Kunskapsöverföring har ansetts vara av vikt inom företag och organisationer för att bevara kunskapen, informationen och för att kunna förmedla den vidare till andra medlemmar. Studiens primära syfte var att genom forskningsteorier och intervjuer effektivisera Rädda barnens Ellen och Allan projekt i deras kunskapsöverföring. 5 aktiva medlemmar inom Ellen och Allan projektet intervjuades samt 1 kontrollintervju genomfördes med en rutinerad projektledare från Svenska kyrkan, för att få fram dennes syn på projektets nuvarande situation gällande kunskapsöverföring.      Resultatet visade att det finns en viss otrygghet i rollerna och framförallt hos projektledarna, som inte har någon specifik roll- eller uppdragsbeskrivning. Genom resultatet kunde vi även se att kunskapsöverföringen bör vara ett ingående moment i organisationens projektbeskrivning för att det ska fungera på bästa sätt. Fysiska möten och god kommunikation mellan deltagarna bör även prioriteras för att effektivisera kunskapsöverföringen inom projektet.

<p>Expertise is regarded as the most important asset for groups working on knowledge-intensive tasks. This dissertation advances a multi-dimensional conception of group expertise that includes depth, breadth and variety as three distinct dimensions, and develops a model of the joint effect of the three dimensions on knowledge sharing and group performance. Two empirical studies test different components of the model. Using data on 174 groups from a Fortune 500 telecommunications company, one study supports the hypothesis that depth of group expertise will have a less positive effect on group performance as breadth of group expertise increases, particularly when groups engage in a low level of external task process. Using data on knowledge sharing networks among 44 employees of a supply chain service organization, the second study probes into dyadic interactions underlying group process, and tests how individual variety of experience, functional department experience (proxy for depth of expertise at the individual level), and dyadic functional difference (proxy for breadth of expertise at the dyadic level) affect dyadic knowledge sharing. Results show that individual variety of experience improves ease of knowledge sharing, and that the negative effect of functional department experience on ease of knowledge sharing is mitigated by individual variety of experience. Theoretical and practical implications of the findings are considered, and directions for future studies are discussed.</p> / Dissertation

The technology is changing fast in current business environment, today¡¦s success maybe will be gone by tomorrow. Therefore, the organization needs to keep learning and innovating to survive. To become a willing sharing and creation organization, the firm needs to gather all the knowledge in department, group and each employee. The key success of knowledge sharning is the employee¡¦s willingness of sharning knowledge. The knowledge is created through people¡¦s interation and the knowledge sharing is built on people¡¦s relation. The purpose of this rearch is to explor the employee¡¦s knowledge sharing willingness through social network approach. In the other hand, the psychological ownership could bring positive work attitude. Therefore the moderating effect of psychological ownership to social network and knowledge sharing willingness will be discussed as well. The target groups of this study are production or technology related departments of high technology companies. The samples are engineers, deputy engineers and supervisors. The total valid samples are 7 companies, 13 departments and 159 employees. Research method includes social network analysis software Ucinet and Hierarchical Regression Analysis. The result shows psychological ownership could raise the engineers¡¦ knowledge sharing willingness and moderate the relationship between in-degree centrality of advice network and knowledge sharing willingness. The findings are as follows: 1. Network degree centrality of internal advice network does not affect knowledge sharing willingness. 2. Psychological ownership positively and significantly affected knowledge sharing willingness. 3. Psychological ownership as the moderator positively and significantly affected the network degree centrality of internal advice network and knowledge sharing willingness partially.

In this era emphasizing the knowledge economy, corporate survival has been paid special attention following the financial depression. For the corporate under the era of knowledge economy, competitive advantages are from knowledge sharing and organizational innovation. More recently, literature has emerged that offers findings about social capital as a complete concept to explore its influences and functions. In this study, we seek to address the three dimensions, namely relationship, trust, and norms of the internal social capital in the context of Chinese culture and further explore the interactive relationships and influences among them. Using the structure equation model, we use data collected 385 knowledge workers from the high-tech, financial and medical industries of Taiwan. The findings show that (1) relationship has positive influences on norms and trust; (2) the relationship, norms, and trust have positive influences on knowledge sharing; (3) the internal social capital has positive influences on organizational innovation; (4) knowledge sharing has a positive influence on organizational innovation; (5) knowledge sharing has partial mediating effects on social capital and organizational innovation. Furthermore, we proposed a theoretical model of relationship, norms, and trust for future research. These findings could be useful in academic field and practical applications.

Nowadays, human resource management transforms the business into globalization, and globalization trend changes the management of human resource as well. Therefore, given the importance for enterprises to figure out the factors to cultivate competitive advantages among foreign professionals in a cross-cultural working environment and improve the innovation process and work performance in advance, this research will discuss how cultural intelligence and knowledge sharing impact individuals¡¦ innovative behavior. Consequently, from an empirical investigation with 131 foreign professionals supported the notion that with higher cultural intelligence perceived higher innovative behavior. Correspondingly, higher metacognitive CQ, motivational CQ and motivational CQ lead to higher knowledge sharing. In addition, knowledge sharing has positive impact on innovative behavior. Furthermore, the relationships between cognitive CQ and innovative behavior were mediated through knowledge sharing.

A typical online knowledge-sharing environment would generate vast amount of formal knowledge elements or interactions that generally available as textual documents. Thus, an effective management of the ever-increasing volume of online knowledge documents is essential to organizational knowledge sharing. Reply-semantic relationships between knowledge documents may exist either explicitly or implicitly. Such reply-semantic relationships between knowledge documents, once discovered or identified, would facilitate subsequent knowledge access by providing a novel and more semantic retrieval mechanism. In this study, we propose a preliminary taxonomy of reply-semantic relationships for documents organized in reply-replied structures and develop a SEmantic Enrichment between Knowledge documents (SEEK) technique for automatically annotating reply-semantic relationships between reply-pair documents. Based on the content-based text categorization techniques and genre classification techniques, we propose and evaluate different feature-set models, combinations of keyword features, POS statistics features, and/or given/new information (GI/NI) features. Our empirical evaluation results show that the proposed SEEK technique can achieve a satisfactory classification accuracy. Furthermore, use of keyword and GI/NI features by the proposed SEEK technique resulted in the best classification accuracy for the Answer/Comment classification task. On the other hand, the use of keyword features only can best differentiate Explanation and Instruction relationships.

Because of vague objectives, limited resources, environmental changes, decisions made out of standard procedures, inborn disposition of self interests, as well as differences in personal characteristics, values, and perceptions of its members, an organization becomes the battlefield in pursuit of individual interests. All members within the organization want to wield more power and influences through exploitation of the available resources, thereby resulting in political behaviors within the organization. However, through effective management, some of these political behaviors may enhance value for the organization. Therefore, the organization members perceive political behaviors within the organization, their behaviors, reactions, and attitudes will likely exert influences over the organization. ¡§Knowledge is power¡¨; oftentimes the members within an organization deem their knowledge as the source to cement their own position/status and power. In addition, to solidify the position within the organization, they habitually see knowledge as their own assets and are not willing to share with others. However, in the era of knowledge-based economy, competitive edges of an organization are often the results of knowledge sharing and application. Thus, creating a knowledge-sharing environment has therefore become a crucial topic of discussion. To compete in today¡¦s competitive environments, organizational changes are considered as a must for survival. Success of organizational transformation hinges on vigorous implementation of various transformation measures. Furthermore, it also depends on responses arising from expectation, perception, and level of satisfaction from the organizational members to the on-going organizational changes. Therefore, this research discusses relationships among the three variables: perception of organizational politics, knowledge sharing, and level of satisfaction to organizational changes. Further, it studies interferences of the level of satisfaction on the inter-relationships of the three variables. Since previous studies rarely discuss the inter-relationships of perception of organizational politics, knowledge sharing, and level of satisfaction of organizational changes, this research hopes to probe and explore the inter-relationships of the afore-mentioned variables through empirical studies. Targeted firms for survey in this research are from banks, insurance companies, securities firms, manufacturing companies, shipping and transportation firms, food and beverages services, and telecom companies. A total of 1130 questionnaires have been distributed, of which 1,037 are effective. The empirical findings are summarized as follow: ¡]1¡^The perceptions of organizational politics and organizational change have a significant negative relation . ¡]2¡^The satisfaction of organizational restructuring and knowledge sharing have a significant positive relation . ¡]3¡^The perceptions of organizational politics and knowledge sharing have a significant negative relation . ¡]4¡^The both perceptions of organizational politics and knowledge sharing are interfered by satisfaction of organizational change.

In an era of new knowledge-based economy, knowledge management would promote the organizational performance and improve the competition in the global market. Improving organizational members¡¦ willingness of knowledge sharing will be useful for carry out knowledge management. The purpose of this study is to explore the relationships among perceptions of organizational politics, trust and knowledge sharing in the industries for understanding employee¡¦s degree of perceptions of organizational politics, attitudes of trust and feelings of knowledge sharing in the organization. Therefore, this study constructs a model which perceptions of organizational politics is the independent variable, knowledge sharing is the dependent variable and trust is the mediate variable to identify the causal relationships. The sample consisted of 1037 employees selected from 42 firms among 5 industries in Taiwan. The data were analyzed by reliability analysis, descriptive statistics analysis, independent-sample T test, one-way ANOVA, correlation analysis and regression analysis. The major findings of this study are as fallow: 1.Seniority, official rank, industry, firm age and firm size among individual variables have significant difference in perceptions of organizational politics. 2.Educational level, income and firm age among individual variables have significant difference in trust. 3.Marital status and age among individual variables have significant difference in knowledge sharing. 4.Perceptions of organizational politics have significant negative relationship with knowledge sharing. 5.Perceptions of organizational politics have significant negative relationship with trust. 6.Trust has significant positive relationship with knowledge sharing. 7.Trust has partial intervening effect between perceptions of organizational politics and knowledge sharing.

When the Era of Knowledge-based Economy approaching, the knowledge is considered a key factor in corporate competitiveness, knowledge sharing play a critical role in an organization knowledge management. The enterprise must through the fast learning system to establish the competitive ability,and will continual readjustment step by the drastic change environment.Due to increasing uncertainly on organization change,political behaviors become active in organization.Therefore,it has some kind of subtle relations between the perceptions of organizational politics¡Bknowledge sharing and organizational changing satisfaction.The research discusses about the correlation analysis of them. This research was proceeded by questionnaire to the sampling objects of five industries in Taiwan.That includes Hospitality Industry,Telecommunication Industry,Manufactory Industry and Transportation Industry.The results indicated¡G 1¡BPerceptions of organizational politics have a significant negative relationship with knowledge sharing. 2¡BPerceptions of organizational politics have a significant negative relationship with organizational changing satisfaction. 3¡BOrganizational changing satisfaction have a significant positive relationship with knowledge sharing. 4¡BOrganizational changing satisfaction mediates the effect between perceptions of organizational politics and knowledge sharing. 5¡BSome of the individual variables have significant difference on the perceptions of organizational politics¡Bknowledge sharing¡Borganizational changing satisfaction.

The acquisition and creation of technological knowledge could be treated as a means to strengthen the innovative capabilities of SMEs. Knowledge management, therefore, plays an important role in company¡¦s performance and innovation. But knowledge transfer and sharing are the most difficult issues when implementing knowledge management. Many companies often encounter setbacks due to neglecting human nature and knowledge trading mechanism within organizations while implementing knowledge sharing. This paper is aimed to propose an integrated knowledge sharing and transfer model by applying network embeddedness, game theory, co-opetition and agent contest to solve the employee¡¦s dilemma and free-rider behavioral problems. This paper exploits the knowledge network to transfer knowledge across organizations, and discusses game theory in depth for knowledge sharing within organization. Based on knowledge sharing mechanism, we categorize high-tech firms into four types of knowledge sharing such as job guarantee, individual performance, team performance, and team learning. Empirical results showed that the type of team learning firm with agent contest and reward systems designed for both team and individual could build a co-opetitive knowledge-sharing environment. Based on knowledge transfer mechanism, the results show that IT, organizational culture, reward system and governmental policies have positive effects on enhancing knowledge network linkages. Steady and robust network linkages can benefit knowledge transfer and learning. The major sources of obtaining external knowledge are frorm academic research and international knowledge network for Taiwanese SMES. This paper suggest that overemphasize on domestic network and ignore the academic research and international networks may impede SMEs to acquire heterogeneous knowledge and innovation. The reward system and governmental policies have positive effects on corporate innovation. High levels of knowledge sharing and knowledge transfer capabilities are the major factors of improving innovation and organizational performance.