The objectives of this study are to determine the awareness level of knowledge sharing amongst the employees of Sasol, to determine how Sasol utilises human capital in the company and to identify and analyse the methods of knowledge sharing and knowledge transfer. The literature review distinguishes between explicit and tacit knowledge. Explicit knowledge leads a company to codify while tacit knowledge leads to connecting people. The literature study also covers the utilisation of human capital and identifies methods of knowledge sharing and -transfer, namely legacy pages, expert location systems, buddy systems, post-retirement agreements, identification of successors, After Action Reviews, interviews, observation, protocol analysis, teach backs, story writing and storytelling, and process mapping. The literature study forms the foundation for the formulation and designing of a questionnaire. The questionnaire was distributed amongst the employees of two of Sasol's divisions in order to obtain data about the utilisation of human capital in Sasol and to identify and analyse the current and preferred methods to capture and share tacit knowledge and skills. The data obtained from the questionnaires was processed, analysed and interpreted. Conclusions were drawn, linking the literature review and the results obtained from the empirical study. Based on these conclusions, recommendations were made. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2006.

Die Dissertation untersucht, welche individuellen Einflussfaktoren Wissenschaftler zur Wissensteilung mittels Social Software motivieren. Dazu werden universitäre Wissenschaftler, ihre Stakeholder und typische Karrierewege sowie die Bereiche Open Science und Open Educational Resources beleuchtet. Im Anschluss wird die Anwendbarkeit existierender Theorien der Technologieakzeptanz und der Wissensteilung (insbesondere in virtuellen Communities) auf die Wissensteilung von Wissenschaftlern mittels Social Software untersucht. Darauf aufbauend werden potentielle Einflussfaktoren identifiziert und ein spezifisches Erklärungsmodell abgeleitet. Dieses wird mittels Online-Umfragen empirisch überprüft und verfeinert.

"Every day people experience hassles and joys at work. Consequently, research on emotion in organizational settings has tended to focus on these "as they occur" and "as they are managed". However, not only do people experience emotional events at work they may also talk about these events to their colleagues or intimates. And this verbal sharing of emotion may occur as well in everyday work life as it does in turbulent times or after extraordinary events… Thus begins the journey my dissertation. On the following pages I will introduce the reader to the theory of the Social Sharing of Emotion - i.e. the experiencing of an emotional event, the mental rumination upon it and, finally, telling others about it - with a view to knowledge sharing, narratives and social networks at work. In five articles the role of social sharing of emotion in humor at the workplace, collective memory, strategic change, decision making and change management will be untangled. " / Diss. (sammanfattning) Stockholm : Handelshögsk., 2003

Blogging is a recent phenomenon with research currently focusing on how it facilitates both personal and organisational knowledge exchange (Aimeur, Brassard & Paquet 2005; Hsu & Lin 2008). Social capital is shown to be a crucial factor facilitating knowledge transfer (Nahapiet and Ghoshal 1998). Blogging is a new social communication technology enabling individuals to collaborate and share knowledge. This research investigates how three dimensions of social capital affect individual knowledge sharing in weblog communities. In particular, it explores how individuals exploit weblogs as a tool for conversational knowledge management in educational institutions. Following Wasko & Faraj's (2005) study, the conceptual model is developed by setting eight independent variables from social capital dimensions and a dependent variable is set from individual behaviour in online knowledge sharing. Eight hypotheses are developed to test the relationship between these variables. A quantitative approach was applied for data collection and analysis. For data collection, an online survey was published in several Australian university weblog communities. An additional paper-based survey was distributed to the respondents in order to gain adequate sample size. For data analysis, confirmatory factor analysis (CFA) was applied to eliminate measurement items that shared a significant residual value with other measurement items. Further, the models obtained from confirmatory factor analysis were used to test the hypotheses by multiple regression analysis. Results from multiple regression analysis on online knowledge sharing suggest that trust, personal reputation and enjoy helping are positively associated with individual online knowledge sharing. The stepwise estimation procedure was further adapted in the regression model. The results show that four independent variables became significant to the study. These four significant variables were individual expertise, trust, personal reputation and enjoy helping. Lastly, several limitations in this study such as the sample of university online setting and respondents' activities on weblogs are discussed. These limitations lead to the direction of future research provided in conclusion of this study.

Connecting Human Resource Management (HRM) and knowledge transfer through motivation is a new research area. Out of the few existing studies there is a predominance of quantitative studies, which are showing inconclusive results. As a response, this study uses a qualitative micro perspective to investigate how HRM practises influence intrinsic- and extrinsic motivation to share knowledge. It is important to divide motivation into intrinsic and extrinsic, as it impacts knowledge sharing differently. Former studies have identified a need to study the whole HRM system, therefore, to capture differences in motivation among employees exposed to the same system, this thesis takes on a single case study approach. Qualitative interviews were held with employees at an MNC that relies on knowledge intensive activities. The findings showed that employees were motivated intrinsically through career development and extrinsically by the performance management system. The supportive climate showed to influence motivation to share knowledge, both directly and indirectly. Job design was shown to work well in combination with other practises. Finally, a key finding was the importance of having an aligned HRM system.

Submitted by Timbo Noeme (noeme.timbo@metodista.br) on 2016-08-08T18:43:10Z No. of bitstreams: 1 BrunaSantos.pdf: 1745061 bytes, checksum: b0768d59f3d825b89e4d93698d3463fb (MD5) / Made available in DSpace on 2016-08-08T18:43:10Z (GMT). No. of bitstreams: 1 BrunaSantos.pdf: 1745061 bytes, checksum: b0768d59f3d825b89e4d93698d3463fb (MD5) Previous issue date: 2015-08-19 / The research aimed to analyze the main reasons why state-owned enterprises (SOEs) from São Paulo-Brazil use coaching and mentoring as a knowledge sharing practice.The 2009 decree No. 53963,sanctioned by the Governor of São Paulo established the Knowledge and Innovation Management Policy for SOEs. Kuniyoshi and Santos (2007) conducted a research, in which identifies practices and knowledge management initiatives adopted by some companies, among them, coaching and mentoring. The pratical process requires not only financial investment but time and adequate people, thus instigates research actions in the organizational context of the SOEs. This study seeks to contribute to the development of studies in the public area. The method used in this qualitative study is exploratory type. The object of this research were the São Paulo SOEs, that currently add up to 21. We conducted a case study with interview and document analysis in two of these SOEs, Sabesp, company sanitation sector water and sewage, aimed to analyze the coaching practice and the Institute for Technological Research (IPT), national reference metrology, aimed to analyze the practice of mentoring. Since there are no exclusive practices to Knowledge Management, and the success of a practice is related to the context in which it operates. In the case of Sabesp, the coaching practice is used as one of the activities within both programs, aimed at developing human capital as a competitive force. IPT aimed at the implementation of mentoring program, specifically the sharing tacit knowledge. It has been discovered that coaching and mentoring practices are used as a way of making a company unique before others, even SOEs with no focus on competitiveness, but they use knowledge strategically to improve the quality of service to society. / A pesquisa teve como objetivo geral analisar as principais razões pelas quais as empresas públicas paulistas utilizam coaching e mentoring como práticas de compartilhamento de conhecimento. No ano de 2009, foi instituído pelo governador do Estado de São Paulo, o decreto nº 53.963 que instituiu a Política de Gestão do Conhecimento e Inovação para as empresas públicas. Kuniyoshi e Santos (2007) realizaram uma pesquisa, na qual identificaram práticas e iniciativas de gestão do conhecimento adotadas por algumas empresas, dentre elas, coaching e mentoring. As práticas são processos que necessitam de investimento não somente financeiro, mas de tempo e pessoas adequadas, por serem processos mais complexos, instigam a investigação de ações no contexto organizacional de empresas públicas. Este estudo busca contribuir para o desenvolvimento de estudos na área pública. O método utilizado neste estudo de abordagem qualitativa é do tipo exploratória. O objeto desta pesquisa foram as empresas públicas paulistas, que, atualmente, somam 21. Foi realizado estudo de caso, com entrevista e análise documental em duas destas empresas, A Sabesp, empresa do segmento de saneamento de água e esgoto, teve como objetivo analisar a prática de coaching e, o Instituto de Pesquisa Tecnológicas (IPT), referência nacional em metrologia, teve como objetivo analisar a prática de mentoring. Uma vez que não existem práticas exclusivas à Gestão do Conhecimento, e o sucesso de uma prática está relacionado ao contexto na qual está inserida. No caso da Sabesp, a prática de coaching é utilizada como uma das atividades dentro de dois programas, visando desenvolver o capital humano como força competitiva. O IPT teve como objetivo da aplicação do programa de mentoring, especificamente, o compartilhar conhecimento tácito. Foi constatado que as práticas de coaching e mentoring podem ser utilizadas como recurso capaz de tornar a empresa singular perante as demais, mesmo empresas públicas não tendo foco em competitividade, mas utilizam o conhecimento de forma estratégica para melhorar a qualidade de atendimento à sociedade.

Submitted by Thassia da Silva (tdasilva22@gmail.com) on 2018-01-18T18:07:34Z No. of bitstreams: 1 Thassia da Silva--Key Success Factor Ranking for Intrafirm Knowledge Sharing A Delphi Method Approach in the Oil and Gas Industry.pdf: 2005716 bytes, checksum: 3357ec23f1c093750910850a6e7e9434 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2018-03-02T19:31:43Z (GMT) No. of bitstreams: 1 Thassia da Silva--Key Success Factor Ranking for Intrafirm Knowledge Sharing A Delphi Method Approach in the Oil and Gas Industry.pdf: 2005716 bytes, checksum: 3357ec23f1c093750910850a6e7e9434 (MD5) / Made available in DSpace on 2018-03-12T18:57:52Z (GMT). No. of bitstreams: 1 Thassia da Silva--Key Success Factor Ranking for Intrafirm Knowledge Sharing A Delphi Method Approach in the Oil and Gas Industry.pdf: 2005716 bytes, checksum: 3357ec23f1c093750910850a6e7e9434 (MD5) Previous issue date: 2017-12-18 / Knowledge and its propagation are unquestionably at the center of most, if not all, discussions on innovation, performance, as well as other elements related to firm success. Although the literature has proposed several key success factors for knowledge sharing, it has yet to explore how these factors rank in terms of importance from a firm nationality perspective. Through a Delphi Method approach, upstream professionals from four major multinational Oil & Gas firms (Brazilian, North American, Norwegian and French), with at least seven years of experience, ranked specific literature-based proposed factors for successful intrafirm knowledge sharing. There was a total of three rounds, where the first round had 41 participants, and the remaining two rounds (second and third) had 39 participants. On average, open door policy was the most relevant factors that lead to knowledge sharing among the four firms. In terms of the least relevant ones, acknowledgement and status were seen, on average, as factors less likely to lead to intrafirm knowledge sharing.

With the advent of knowledge-intensive economies, plus the ever-accelerating development of Information and Communication Technologies (ICTs), organisational knowledge has become the key driver of an organisation's value and ultimately, an important source of an organisation's sustainable competitive edge. Thus, numerous organisations have started to invest heavily in establishing knowledge management systems (KMSs). Subsequently, they wish to access knowledge from individuals in order to enhance their acquisition of knowledge and ultimately transform this into organisational knowledge. Even though existing research studies have evidenced extensively the intrinsic and extrinsic motivators of individuals' knowledge-sharing behaviour in organisations from diverse perspectives (e.g. organisational behaviour, sociology and psychology), individuals still seem inclined to hoard their knowledge, rather than share it with others in organisations. To this end, this research aims to investigate and identify essential elements related to individuals' knowledge-sharing behaviour within the complex context of the virtual organisation of Taiwanese Non-governmental Organisations (NGOs), comprising the whole system of Taiwanese Farmers' Associations, by integrating multilevel perspectives of individuals in organisations (the micro-level), workplace networks in organisations (the meso-level) and organisational culture (the macro-level).

Knowledge is now considered the most important organizational resource, surpassing other resources like land and capital. It has, therefore, been acknowledged that knowledge can play an important role in ensuring an organization’s competitive edge. The purpose of this study was to investigate if knowledge sharing is being used to improve service delivery at the National University of Lesotho’s Thomas Mofolo Library. The researcher held the view that Librarians at Thomas Mofolo Library have different sets of skills which, if combined, could improve service delivery. By not sharing and retaining this existing wealth of knowledge, the researcher claimed that when librarians retire or resign from work, they will certainly take with them the knowledge they possess and the result of this knowledge loss is that the Library may be plagued by an inability to learn from the past experiences, which leads to reinvented wheels, unlearned lessons and the pattern of repeated mistakes. Both qualitative and quantitative methods were employed in the case study design in order to allow for multiple methods of data collection. Data were collected by means of questionnaires and interviews. Questionnaires were administered to all librarians who were available at the time and purposive sampling was used to determine interview participants. Out of the 25 questionnaires administered, 15 were returned, providing a response rate of 60%. The data collected by means of questionnaires was processed using Microsoft Access and analyzed using the Statistical Package for Social Science (SPSS) software (Version 17). The results of analysis were exported into Microsoft Excel for visual presentation and reporting of the results. The data from the interview sessions was analyzed manually by content analysis, using the notes that were taken by the researcher from the respondents during the interview sessions. The findings pointed to the fact that knowledge sharing does occur at TML, although mostly in an informal manner. This was largely due to a number of impediments such as lack of trust and the absence of motivations and rewards. The study concluded by recommending a number of initiatives that could be implemented in order to retain knowledge within the Library. The recommendations included developing a knowledge management strategy and formalizing knowledge sharing by formulating the desired policies. / Information Science / M.A. (Information Science)

Submitted by Morgana Silva (morgana_linhares@yahoo.com.br) on 2016-09-02T16:57:19Z No. of bitstreams: 1 arquivototal.pdf: 3280983 bytes, checksum: f92e1c6df6e4d2b135d9bdd19d8a7443 (MD5) / Made available in DSpace on 2016-09-02T16:57:19Z (GMT). No. of bitstreams: 1 arquivototal.pdf: 3280983 bytes, checksum: f92e1c6df6e4d2b135d9bdd19d8a7443 (MD5) Previous issue date: 2016-03-30 / The sharing of information and knowledge in university libraries can be understood as a practice which can mobilize information and knowledge in order to generate new ones and organizational learning, necessary for the development of librarians activities. Thus, the objective is to analyze the share held among librarians of the “Sistema Integrado de Bibliotecas da Universidade Estadual da Paraíba (SIB/UEPB)”. As theoretical review, it is divided into two parts: an overview, converging on the area of information management and knowledge about sharing in the organizational environment with its practices, tools, influences and barriers, and; a view, focused on libraries and university librarians and their tools and sharing practices. From a methodological point of view, it is characterized, on the objectives, such as exploratory and descriptive, and the nature of the data, as quantitative qualitative. As a technique for data collection adopted the methodological triangulation, comprising: online survey, online focus groups and interviews with staff. The technique for analysis and interpretation of data was content analysis. By analyzing and interpreting the data, it was found that the share is held at the SIB / UEPB mainly informal practices, using e-mail, phone, social networking and conversations with colleagues. Librarians considered the environmental SIB / UEPB, most of the time, favorable to exchange information and knowledge. The barriers were related to geographical distance and lack of incentives. On the other hand, coordination and librarians possessed good will and interest in participating in activities that involve sharing. It is proposed an action plan for the systematic sharing among librarians of the SIB / UEPB, starting with the establishment of a responsible team and directing for the use of practices and systematic and formalized way tools. / O compartilhamento da informação e do conhecimento nas bibliotecas universitárias pode ser compreendido como uma prática capaz de mobilizar a informação e o conhecimento, com vista à geração de outros novos e da aprendizagem organizacional, necessários ao desenvolvimento das atividades bibliotecárias. Desta forma, objetiva-se analisar o compartilhamento realizado entre os bibliotecários do Sistema Integrado de Bibliotecas da Universidade Estadual da Paraíba (SIB/UEPB). Como revisão teórica, divide-se em duas partes: uma visão geral, convergindo para área da gestão da informação e do conhecimento, sobre o compartilhamento no ambiente organizacional, com suas práticas, ferramentas, influências e barreiras, e; uma visão focada nas bibliotecas e nos bibliotecários universitários e suas ferramentas e práticas de compartilhamento. Do ponto de vista metodológico, caracteriza-se, quanto aos objetivos, como exploratória e descritiva, e quanto à natureza dos dados, como quantiqualitativa. Como técnica para coleta de dados adotou-se a triangulação metodológica composta por: questionário online, grupo focal online e entrevista com pauta. A técnica para análise e interpretação dos dados foi a análise de conteúdo temática. Ao analisar e interpretar os dados constatou-se que o compartilhamento é realizado no SIB/UEPB principalmente por práticas informais, utilizando e-mail, telefone, redes sociais e conversas com colegas. Os bibliotecários consideraram o ambiente do SIB/UEPB, na maioria das vezes, favorável às trocas de informação e conhecimento. As barreiras encontradas foram relacionadas à distância geográfica e falta de incentivos. Por outro lado, a coordenação e os bibliotecários, possuíam boa vontade e interesse em participar de atividades que envolvem o compartilhamento. Propõem-se um plano de ações para o compartilhamento sistemático entre os bibliotecários do SIB/UEPB, iniciando com a constituição de uma equipe responsável e direcionando para a utilização de práticas e ferramentas de maneira sistematizada e formalizada.