學校應該學習與組織記憶、組織學習以及體制論相關之知識。其中，組織記憶有助於問題解決與決策制訂（Hanson, 2001），且能協助學校維持不易被模仿、獨特的競爭優勢，並能有效提高組織績效表現及降低成本（Wexler, 2002）。許多組織記憶相關的研究結論顯示，組織成員流動會嚴重影響組織記憶成長（Carley, 1992）。因此，如何有效獲取、保留、維護及存取（retrieve）組織成員的知識，以避免重要的組織記憶消失（Walsh 和 Ungson, 1991;），儼然成為當前組織最需要關切的課題之一（Lahaie, 2005）。本研究整理、分析組織記憶相關文獻，發現藉由中介變項：書面化程度、可接近性、資深知識者角色行為、協同教學行為與知識分享行為以管理組織記憶，可滿足教師的組織記憶存取需求（retrieval demands），維持組織記憶的有效性。 本研究透過問卷調查法，以幼稚園組織中在園年資一年以下與三年以上的教師為研究對象，徵詢教師對組織記憶的存取需求、組織記憶有效性及教師績效知覺三構面的實際感受。總共發出問卷470份，問卷回收率為44.7%，在剔除不適合的問卷後，得到私幼有效樣本161份、公幼有效樣本19份。由於公幼樣本過少，故公幼教師的意見以描述統計方式呈現；私幼樣本則進行組間差異分析、相關分析及迴歸分析，並進行研究假設檢定。 　　研究結果顯示，本研究七項假設皆獲得支持，即幼稚園教師確實具有組織記憶存取需求，且教師在遭遇工作上的困難時，也經常採取實際詢問行為以解決其組織記憶存取需求，且93%的受訪教師認為其獲得的組織記憶具有效性。其次，教師的在園年資與幼教年資愈短，對組織記憶存取需求則愈高。 在中介變項的分析上，受訪教師除了對協同教學行為此變項持有不同認知外，均認為書面化程度、可接近性、資深知識者角色行為與知識分享行為皆有助於組織記憶建構。迴歸分析結果也顯示，無論教師年資之長短，以園長或資深教師擔任諮詢輔導角色，最能維繫組織記憶有效性，也能提升教師績效知覺；其次，增加知識分享行為亦可達到類似結果。故幼稚園組織在處理組織記憶問題時，應讓園長或資深教師擔任資深知識者的角色，並建立教師之間知識分享的機制，讓教師能有效獲取、保留、維護及存取組織記憶，進而促進組織學習、建立競爭優勢並提高教師績效表現。 / Hanson(2001) declared that schools should get insights from the literature regarding organizational memory, organizational learning and institutional theory. Organizational memory can support organizational members to acquire knowledge in problem-solving and decision-making activities (Walsh and Ungson, 1991). Moreover, organizational memory could be viewed as an intangible asset if successfully managed, and it might confer competitive advantages and lower transaction cost (Wexler, 2002). Day (1994) claimed that organizational memory is as a repository for collective memory which lain in policies, procedures, routines, and rules that can be retrieved when organization members needed. Stein and Zwass (1995) defined that organizational memory as “the means by which knowledge from the past is brought to bear present activities, thus resulting in higher or lower levels of organizational effectiveness.” Levitt and March(1996) also mentioned that “the lesson of history are likely to be lost through turnover of personnel (Hanson, 2001).” These statements implied that personnel turnover is the main threat of organizational memory (Stein and Zwass, 1995). This study wants to explore the relationship between teachers’ turnover, retrieval demands and effectiveness of organizational memory and the performance of kindergartens. Moreover, researcher wants to investigate the elements that have the most influence upon organizational memory effectiveness. Drawn from organization memory literature, we found that knowledge externalization, accessibility of organizational memory, senior teachers and principal’s behavior, team-teaching behavior, and knowledge-sharing behavior are determinants of organizational memory effectiveness. / The major finding was that teachers definitely have retrieval demands toward organizational memory, especially new-employed teachers. New teachers need senior teachers and principal’s guidance to help them solve problems and make decisions. The more assistances senior teachers and principal can offer, new teachers are more satisfied with organizational memory. That means new teachers can retrieve organizational memory successfully; moreover, they will be more contented with organizational memory effectiveness and show higher personal performance. As for intervening variables, researcher have detected that senior teachers and principal’s behavior and knowledge-sharing behavior show the primary influence upon organizational memory effectiveness. Consequently, management teams of kindergartens should attempt to create opportunities for teachers to share their knowledge. After knowledge-sharing procedure, teachers’ retrieval demands of organizational memory will be fulfilled, effectiveness of organizational memory will be maintained, and personal performance will be lifted as well.

<p>Nothing has been that consistent as the change is for the knowledge revolution to nourish and cultivate. Different forms of changes are occurring in organizations with the aim to improve the output performances. Health organizations have been more attached to the changes and the consequences that are brought with such changes. Such consequences are primarily connected with concepts of unlearning and learning. Any form of the change if initiated in organization asks for new routines learning, tasks conductions and the organizational cultural revolution. These new routines have been occurring at individual and organizational levels. The unlearning at any level in the organizational culture can be performed through investigating a primary connection between the organizational and individual routines. At the individual level unlearning brings a number of psychological, cognitive, social and moral hurdles. These hurdles at individual level basically help the organizational unlearning to occur. All of the routines occurring at individual level encompass the necessary information that goes from lower levels to upward, strengthening and holding the organizational memory firm.</p><p>This research was about to find how the health organizations unlearn the older practices and learn the new practices in IT change. This research had two streams i) finding whether there had been any connection between the organizational and individual unlearning in the cases of IT change, ii) For unlearning what kind of hurdles had been there at the individual level. Kalmar hospital pediatric department had been chosen for the empirical investigations. The research streams were about how and what parts which helped the researcher to go for the qualitative data gathering techniques.</p><p>The Results showed there had been a very thin connectivity between the organizational and individual unlearning. The results revealed and unfolded that many of the new learning are occurring simultaneously with discarding the older ways of practices. The impression of absorbing the change with respect to the unlearning had been varied from person to person. There had been a numbers of individual hurdles observed at individual level of unlearning. Apart from them, many individual routines (performative tasks) had the primary connectivity with the organizational routines (Ostensive routines) and shaping and reshaping of the organizational memory.</p><p>It is important to understand the unlearning notions with the type of change. In this research each of the interviewee had shared his thoughts of how the things could have been done differently by revealing the consequences with new learning. Literature suggests that for a profound and successful implementation of change more formal and informal trainings, clear strategy for shuffling the older individuals in the camp, more social and cognitive meetings and fast and quick actions in the cases of technical difficulties are to be taken.</p><p><strong> </strong></p><p><strong> </strong></p><p><strong> </strong></p><h1> </h1><h1> </h1><h1> </h1><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p> / Thesis

<p>Nothing has been that consistent as the change is for the knowledge revolution to nourish and cultivate. Different forms of changes are occurring in organizations with the aim to improve the output performances. Health organizations have been more attached to the changes and the consequences that are brought with such changes. Such consequences are primarily connected with concepts of unlearning and learning. Any form of the change if initiated in organization asks for new routines learning, tasks conductions and the organizational cultural revolution. These new routines have been occurring at individual and organizational levels. The unlearning at any level in the organizational culture can be performed through investigating a primary connection between the organizational and individual routines. At the individual level unlearning brings a number of psychological, cognitive, social and moral hurdles. These hurdles at individual level basically help the organizational unlearning to occur. All of the routines occurring at individual level encompass the necessary information that goes from lower levels to upward, strengthening and holding the organizational memory firm.</p><p>This research was about to find how the health organizations unlearn the older practices and learn the new practices in IT change. This research had two streams i) finding whether there had been any connection between the organizational and individual unlearning in the cases of IT change, ii) For unlearning what kind of hurdles had been there at the individual level. Kalmar hospital pediatric department had been chosen for the empirical investigations. The research streams were about how and what parts which helped the researcher to go for the qualitative data gathering techniques.</p><p>The Results showed there had been a very thin connectivity between the organizational and individual unlearning. The results revealed and unfolded that many of the new learning are occurring simultaneously with discarding the older ways of practices. The impression of absorbing the change with respect to the unlearning had been varied from person to person. There had been a numbers of individual hurdles observed at individual level of unlearning. Apart from them, many individual routines (performative tasks) had the primary connectivity with the organizational routines (Ostensive routines) and shaping and reshaping of the organizational memory.</p><p>It is important to understand the unlearning notions with the type of change. In this research each of the interviewee had shared his thoughts of how the things could have been done differently by revealing the consequences with new learning. Literature suggests that for a profound and successful implementation of change more formal and informal trainings, clear strategy for shuffling the older individuals in the camp, more social and cognitive meetings and fast and quick actions in the cases of technical difficulties are to be taken.</p><p><strong> </strong></p><p><strong> </strong></p><p><strong> </strong></p><p><strong> </strong></p><h1></h1><h1></h1><h1></h1><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p><p> </p> / Thesis

Este trabalho possui como objeto de estudo a gestão de conhecimento dentro das firmas de Serviços Empresariais Intensivos em Conhecimento ou KIBS (Knowledge- Intensive Business Services), empresas especializadas que fornecem serviços para outras firmas ou organizações. Serviços de TI, serviços de P&D, consultoria técnica, consultoria legal, consultoria financeira e consultoria gerencial são típicas empresas KIBS. Dado o grau de especialização dessas empresas, a gestão de conhecimento passa a afetar uma parcela importante do desenvolvimento de suas atividades, bem como as ferramentas ou mecanismos estabelecidos para gerenciar as práticas relativas à criação e transferência do conhecimento. Nota-se, também, que o sistema de gestão de conhecimento nessas empresas se cria e desenvolve de maneira distinta da que ocorre em outras organizações. Portanto, buscou-se entender como as organizações KIBS gerenciam seu conhecimento, em especial a experiência (na forma de conhecimento tácito), investigando os mecanismos que se estabelecem para tal fim; e como a memória organizacional e os processos de socialização específicos são criados e desenvolvidos no interior dessas organizações, tendo como objetivo entender como os Sistemas de Gestão de Conhecimento evoluem através do relacionamento entre esses processos. A metodologia de pesquisa utilizada é qualitativa. Ela foi realizada por meio de um estudo de casos múltiplos em três empresas KIBS. Para tanto, um modelo teórico foi formulado e, posteriormente, avaliado na fase de pesquisa de campo. As observações finais demonstram que o papel dos especialistas dentro das empresas KIBS é fundamental para a evolução do seu Sistema de Gestão de Conhecimento e que os processos de socialização favorecem ou diminuem suas possibilidades de fornecer requisitos de desenvolvimento. / This paper focuses on the study of knowledge management at KIBS (Knowledge- Intensive Business Services), expert companies that provide services to other companies and organizations. IT and P&D service, technical consultancy, law consultancy, financial and management consultancy are all typical KIBS. Given the level of specialization of these firms, management knowledge may play an important part in the development of their activities, as well as the tools, and mechanisms established for managing practices related to the creation and transfer of knowledge. It was noticed in these firms that knowledge management systems (KMS) have been created and developed in a way different from that in other organizations. Consequently, there has been an effort to understand how KIBS firms manage their knowledge, basically expertise in the form of tacit knowledge, by looking into the mechanisms established for that purpose. Additionally, we intend to analyze the creation and development of organizational memory (OM) and particular socialization processes inside these organizations, so that we can learn how KMS evolve through the relationship of such processes. A qualitative research methodology was applied in this project. It was carried out by a multiple case study involving three different KIBS firms. In order to achieve that aim, a theoretic model was devised and forward assessed at the fieldwork stage. Our final observations have proved the essential role experts play inside KIBS firms for the progress of KMS. Likewise, it was found that socialization processes can either increase or reduce the possibilities of supplying development requirements.

Este trabalho possui como objeto de estudo a gestão de conhecimento dentro das firmas de Serviços Empresariais Intensivos em Conhecimento ou KIBS (Knowledge- Intensive Business Services), empresas especializadas que fornecem serviços para outras firmas ou organizações. Serviços de TI, serviços de P&D, consultoria técnica, consultoria legal, consultoria financeira e consultoria gerencial são típicas empresas KIBS. Dado o grau de especialização dessas empresas, a gestão de conhecimento passa a afetar uma parcela importante do desenvolvimento de suas atividades, bem como as ferramentas ou mecanismos estabelecidos para gerenciar as práticas relativas à criação e transferência do conhecimento. Nota-se, também, que o sistema de gestão de conhecimento nessas empresas se cria e desenvolve de maneira distinta da que ocorre em outras organizações. Portanto, buscou-se entender como as organizações KIBS gerenciam seu conhecimento, em especial a experiência (na forma de conhecimento tácito), investigando os mecanismos que se estabelecem para tal fim; e como a memória organizacional e os processos de socialização específicos são criados e desenvolvidos no interior dessas organizações, tendo como objetivo entender como os Sistemas de Gestão de Conhecimento evoluem através do relacionamento entre esses processos. A metodologia de pesquisa utilizada é qualitativa. Ela foi realizada por meio de um estudo de casos múltiplos em três empresas KIBS. Para tanto, um modelo teórico foi formulado e, posteriormente, avaliado na fase de pesquisa de campo. As observações finais demonstram que o papel dos especialistas dentro das empresas KIBS é fundamental para a evolução do seu Sistema de Gestão de Conhecimento e que os processos de socialização favorecem ou diminuem suas possibilidades de fornecer requisitos de desenvolvimento. / This paper focuses on the study of knowledge management at KIBS (Knowledge- Intensive Business Services), expert companies that provide services to other companies and organizations. IT and P&D service, technical consultancy, law consultancy, financial and management consultancy are all typical KIBS. Given the level of specialization of these firms, management knowledge may play an important part in the development of their activities, as well as the tools, and mechanisms established for managing practices related to the creation and transfer of knowledge. It was noticed in these firms that knowledge management systems (KMS) have been created and developed in a way different from that in other organizations. Consequently, there has been an effort to understand how KIBS firms manage their knowledge, basically expertise in the form of tacit knowledge, by looking into the mechanisms established for that purpose. Additionally, we intend to analyze the creation and development of organizational memory (OM) and particular socialization processes inside these organizations, so that we can learn how KMS evolve through the relationship of such processes. A qualitative research methodology was applied in this project. It was carried out by a multiple case study involving three different KIBS firms. In order to achieve that aim, a theoretic model was devised and forward assessed at the fieldwork stage. Our final observations have proved the essential role experts play inside KIBS firms for the progress of KMS. Likewise, it was found that socialization processes can either increase or reduce the possibilities of supplying development requirements.

Nothing has been that consistent as the change is for the knowledge revolution to nourish and cultivate. Different forms of changes are occurring in organizations with the aim to improve the output performances. Health organizations have been more attached to the changes and the consequences that are brought with such changes. Such consequences are primarily connected with concepts of unlearning and learning. Any form of the change if initiated in organization asks for new routines learning, tasks conductions and the organizational cultural revolution. These new routines have been occurring at individual and organizational levels. The unlearning at any level in the organizational culture can be performed through investigating a primary connection between the organizational and individual routines. At the individual level unlearning brings a number of psychological, cognitive, social and moral hurdles. These hurdles at individual level basically help the organizational unlearning to occur. All of the routines occurring at individual level encompass the necessary information that goes from lower levels to upward, strengthening and holding the organizational memory firm. This research was about to find how the health organizations unlearn the older practices and learn the new practices in IT change. This research had two streams i) finding whether there had been any connection between the organizational and individual unlearning in the cases of IT change, ii) For unlearning what kind of hurdles had been there at the individual level. Kalmar hospital pediatric department had been chosen for the empirical investigations. The research streams were about how and what parts which helped the researcher to go for the qualitative data gathering techniques. The Results showed there had been a very thin connectivity between the organizational and individual unlearning. The results revealed and unfolded that many of the new learning are occurring simultaneously with discarding the older ways of practices. The impression of absorbing the change with respect to the unlearning had been varied from person to person. There had been a numbers of individual hurdles observed at individual level of unlearning. Apart from them, many individual routines (performative tasks) had the primary connectivity with the organizational routines (Ostensive routines) and shaping and reshaping of the organizational memory. It is important to understand the unlearning notions with the type of change. In this research each of the interviewee had shared his thoughts of how the things could have been done differently by revealing the consequences with new learning. Literature suggests that for a profound and successful implementation of change more formal and informal trainings, clear strategy for shuffling the older individuals in the camp, more social and cognitive meetings and fast and quick actions in the cases of technical difficulties are to be taken. / Thesis

Nothing has been that consistent as the change is for the knowledge revolution to nourish and cultivate. Different forms of changes are occurring in organizations with the aim to improve the output performances. Health organizations have been more attached to the changes and the consequences that are brought with such changes. Such consequences are primarily connected with concepts of unlearning and learning. Any form of the change if initiated in organization asks for new routines learning, tasks conductions and the organizational cultural revolution. These new routines have been occurring at individual and organizational levels. The unlearning at any level in the organizational culture can be performed through investigating a primary connection between the organizational and individual routines. At the individual level unlearning brings a number of psychological, cognitive, social and moral hurdles. These hurdles at individual level basically help the organizational unlearning to occur. All of the routines occurring at individual level encompass the necessary information that goes from lower levels to upward, strengthening and holding the organizational memory firm. This research was about to find how the health organizations unlearn the older practices and learn the new practices in IT change. This research had two streams i) finding whether there had been any connection between the organizational and individual unlearning in the cases of IT change, ii) For unlearning what kind of hurdles had been there at the individual level. Kalmar hospital pediatric department had been chosen for the empirical investigations. The research streams were about how and what parts which helped the researcher to go for the qualitative data gathering techniques. The Results showed there had been a very thin connectivity between the organizational and individual unlearning. The results revealed and unfolded that many of the new learning are occurring simultaneously with discarding the older ways of practices. The impression of absorbing the change with respect to the unlearning had been varied from person to person. There had been a numbers of individual hurdles observed at individual level of unlearning. Apart from them, many individual routines (performative tasks) had the primary connectivity with the organizational routines (Ostensive routines) and shaping and reshaping of the organizational memory. It is important to understand the unlearning notions with the type of change. In this research each of the interviewee had shared his thoughts of how the things could have been done differently by revealing the consequences with new learning. Literature suggests that for a profound and successful implementation of change more formal and informal trainings, clear strategy for shuffling the older individuals in the camp, more social and cognitive meetings and fast and quick actions in the cases of technical difficulties are to be taken. / Thesis

Organizational memory is said to be one of the essential factors of organizational learning, particularly in a part that is concerned with knowledge flowing from an organization to its employees. Often viewed as a system of knowledge repositories, organizational memory is argued to be important in various contexts. The purpose of this study is to explore an impact of the organizational memory in two such contexts, namely in a situation of presence of new employees and organization involved in innovation activity. The importance of organizational memory for the new employees can be explained by the fact that it is through facing it they socialize in the organization. Organizational memory also influences innovative behaviour of employees. This researched is performed in a form of a case study; where the object of study finds itself in a combined context – new employees of R&amp;D department learn from different organizational memory systems. The data for this case study were collected through qualitative interviewing of both the newcomers and their supervisor. The results show that new employees face a range of memory systems, and this range does not depend on the innovativeness of the work they are involved in. It was found possible to look separately into the systems and methods the newcomers accessed them. The most important access methods in this case turned out to be personal communication and IT-enabled means, however a number of other methods were also found relevant for the case. Focusing on how this knowledge can support innovative behaviour of the new employees, this study has found several ways in which both incremental and radical innovations can be enhanced. The memory systems have been found to affect innovative behaviour of the newcomers by demonstrating expectance of this behaviour, by providing “old” knowledge, as well as hints where one can possibly find “old” and “new” knowledge. In general, the findings suggest that looking into memory systems separately from the ways to access them might give valuable insights for rethinking how properties of the memory systems have been defined so far.

Submitted by Patricia Barros (patricia.barros@ufes.br) on 2016-06-03T14:29:05Z No. of bitstreams: 2 license_rdf: 23748 bytes, checksum: b92763cfc0af52c7c868455edfaf3266 (MD5) Eduarda_Dissertação_completa (1).pdf: 928364 bytes, checksum: f5e58077d88118dab01ea7338be89311 (MD5) / Approved for entry into archive by Patricia Barros (patricia.barros@ufes.br) on 2016-06-03T14:32:21Z (GMT) No. of bitstreams: 2 license_rdf: 23748 bytes, checksum: b92763cfc0af52c7c868455edfaf3266 (MD5) Eduarda_Dissertação_completa (1).pdf: 928364 bytes, checksum: f5e58077d88118dab01ea7338be89311 (MD5) / Made available in DSpace on 2016-06-03T14:32:21Z (GMT). No. of bitstreams: 2 license_rdf: 23748 bytes, checksum: b92763cfc0af52c7c868455edfaf3266 (MD5) Eduarda_Dissertação_completa (1).pdf: 928364 bytes, checksum: f5e58077d88118dab01ea7338be89311 (MD5) / FAPES / Esta pesquisa teve por objetivo revelar aspectos simbólicos relacionados ao passado de um espaço na cidade de Vitória/ES, a Rua da Lama, a partir de pessoas que a frequentaram na década de 1980. Esta década foi escolhida por se tratar do início dessa região emblemática na cidade, que até hoje permanece sendo um ponto de encontro de lazer das pessoas. O que torna tal espaço contemporâneo e muito frequentado dentro da cidade. O estudo buscou relacionar os aspectos simbólicos de tal espaço, manifestados nas memórias presentes nas narrativas de seus antigos frequentadores. O objeto de pesquisa, composto por diferentes tipos de organizações, foi definido como espaço organizacional. Devido à complexidade do tema, buscou-se um aporte interdisciplinar dentro dos Estudos Organizacionais, abarcando as Ciências Sociais, História e o referencial de memória na Administração. Para o empreendimento, à luz de uma abordagem interdisciplinar nos Estudos Organizacionais, foi desenvolvida uma pesquisa de cunho qualitativo, utilizando a técnica de entrevistas narrativas para a coleta dos dados, gerando um conteúdo denso, que foram transcritas para posterior análise. Esse tipo de entrevista permitiu a pesquisadora entender de forma mais profunda o universo pesquisado. Após a coleta dos dados, o tratamento foi feito através da análise de conteúdo com as categorizações a posteriori. O período de coleta de dados se deu de maio a outubro de 2015, no qual foram realizadas oito entrevistas narrativas. Como resultado, foram encontradas três categorias seguindo um percurso temático, nomeadas por: O rock da Lama; As diferentes relações simbólicas com o espaço da Lama da década de 1980 e A Rua da Lama como um espaço de transgressão. A reflexão deu conta dos diferentes usos do passado para a reapropriação dos espaços simbólicos. / This research aimed to reveal symbolic aspects related to the past of a place in the city of Vitória/ES, Rua da Lama, from people who attended in the 1980s. This decade was chosen because it was the beginning of this emblematic region in the city, which even today remains a point of people meetings and leisure time. It makes this space contemporary and very popular in the city. The study sought to relate the symbolic aspects of such space, manifested in the memories present in the narratives of old goers. The search object nowadays, comprising different types of organizations, here was define as an organizational space. Due to the complexity of the issue, it sought an interdisciplinary contribution within the Organizational Studies, spanning the Social Sciences, History and memory reference in the Administration. For the research, in the light of an interdisciplinary approach in Organizational Studies, was developed a qualitative research, using the technique of narrative interviews for data collection, creating a dense content, which were transcribed for further analysis. This type of interview allowed the researcher to understand more deeply the universe surveyed. After collecting the data, the treatment was done by content analysis with back-categorizations. The data collection period took place from May to October 2015, and was realized eight narrative interviews. As a result, three categories were found following a thematic route, appointed by: Rock of Lama; The different symbolic relations of Rua da Lama in 1980's and Rua da Lama as a transgression space. The reflection realized the different uses of the past for the re-appropriation of symbolic spaces.

Made available in DSpace on 2015-10-19T11:50:10Z (GMT). No. of bitstreams: 1 gomes2013.pdf: 3952598 bytes, checksum: a53ccdb3de1fbb39e4ba41a10db6b035 (MD5) Previous issue date: 2013-02-25 / Within organizations, knowledge management, with its processes of acquisition, storage and sharing, based on information resources intended for direct use by humans. However, combining these resources are not enough to be used or reused to produce new knowledge or emerging innovation. In todays scenario of increasing the amount of information recorded and the challenge of understanding more and better the complexity of the phenomena, it is necessary to have some form of organizational memory integrated and inclusive, so meet the needs of users in different perspectives, situations, dimensions, conditions and contexts. In contrast, the Semantic Web technology manifests features that enable the development of a semantic repository architecture that meets these demands. In this sense, this paper aims to outline a semantic repository architecture that integrates enterprise data and can serve as a reference implementation in agricultural research institution / No âmbito das organizações, a gestão do conhecimento, com seus processos de aquisição, armazenamento e compartilhamento, se baseia em recursos informacionais destinados para o uso direto pelos seres humanos. Porém, estes recursos não são combinantes a ponto de serem usados ou reutilizados para produção de novos conhecimentos emergentes ou inovação. Diante do atual cenário de crescente aumento no volume de informações registradas e do desafio de se compreender cada vez mais e melhor a complexidade dos fenômenos, é preciso contar com alguma forma de memória organizacional integrada e integradora, de maneira atender as necessidades dos usuários em diferentes perspectivas, situações, dimensões, condições e contextos. Por outro lado, a tecnologia da Web Semântica manifesta características que possibilitam o desenvolvimento de uma arquitetura de repositório semântico que atenda essas demandas. Neste sentido, esta dissertação tem como objetivo delinear uma arquitetura de repositório semântico que integre os dados corporativos, podendo servir de referência para implementação em instituição de pesquisa agropecuária