There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

The increase in globalisation has led many organisations world-wide and in South African to send more employees on international assignments than ever before, with every indication that the use of expatriates will continue to expand into the 21st century. Expatriate assignments are important to the success of multinational companies because they can help build the level of global competence within the organisation, and expatriates often fill critical positions in host countries (e.g. new market development, technology transfer, joint venture negotiations and subsidiary management). Given the strategic importance multinational companies attach to global assignments, the harm an unsuccessful expatriate may cause in the host country can be detrimental to the multinational company's future global business. Implications of poor expatriate cross-cultural adjustment include inadequate performance, psychological stress, premature termination of the assignment, negative effects on the expatriates' families and the long-term career repercussions upon repatriation after failed expatriate assignments. Thus, in order to remain competitive in today's global marketplace, multinational companies have recognised that the attraction, selection, development and retention of employees who can live and work effectively outside their own national borders are crucial to their success. This study proposed that personality dispositions, coping, stress and expatriates' motivation for accepting the assignment can predict three criteria of expatriate success, namely (a) the desire to terminate the assignment, (b) performance, and (c) the cross-cultural adjustment of expatriates. The study population consisted of 95 expatriates from eight multi-national organisations. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used to achieve the research objectives. Descriptive statistics ( e g means, standard deviations, skewness and kurtosis) were used to vii analyse the data. Cronbach alpha coefficients and exploratory factor analysis were used to assess the reliability and validity of the measuring instruments, and multiple regression analyses was conducted to determine the percentage of the variance in the dependent variables that is predicted by the independent variables. The Neo-Personality Inventory Revised, Work Locus of Control Scale, Expatriate Stress Inventory, a biographical questionnaire, which included expatriates' motivation for accepting the assignment (independent variables) and expatriates' cross-cultural adjustment. their desire to terminate the assignment and their performance (dependent variables) were administered. The results showed that external locus of control is related to avoidance. Avoidance coping of expatriates' was best predicted by an external locus of control and approach coping of expatriates' was best predicted by an internal locus of control. The results showed that expatriates' desire to terminate the assignment is related to their cross-cultural adjustment and that personality dimensions are related to their cross-cultural adjustment and their desire to terminate the assignment. Personality dimensions explained 12% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 17% of expatriates' desire to terminate the assignment. The results showed that cultural stress explained 17% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 28% of expatriates' desire to terminate the assignment and extrinsic motivation explained 20% of expatriates' performance. Recommendations are made regarding future research and practical implications for expatriate management. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Government of Canada communications professionals work in an increasingly challenging environment, characterized by an intrusive 24/7 media cycle, a frenetic pace of evolving communication technologies, layered accountability requirements, political tension, and waning public trust. Scholars call on professional communicators to help rebuild public trust, which is intrinsic to a healthy democratic government. The Three-dimensional Model for Transparency in Government Communication developed by Fairbanks, Plowman and Rawlins (2007) serves as the theoretical framework for investigating the Government of Canada’s approach to transparent citizen-focused communications from the perspective of communications professionals. The model’s adaptability to the Government of Canada context is tested through 23 qualitative semi-structured interviews with Government of Canada senior communications advisors, managers and executives. The data is analysed using constant comparative thematic analysis. The findings demonstrate that Government of Canada communicators strongly value transparency. Furthermore, the key components of the transparency model – communications practices, organizational support and provision of resources – encapsulate the factors that influence the practice of transparent citizen-focused communications by the Government of Canada. The study concludes by offering recommendations for future research and practical applications.

This thesis consists of three essays on the regulation of Intellectual Property Rights (IPRs) and trade in open economies. The rst chapter investigates the di erences in Intellectual Property Rights between countries. The analysis of a cross-country panel reveals that the protection of IPRs is higher in countries that are (i) richer, (ii) more productive in R&D and (iii) more open to trade. It is then shown that the rst two facts can be explained in a model where innovations are a global public good and where demand for innovations is non-homothetic in income. The second chapter addresses the third observation. If trade is driven by large di erences in productivities across countries and sectors then having strong IPR protection can become more bene cial for the individual country, since a part of the associated costs are passed onto the trading partners. The third chapter aims to explain why and when countries link agreements on trade with agreements that regulate the provision of global public goods. It shows that a linkage is particularly attractive if countries are di erent in size.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Career management has received a significant amount of research attention because of its known effects on important work-related outcomes such as organisational commitment (De Vos, Dewettnick & Buyens, 2007). However, the modern world of work has brought fresh challenges for both individuals and organisations when it comes to the management of careers. Rapid economic, technological and societal change imply that, on the one hand, organisations face the challenge of retaining and motivating talented employees through the judicious use of career management systems. On the other hand, these influences indicate a growing awareness of the individual‟s responsibility for career development. However, the way in which individuals respond to organisational initiatives through their work-related attitudes is not well known. Despite previous research that has successfully investigated the relationship between career management and organisational commitment, the possible role that individual differences may play in this regard has received scant research attention. This research study firstly investigates the direct relationships between career management (i.e., both individually and organisationally driven activities) and affective organisational commitment, and secondly, it aims to explore the role of individual differences in this process by examining the moderating role of personality (in the form of openness to experience) in this relationship. For this purpose, quantitative data were collected by means of a survey questionnaire administered to a South African public sector organisation (N = 311) and analysed with correlation and moderated multiple regression analysis to test the hypothesised relationships. The results indicated that employees‟ perceptions regarding the organisation‟s career management activities influence whether individuals initiate internally or externally oriented career self management activities. Where respondents perceived receiving high levels of organisational career management, they also reported increased organisational commitment. More committed individuals, on their part, were found to be more likely to engage in internally oriented individual career management and less likely to practice career management activities aiming at leaving the organisation. Results showed that openness to experience did not moderate the relationship between organisational career management and commitment. However, openness to experience did moderate the effect of commitment on individuals‟ career self-management activities (both internally and externally oriented activities). The implications of these results are discussed and limitations of the present study, as well as recommendations for future studies, are presented. / AFRIKAANSE OPSOMMING: Loopbaanbestuur ontvang tradisioneel aansienlike navorsingsaandag weens die bewese effek daarvan op belangrike werksverwante uitkomste soos organisasie-verbondenheid (De Vos, Dewettnick & Buyens, 2007). Die modêrne werkswêreld bied egter vars uitdagings met betrekking tot loopbaanbestuur vir beide individuele werknemers én vir organisasies. Snelle verandering in die ekonomiese, tegnologiese en sosiale landskap veroorsaak dat, op hul beurt, organisasies, die uitdaging in die gesig staar om talentvolle werknemers te behou en te motiveer deur die oorwoë toepassing van loopbaanbestuurstelsels. Op die keersy, veroorsaak hierdie invloede „n groter bewustheid van die verantwoordelikheid van die individu vir sy/haar eie loopbaanbestuur. Die wyse waarop individue reageer op organisasie-inisiatiewe in terme van hul werkshoudings is egter relatief onbekend. Ten spyte van vorige navorsing wat suksesvol die verbandskap tussen loopbaanbestuur en organisasieverbondenheid ondersoek het, het die moontlike rol van individuele verskille in hierdie proses egter betreklik min navorsingsaandag ontvang. Hierdie navorsingstudie ondersoek eerstens die direkte verwantskap tussen loopbaanbestuursaktiwiteite (d.w.s., beide individuele en organisasiegedrewe aktiwiteite) en organisasieverbondenheid, en tweedens, word die bemiddelende rol van individuele verskille in hierdie proses verken deur die rol van persoonlikheid (in die vorm van oopheid tot ervaring) te ondersoek. Vir hierdie doeleinde is kwantitatiewe data ingesamel deur middel van vraelyste afgeneem binne „n Suid Afrikaanse openbare sektor organisasie (N = 311). Hierdie data is ontleed met korrelasie-ontledings en meervoudige regressie-analise ten einde die gehipotiseerde verbandskappe te toets. Die resultate toon dat werknemers se perspepsies van die organisasie se loopbaanbestuuraktiwiteite bepaal tot watter mate hulle intern- of ekstern gefokusde loopbaanselfbestuuraktiwiteite onderneem. Waar respondente hoë vlakke van organisasiegedrewe loopbaanbestuur gerapporteer het, was hoë vlakke van organisasieverbondenheid teenwoordig. Meer verbonde individue, op hulle beurt, was meer geneig om intern-geöriënteerde loopbaanbestuur toe te pas en minder geneig om aktiwiteite te onderneem gerig op uittrede uit die organisasie. Die resultate toon verder dat, alhoewel oopheid tot ervaring nie die verband tussen organisasie-loopbaanbestuur en verbondheid modereer nie, dit wél die effek van verbondheid op individue se selfgedrewe loopbaanbestuursaktiwiteite (beide intern- en ekstern-geöriënteerde aktiwiteite) modereer. Die implikasies van die resultate word vervolgens bespreek en die beperkinge van die huidige studie word uitgelig. Ten slotte, word aanbevelings vir toekomstige studies gemaak.

La combinaison de différents facteurs économiques, sociaux, politiques, managériaux ont amené de nouveaux modes relationnels entre les organisations et les acteurs affectant ainsi les processus de réflexion, la prise de décision et la mise en œuvre de la stratégie. Les chercheurs qui étudient les décisions stratégiques sont confrontés à prendre en considération la complexité de l’élaboration de ces processus ainsi que les multiples acteurs internes et externes pouvant y participer. Au travers de ce travail de recherche, nous cherchons à comprendre comment les acteurs externes participent à la construction de la décision stratégique. Nous avons élaboré théoriquement deux conceptions de l’ouverture des processus de décision stratégique aux acteurs externes. Nous qualifions la première perspective d’« outside-in ». Ceci souligne un comportement qui résulte d’une réflexion appropriée. La rationalité procédurale, terme emprunté par Herbet Simon à la psychologie, dépend du processus qui l’a généré. Le manager va ainsi devoir s’adapter à l’environnement et à ses propres limites cognitives afin de délibérer de la façon la plus satisfaisante. La seconde perspective, que nous avons qualifiée d’« inside-out », est guidée selon une rationalité des jeux consistant à ce que des acteurs se regroupent à partir de leurs intérêts individuels, formant ainsi une coalition, pour tenter d’influencer la décision finale. L’opposition à première vue de ces perspectives ne tient pas lorsque l’on adopte une lecture dynamique de l’ouverture des processus. Nous mettons donc en avant les proximités entre ces deux perspectives et la nécessité de les penser ensemble dans notre grille de lecture. Nous distinguons dès lors trois dimensions communes à ces deux perspectives : l’ouverture des processus de décision stratégique aux acteurs externes est ainsi composée de « finalité », d’« une nature des relations », et de « caractéristiques du processus ». Ce travail doctoral a été réalisé au travers de dix études de cas pour confirmer empiriquement notre construction théorique et préciser les modalités de fonctionnement des managers avec les acteurs externes. Une synthèse de sept pratiques a été développée, à partir de nos analyses, pour permettre de mieux comprendre comment chaque forme d’ouverture se produit et à quel moment dans le processus les managers les utilisent. L’exposition de ces pratiques nous a également permis de préciser le passage d’une forme d’ouverture à l’autre. Trois modalités contribuent dès lors à réaliser le basculement de la perspective « outside-in » à celle « inside-out » et inversement. Une attention variant selon la rationalité recherchée par les acteurs, une volonté de conservation des ressources et du pouvoir, ainsi qu’une obligation de traduction de la part des managers sont des éléments centraux pour expliquer ces alternances entre les formes d’ouverture.Enfin, la mise en évidence d’actions structurantes a contribué à proposer une conceptualisation de la construction de la décision stratégique et de l’ouverture du processus aux acteurs externes en s’appuyant notamment sur le travail de Mintzberg et al. (1976). Nous prolongeons ainsi leur travail en expliquant ce qui guide les managers à interagir avec les acteurs externes et comment ils utilisent cela ensuite dans leur réflexion personnelle ou avec les autres managers en interne pour élaborer la décision stratégique. / Combination of different economic, social, political and managerial factors have developed new relational modes between organizations and managers affecting in this way strategic thinking process, decision-making process and its implementation. Researchers must integrate the complexity of constructing process and considering internal and external actors. In this thesis, we want to better understand how external actors participate to the elaboration of the strategic decision. Thus, we have built theoretically two conceptions of the openness of decision-making process to external actors. We consider the first perspective as “outside-in”. It underlines a behaviour resulting of an appropriated reflection. Procedural rationality, term borrowed by Herbert Simon to psychology, depends of the process that has generated it. Manager will have to adapt to the environment and to his cognitive limits in order to deliberate satisfactorily. The second perspective, considered as “inside-out”, is characterized by a game rationality. This consists of individuals who act in relation to each other intelligently to pursue individual objectives by means of individual calculations of self-interest in order to influence final strategic decision. The apparent contradiction between these two perspectives does not hold when we enter into the process dynamic. Consequently we highlight similarities and insist on the interest to consider together these two perspectives in our framework. We distinguish three similar dimensions: the openness of strategic decision-making process to external actors is thus composed of “purpose”, “character of relationships”, and “process characteristics”. This thesis has been realized through ten cases studies to empirically confirm our theoretical building and to explain managers’ functioning modes with external actors. A typology of seven practices is developed, thanks to our analysis, to better understand how each form of openness happens and when managers use it to interact with external actors. Exposition of these practices has permitted to explore the passing of one form of openness to the other. Three notions contribute to explain it. An attention varying according to the rationality looked for managers, a will of conserving resources and power, and an imperative to translate for managers are central elements to precise these changes. To conclude, we put in evidence structuring actions and propose a conceptualization of strategic decision-making process and openness to external actors by leaning on the work of Mintzberg et al. (1976). We extend its research by explaining what led managers to interact with external actors and how they use it for their personal reflection or with others internal managers to build the strategic decision.

A defasagem entre os indicadores de bem-estar e a capacidade produtiva dos estados brasileiros, no perÃodo entre 1986 e 1998, à investigada neste trabalho. O estudo à composto por trÃs ensaios com objetivos e metodologia distintos. Inicialmente, foram estimadas medidas de eficiÃncia na geraÃÃo de bem-estar usando a metodologia conhecida como data envolpment analysis â DEA. Em seguida, com o uso de dados em painel, foi investigada a relaÃÃo entre a dotaÃÃo relativa de fatores de produÃÃo, a abertura econÃmica e a desigualdade na distribuiÃÃo da renda. Finalmente, a partir da definiÃÃo de uma medida de incidÃncia de pobreza, sÃo estimados os efeitos do crescimento econÃmico e da reduÃÃo da desigualdade sobre a pobreza. Entre os principais resultados, foi verificado que a ineficiÃncia em distribuir renda à maior do que a ineficiÃncia produtiva dos estados brasileiros. No entanto, em mÃdia, a eficiÃncia em gerar bem-estar aumentou no perÃodo amostral. Estimou-se a existÃncia de relaÃÃo negativa entre dotaÃÃo de capital humano e abertura econÃmica com a concentraÃÃo da renda. Quanto à pobreza, foram estimadas elasticidades renda-pobreza e concentraÃÃo-pobreza. Verificou-se que a elasticidade concentraÃÃo-pobreza à maior do que a elasticidade renda-pobreza. AlÃm disto, a elasticidade renda-pobreza aumenta com a desconcentraÃÃo da renda e a elasticidade concentraÃÃo-pobreza à crescente em relaÃÃo ao nÃvel de renda. / The imbalance between well-being measures and productive capacity of the Brazilian states, in the period between 1986 and 1998, is investigated in this work. The study is composed three assays with distinct objectives and methodology. Inicially, measures of efficiency in the well-being generation are stimated using the methodology know as data envolpment analysis - DEA. After this, with use of panel data, the relation between the relative endowment of production factors, economic opening and the inequality in the distribution of the income was investigated. Finally, from the definition of measure of poverty incidence, the effect of the economic growth and the reduction of the inaquality on the poverty are estimated. Between the main results, it was verified that the inefficiency in distributing income is bigger of the one than the productive inefficiency of the Brazilian states. However, in average, the efficiency in generating well-being increased in the amostral period. It was esteem existence of negative relation between endowment of human capital and economic opening with the concentration of the income. How much to the poverty, elasticities had been esteem income-poverty and concentration-poverty. It was verified that the elasticity concentration-poverty is bigger of the one than the elasticity income-poverty. Moreover, the elasticity income-poverty increases with the desconcentraÃÃo of the income and the elasticity concentration-poverty is increasing in relation to the income level.

nÃo hà / Believing that international commerce has effects on economic growth we notice a gap about the brazilian process and its results over the years that succeeded it. Because of this we decided to study the influence of commercial openness in the growth of brazilian states analyzing the data of 21 states from 1986 to 2003 in a dynamic panel data model. In this openness process some reforms needed in the country were not made and the results due to this fact vary, thatâs why to better understand it we segregated our analyses in short and long term. Finally we suggested a negative effect in the short term and a positive in the long run. / Ao considerar que o comÃrcio internacional tem efeitos sobre o crescimento econÃmico percebe-se uma lacuna a cerca do processo brasileiro e o resultado obtido ao longo dos anos que sucederam o mesmo. Dessa forma nos propomos a estudar a influÃncia da abertura comercial no crescimento econÃmico dos estados brasileiros analisando os dados de 21 estados no perÃodo de 1986 a 2003 num modelo de painel dinÃmico. Neste processo de abertura algumas reformas necessÃrias ao paÃs nÃo foram feitas e os efeitos advindos do mesmo foram variados, sendo assim para melhor compreender seus resultados segregamos nossa anÃlise em curto e longo prazo. Sugere-se finalmente um efeito negativo no curto prazo e positivo no longo prazo.

Submitted by Rosa Assis (rosa_assis@yahoo.com.br) on 2017-04-10T12:55:06Z No. of bitstreams: 2 EVERTON KNIHS.pdf: 3933112 bytes, checksum: 895f2ff7502256b4b544719f6c7ebaca (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Approved for entry into archive by Paola Damato (repositorio@mackenzie.br) on 2017-04-20T15:41:53Z (GMT) No. of bitstreams: 2 EVERTON KNIHS.pdf: 3933112 bytes, checksum: 895f2ff7502256b4b544719f6c7ebaca (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2017-04-20T15:41:53Z (GMT). No. of bitstreams: 2 EVERTON KNIHS.pdf: 3933112 bytes, checksum: 895f2ff7502256b4b544719f6c7ebaca (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2016-11-10 / The production of intellectual content through computer systems is a topic of general interest that does not have accurate or agreed definitions on issues of open resources, open licensing, open educational resources, open books and collaborative authoring. When investigating the creation of collaborative works the discussion evolves into questions about the concept of authorship and the lack of clear regulatory frameworks to serve as a subsidy for computational construction and architecture. The study of open licenses and intellectual property has the intention to enable the creation, editing, re-use, modification and dissemination of open collaborative works. And in relation to collaborative authorial production in computational resources refers to the most comprehensive study of authoring concepts, original work and its many versions, free licenses, free software and openness. The understanding of the creational process of a collaborative work involves the relevant aspects implicated in the regional aspect, such as the legal and cultural environment formed by the computational resources. This paper presents the definition of a conceptual, computational and legal framework to support collaborative authoring processes on open books, as a case study. The model provides an indication of the licenses that have a support which favours the processes of creating reusable open resources in extraterritorial contexts. In addition, the specification for computational construction and architecture that fits into the legal concept of authorship and licenses serve as a guideline for the development of support systems for the creation, publishing and sharing open resources. In addition, the specification for computational construction and architecture that fits into the legal concept of authorship and licenses serve as a guideline for the development of support systems for the creation, publishing and sharing open resources. / A produção de conteúdos intelectuais por meio de sistemas informáticos é um tema de interesse geral que não possui definições precisas ou consensuais nas questões de recursos abertos, licenças abertas, recursos educacionais abertos, livros abertos e autoria colaborativa. Quando se investiga a criação de obras colaborativas a discussão evolui para questionamentos sobre o próprio conceito de autoria e a ausência de marcos regulatórios claros que sirvam de subsídio para construção e arquitetura computacional. O estudo sobre licenças abertas e propriedade intelectual tem como intuito possibilitar a criação, edição, reutilização, modificação e disseminação de obras colaborativas abertas. Já a produção autoral colaborativa em recursos computacionais remete ao estudo mais abrangente dos conceitos de autoria, obra original e seus versionamentos, licenças livres, software livre e openness. A compreensão do processo de criação de uma obra colaborativa envolve os aspectos relevantes envolvidos no aspecto regional, como os legais e culturais, na conjuntura formada por recursos computacionais. Este trabalho apresenta a definição de um framework conceitual, computacional e legal de suporte aos processos de autoria colaborativa em livros abertos, como estudo de caso. O modelo proporciona a indicação das licenças que possuem um suporte que privilegia os processos de criação de recursos abertos reutilizáveis em contextos extraterritoriais. Além disso, a especificação para construção e arquitetura computacional que se enquadre no conceito legal de autoria e licenças, serve como uma diretriz para a elaboração de sistemas de suporte à criação, publicação e compartilhamento de recursos abertos.

Traditional approaches to knowledge collaboration and sharing have proven to be limited in the sense of addressing organizational needs of dynamic and distributed knowledge. More recently, the emergence of social media and the second generation of web technologies have introduced new ways and possibilities for sharing knowledge in organizations. In particular, the wiki technology, as one type of social media, is argued to mark a shift in the way people collaborate and share knowledge with each other on the web. It represents a new, open style of knowledge collaboration and sharing which allows anyone to freely and openly create and shape knowledge. In this respect, organizations have been attracted by this new dynamic approach which is based on open collaboration and flexible participation. More organizations are using wikis in order to effectively leverage distributed knowledge and improve their competitive edge. Against this backdrop, this research is concerned with examining how such organizations use social media, the wiki technology in particular, for sharing knowledge among individuals and groups. The aim is twofold: to develop an understanding of the ways by which these individuals and groups exchange and share knowledge with each other and to identify different factors that influence knowledge collaboration and sharing using a wiki in an organizational setting. The research is based on three published research papers which provide both theoretical and empirical accounts of knowledge collaboration and sharing using wikis. To these ends of this research, an interpretive case study was used as an empirical research method with interviews as primary sources of data. Several other data sources have been triangulated during the empirical inquiry including field visits, observations, and documents. The case took place at a large multinational organization that used a wiki as a collaborative platform to support knowledge sharing among members of several professional communities of practice. Eventually, the outcome of the research is a thorough understanding that describes knowledge collaboration and sharing using a wiki as a dynamic social process involving recursive and dynamic social interactions among members of communities of practice through which knowledge is collaboratively constructed and reconstructed and thus shared. It also presents a dual impact of wiki openness on knowledge collaboration and sharing within organizations.