bluuebunny/crossref_metadata_2025_split huggingface dataset:
The Effect of Knowledge Creation Practices on Managerial and Marketing Innovation Through Creativity
Authors: Hammami Rawâa , Bouzguenda Karima 
Published: September 2023

Knowledge creation (KC) is viewed as one of the important practices in knowledge management (KM) process. It is argued that the success of the firm is measured, to a great extent, by its level of innovation. In fact, an innovation-oriented perspective contributes to sustainability. Moreover, innovation is usually developed through new knowledge and creative ideas. That’s why; it is relevant to examine the relationship between KC, creativity, and innovation. The first objective of the present paper is to study three direct relationships: The first relation is between KC and innovation (managerial, marketing). The second direct relation is between knowledge creation and creativity. The Third direct relation is between creativity and innovation. The second objective is to analyze the relationship between KC and innovation through the mediation of creativity. Finally, we will compare the results and identify the strongest and significant links useful for practice. The focus is on non-technological innovation because the majority of studies dealt with technological innovation. Added to that, managerial and marketing innovation is supposed to procure an advantage for emergent economies in a post-revolutionary and Covid context. The quantitative approach is adopted upon which 83 valid questionnaires are analyzed using the SEM with Pls3 to test the relationships between the variables. The results show that KC has a positive and significant effect on the two considered types of innovation. In addition, since KC dynamics allow organizations to develop and generate new ideas favorable to innovation, it has a positive effect on creativity. The test of mediation proves that creativity intervenes in the relation between KC, operationalized by the SECI model, and innovation. Based on these results, we may conclude that the relationship between KC and innovation becomes the strongest with the mediation of creativity. Certainly, these results have several implications both on the theoretical and empirical sides.
Relational Capital & Media Brands
Authors: Erickson Scott , Rothberg Helen 
Published: September 2023

Continuing a research program studying new metrics for relational capital, this paper reports on a new analysis of media brands, both traditional and newer entrants. Relational capital is a key aspect of the knowledge assets or intellectual capital of the firm. Unlike human capital (job-related knowledge) or structural capital (knowledge incorporated into the firm itself), relational capital has to do with external relationships. Specifically, knowledge about handling external relationships, especially those with customers. Relational capital is not a widely studied topic in knowledge management (KM) or intellectual capital (IC), including potential metrics. Brand equity, on the other hand, is an idea from another field that is well-known and much studied. While not the same concept as relational capital, it is clearly related as brand equity comes from a history of customer interactions and the value of the relationships built by the firm. Better knowledge of what satisfies customers plays an obvious role in building brand equity. But brand equity does not have a single, recognized method for calculation. Annual reports and rankings from marketing consulting firms routinely provide estimates of brand equity for high-value, well-known brands. Most of the other brands, not so much. Even so, if we know the brands with the highest equity values and can tie some additional metrics to that status, we can begin to uncover the level of customer knowledge held by individual firms and, by extension, relational capital in a wider variety of organizations. This study focuses on a brand sentiment analysis, using commercial software from Salesforce Social Studio. The web-scraping software collects mentions of a brand (or any keyword) across the web, not only social media but reviews, aggregators, and other sources of brand commentary. From that capability, an assessment of the brand’s meaning to users can be assessed at a point in time. In particular, this study looked at established media brands (New York Times, Wall Street Journal, etc.) and new media brands (Buzzfeed, Techcrunch, etc.) over a three-month period in early 2023. Data were collected on brand activity (volume), sentiment (positive/negative), sources, influencers, country of origin/language, and other indicators, including the variance of all the above measures. From there, comparisons can be made across the more established brands and the developing ones, as well as to high-equity brands from other industries (covered in other studies). As noted, some suggestions can then be made concerning what metrics to track over time to assess the ongoing value of relational capital.
Exploring Onboarding Processes for IT Professionals: The Role of Knowledge Management
Authors: Brødsjø Vebjørn , Sandøy Benjamin , Hustad Eli 
Published: September 2023

A robust knowledge management (KM) strategy is essential for effective onboarding of new employees. Organizational knowledge plays a crucial role in helping new employees learn their work tasks and should be readily available for training purposes. This study examines how a public organization in Norway implements its onboarding process and facilitates knowledge sharing with new employees. We investigated various KM initiatives established in the organization and explored how knowledge is transferred to benefit new employees. Additionally, we examined how organizational culture influences knowledge sharing performance. The empirical data comprises 20 interviews conducted in the information technology department of the organization. The findings reveal that new employees should first receive training on specific work tasks related to their roles in the organization. Early productivity was considered significant during the onboarding process, while an overload of general knowledge about the organization was perceived as overwhelming. The public organization under study is known for its strong job security, which has fostered a collaborative environment among employees with low competitiveness. This openness encourages knowledge sharing and willingness to collaborate, as employees are not worried about losing their positions. This also results in a low threshold for seeking assistance from experienced colleagues during the onboarding process. The evidence suggests that much of the knowledge gained by employees during their employment period is acquired through informal settings, where experienced employees share knowledge with newcomers through direct communication.
Based on the findings, this study proposes practical recommendations for improving the onboarding process. Effective practices such as mentorships, new employee gatherings, and the existing technical graduate program should be maintained. Suggestions for further enhancing the onboarding process include: (1) designing a networking initiative that integrates new employees outside the graduate program; (2) tailoring the competence plan to the role of each employee; (3) improving the content of the intranet with information about role descriptions and responsibilities, making it easier to identify "who knows what" in the organization; and (4) defining the reasons for using collaboration tools more extensively. Implications for KM in onboarding processes are outlined.
Impact of Non-Human Actors in Communicating Meaning: Towards a Knowledge Translation Framework
Authors: Garcia-Perez Alexeis , Bedford Denise 
Published: September 2023

Knowledge Translation is a core research topic in the field of knowledge sciences. To date, traditional research on knowledge translation has come from medical and health sciences. This is not surprising because in health sciences and medicine, there is a long tradition of review of evidence-based research, information dissemination and translating theory to application. While providing a strong foundation for understanding knowledge translation, research focused on the healthcare domain overlooks the scope or the scale of knowledge translation we all encounter every day in the course of living in the 21st century. In the knowledge economy, knowledge exchange and simple sharing represent an economic transaction. Wherever and whenever knowledge is exchanged, knowledge transactions should be as effective and efficient as possible to ensure the flow of knowledge is maximised. Knowledge exchange frequently occurs between human and non-human actors. In contrast, the traditional knowledge translation literature focuses on human-to-human knowledge translation. This paper looks at knowledge exchanges between human actors and non-human actors in two specific environments. The first is human-to-machine knowledge translation in service call centres. The second environment focuses on doctor-patient conversations during patient visits, with the participation of third-party non-human actors, e.g. machine transcription applications. These non-human actors create persistent records of exchanges between doctors and patients. They also have been found to generate high rates of errors in knowledge translation. The problems, challenges and opportunities involved in each of these fields are the focus of this paper. The authors identify factors that contribute to knowledge translation failures.
The Role of the Intellectual Potential of Employees in Creating the Goodwill of a Teaching Hospital
Authors: Chluska Jolanta 
Published: September 2023

Hospitals are medical entities providing health services to patients. The dominant share of labour costs in the cost structure of the healthcare entity is evidence of the critical role of employees in a hospital's activities. Specialized medical staff provide medical services and educate future medical staff, while also conducting clinical trials and supporting the development of medical technologies. The article aims to recognize the impact of the intellectual potential of employees on creating goodwill in a teaching hospital. The inference was made based on the financial data available on hospital employees' income and labour costs as factors in the development of the goodwill of a teaching hospital. The following research questions were posed: whether the existing legal regulations regarding the financing of the activities of teaching hospitals in Poland, including the costs of medical staff, are conducive to the creation and development of goodwill of teaching hospitals; whether the ratio of the value of operating revenues to labour costs can be considered as a determinant of the increase in the goodwill of a teaching hospital. The research was conducted based on reporting data for 2018 - 2019 involving selected teaching hospitals as the basic units associating high-class medical specialists. The research was empirical and based on quantitative and qualitative data. The analyses were of an expert nature, from the perspective of a statutory auditor and a long-term researcher of the problems of the functioning of medical entities - hospitals. The preliminary findings indicate that the intellectual capital of teaching hospitals is crucial in creating and developing the goodwill measured by the ratio of the value of operating revenues to labour costs. The considerations undertaken in the article are an essential voice in recognizing the conditions for developing hospitals as entities with intellectual capital that is helpful in solving health problems on an international scale. The article is a continuation of the author's research on the development of intellectual capital of employees of teaching hospitals in Poland.
Knowledge Management in the Ecolabnet Project: Practical and Theoretical Utilisation of Eco-innovations
Authors: Chmielarz Grzegorz 
Published: September 2023

The underlying objective of the paper is to analyse the process of managing theoretical and practical knowledge about eco-innovations, utilising it in ECOLABNET project. A network of project partners consisting of RDI institutions, Intermediary Organisations, and universities was established to promote exchange and dissemination of knowledge on eco-innovative solutions and services among Small and Medium-Sized Enterprises (SMEs) in the countries of the Baltic Sea Region. The paper presented the principles applied in the knowledge management (KM) process within the project with a particular stress on the research conducted on the group of European SMEs form the Baltic Sea Region (BSR), first stage of ECOLABNET project implementation. The research provided much needed knowledge on the project’s beneficiaries – SMEs form the BSR region and facilitated the adjustment of the offer of the project consortium. Expert knowledge, eco-innovative products and services that have been provided by the network of partners assist SMEs in implementing and commercialising eco-innovative solutions. In this way they significantly contribute to practical application of sustainability principles by expanding the offer of project beneficiaries (SMEs) with environmentally-friendly products and services. In addition, the author also, highlights the advantages of a combined approach including expertise in the form of theoretical knowledge being supported by prototypes of eco-innovations. Their particular role in strengthening the eco-innovative capabilities of the entire network and the overall success of the project have been detailed as well.
Changes in the Labor Market in the Era of the COVID-19 Pandemic: Occupations Desired by Employers in the Polish Labor Market
Authors: Jędrzejczyk Waldemar 
Published: September 2023

The contemporary business environment is very dynamic. Only two years ago, the factor that determined changes in organizations the most was the technological progress – mass digitization of processes combined with progressive automation and robotization. Currently, the situation has changed a lot. Today's economy has to cope with another crisis caused by the COVID-19 pandemic and exacerbated by Russia's military aggression against Ukraine. The pandemic caused worldwide social and economic disruption, including the deepest global recession since the Great Depression. The pandemic also brought changes to the labor market and work environment. The most visible impact of the COVID-19 pandemic on the work environment was the spread of remote work. In this article, the main subject of consideration will be the issues of occupations in the context of the COVID-19 pandemic. The main objective is to assess the overall impact of the COVID-19 pandemic on the labor market. The analysis covered 2019-2023 and was based on secondary and primary research. The unemployment rate and the Occupational Barometer were analyzed. In-depth interviews with employment agents and career advisors were conducted. The conducted analyses and research showed that the changes in the labor market caused by the COVID-19 pandemic were temporary. The most significant changes occurred during the first year of the pandemic. Today, after the cessation of the epidemic threat and the revocation of the pandemic, the situation in the labor market has returned to normal - to the pre-pandemic state. The only change in the labor market that has not returned to the pre-pandemic state is the number of people working remotely.
Employee Well-being and its Potential Link with Human Knowledge Risks
Authors: Zieba Malgorzata , Gonsiorowska Martyna 
Published: September 2023

Employee well-being is an essential component of any organisation organisation. Conscious companies make every effort to create a healthy work environment. The well-being of employees and their overall emotional, physical and economic health is affected by various internal and external factors. When employees feel well, they tend to perform better. Therefore, the impact of employee well-being on the organisation is a fact and has been proven in many studies. People with a high level of well-being have greater self-confidence and self-esteem, which means that they are not afraid to look for new solutions and innovations. They are also generally more committed to their work and more dedicated to the organisationorganizational goals (Kim, 2021). Finally, they are more productive, which affects the whole performance of the company. Despite the high importance of employee well-being for the success of organisations organisations, little is known about how this well-being might influence human knowledge risks appearing in organisations. The article aims to present the potential link between employee well-being and human knowledge risks. The paper presents theoretical insights related to employee well-being, as well as human knowledge risks. organisations and organisations.This study has allowed us to identify the potential link between employee well-being and human knowledge risks, which brings several implications for organisations and organisations. showsThe ability to create conditions by managers to increase the well-being of their employees might be useful, in the trial of minimising human knowledge risks in organisations. The study is of theoretical character, and thus its findings should be further examined in practise research studies. The study provides useful information for managers and owners of organisations in need of dealing with various human knowledge risks threatening their organizations. The paper is enriched with a number of sample solutions that they may apply to increase the well-being of their employees and, therefore, mitigate those risks. The paper lays the ground for a better understanding of human knowledge risks and its relationship with employee well-being. As such, the paper offers food for thought for researchers dealing with the topic of human knowledge risks and human resource management, in general.
Futurizing the Intellectual Capital Theory
Authors: Kianto Aino , Cabrilo Sladjana 
Published: September 2023

Intellectual capital theory (IC) theory, which asserts that organisational value is for the most part created with intangible, knowledge-based resources, has become a prevalent way to approach the notion of business viability. Most IC research leans on the classical tripod of IC components, laid down by the first-generation researchers in the field. This tripod divides the value-generating knowledge assets into human capital, structural capital and relational capital; or, more simply put the value vested in an organisation’s personnel, internal structures and processes, and relationships. Even though this conceptualization has been challenged by some, it still remains the cornerstone of the IC-based view of the firm, and it is astutely followed by most researchers in this field. However, various large-scale technological, socio-political, and institutional changes have fundamentally changed the business environment and worklife in recent years. In this paper we argue that these changes call for a critical examination of the relevance of the classical conceptualizations of IC. It may be necessary to update the understanding concerning not only the most essential knowledge resources, but also the structure of IC and the way in which IC is related with new relevant organisational capabilities and aspects of organisational performance. The aim of this theoretical paper is to provide an overview of some of the most essential recent worklife trends that are likely to impact how IC should be understood: digitalization, remote work, gig work, open innovation, crowdsourcing, strive towards sustainability and resilience. Based on these, the paper puts forth a set of propositions concerning the needed novel perspectives for IC. In addition to constructing a novel theoretical framework and propositions for IC research, the paper functions as an introduction to the mini track on Futurizing the Intellectual Capital Theory and provides a common framework on which mini track participants can base their dialogue.
Capabilities for knowledge management in virtual collaboration: A systematic review
Authors: Pedersen Anne , Ipsen Christine , Kirchner Kathrin , Edwards Kasper 
Published: September 2023

Virtual collaboration has become an integrated part of knowledge-intensive work, especially after the pandemic. Researchers claim that working partly in the physical workplace and partly working virtually will persist in the future among knowledge workers. As knowledge sharing is a challenge when working across distances, it highlights the need for knowledge-intensive organizations to develop capabilities for knowledge management (KM). Capabilities will be investigated as organizational factors that create, extend, or modify behavior, aiming for effective KM across distances. This systematic literature review explores how knowledge creation, retention, and transfer are managed in virtual collaboration and the required capabilities for this process. Based on 33 articles, the study found that organizational structures facilitating frequent interactions and transactive memory, supported by technology, enable capabilities for KM. Hence, retention and transfer of tacit knowledge are challenged and might be a hindering factor
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Knowledge sharing in manufacturing subsidiaries: proactive and reactive perspective in knowledge exploitation context
Authors: Rudawska Aleksandra 
Published: September 2023

Employee knowledge-sharing behaviour is an important building block of effective knowledge flow in all organisations. Employees share their knowledge in response to a specific demand for knowledge (reactive knowledge-sharing behaviour) or entirely voluntarily, on their own initiative (proactive knowledge-sharing behaviour). Those two types of knowledge sharing although were recognised but are under-researched. The study aims to shed some light on the specificity of reactive and proactive knowledge-sharing behaviours in the knowledge exploitation context, looking at manufacturing-based entities and groups of knowledge-workers and blue-collar workers. Using survey-based data on a group of 799 employees, the study answers the questions regarding the dominance of reactive or proactive knowledge-sharing behaviours in manufacturing-based organisations and the influence of work specificity and individual knowledge on those behaviours. Based on ANOVA and t-test analyses, the main findings showed that regardless of the type of work performed, employees in manufacturing subsidiaries were more likely to share their knowledge with others when they were explicitly asked for it. This suggests that managers should create opportunities and incentives aimed not only at enhancing knowledge-sharing but also knowledge-seeking.The results also showed that work-related characteristics influence knowledge sharing. The type of work was related to reactive knowledge sharing of blue-collar workers, while the perceived need for creativity at work, and coordinating work of others were related to proactive knowledge-sharing of knowledge-workers. Also, the individual knowledge of the blue-collar employees was significant for both knowledge-sharing behaviours and the relationship had an inverted U shape.