural capital emerged as the strongest component of IC influencing AQ, followed by relational capital, spiritual capital, and human capital. These results suggest that improving any element of IC can lead to an improvement in AQ while distinguishing the varying degrees of association. This study acts as a trailblazer, by using primary data offering empirical evidence regarding the connection between IC and AQ within the landscape of CTAFs. The particular note is the illumination of varying impact levels across elements of IC, providing unique and applicable insights for future research and practitioners.

Knowledge-Oriented Leadership, Psychological Safety, Employee Voice, and Innovation

Aim/Purpose: The truism is that leadership fosters or restricts innovation behaviours in organisations, but the extent to which it does depends on the leadership style in practice. This study focuses on one of the contemporary leadership styles, knowledge-oriented leadership [KOL], which has received scant attention in research. In doing so, the contextual factors of psychological safety [PS] and employee voice [EV] were applied to determine how KOL influences are channeled to innovation at the individual level. Methodology: Data were collected from 347 academic staff in public universities in Southern Nigeria and subjected to a partial least square [PLS] analytical procedure for data treatment and hypotheses testing using the SmartPLS 3 software for variance-based structural equation modelling. Contribution: The study formed an integrated research framework that links knowledge-oriented leadership and innovation by accounting for the contextual mechanisms of psychological safety and employee voice. Findings: The PLS results demonstrated that the knowledge-oriented leadership and innovation relationship was positive and significant, and this relationship was partially mediated by two variables, namely, PS and EV. Furthermore, the two mediating variables channeled KOL’s influence on innovation in a sequence. Recommendation for Researchers: Organisations need to consider the practical application of KOL to improve innovation outcomes considerably. By this, leadership training programs should include modules, courses, or topics on KOL to engender the formation of requisite managerial skills. More so, they should consider the criterion of demonstrable KOL abilities for leadership selection and recruitment. As a personal development initiative, managers can attend leadership development programmes as well as obtain certification in knowledge management to improve their KOL abilities. This initiative should be encouraged and supported by organisations. In all, the human resource management framework should be responsive to the dynamics of the knowledge economy regarding leadership. Given that PS and EV function as mediators, organisations should actively cultivate an environment enabling interpersonal risky behaviours founded on trust, respect, and cooperation and encourage/support employees who demonstrate such behaviour accordingly. In this line, they should create and sustain a supportive environment that positively reinforces voice decisions and behaviours. Future Research: The study only determined the links between KOL, PS, EV, and innovation in public universities in Southern Nigeria. Other studies may examine the linkages in other knowledge-intensive organisations as well as expand the geographic scope to make for better generality of findings. Future studies should look at other underlying mechanisms that can affect the KOL-innovation relationship, such as psychological capital, work engagement, work commitment, etc. The role of moderators can be identified and introduced to this integrative framework to demonstrate the conditions affecting the linkages.

Factors affecting the use of online research collaboration platforms for knowledge sharing: evidence from knowledge-intensive organisations

Factors affecting the use of online research collaboration platforms for knowledge sharing: evidence from knowledge-intensive organisations

Analysis of Knowledge Management Practices for Knowledge Intensive Organizations Self-Management

Analysis of Knowledge Management Practices for Knowledge Intensive Organizations Self-Management

Knowledge management practices learned from the COVID-19 pandemic: a case of knowledge-intensive organisation

Knowledge management practices learned from the COVID-19 pandemic: a case of knowledge-intensive organisation

ОЦЕНИВАНИЕ СОВОКУПНОСТИ ОБОРОТОСПОСОБНЫХ РЕЗУЛЬТАТОВ ИНТЕЛЛЕКТУАЛЬНОЙ ДЕЯТЕЛЬНОСТИ НАУКОЕМКИХ ОРГАНИЗАЦИЙ, СОЗДАННЫХ ПРИ РАЗРАБОТКЕ СОВРЕМЕННЫХ ИННОВАЦИЙ

The article studies the role of intellectual property in the development of innovation economy and notes that modern results of innovation activity, as a rule, are complex high-tech products protected by a large number of protection documents both for the product as a whole and for its individual elements and manufacturing technologies. The author has determined that most scientific works on the evaluation of intangible assets value are devoted to the analysis of methods for assessing the value of individual types of intellectual property, and the existing publications do not include recommendations and description of approaches to the evaluation of the aggregate of transferable results of intellectual activity of knowledge-intensive organizations created during the development of modern innovations, due to their structural complexity. The author has developed and proposed a methodological framework for the valuation of a set of negotiable results of intellectual activity of knowledge-intensive organizations created in the development of modern innovations by the cost, income and comparative approaches in accordance with the requirements of the new federal valuation standards adopted in 2022.

Knowledge management practices learned from the COVID-19 pandemic: a case of knowledge-intensive organisation

Knowledge management practices learned from the COVID-19 pandemic: a case of knowledge-intensive organisation

TRANSACTIVE MEMORY SYSTEMS: A BIBLIOMETRIC ANALYSIS

This paper explores the relationship between transactive memory systems (TMS) and organizational performance through a bibliometric analysis. The analysis examines publications in the Web of Science database from 1975 to 2023, focusing on those that connect TMS with knowledge and performance in an organizational context. The results reveal a growing interest in TMS research, particularly since 2010. The analysis identifies key concepts such as team performance, knowledge management, and intellectual capital. It highlights the increasing importance of managing intangible resources like knowledge in the digital age. The findings suggest a strong link between well-developed TMS and improved organizational performance. TMS facilitates knowledge sharing, expertise utilization, and team coordination, ultimately leading to better outcomes like innovation, efficiency, and creativity. The paper concludes that TMS represents a strategic management resource, especially for knowledge-intensive organizations. It emphasizes the need for further research to fully understand the potential of TMS in supporting such organizations.

Status, cognitive overload, and incomplete information in advice-seeking networks: An agent-based model

Advice-seeking typically occurs across organizational boundaries through informal connections. By using Stochastic Actor-Oriented Models (SAOM), previous research has tried to identify the micro-level mechanisms behind these informal connections. Unfortunately, these models assume perfect network information, require agents to perform too cognitively demanding decisions, and do not account for threshold-based critical events, such as simultaneous tie changes. In the context of knowledge-intensive organizations, the shortage of high-skilled professionals could determine complex network effects given that many less-skilled professionals would seek advice from a few easily overloaded, selective high-skilled, who are also sensitive to status demotion. To capture these context-specific organizational features, we have elaborated on SAOM with an agent-based model that assumes local information, status-based tie selection, and simultaneous re-direction of multiple ties. By fitting our simulated networks to Lazega’s advice network used in previous research, we reproduced the same set of macro-level network metrics with a parsimonious model based on more empirically plausible assumptions than previous research. Our findings show the advantage of exploring multiple generative paths of network formation with different models.

Systematic Literature Review on Agility in Knowledge-intensive Organizations

Organizational agility may be an antidote against threats from volatile, uncertain, complex, or ambiguous corporate environments. While agility has been extensively examined in manufacturing enterprises, comparably less is known about agility in knowledge-intensive organizations. As results may not be transferable, there is still some confusion about how agility in knowledge-intensive organizations can be characterized, what factors facilitate its development, what its organizational effects are, and what environmental conditions favor these effects. This study closes these gaps by presenting a systematic literature review on agility in knowledge-intensive organizations. A systematic literature search led to a sample of 37 relevant papers for our review. Integrating the knowledge-based view and a dynamic capabilities perspective, we (1) present different relevant conceptualizations of organizational agility, (2) discuss relevant knowledge management-related as well as information technology-related capabilities that support the development of organizational agility, and (3) shed light on the moderating role of environmental conditions in enhancing organizational agility and its effect on organizational performance. This academic paper adds value to theory by synthesizing existing research on agility in knowledge-intensive organizations. It furthermore may serve as a map for closing research gaps by proposing an extensive agenda for future research. Our study expands existing literature reviews on agility with its specific focus on a knowledge-intensive context and its integration of the research streams of knowledge management capabilities as well as information technology capabilities. It integrates relevant organizational knowledge management practices and the use of knowledge management systems to ensure superior performance effects. Our study can serve as a base for future examinations of organizational agility by illustrating fruitful topics for further examination as well as open questions. It may also provide value to practitioners by showing what factors favor the development of agility in knowledge-intensive organizations and what organizational effects can be achieved under which conditions.

How Knowledge-intensive Organizations Thrive Under Dynamic Conditions: An Organizational Capability Perspective

Knowledge-intensive organizations primarily rely on knowledge and expertise as key strategic resources. In light of economic, social, and health-related crises in recent years, such organizations increasingly need to operate in dynamic environments. However, examinations on dynamic capabilities specifically in knowledge-intensive organizations remain scarce. This is remarkable given the role that knowledge holds as an economic resource in developed countries. To provide an explanation of how knowledge-intensive organizations can prevail among competitors under dynamic conditions, the authors integrate two literature streams in a knowledge-intensive context: the knowledge-based view and the dynamic capabilities approach. The knowledge-based view focuses on the nature of organizational knowledge as a critical resource and illustrates specific properties of knowledge in contrast to traditional means of labor such as capital. The dynamic capabilities approach on the other hand is about a firm's ability to integrate, build, and reconfigure internal and external resources and can be drawn on to explain organizational success through adaptation to dynamic contexts. In this conceptual study, the authors propose a research model linking knowledge processes to organizational performance through two different paths: (1) Operational capabilities permit organizations to make their living in the present and refer to efficiency. (2) Dynamic capabilities allow organizations to change their resource base and, therefore, enable their long-term survival in dynamic environments by focusing on effectiveness. Additionally, the authors hypothesize a moderating effect of environmental dynamics on the relationship between dynamic capabilities and performance. The study offers a comprehensive overview on the interplay between dynamic capabilities and the knowledge-based view, offering valuable insights for both researchers and practitioners in the field.