Is social networking a waste of time? The impact of social network and knowledge characteristics on job performance

People use social media to help them solve problems and enhance performance. Users may engage in diverse social interactions online, increasing their knowledge base through both weak and strong ties. In this study we investigate the impact of social networks on job performance, focusing on knowledge quality and diversity based on social network theory and the knowledge-based view. The empirical analysis reveals that the strength of social network ties is strongly associated with knowledge quality in offline interactions, while social network diversity is associated with knowledge quality in online interactions. Knowledge quality acquired from social network has a significant impact on both creativity and productivity of job performance in the workplace. However, knowledge diversity acquired from diverse social network interactions is strongly associated with creativity, but not with productivity. The results of this study increase our understanding of the knowledge sourcing behaviors of workers.     

Linking social capital to organizational growth

In the current discussion of the intellectual capital, three main themes have been brought up: intangible assets, the dynamic capabilities to create and modify these assets, and the social relationships in which the knowledge processes take place, that is social capital. Within the latter view, knowledge is understood as a socially constructed and shared resource, and the focus is on the characteristics of the social relationships connecting the various actors and on the benefits these bring to the participants. Even though it is widely agreed that knowledge is essentially social by nature and that social capital does matter to the corporate bottom line, there are relatively few previous studies that have empirically examined the impact of social capital on organizational growth. To bridge this gap, the paper empirically examines how social capital residing in both intra-organizational and inter-organizational relationships of firms is related with organizational growth. The results suggest that contrary to the theoretical claims in the existing literature, social capital has only meagre role in promoting organizational growth.     

Detection of acute kidney injury in premature asphyxiated neonates by serum neutrophil gelatinase-associated lipocalin (sNGAL) – sensitivity and specificity of a potential new biomarker

Introduction

Acute kidney injury (AKI) is common in neonatal intensive care units (NICU). In recent years, every effort is made for early detection of AKI. Our hypothesis was that serum neutrophil gelatinase-associated lipocalin (sNGAL) may be a reliable screening test for early diagnosis of AKI in premature neonates after perinatal asphyxia. Therefore, our aim was to assess the diagnostic accuracy of sNGAL for AKI in premature asphyxiated neonates.

Materials and methods

AKI was defined in the third day of life (DOL 3) as a serum creatinine (sCr) increase ≥ 26.5 μmol/L from baseline (the lowest previous sCr). According to the increase of sCr, AKI patients were divided in AKIN1 (sCr increase up to 1.9 baseline) and AKIN2 (sCr increase from 2.0 to 2.9 baseline). sNGAL levels were measured on DOL 1, 3 and 7.

Results

AKI was diagnosed in 73 (0.676) of 108 enrolled premature asphyxiated neonates. Sixty one patients (0.836) were classified in AKIN1 and 12 patients (0.164) in AKIN2. sNGAL reached the maximal concentrations on DOL 1 within 4 hours after admission to NICU, being higher in AKI compared with no-AKI group (160.8 ± 113.1 vs. 87.1 ± 81.6; P < 0.001) as well as in AKIN2 compared with AKIN1 group (222.8 ± 112.9 vs. 147.8 ± 109.9; P < 0.001). The best areas under the receiver operating characteristic curves (AUC) for prediction of AKI were 0.72 [95% (0.62-0.80) P < 0.001] on DOL1 at 2h and 0.72 [95% (0.63-0.80) P < 0.001] at 4th hour after admission respectively. The corresponding sNGAL cutoff concentrations were 84.87 ng/mL (sensitivity 69.0% and specificity 71.9%) and 89.43 ng/mL (sensitivity 65.7% and specificity 74.3%).

Conclusions

In premature asphyxiated neonates sNGAL measured within the first 4 hours of DOL 1 is predictive of the occurrence and severity of AKI. Therefore, plasma levels of NGAL may be used for early diagnosis of AKI in these patients.Key words: serum neutrophil gelatinase-associated lipocalin, acute kidney injury, premature neonates, biomarker     

A framework for collaborative knowledge creation

This article describes a framework for managing the life cycle of knowledge in organizations and how this framework can be used to support collaborative knowledge creation. The framework emerges from years of work with the laboratories and facilities that are under the direction of the United States Department of Energy. The article begins by describing the background of the work from which the framework emerged; this is followed by describing the problem of identifying the ‘right’ knowledge for the ‘right’ people at the ‘right’ time and how the use of performance objectives addresses this problem. Next, the life cycle of knowledge in organizations, the theoretical foundation of the framework, and the details of the implementation of the framework are described. Finally, a discussion section summarizes the framework and discusses future directions for enhancing and extending the framework for supporting collaborative knowledge creation in organizations.     

A Pragmatic Evaluation of the Theory of Information Ethics

It has been argued that moral problems in relation to Information Technology (IT) require new theories of ethics. In recent years, an interesting new theory to address such concerns has been proposed, namely the theory of Information Ethics (IE). Despite the promise of IE, the theory has not enjoyed public discussion. The aim of this paper is to initiate such discussion by critically evaluating the theory of IE.     

Optimizing knowledge transfer by new employees in companies

Companies realize innovations by creating and implementing new knowledge. One possible source of innovative ideas are new employees. Based on an existing game-theoretic model the conditions of efficient knowledge transfer in a team are analyzed. Offering knowledge to a colleague cannot be controlled directly by the company due to information asymmetries. Thus the management has to provide incentives, which motivate the employees to act in favor of the company. The aim of this paper is to show what influences the propensity of the employees to engage in knowledge transfer and how the management can design the incentive structure for optimal transfer. Several factors are relevant, especially the individual costs of participating in the transfer. These consist mainly of the existing absorptive capacity and the working atmosphere. The model is at least partly generalized on more players. The relevance of the adequate team size is shown: too few or too many developers decrease the remaining company profit. A further result is that depending on the cost structure, perfect knowledge transfer is not always best for the profit of the company.     

Successful knowledge management requires a knowledge culture: a case study

Culture is widely acknowledged to be a critical success factor in knowledge management (KM). This paper presents the case of KM implementation at MKS, an IT consulting firm based in India. Although the KM initiative at MKS had many of the hallmarks associated with successful KM projects, the initiative failed to get off the ground due to the absence of a ‘knowledge culture’ within the organisation. Subsequent interviews with MKS staff uncovered a range of cultural themes that appeared to impede the institutionalisation of KM at MKS. These cultural themes included:

• internal competitiveness among MKS staff resulting in ‘knowledge hoarding’,
• a lack of personal reward and incentive to engage in knowledge sharing,
• concerns over job security and the ‘devaluation’ of employees,
• stigma associated with the reliance on someone else's ideas,
• preference for a face-to-face mode of knowledge sharing over a tool-supported approach and
• doubts over the quality of knowledge shared by more junior staff.

     

The ghosts of higher education reform: on the organisational processes surrounding policy borrowing

The Bologna Process is one of the most extensive examples of policy borrowing processes. Based on qualitative data, this article argues in favour of studying part of this process as ‘global smallness’, centring on the organisational effects of the implementation of a globalised curriculum. Through Derrida's notion on hauntology, Fenwick and Edward's analysis of multiple reals, and Barad's understanding of entanglement and time, this article explores how the implementation processes evoke simultaneously existing worlds of practices propelled by the agency of the past troubling present higher education reform. Finally, this article addresses how ongoing reforms tend to increase the stretch between ‘what is performed on the outside’ and ‘what is practiced on the inside’.