Software and human agents in Knowledge Codification

In the age of digital networks and databases, gathering data is no longer a differentiating attribute. Instead, the onus is upon creating knowledge and codifying it into the organizational routine. The central theme of this paper is to offer a systematic knowledge codification routine that embodies specific agent attributes and best re-engineering practices. The knowledge process re-engineering schema is proposed as a routine comprising extraction, transformation, and loading to encompass seeking knowledge inputs, converting them based on context, and codifying knowledge for organizational reuse. Using the organization as the primary unit of analysis, the scope of our discussion explicates an agent-mediated process re-engineering model of knowledge creation and codification. The proposed re-engineering captures the synthetic transformation of data into information, information into explicit knowledge, the use of explicit knowledge as an input to tacit knowledge, and the codification of tacit knowledge into explicit knowledge in an attempt to shift the ownership and control of knowledge from the individual to the organization.     

基于BP神经网络的高校图书馆隐性知识管理绩效评价模型研究

本文简述隐性知识管理的概念,对高校图书馆隐性知识管理绩效进行评价的意义;从隐性知识管理重视度、组织结构、隐性知识管理系统、图书馆文化氛围、员工教育和培训五方面,构建高校图书馆隐性知识管理绩效评价指标体系,并采用BP神经网络建立高校图书馆隐性知识管理绩效评价模型;实例应用表明,该方法适用于高校图书馆隐性知识管理绩效评价,具有广泛的应用前景。     

The impact of virtual technologies on knowledge-based processes: An empirical study

This study examines the organizational knowledge creation processes in two highly virtual teams involved in new product development projects in the automotive industry. Using Nonaka's model of knowledge creation, we explore how the virtualization of knowledge-based processes, i.e. the intensive exploitation of information and communication technologies (ICTs), has led to new forms of knowledge creation at both the individual and organizational levels. In contrast to previous studies that identify knowledge codification as the main contribution of ICTs, this study provides detailed micro-level evidence about the ability of virtual technologies to support the transfer and the creation of new knowledge – both explicit and tacit – and offers some implications for scholars and practitioners.     

知识管理中隐含经验类知识的开发利用策略

隐含经验类知识被认为是企业核心竞争力的主要源泉，是知识管理的重点内容。本文从隐含经验类知识的内涵入手，将其划分为个人技巧、心智模式、处理问题的方式及组织惯例等4种类型。在此基础上重点提出了开发利用隐含经验类知识的4种策略。     

组织公平、组织学习与隐性知识共享的相关性研究

研发型团队创造力的培育是高新技术企业的生命线。隐性知识转移对创造力的培育具有直接的驱动作用。基于长三角研发型团队的样本数据,实证性的检验揭示了以组织学习为中介效应的组织公平对隐性知识共享的促进机理,提出了组织公平偏好下研发型团队隐性知识共享的促进策略,为创造力培育的深化提供了现实性的理论借鉴。研究发现：研发型团队应提高组织公平对系统思考的促进力度,同时提高团队学习和系统思考对隐性知识共享的促进力度。     

服务模块化与组织整合的匹配——对专业服务业知识编码化的影响

服务模块化推动了企业知识显性化与个人知识结构化,进而推进了专业服务业的快速发展。现有研究并没有指出什么情境下模块化主要促进企业知识显性化,什么情境下主要促进个人知识结构化。本文基于知识创造理论,在专业服务业情境中探索了服务模块化与知识编码化的影响,以及组织整合对这一过程的调节作用。研究发现:专业服务业的层级整合会正向调节模块自律性与个人知识结构化的关系,而功能整合会负向调节模块自律性与企业知识显性化水平的关系。     

基于错位博弈的企业隐性知识流作用机制研究

隐性知识具有运动形态弥散性和存在形式多样性的特质,在此基础上,通过一个隐显性知识的联系机制,考察了两家企业的知识流最优反应策略性质等.结果表明,企业间的知识流总会存在供需缺口,隐性知识比显性知识更有利于企业的发展,重视培育企业的隐性知识流管理能力甚至比引进知识本身更为重要.     

论企业隐性知识管理

本文主要通过对企业隐性知识的概念、特点、分类及其内容的分析，界定了企业隐性知识的内涵，并提出从激励式的人力资源管理、组织学习管理和组织结构创新等方面管理企业隐性知识．     

知识管理中的案例知识表示机理研究

针对当前知识管理(KM)对隐性知识研究乏力的突出问题,通过案例知识表示实现对隐性知识的外显化与编码,以提高对隐性知识的管理效益.首先,对案例内涵以及现有知识表示方法进行了综述研究,分析了研究思路与方法的可行性;进而,述评主流案例结构,设计并提出新的案例知识逻辑结构;而后,基于优劣互补思想分析并设计了面向对象基于框架方法的案例知识物理结构;在此基础上,设计KM之案例知识表示子系统模型,并阐释了模型工作机理,实现了对案例知识表示的完整支持.     

Strategic knowledge management—Insights and pitfalls

In an increasingly globalized and hyper connected business environment, using knowledge strategically is often critical for competitive performance. This article is motivated to illuminate the notion of strategic knowledge management (SKM) in organizations. In this regard, executives need to develop an informed understanding of what types of organizational knowledge (and how much) can be ‘structured’ and/or allowed to ‘proliferate’ in order to sustain both work productivity and innovation capacity toward a harmonious conceptualization of strategic knowledge in their organizations. This conceptual paper is based on analysing certain exemplars of why organizations need to put greater emphasis on the equivalence between codification and personalization in the context of strategic knowledge management. Our explanations on managing strategic knowledge through different examples provide insights and pitfalls that organizations must be aware of and are as follows. Firstly, we argue that an exclusive emphasis on codification or personalization runs the risk of ‘knowledge structuration’ or ‘knowledge proliferation’ respectively in an organization’s strategic knowledge management. Secondly, executives should continuously realize the need to emphasize on equivalence (or congruence) between codification and personalization aspects of SKM in order to keep enduring work productivity and innovation capacity in organizations. Thirdly, we argue that SKM initiatives that prodigiously focus on either codification or personalization can lead to pitfalls despite plenty of managerial interventions. We further believe that our proposed ideas will be worthwhile considerations for executives/leaders responsible for strategy, IT and innovation divisions of the organization to determine whether its organization’s knowledge engine is running smoothly, and if not, where to direct their energy to yield long term and robust outcomes.     

Strategic knowledge management, innovation and performance

Our aim is to shed light on the consequences of knowledge management (KM) strategies on firm's innovation and corporate performance. Organisations are not aware of the real implications that KM may have. Based on an empirical study consisted of 310 Spanish organisations and structural equations modelling, results show that both KM strategies (codification and personalisation) impacts on innovation and organisational performance directly and indirectly (through an increase on innovation capability). Also, findings demonstrate a different effect of KM strategies on diverse dimensions of organisational performance. Our conclusions may help academics and managers in designing KM strategic programs in order to achieve higher innovation, effectiveness, efficiency and profitability.     

The Drive to Codify: Implications for the Knowledge-based Economy

This paper critically explores the forces driving the codification of knowledge, together with the implications of codification for the evolution of the knowledge-based economy. It is argued that tacit knowledge is neglected in the drive to codify with important consequences for the process of knowledge creation and innovation. The drive to codify knowledge is briefly considered in the context of higher education and then through the practice of knowledge management within firms. The paper is exploratory in nature and seeks to outline policy concerns and directions for further research.     

知识管理策略与组织知识水平关系研究——探索式与利用式学习的视角

 本文从探索式学习和利用式学习的角度出发,运用计算机仿真模型,研究组织知识编码和个性化知识管理策略在不同内外环境下对组织知识水平的影响。研究表明,在组织内外环境稳定的情境下,组织知识编码策略能够快速提高组织知识水平,个性化策略则能提高组织长期知识水平;当组织有人员流动时,采用知识编码策略可以使组织知识水平与人员流动率的关系呈倒U型结构,而组织实施个性化知识管理策略时,组织知识水平负相关于人员流动率;在外部环境变动情况下,个性化策略比编码策略保持更好的组织知识水平。     

IJVs非正式控制、知识转移与技术创新能力研究

本文以控制理论、资源交换理论以及组织学习理论为基础，研究了非正式控制对企业技术创新能力的影响，探讨了知识转移在其中的中介作用和组织学习能力的调节作用。采用问卷调查的方法，收集了174家IJVs的有效问卷。通过逐步层次回归法、验证性因素分析和被调节的中介模型等方法，验证了本文提出的模型。研究表明，非正式控制对隐性知识转移以及企业技术创新具有显著的正向作用；隐性知识转移在非正式控制和企业技术创新之间起到了完全中介作用；组织学习能力在非正式控制与隐性知识转移以及隐性知识转移与企业技术创新之间起到了调节作用。     

Web 2.0环境下虚拟企业的隐性知识管理策略研究

从讨论虚拟企业知识管理的特点与障碍入手,指出了虚拟企业隐性知识管理的必要性。通过分析Web2.0环境下隐性知识管理的新方式,探讨了Web2.0环境下虚拟企业的隐性知识管理策略建立Web2.0环境下新的隐性知识管理平台、制定激励隐性知识共享的方法、构建隐性知识库和提供个性化的隐性知识共享服务。     

基于知识默会性的先天学习对新创企业绩效的影响机理

新创企业的先天学习是指将创业者的先天知识进行知识转移与知识转化的过程,不仅决定新创企业创新搜索成本,同时影响新创企业的创新绩效。基于知识管理与组织学习视角,构建了知识默会性-先天学习-新创企业绩效的理论模型,并通过对142家高科技新创企业的问卷调查,验证了理论假设。研究发现:新创企业先天学习对新创企业的创新绩效有正向影响,组织知识默会性对新创企业的创新绩效有正向影响,但组织知识默会性与先天学习存在替代效应。对研究结论和意义进行了分析与讨论。     

Management innovation and firm performance: the mediating effects of tacit and explicit knowledge

This paper examines the role of tacit and explicit knowledge in translating management innovation into firm performance in Japanese companies. While past research has been inconsistent on the role of management innovation on firm performance, this research considers how management innovation in organizations can promote tacit and/or explicit knowledge creation, and whether this leads to higher firm performance. This research uses a questionnaire survey of employees of Japanese firms and applies conditional process analysis. There was no direct effect of management innovation onto firm performance, and that instead, both tacit and explicit knowledge fully mediated the relationship between management innovation and firm performance. While management innovation programs by themselves did not directly increase firm performance, the alignment of these programs with knowledge management initiatives enhanced performance. This highlights the need for management innovation that first considers the type of knowledge needed for enhanced performance. Previous research did not consider the role of knowledge as a means to translate management innovation into firm performance. This paper uncovers the mediating role of knowledge, potentially elucidating past inconclusive results.     

内隐知识的递阶拓展:组织智力的一个分析框架

在智力资本的框架下,探讨个人知识的流动、存贮并形成组织知识的过程。并通过知识存贮和整合两种类型的认知能力,将个人层面的知识如何转化为组织层面的知识,并形成组织的竞争优势,从而在智力资本,知识管理和战略人力资源管理建立一个逻辑一致的分析框架。     

企业高管团队隐性知识共享行为的激励机制研究——基于多任务委托代理模型的分析

企业高管团队建立合理的隐性知识共享行为激励机制有助于提高组织响应速度和创新能力。基于委托代理理论,对高管团队隐性知识共享行为的激励机制提出了相关设计思路,建立合理的隐性知识共享行为补偿策略,调整团队成员利益,使团队成员能预期到知识共享的正面效应,实现企业隐性知识的流动、转化、共享和创新。     

科研团队双元领导与创新绩效

摘要：双元领导是组织行为与人力资源管理领域的新兴热点研究命题,其在科研团队背景下的适用性和作用效果值得进一步探讨。基于知识管理的视角,构建了“一松一紧”双元领导不同强度的组合构型,即“高-高”、“低-低”,“高-低”和“低-高”,并探讨其与团队创新绩效的作用机制。研究发现：第一,松式领导和紧式领导强度的一致性程度越高,越有利于激发团队隐性知识共享;在二者一致性程度较高时,“高-高”组合对于隐性知识共享的正向作用要比“低-低”组合更强;第二,隐性知识共享在“一松一紧”双元领导组合构型和团队创新速度和创新质量关系中起到中介作用;第三,团队规模调节“一松一紧”双元领导组合构型和团队隐性知识共享间的关系,高团队规模强化了双元领导组合构型对隐性知识共享的正向作用。