Sharing knowledge,being different and working as a team

Knowledge-intensive work in modern global organisations is largely organised in teams or groups. Most of this work can be classified as knowledge creation with outcomes such as plans, contracts, proposals and analyses. Cooperating for knowledge-intensive work is recognised as a social process in which identification and organisational climate play an important role. Yet despite the mutual interdependence of members, their relations in teams are not necessarily closely knitted. Teams in multinational companies consist of members with different national, ethnic, functional and educational backgrounds, who are often situated at different locations, using a combination of means to communicate. These are not the most favourable conditions for an open way of exchanging knowledge and insights. On the other side, diversity in expertise is supposed to be a necessary condition for knowledge creation. It offers the requisite variety that is needed to cope with complex problems and the cognitive distance that is supposed to stimulate organisational learning. It is expected that identification of team members with their group can counterbalance the negative effects of diversity, while it can enforce the positive effect of task interdependence. This research is directed to the relations between social identification, diversity, interdependence and knowledge sharing in corporate teams. Social identification is an important issue since it is known as a builder of extra role behaviour in organisations. Diversity and interdependence are team features that shape the identification with a team. Social identification is considered as an important mediator between these independent variables and knowledge sharing as a dependent variable. The research has been carried out in a large beverage company with plants and agencies all over the world. A questionnaire has been used with validated scales. The research data stem from a sample of 169 respondents from 30 teams. A strong relation between knowledge sharing and social identification was found, while diversity of teams plays an intriguing role in stimulating and inhibiting knowledge sharing between team members.     

What have we learned so far? The development and application of an organisational learning narrative

The use of narratives and stories has been growing in popularity in the field of knowledge management. Narratives may be used as useful vehicles for several knowledge-based activities within organisational (and other) contexts. These include acquiring and sharing knowledge in the form of personal experiences; the storage of explicit knowledge; and significantly, the development of personal knowledge and understanding through the use of narratives for sense-making. This paper presents research into the development and application of a method for the construction of a ‘learning narrative’: an organisational narrative developed for the specific purpose of sharing experiential knowledge. The paper presents a rationale for the use of narratives within knowledge management; details a methodological approach for the development of learning narratives; and highlights a number of benefits of the use of learning narratives, notably their use in sustaining and enhancing the quality of project-based work.     

Social capital and knowledge sharing performance of learning networks

The purpose of this study is to empirically investigate the relationship between the social capital accumulated among network members and the performance of learning networks in terms of their ability to enhance knowledge sharing among network members. A network level perspective guided the sampling strategy adopted for this survey involving 150 members of 16 European learning networks. Hierarchical multiple regression and structural equation modelling were employed to investigate the inter-relationships between dimensions of social capital and knowledge sharing in learning networks. The results reveal that social interaction and cognitive social capital are positively and significantly related to knowledge sharing in learning networks. Social interaction is also shown to play an important role in the development of shared vision and shared language (i.e. cognitive social capital) in learning networks. This paper sheds further light on the inter-relationships between different dimensions of social capital from a network (rather than firm) level perspective, and contributes to emerging theory on the antecedents to, and assessment of, performance in learning network entities.     

Knowledge sharing in open source software project teams: A transactive memory system perspective

The extant studies have not empirically examined the possible team cognitive mechanisms that facilitate knowledge sharing in OSS teams, even though knowledge sharing is a cognitive task and an OSS team is a complex cognitive system. To fill this research gap, we adopt the perspective of transactive memory system (TMS) to explore the relationships among TMS, knowledge sharing, communication quality, and technical achievement of OSS teams. By analyzing data from 95 OSS projects with the partial least squares (PLS) method, our study demonstrates that several TMS dimensions have positive impacts on knowledge sharing behaviors and communication quality. Moreover, communication quality positively influences technical achievement of OSS teams. These findings provide useful implications for literature and practice.     

个体知识共享研究：基于心理学的分析

本文从心理学的角度对当今知识共享研究成果尤其是个体知识共享的研究成果进行了系统分析。结合当今知识共享研究的最新成果,提出了个体知识共享是一种沟通、交流与学习过程的主张,初步构建了基于个体认知发展的知识共享发生机制,并对未来知识共享的研究提出了思考。     

不同场景微信群的知识共享影响差异研究——基于ERGMs模型

微信群作为新型的社会关系组织模式，被广泛地应用在工作、学习、生活中。人们通过不同的微信群交流思想，传递知识。研究不同场景微信群内部的知识共享差异，可以解决微信群知识共享低效的问题，为多元化的知识治理提供支撑。以社会资本理论为基础，研究了结构资本、关系资本、认知资本对工作、学习和生活微信群内部显性、隐性知识共享的影响差异，并借助指数随机图模型（ERGMs）对其进行了实证研究。研究表明：工作场景下，影响隐性知识共享的关键因素是个体中心性、互动关系强度、认同、互惠和信任；影响显性知识共享的关键因素是个体中心性、认同、互惠、信任和共同语言。学习场景下，影响隐性知识共享的关键因素是个体中心性、认同、互惠和信任；影响显性知识共享的关键因素是个体中心性、互动关系强度、互惠、信任和共同语言。生活场景下，影响隐性知识共享的关键因素是互动关系强度、认同、信任和共同语言；影响显性知识共享的关键因素是信任和共同语言。     

创新集群知识共享机制研究

明确知识共享对于创新集群发展的重要作用,分析集群中知识共享的特点,据此对创新集群知识共享机制进行研究,认为其内容包括合作机制、沟通机制、转移机制、学习机制和信任机制等五个方面,并从企业内部、组织网络和集群外部等视角分析了知识共享的支撑体系。     

科研团队创造力的团队认知机制研究

基于知识管理的视角，探讨交互记忆系统、团队心智模型对团队创造力的影响以及探索式学习与知识共享的中介作用。以33个科研团队为样本的问卷调查表明：（1）交互记忆系统、团队心智模型均分别对团队创造力产生正U型曲线影响；（2）探索式学习、知识共享在交互记忆系统与团队创造力的关系中均起到完全中介作用，在团队心智模型与团队创造力的关系中均起到部分中介作用；（3）知识共享能力在探索式学习与团队创造力的关系中起到部分中介作用。     

合作目标促进科研团队创造力的机理研究

基于激发型信息处理的视角,探讨了合作目标互依性、知识共享和团队反思与科研团队创造力之间的关系,构建了相应的概念模型。运用结构方程模型和225个有效科研团队样本对所提出的假设进行检验。实证研究结果表明,合作目标互依性对科研团队创造力有积极影响;知识共享与团队反思在合作目标互依性与科研团队创造力之间具有完全中介效应,而知识共享对团队反思有正向促进作用。研究结果打开了合作目标影响科研团队创造力的信息处理黑箱,扩展了激发型信息处理视角在团队创造力研究领域中的应用。     

Exploring knowledge management perspectives in smart city research: A review and future research agenda

There is a growing body of literature calling for work on the emerging role of smart cities as information hubs and knowledge repositories. This article reviews the existing smart city literature and integrates knowledge management perspectives to provide an overview of future research directions. By demonstrating the multi-stakeholder relationships involved in smart city development, it takes a crucial step towards looking into the role of knowledge management in future smart city research. Eighty-two peer-reviewed publications were analyzed covering smart city studies in various research domains. The systematic review identifies five different themes: strategy and vision, frameworks, enablers and inhibitors, citizen participation, and benefits. These themes form the basis for developing a future research agenda focused on knowledge sharing and co-learning among cities via three research directions: socio-technical approaches, knowledge sharing perspectives and organizational learning capabilities. The paper also proposes a series of knowledge-driven policy recommendations to contribute towards the UN Sustainable Development Goals.     

非常规突发事件的危机间学习研究综述——基于认知视角与文化视角的比较

随着各类非常规突发事件的频繁发生,危机间学习成为近10年来学者们关注的焦点问题.目前,学者们主要基于认知视角或文化视角对危机间学习展开了相关研究.认知视角下的研究强调认知结构与认知能力的变化在学习中的作用,侧重于讨论危机间学习的过程与学习方式;而文化视角下的研究则强调群体行为与规范的形成,聚焦于文化在危机间学习的作用.在综述和比较两类研究成果的基础上,提出了研究中现存的问题和未来研究展望.     

Coworking: assessing the role of proximity in knowledge exchange

This article contextualises the rising phenomenon of coworking in the theoretical framework of proximity and knowledge exchange. We present an empirical study through which we were able to assess if the physical co-presence of coworkers in these shared environments stimulates knowledge exchange among them. After identifying two different configurations of coworking spaces from the perspective of the forms of proximity that they involve, we designed a research project aimed at isolating geographical proximity and studying its role in facilitating the transmission of knowledge. The qualitative study of these two configurations of spaces underlined the importance of elements of organisational and social proximity in stimulating collaboration among coworkers and in promoting exchange of other forms of knowledge.     

基于SIS模型的异地分布式敏捷软件开发团队知识共享研究

知识共享是异地分布式敏捷软件开发团队提升工作质量的关键。知识共享和人与人之间传染病的传播模式非常相似,主要是通过人与人之间的直接沟通实现的。基于系统动力学视角构建异地分布式敏捷软件开发团队知识共享的传染病动力学SIS模型,通过模型分析和数值仿真,从理论型定量研究的角度给出实现异地分布式敏捷软件开发团队成员与客户团队成员间知识共享与否的阈值,说明沟通可以促进异地分布式敏捷软件开发团队成员和客户团队间的知识共享,但沟通不合理则会起到抑制作用。     

The entropic intellectual capital model

The purpose of this paper is to develop a strategic perspective of the organisational intellectual capital through a shift from the static, dynamic, and evolving intellectual capital paradigms to a strategic intellectual capital paradigm. We introduce the entropic intellectual capital model based on a new conceptual framework. The main features of this new model are: intellectual capital is a result of the dynamics of the cognitive, emotional, and spiritual knowledge fields; intellectual capital potential can be transformed into operational intellectual capital through the work of integrators; dynamic capabilities contribute to the renewal of the potential intellectual capital through innovation and learning; and leadership vision is the entropic driving force of strategy elaboration and implementation.     

Personal knowledge management: supporting individual knowledge worker performance

Based on an exploratory study of the work and learning processes of highly skilled and experienced knowledge workers, this paper explores an alternative perspective to knowledge management, one that focuses on how individual workers apply knowledge processes to support their day-to-day work activities – broadly characterized as problem solving – and learning practices. Developing the concept of Personal Knowledge Management, the paper presents an emergent model that links distinctive types of problem solving activities with specific cognitive, information, social and learning competencies, supported by an individual, social and organizational enablers.     

交流可见度视角下在线知识共享网络用户认知和情感研究

[目的/意义]探索不同交流可见度环境对在线知识共享网络用户认知和情感的影响,旨在推动知识共享和知识创新实践。[方法/过程]利用质性研究方法开展研究,先设计了访谈提纲,然后利用访谈法搜集数据,再利用主题分析法分析数据。[结果/结论]分析了匿名环境和实名环境对用户认知和情感的影响,识别了7个主题;分析了即时交流环境和非即时交流环境对用户认知和情感的影响,识别了5个主题;分析了一对一、多对多、大众传播、一对多交流可见度环境对用户认知和情感的影响,识别了7个主题;分析了知识搜寻行为可见/不可见的交流环境对用户认知和情感的影响,识别了4个主题。文章为在线知识共享网络用户研究提供了新视角。     

Effects of intra- and inter-team dynamics on organisational learning: role of knowledge-sharing capability

This research investigates the moderating role of knowledge-sharing capability on the effects of team dynamics on organisational learning by decomposing team dynamics into two types, namely, intra-team and inter-team dynamics. Using structural equation modelling techniques and data from a large-scale survey of employees in Australia, it is shown that inter-team dynamics has a larger direct effect on organisational learning compared with intra-team dynamics. However, when taking the moderating effects of knowledge-sharing capability into consideration, intra-team dynamics contribute more to organisational learning. The findings suggest that knowledge-sharing capability is more critical within teams rather than between teams in enhancing organisational learning. The implications of these findings for knowledge management research and practice are fully discussed.     

A knowledge management approach to capture organizational learning networks

Effective knowledge management practices in organizations are focused on knowledge creation and knowledge transfer activities. Thus, intelligence and competencies matters at the organizational workplace. For most knowledge intensive organizations is fundamental the continuous availability and development of domain expertise. This paper describes an ongoing research project to develop an organizational knowledge architecture that is being specified and developed to support collaboration tasks as well as design and model predictive data analysis and insights for organizational development. The primary goal of this research is to create a suitable architecture for use, initially, in intranet (corporate portal) collaborative procedures, but also scalable for later use in more generic forms of ontology-driven knowledge management systems. The designed architecture and functionalities aim to create coherent web data layers for intranet learning and predictive analysis, defining the vocabulary and semantics for knowledge sharing and reuse projects. Regarding intellectual capital definition, this research argues that effective knowledge management are based on the dynamic nature of the organizational knowledge, and predictive data analysis and insights identification can transform and add value to an organization. This paper presents a knowledge management and engineering perspective (ontology based) for the application of predictive analysis and insights at the organizational (corporate) workplace towards the development of the organizational learning network.     

交互记忆系统对知识分享的影响机制研究——基于开源软件团队的检验

从交互记忆系统角度,研究了开源软件团队内部知识区别、知识位置、知识信任、沟通质量和知识分享之间的影响机制。通过问卷调查156位团队成员,验证了知识位置和知识信任对沟通质量有积极促进的作用;沟通质量正向影响知识分享;沟通质量完全中介知识位置和知识信任对知识分享的影响。上述结果弥补了现有研究中的一些空白并对开源软件团队的管理实践具有指导意义。