With the increasing use of knowledge management technologies for collaborative work, organizations must recognize how to evaluate individual performance. User evaluations of information systems are frequently used as measures of MIS success, since it is extremely difficult to get objective measures of system performance. When the technology meets the user¡¦s needs and provides features that support the fit of the requirements of the task, positive performance impacts will result. This dissertation takes the special characteristics of the knowledge management system (KMS) and task into a research model and extends the theory of task technology fit with concepts from Fit-Appropriation Model. This dissertation goes on to empirically test the research model by investigating the task and related KMS characteristics. Furthermore, it seeks to understand the task technology fit, which links with KMS use and individual performance. Four hypotheses are developed. Structural equation modeling (SEM) techniques and moderated regressions will be used to provide statistical support indicating that there is a positive relationship between task-technology fit, the use of knowledge management systems and individual performance. The data was collected from 203 KMS users. This dissertation concludes with a discussion of the implications that the results have for future research, and managerial practices are described.

With the advances in technology, the change of the healthcare environment, and the need for users, the use of computerized support systems or expert systems are able to cut down costs for unnecessary procedures, achieve higher levels of efficiency and productivity. Applied to the nursing department, it may provide good quality of care, decrease the time that nurses duplicate patient history, reduce nurses¡¦ burden and enhance the abilities to solve problems. The topic of this research mainly focused on the nursing department in the pediatric ward. I propose a framework for nursing knowledge management by using subjective data, objective data, assessment, and care plan (SOAP), which is used by the nursing staffs as a way of decision-making processes. The method is to collect subjective and objective data, read relevant clinical practice guidelines, make clinical judgments about patients¡¦ actual or potential problems and provide applicable nursing plans and interventions. The staffs review and make final decision to accept or reject these judgments, nursing plans and related interventions. If the staffs reject any judgment, nursing plan and intervention, the system should have inquiry-signs to ask physician and nursing staff. Then the staffs correct the inappropriateness. These clear and easy-to-follow processes help student nurses or beginning nurses cultivate their abilities to care and hope it can provide as a guide to nursing teaching and clinical patient care.

In the 21th century, knowledge has become the most important capital for success of a business. Therefore, effective management of organizational knowledge may be one of the ultimate determinants of the businesses competitive advantage. According to Davenport and Prusak (1998), a knowledge-friendly culture is the key point to transfer knowledge successfully. In the past, human resource was the core resource in an organization, and now, because "human" is the user of knowledge, it becomes much more important in the knowledge economy era. Thus, how to build a knowledge-oriented human resource system and form an appropriate culture, which is suitable for knowledge management, has become one of the most important issues for a company. This thesis adopts the empirical survey approach. All questions in the survey questionnaire were summarized from the literature about human resource management policies and characteristics of culture in knowledge projects to find out what human resource functions can do to benefit the knowledge management. In addition, this study also tries to conclude the characteristics and types of knowledge-oriented culture from the statistic analysis of empirical data. Then, through the advanced analysis, I try to understand the relationships between human resource policies and characteristics of knowledge-oriented culture. Besides, business is an open system, it will not only affected by external environment, but also affected by internal environment. As a result, industrial environment and characteristics of organizations were considered in this study to find out the effects of organizational characteristics on human resource management and knowledge-oriented culture. After statistic analyzes, the results are summarized as following: 1. The characteristics and types of knowledge-oriented culture: (1) Characteristics: professionalism and openness, emphasis on innovation, initiative of learning, experience sharing, boundryless cooperation, relationship and harmony, trust and autonomy, and information providing. (2) Types: supportive and learning culture type, autonomous and independent culture type, traditional and conservative culture type, and professionalism- oriented culture type. . 2. The policies of human resource management in knowledge programs: Potential-oriented employment, employee-centered development, self-directed team operation, horizontal organization structure, team-based evaluation, innovation-emphasized, concerning career development, reward innovation and sharing knowledge. 3. Differences of human resource management policies and characteristics of knowledge-oriented culture were due to differences of organizational characteristics. 4. There is a positive relationship and effect between human resource management policies and knowledge-oriented culture characteristics. 5. The characteristics of organization have the moderating effects on the relationship between human resource management policies and knowledge-oriented culture characteristics. 6. The relationship between the characteristics of organization, human resource management policies, and knowledge-oriented culture types: (1)Different competitive strategy of company has different culture type. (2)The change of industrial environment and the degree of centralization of a company will make a significant difference on culture type. (3)Different policies of human resources management lead to different culture types. Considering the results mentioned above, some suggestions are made for both firms and further researches in this field

The relationship among the Taiwan¡¦s multinational corporations¡¦ knowledge management and the organization¡¦s role of human resource management Abstract Today, the commercial environment face the change of globalization, according to improve the corporations¡¦ efficiency and performance, corporations will transfer the core competences and the knowledge of operation practices inside the organization to others organization units, especially to the multinational corporations. Based on Drucker (1993) said, the knowledge workers are the most important property inside the organization. The knowledge need the appropriate persons to practice, creating and storing, so, how to keep the good person and integrate their knowledge inside the organization, that need ¡¨ human resource management system¡¨ to process. This research chose four multinational corporations which nationality is Taiwan. These four company coming from: the traditional livelihood industry; the traditional infrastructure industry; the high-tech manufacturer and information software research and development industry. This research concludes some propositions through the interview with top managers of these sample corporations. Positions are as follows: Proposition 1: the more explicit that the core knowledge inside organization was, the more complete that the information technology infrastructure done, the more possible that the corporation will take the system knowledge management strategy; the more tacit that the core knowledge inside organization was, the more important the tacit system was, such as, the organization culture, pay attention to the people and so on, to force the knowledge management. Proposition 2: the more that the core competition of the enterprises tends to be the market exploration, the easier they will use the partial step-by-step knowledge management strategy. the more that the core competition of the enterprises tend to be the technology exploration, the easier they will use the integral system knowledge management strategy. Proposition 3: the more complex that the need of global knowledge originality strategy (the localize and the global integrate level increased),the stronger that the effect of human resource management coordinate and control. Proposition 4: the role that the knowledge management organization plays in an enterprise follows the different executive step of the knowledge management in the enterprise has its different position. Proposition 5: the higher that the level of the enterprise knowledge management systematize ,the greater that the role of human resource management plays .besides, the higher that the level of personalizing of the enterprise knowledge management system, the greater that the roll of human resource management in strategetical execution. Proposition 6: the strategy about knowledge management of the enterprise and the human capital of the enterprise are to complement each other. From the six propositions, we can derive the following two important conclusion: 1. By the diversification of the knowledge management, the organization should select that can adopt to its characteristic of knowledge and compare to its competition strategy of knowledge management strategy. So that it can afford positive promotion of organization management achievements. Besides, the organization should transform to organic organization to construct the opening culture makes benefits of the knowledge flow; the organization should make his endeavor to build up the culture of edution to make learning and effective interaction to all action of the member in the organization and the manager should promote his own leadership. 2. The diversified roll of the human resource management, in the recruited policy, we pay more attention on the potential of staff and the corresponding of culture of education to make more benefits to carry out knowledge management. In the training, the develop scheme which is centered by the staff makes each member can be the knowledge contributor to pass the values toward the knowledge of the organization in the courses. Plot and connect the achievement system. The human resource professional should make progress with knowledge management science. Besides, we should progress the step task toward the strategy of knowledge management and realize the situation of the knowledge management proceeded in the organization. From inside of this, we can position the roll of human resource management organization and cooperate with the strategy of the company knowledge management to derive the hugest management result. Keyword: multinational knowledge management; knowledge flow, knowledge management strategy, knowledge workers, human resource management

Since 1996 ¡§the Knowledge-Based Economy¡¨ was published by Organization for Economic Co-operation and Development (OECD), knowledge is going to change the growth of global economy and becomes the important Factor of Production. With the development of the Internet and information technology, researchers have the opportunities to implement Knowledge Management. Knowledge Management Enablers are not brand new research issues. Many researchers have mentioned KM Enablers affect KM, but how KM Enablers affect KM processes hasn¡¦t been deeply discussed. In addition, KM has been developed so many years; we still can¡¦t evaluate performance of KM. There are many researchers develop performance indexes of Knowledge Management, but those indexes are not refined. This study attempts to develop an integrated model for KM Enablers, KM processes and organizational performance because KM Enablers affect organizational performance through knowledge processes. For the purpose of supplying a method for enterprises to realize the performance of KM through KMPI (Knowledge Management Performance Index) and feedbacks from performance, we attempt to understand the efforts of the strategies that have been executed, and decide the direction of the strategies is correct or not. This study uses questionnaire investigation. The samples are the employees who adopt and use knowledge management systems in the north and south of Taiwan. In the analysis, this study use multi regression and Partial Least Squares (PLS) to test all hypotheses. In tools, this study used SPSS12.0 for Windows and Visual PLS 1.04b1. Based on statistical analysis, we obtain the conclusions of this study as follows: we find that collaboration, trust, learning, innovation and expertise in organizational culture have positive impacts on Knowledge Circulation Processes (KCP). The formalization of organizational structure also has a positive impact on KCP. Additionally, KCP has a positive impact on task performance and contextual performance.

<p>Abstract</p><p><strong>Purpose – </strong>The purpose of this paper is to investigate the success of a consulting agency’s KMS, examine the relationships between the factors constituting to its success, and explore possible effects of the knowledge management strategies codification and personalization on these correlations.</p><p><strong>Design/methodology/approach – </strong>This paper is a case study researching a Swedish consulting company’s KMS success using a KMS success model by Wu & Wang (2006). The survey’s results were interpreted using standard multiple regression analysis, which helped to investigate and interpret the correlations between the dimensions constituting KMS success.</p><p><strong>Findings – </strong>The findings in this paper suggest that personalization and codification have an influence on the quality of the correlations between the KMS success dimensions leaving the overall structure intact. Additionally the influence of System Quality on Perceived KMS Benefits and User Satisfaction on System Use were not found significant. <strong></strong></p><p><strong>Research limitations/implications – </strong>This study ‘s main limitiation is a sample size and the case study approach, which limit the generalizability of the results to other contexts.</p><p><strong>Practical implications – </strong>The most important implication of this research is the importance of the user for KMS success. A company needs to focus on improving the benefits a user receives from a KMS, which can mainly be achieved by improving the knowledge made available through the KMS, and by providing a proper basis for the KMS, in order to ensure a minimum level of System Quality. Other factors influencing the success of a KMS are incentives, which can help to increase system use and the quality of system use.<strong></strong></p><p><strong>Originality/value – </strong>The paper shows that when researching KMS success one should take the structure of the company’s knowledge management strategy into consideration. It further proves the applicability of the model in different contexts and its validity for accurately measuring KMS success.<strong></strong></p>

One important research direction that has emerged in Child Protective Services (CPS) is the potential of information technology (IT) to be used by CPS agencies in order to enhance organizational effectiveness by addressing the barriers that caseworkers face in integrating multiple stakeholders’ knowledge. Based on empirical findings with regard to numerous unsuccessful IT development initiatives, the present study strives to gain an in-depth understanding of the research question: How can CPS caseworkers be supported by their agency in the integration of knowledge resources, thereby contributing to organizational effectiveness? A literature review to answer this question revealed the following two major research gaps: the adoption of a technology-focused perspective of intervention and the use of direct research models to evaluate this kind of intervention. In order to bridge these research gaps, this study presented a knowledge-based and process-oriented mediation model, built around the concept of knowledge integration that involves related processes at the syntactic, semantic, and pragmatic levels. In this model, a process-oriented Knowledge Management System (KMS) stemming from a Socio-Technical System (STS) perspective was proposed as an alternative intervention model consisting of knowledge management intervention in three dimensions: techno-structural, socio-cultural, and inter-organizational practices. This mediation model partitions the effect of this KMS on outcome (organizational effectiveness) into two components: the direct effect and the indirect effect that is mediated by its output (a CPS caseworker’s knowledge integration ability). This research model was empirically tested using Structural Equation Modeling. This analysis used a sub-set of the 2008 Survey of Organizational Excellence (SOE) data set, which includes the perceptions of CPS caseworkers in the Texas DFPS about their work environment. Results indicate that each of the three dimensions of knowledge management practices enhanced a CPS caseworker’s knowledge integration ability. This ability was a critical factor in determining organizational effectiveness. The mediation effects of a caseworker’s knowledge integration ability were found to mediate the relationship between three dimensions of knowledge management practices and organizational effectiveness. Overall, this mediation model was more useful in explaining the complex relationships among the variables of interest than other direct models. / text

In today’s economy the importance of knowledge in organizations is well underscored. The management of an organization’s knowledge has become one of the most important strategic vehicles to an organization's sustainable competitive advantage. The design and success of knowledge management systems (KMS) is viewed as the next evolutionary step in the management of knowledge processes and activities. The debate over the efficacy of these systems draws attention to the differences in approach to KMS that may develop among organizations whose employees’ work involves primarily the execution of procedural routines and those who are involved in primarily creative, problem solving work. This study explored empirically the factors defining Knowledge-intensive Organizations (KIOs) and related these factors to the choices of KMS deployed in these organizations. The study was conducted in two phases and employed both quantitative and qualitative methodologies for data collection. Survey and document analysis techniques were used in the first phase of the study which examined KIO defining factors, how they relate to each other, and how they contribute to knowledge intensity in KIOs. In the second phase semi-structured, in-depth interviews and survey techniques were employed. Grounded theory method (Glaser & Strauss, 1967) was then utilized to uncover how knowledge-intensive defining factors interlace with the choice of KMS deployed in KIOs. The interviews were analyzed using QSR NVivo 9 qualitative data analysis software. Quantitative computations were carried out using the PASW Statistics 17.0 package. The study found that KIOs are described by unique knowledge-intense attributes and these attributes inform the design and choices of KMS implemented in KIOs. This research contributes to the literature on factors that describe knowledge intensity in organizations. It provides the research community with a new articulation of the underpinnings of KIOs and KMS, an important step in advancing subsequent theoreti¬cal developments. The study might also have practical value for sellers and systems designers who are looking at assessing user demand for new KMS design ideas and for decision makers within KIOs who would like to evaluate the offerings of sellers.

This project presents an investigation into the viability of alternative knowl- edge acquisition strategies in knowledge management systems. The goal of this project is to illustrate that alternative means of knowledge acquisition can have a significant effect on the quality of the knowledge base. To accomplish this a modification of a wiki system, dubbed Prometheus, is proposed that uses a threshold based user vote acquisition mechanism. A simulation approach is used to compare a model of the Prometheus system against a model of a standard wiki system. A simulation framework is described that facilitates comparison between models of knowledge systems. The simu- lation framework is used to compare the knowledge systems in three different scenarios in an attempt to determine the conditions in which the Prometheus system may produce a higher quality knowledge base. The results of these ex- periments are presented along with some discussion and areas for future work.

Knowledge management is a response to the growing realization of knowledge as the deliverer of organizational success. Because much attention has been given to the private sector, knowledge management initiatives in educational settings seem to be lacking. Considering that knowledge activities – capturing, creating, sharing, applying and storing – are important activities in education, particularly schools, the failure to fully appreciate the potential of managing knowledge within education is surprising. A review of the literature suggests that factors such as management, technology and culture contribute differently to managing knowledge in many organizations. The management factor, for example, was a catalyst in providing a conducive work environment, whereas technology provides the mechanism as an enabler for knowledge management initiatives. Culture was important for the knowledge context and could play a significant role in the uptake of managing knowledge. The purpose of this study was to explore the relationship between these contextual factors – management, technology and culture – and the knowledge activities. The study took place in Malaysian secondary schools and highlighted the Smart School Project as one of the seven flagships of Malaysia Multimedia Super Corridor. A mixed method approach was used as a strategy of inquiry in order to explore the knowledge management contextual factors in relation to knowledge activities. The quantitative method focused on collecting data based on a survey instrument. There were 1313 respondents and Smart Schools and non Smart Schools participated in responding to the questionnaire. As for the interview method, the study focused on 21 individuals who were purposely selected based on their special implementation roles in the schools – school principals, information technology coordinators and teachers. The survey data were analysed by using the Statistical Package for the Social Sciences (SPSS) software. There were three types of statistical application used, namely the descriptive statistics, the t-test and regression, whereas the interview data were analysed manually by looking and searching for noticeable patterns to be connected to the research framework. The findings suggest that although there is no explicit knowledge management system used in managing knowledge in the educational sector, there are a lot of elements and positive practices of knowledge management already in place that could help schools to develop and encourage activities such as knowledge sharing. As far as the contribution of the contextual factors to knowledge activities, technology was an important instrument in all of the knowledge activities, but it was certainly not the only or the most prominent one. The culture factor played a more significant role in all knowledge activities particularly when knowledge sharing was considered as a social and spiritual obligation in the communities of practice. Despite this, there were also barriers in the uptake of knowledge management initiatives in schools which seemed to limit knowledge activities due to time constraints and teacher workload.