This document discusses knowledge brokers and their role in bridging the gap between research and action. It proposes a framework for knowledge brokers' activities that includes acquiring, integrating, adapting, disseminating knowledge, and creating links between researchers and decision-makers. The document also explores factors that can enable knowledge brokers' activities, such as organizational climate and culture. A survey of 301 knowledge brokers is used to understand the determinants of their knowledge transfer activities.
The document discusses a 14-month project using appreciative inquiry to develop a professional learning community among 25 managers of adolescent-focused non-government organizations in Christchurch, New Zealand. Appreciative inquiry focuses on positive stories and collaboration to strengthen organizations. Key success components that emerged were a flexible structure, positive focus, reflection, and substantial time to learn. The project leaders explored how appreciative inquiry and professional learning communities can build leadership and organizational capacity.
This document summarizes a presentation on how social networks impact organizational learning. It discusses two key concepts - organizational learning, which is how organizations acquire, retain, and apply knowledge, and social networks, which embody past knowledge and shape future knowledge transfer. The presentation examines the relationship between these two concepts, exploring how networks impact knowledge creation, retention, and transfer within organizations. It uses a case study of student company networks and learning to empirically test these relationships.
Supporting user innovation activities in crowdsourcing communityMiia Kosonen
The document discusses supporting user-driven innovation activities in crowdsourcing communities. It examines how perceived support from a crowdsourcing community affects users' intentions to share knowledge. Specifically, it analyzes the relationships between knowledge sharing intentions and (1) collaborative norms, (2) trust in the hosting company, (3) ease of use of technology, and (4) knowledge-based support. A survey of 241 users of an ideas crowdsourcing platform in China finds that trust in the hosting company and technology/knowledge support positively influence knowledge sharing, while collaborative norms did not have a significant effect.
Improving leadership in higher education institutionsmejastudy
Improving leadership in Higher Education institutions:
a distributed perspective
Jitse D. J. van Ameijde Æ Patrick C. Nelson Æ Jon Billsberry Æ
Nathalie van Meurs
Influences of strong tie with opinion leaders in an interconnected network of...Myunggoon Choi
This document describes the research project "Influences of Strong Tie with Opinion Leaders in an Interconnected Network of Korea". The research questions examine the relationship between tie strength with opinion leaders and information exchange, and the relationship between strong ties with opinion leaders and their influence on peripheral network members. The literature review covers topics of information inequality, social network perspectives, opinion leaders hypotheses, tie strength, and influence. The methodology section outlines plans to measure opinion leaders and tie strength, influences of those with strong ties to opinion leaders, information exchange measurement, questionnaire design, sample, and data analysis. Preliminary findings identify four opinion leaders and present descriptive statistics on opinion leader tie strengths.
Blackbourn, j[1]. m. postmodern eye for the education guy focus v4 n1, 2010 ...William Kritsonis
William Allan Kritsonis, PhD, Editor-in-Chief, NATIONAL FORUM JOURNALS (Founded 1982). Published in FOCUS ON COLLEGES, UNIVERSITIES, AND SCHOOLS.
Author: Dr. J.M. Blackbourn.
Dr. William Allan Kritsonis, Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington; Invited Guest Lecturer, Oxford Round Table, University of Oxford; Hall of Honor, Prairie View A&M University/Members of the Texas A&M University System.
Hospitality Supervision And Management
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call: 9971223030
Thornton, hillary transition services in mississippi for persons with disabil...William Kritsonis
Dr. William Allan Kritsonis, Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington; Invited Guest Lecturer, Oxford Round Table, University of Oxford; Hall of Honor, Prairie View A&M University/Members of the Texas A&M University System.
The document discusses a 14-month project using appreciative inquiry to develop a professional learning community among 25 managers of adolescent-focused non-government organizations in Christchurch, New Zealand. Appreciative inquiry focuses on positive stories and collaboration to strengthen organizations. Key success components that emerged were a flexible structure, positive focus, reflection, and substantial time to learn. The project leaders explored how appreciative inquiry and professional learning communities can build leadership and organizational capacity.
This document summarizes a presentation on how social networks impact organizational learning. It discusses two key concepts - organizational learning, which is how organizations acquire, retain, and apply knowledge, and social networks, which embody past knowledge and shape future knowledge transfer. The presentation examines the relationship between these two concepts, exploring how networks impact knowledge creation, retention, and transfer within organizations. It uses a case study of student company networks and learning to empirically test these relationships.
Supporting user innovation activities in crowdsourcing communityMiia Kosonen
The document discusses supporting user-driven innovation activities in crowdsourcing communities. It examines how perceived support from a crowdsourcing community affects users' intentions to share knowledge. Specifically, it analyzes the relationships between knowledge sharing intentions and (1) collaborative norms, (2) trust in the hosting company, (3) ease of use of technology, and (4) knowledge-based support. A survey of 241 users of an ideas crowdsourcing platform in China finds that trust in the hosting company and technology/knowledge support positively influence knowledge sharing, while collaborative norms did not have a significant effect.
Improving leadership in higher education institutionsmejastudy
Improving leadership in Higher Education institutions:
a distributed perspective
Jitse D. J. van Ameijde Æ Patrick C. Nelson Æ Jon Billsberry Æ
Nathalie van Meurs
Influences of strong tie with opinion leaders in an interconnected network of...Myunggoon Choi
This document describes the research project "Influences of Strong Tie with Opinion Leaders in an Interconnected Network of Korea". The research questions examine the relationship between tie strength with opinion leaders and information exchange, and the relationship between strong ties with opinion leaders and their influence on peripheral network members. The literature review covers topics of information inequality, social network perspectives, opinion leaders hypotheses, tie strength, and influence. The methodology section outlines plans to measure opinion leaders and tie strength, influences of those with strong ties to opinion leaders, information exchange measurement, questionnaire design, sample, and data analysis. Preliminary findings identify four opinion leaders and present descriptive statistics on opinion leader tie strengths.
Blackbourn, j[1]. m. postmodern eye for the education guy focus v4 n1, 2010 ...William Kritsonis
William Allan Kritsonis, PhD, Editor-in-Chief, NATIONAL FORUM JOURNALS (Founded 1982). Published in FOCUS ON COLLEGES, UNIVERSITIES, AND SCHOOLS.
Author: Dr. J.M. Blackbourn.
Dr. William Allan Kritsonis, Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington; Invited Guest Lecturer, Oxford Round Table, University of Oxford; Hall of Honor, Prairie View A&M University/Members of the Texas A&M University System.
Hospitality Supervision And Management
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call: 9971223030
Thornton, hillary transition services in mississippi for persons with disabil...William Kritsonis
Dr. William Allan Kritsonis, Distinguished Alumnus, Central Washington University, College of Education and Professional Studies, Ellensburg, Washington; Invited Guest Lecturer, Oxford Round Table, University of Oxford; Hall of Honor, Prairie View A&M University/Members of the Texas A&M University System.
Influences of strong tie with opinion leaders in an interconnected network of...Myunggoon Choi
The document discusses research on the influence of strong ties with opinion leaders in social networks in Korea. It presents three research questions: 1) the relationship between tie strength with opinion leaders and information exchange, 2) the relationship between strong ties with opinion leaders and influence on peripheral network members, and 3) differences in influence between networks that include opinion leaders versus those that do not. The document reviews literature on information inequality, social networks, opinion leaders, tie strength, and influence. It proposes three hypotheses related to the research questions and describes the planned method of identifying opinion leaders, measuring tie strength, and analyzing network density to test the hypotheses.
My article from the Journal of Virtual Worlds Research on Born Virtuals and Avapreneurship. Abstract: Borrowing from the international entrepreneurship business literature that uses
the term “Born Globals,” I label organizations that have been created to discover and exploit opportunities primarily within virtual worlds as “Born Virtuals.” While
relatively easy to establish, the challenge for Born Virtuals and avapreneurs, or
entrepreneurial avatars, is to accomplish the critical task of coordinating the actions
of multiple actors to achieve important outcomes – a challenge that has been
repeatedly documented in research on virtual teams and organizations with
geographically dispersed members. As such, this paper’s intent is to investigate two
research questions: RQ1) What are the challenges for avapreneurs to achieving
successful organizational outcomes in Born Virtuals? and RQ2) How can collective
competence be developed such that these challenges can be overcome? To answer
these questions, this paper presents a study of Peace Train, one Born Virtual
organization created in Second Life. Peace Train was founded by three social
avapreneurs interested in promoting peace in the world, and together with more than
100 volunteers, Peace Train organized during the course of eleven months
PeaceFest 08, one of the largest fund-raising events to date in virtual worlds. This
event attracted 8,000 to 10,000 unique avatars and raised 870,000 Linden dollars
from approximately 3,000 individuals from across the globe, which were then
donated to 10 real world charitable organizations.
This document discusses power relations in participatory needs assessments (PNAs). A PNA is a process that engages stakeholders to identify community needs. There are complex power dynamics between stakeholders due to differences in influence, resources, and access to decision making. Facilitators must ensure equitable participation, especially for marginalized groups. Methods like mapping and interviews can identify needs while promoting stakeholder engagement and empowerment. Attention to power imbalances is needed to create lasting, transformative change through participatory processes.
This document summarizes an article that argues the "Excellence Theory" of public relations can be used as a critical framework to create more inclusive practices. It discusses how critics say the theory is no longer relevant, but the author believes it can be repositioned as both normative and constructive. The author argues the theory allows practitioners to identify issues and deconstruct scenarios to serve marginalized groups. Recognizing multiple perspectives helps make ethical decisions that balance interests. The theory provides a method to critically reflect on practices and practitioners.
This document summarizes a workshop on social networks and network weaving. The workshop introduced concepts of networks and their benefits for social change. Participants learned about characteristics of healthy networks and the role of network weavers. The goals of the workshop were to help participants work with a network mindset and understand network theory. Participants provided input on topics for future learning community sessions focused on network mapping and applying network weaving practices to address local issues in Monterey County.
Tovey Engineering is a technical leader in load cells and force measurement. They offer high performance precision load cells from 1 to 1 million lbf as well as force calibration from 1gf to 1 million lbf. Tovey also provides custom transducer designs and gaging to meet demanding requirements.
Este documento presenta los contenidos temáticos sobre espectroscopia y radiaciones electromagnéticas que los estudiantes deben revisar en la próxima sesión de tutoría. Incluye definiciones sobre espectroscopia, las características de las ondas electromagnéticas, y ejercicios que los estudiantes deben desarrollar. También recomienda que los estudiantes dediquen dos horas diarias al estudio de la guía didáctica y materiales complementarios.
This document provides information about an achievement standard for interacting in spoken Chinese. It includes 3 levels of achievement: achievement, achievement with merit, and achievement with excellence. To achieve each level, students must provide recordings of interactions in Chinese and meet certain criteria regarding length of contribution, language used, and effectiveness of communication. Scoring is based on the student's ability to share information and opinions on topics, use appropriate language features, and negotiate meaning across several interactions in different situations.
1. The document discusses how scientists can now view the genome as it turns on and off inside cells through advances that allow seeing the transformation of DNA into RNA.
2. It also discusses how cells export and embed proteins in the membrane, with factors like SRP and ribosome-protein complexes playing a role in protein transport across membranes.
3. Techniques like cryo-electron microscopy allow imaging this transport process in living cells and provide insights into trends of genome activation and deactivation.
Beaconhouse School System, Senior Girls Branch. Satellite Town.
The pupils of class VII conducted an English Language Workshop, regarding the four basic skills in English. They carried out a research work on their particular skill and integrated it with ICT through making useful, meaningful and interesting presentation on PowerPoint slides.
The document provides an overview of sensation and perception. It discusses the six major human senses of vision, hearing, touch, taste, smell, and balance. It then examines principles of sensation such as thresholds and adaptation. Specific sections cover the anatomy and physiology of vision, including light reception, color vision, and depth perception. Hearing is reviewed including sound waves, ear anatomy, and pitch and loudness perception. Other senses like smell, taste, touch, pain, and kinesthesia are introduced. The document concludes with topics in perception such as perceptual organization, figure-ground relationships, constancies, and influences of expectations.
Advisory on deferred action for dreamersbtlawgroup
El documento advierte a los inmigrantes jóvenes que no se dejen engañar por estafadores, ya que el proceso de solicitud para la acción diferida aún no está disponible. Aconseja a los posibles solicitantes que esperen instrucciones oficiales del gobierno y que comiencen a reunir documentos que demuestren su elegibilidad. También proporciona recursos de ayuda legal para aquellos que enfrentan una remoción inminente.
Influences of strong tie with opinion leaders in an interconnected network of...Myunggoon Choi
The document discusses research on the influence of strong ties with opinion leaders in social networks in Korea. It presents three research questions: 1) the relationship between tie strength with opinion leaders and information exchange, 2) the relationship between strong ties with opinion leaders and influence on peripheral network members, and 3) differences in influence between networks that include opinion leaders versus those that do not. The document reviews literature on information inequality, social networks, opinion leaders, tie strength, and influence. It proposes three hypotheses related to the research questions and describes the planned method of identifying opinion leaders, measuring tie strength, and analyzing network density to test the hypotheses.
My article from the Journal of Virtual Worlds Research on Born Virtuals and Avapreneurship. Abstract: Borrowing from the international entrepreneurship business literature that uses
the term “Born Globals,” I label organizations that have been created to discover and exploit opportunities primarily within virtual worlds as “Born Virtuals.” While
relatively easy to establish, the challenge for Born Virtuals and avapreneurs, or
entrepreneurial avatars, is to accomplish the critical task of coordinating the actions
of multiple actors to achieve important outcomes – a challenge that has been
repeatedly documented in research on virtual teams and organizations with
geographically dispersed members. As such, this paper’s intent is to investigate two
research questions: RQ1) What are the challenges for avapreneurs to achieving
successful organizational outcomes in Born Virtuals? and RQ2) How can collective
competence be developed such that these challenges can be overcome? To answer
these questions, this paper presents a study of Peace Train, one Born Virtual
organization created in Second Life. Peace Train was founded by three social
avapreneurs interested in promoting peace in the world, and together with more than
100 volunteers, Peace Train organized during the course of eleven months
PeaceFest 08, one of the largest fund-raising events to date in virtual worlds. This
event attracted 8,000 to 10,000 unique avatars and raised 870,000 Linden dollars
from approximately 3,000 individuals from across the globe, which were then
donated to 10 real world charitable organizations.
This document discusses power relations in participatory needs assessments (PNAs). A PNA is a process that engages stakeholders to identify community needs. There are complex power dynamics between stakeholders due to differences in influence, resources, and access to decision making. Facilitators must ensure equitable participation, especially for marginalized groups. Methods like mapping and interviews can identify needs while promoting stakeholder engagement and empowerment. Attention to power imbalances is needed to create lasting, transformative change through participatory processes.
This document summarizes an article that argues the "Excellence Theory" of public relations can be used as a critical framework to create more inclusive practices. It discusses how critics say the theory is no longer relevant, but the author believes it can be repositioned as both normative and constructive. The author argues the theory allows practitioners to identify issues and deconstruct scenarios to serve marginalized groups. Recognizing multiple perspectives helps make ethical decisions that balance interests. The theory provides a method to critically reflect on practices and practitioners.
This document summarizes a workshop on social networks and network weaving. The workshop introduced concepts of networks and their benefits for social change. Participants learned about characteristics of healthy networks and the role of network weavers. The goals of the workshop were to help participants work with a network mindset and understand network theory. Participants provided input on topics for future learning community sessions focused on network mapping and applying network weaving practices to address local issues in Monterey County.
Tovey Engineering is a technical leader in load cells and force measurement. They offer high performance precision load cells from 1 to 1 million lbf as well as force calibration from 1gf to 1 million lbf. Tovey also provides custom transducer designs and gaging to meet demanding requirements.
Este documento presenta los contenidos temáticos sobre espectroscopia y radiaciones electromagnéticas que los estudiantes deben revisar en la próxima sesión de tutoría. Incluye definiciones sobre espectroscopia, las características de las ondas electromagnéticas, y ejercicios que los estudiantes deben desarrollar. También recomienda que los estudiantes dediquen dos horas diarias al estudio de la guía didáctica y materiales complementarios.
This document provides information about an achievement standard for interacting in spoken Chinese. It includes 3 levels of achievement: achievement, achievement with merit, and achievement with excellence. To achieve each level, students must provide recordings of interactions in Chinese and meet certain criteria regarding length of contribution, language used, and effectiveness of communication. Scoring is based on the student's ability to share information and opinions on topics, use appropriate language features, and negotiate meaning across several interactions in different situations.
1. The document discusses how scientists can now view the genome as it turns on and off inside cells through advances that allow seeing the transformation of DNA into RNA.
2. It also discusses how cells export and embed proteins in the membrane, with factors like SRP and ribosome-protein complexes playing a role in protein transport across membranes.
3. Techniques like cryo-electron microscopy allow imaging this transport process in living cells and provide insights into trends of genome activation and deactivation.
Beaconhouse School System, Senior Girls Branch. Satellite Town.
The pupils of class VII conducted an English Language Workshop, regarding the four basic skills in English. They carried out a research work on their particular skill and integrated it with ICT through making useful, meaningful and interesting presentation on PowerPoint slides.
The document provides an overview of sensation and perception. It discusses the six major human senses of vision, hearing, touch, taste, smell, and balance. It then examines principles of sensation such as thresholds and adaptation. Specific sections cover the anatomy and physiology of vision, including light reception, color vision, and depth perception. Hearing is reviewed including sound waves, ear anatomy, and pitch and loudness perception. Other senses like smell, taste, touch, pain, and kinesthesia are introduced. The document concludes with topics in perception such as perceptual organization, figure-ground relationships, constancies, and influences of expectations.
Advisory on deferred action for dreamersbtlawgroup
El documento advierte a los inmigrantes jóvenes que no se dejen engañar por estafadores, ya que el proceso de solicitud para la acción diferida aún no está disponible. Aconseja a los posibles solicitantes que esperen instrucciones oficiales del gobierno y que comiencen a reunir documentos que demuestren su elegibilidad. También proporciona recursos de ayuda legal para aquellos que enfrentan una remoción inminente.
Natalie believes 100% that God exists. She goes to church every Sunday to learn more about God and thanks him daily for her life and for responding to her prayers. While some people lose faith when going through hard times, feeling unheard by God, Natalie believes people should never lose faith and that God has reasons for what he allows, to teach lessons. She notes the sacrifices God and Jesus made to prove God's power and save humanity. Overall, Natalie feels God gives humanity life, free will, beauty, love and the possibility of guidance to make right decisions.
This document introduces Prashanth Reddy Pannala, who graduated from NIT Warangal in 2008 with a B.Tech degree. He was the topper of his batch. Prashanth rejected a once in a lifetime opportunity after graduation that would have been worth 4.5 crore rupees to instead pursue an MBA from IIM Bangalore, where he expected his market value to exceed 30 crore rupees upon graduating. The document provides biographical details and humorously describes Prashanth's transition from student to pursuing his MBA.
Digitizing Reverse Logistics - Enabling visualization & optimization of the e...NEORIS
Digitizing Reverse Logistics, Enabling visualization & optimization of the entire process
Neoris Practical InSights
Craig Templin
Neoris Business Director
Imagine the possibilities of digitizing the entire reverse Logistics process, deploying it into the cloud, connecting it to world class business intelligence, and opening it up to smart phones, tablets and laptops - such that it can be accessed at anytime, from anywhre.
K* is a term coined to collectively refer to knowledge sharing activities like knowledge brokering, translation, exchange, and mobilization. These functions occur at interfaces between knowledge, practice, and policy. A conference was held to discuss similarities and differences between these functions to improve knowledge use. K* represents the spectrum of functions from information intermediaries to innovation brokers. It aims to acknowledge existing work, note commonalities, and strengthen how knowledge sharing is practiced to enable more effective change.
This document presents a conceptual framework for understanding the factors that drive knowledge sharing in crowdsourcing communities. It identifies two gaps in existing research: a focus on macro-level constructs over micro-level factors, and an overemphasis on motivation as the sole driver of behavior. To address these gaps, the framework applies a motivation-opportunity-ability (MOA) perspective to examine knowledge sharing at the individual level. It proposes that motivation, opportunity, and ability work together to influence a user's knowledge sharing. Motivation includes both intrinsic factors like learning and social benefits, as well as extrinsic rewards. Opportunity encompasses community support resources and culture. Ability refers to a user's skills and experience.
MNC knowledge transfer, subsidiary absorptive
capacity, and HRM
D Minbaeva1, T Pedersen2,
I Björkman3,4, CF Fey5,6,
HJ Park7
1Copenhagen Business School, Denmark;
2Copenhagen Business School, Denmark;
3Swedish School of Economics, Helsinki, Finland;
4INSEAD Euro-Asia Centre, France; 5Stockholm
School of Economics, Sweden; 6Stockholm School
of Economics in Saint Petersburg, Russia;
7Cornell University, USA
Correspondence: Professor T Pedersen
Department of International Economics and
Management, Copenhagen Business
School, Howitzvej 60, 2th, Copenhagen
DK-2000 F, Denmark.
Tel: þ 45 3815 2521;
Fax: þ 45 3815 2500;
E-mail: [email protected]
Received: 19 July 2001
Revised: 22 May 2002
Accepted: 20 December 2002
Online publication date: 16 October 2003
Abstract
Based on a sample of 169 subsidiaries of multinational corporations (MNCs)
operating in the USA, Russia, and Finland, this paper investigates the
relationship between MNC subsidiary human resource management (HRM)
practices, absorptive capacity, and knowledge transfer. First, we examine the
relationship between the application of specific HRM practices and the level of
the absorptive capacity. Second, we suggest that absorptive capacity should be
conceptualized as being comprised of both employees’ ability and motivation.
Further, results indicate that both ability and motivation (absorptive capacity)
are needed to facilitate the transfer of knowledge from other parts of the MNC.
Journal of International Business Studies (2003) 34, 586– 599. doi:10.1057/palgrave.
jibs.8400056
Keywords: knowledge transfer; absorptive capacity; HRM
Introduction
Research in the area of knowledge management indicates that the
ability to create and transfer knowledge internally is one of the main
competitive advantages of multinational corporations (MNCs). The
MNC is considered to be a ‘differentiated network’, where knowl-
edge is created in various parts of the MNC and transferred to
several inter-related units (Hedlund, 1986; Bartlett and Ghoshal,
1989). Conceptualizing the MNC as a differentiated network has
inspired a recent stream of research on the creation, assimilation,
and diffusion of internal MNC knowledge emphasizing the role of
subsidiaries in these processes (Holm and Pedersen, 2000).
It has been proposed in the knowledge transfer literature that the
absorptive capacity of the receiving unit is the most significant
determinant of internal knowledge transfer in MNCs (Gupta and
Govindarajan, 2000). Subsidiaries differ in their absorptive capa-
city, and this affects the level of internal knowledge transfer from
other MNC units. The literature, however, offers multiple methods
to conceptualize and operationalize absorptive capacity, often not
capturing the various facets of absorptive capacity. Moreover, little
attention has been paid to the question of whether organizations
can enhance the creation and development of absorptive capacity.
Clearly, with a few exemptions, the characteri.
Development NGOs as Innovation IntermediariesiBoP Asia
Developmental NGOs can function as innovation intermediaries by facilitating interactions between diverse actors like smallholder dairy farmers, researchers, private companies, and policymakers. As intermediaries, NGOs can help address institutional challenges to innovation by managing relationships and partnerships. Examples from India show that NGOs are effective intermediaries because they are locally embedded and can experiment with new linkages. Their role as intermediaries may help smallholders engage with changing markets and innovation networks. However, continued support is needed for organizations that can perform intermediation roles over the long term.
This document summarizes a research study on strategic opinion leadership for the adoption of cyberinfrastructure (CI). The researchers interviewed 15 members of the e-science community to identify strategies that opinion leaders can use to promote CI adoption. Three key strategies were identified: 1) using storytelling and tailored narratives to engage others, 2) acting as teachers/facilitators to train others to adopt innovations, and 3) enabling opinion leaders to connect with and influence many community members through interpersonal communication. The researchers conclude these strategies can be employed together to spread influence within a community and accelerate the adoption of CI.
Business innovation through knowledge sharing an applied study on the jordani...Alexander Decker
This document summarizes a study on knowledge sharing and innovation in the Jordanian mobile
telecommunications sector. The study found that individual enjoyment in helping others and top management
support positively influence employee knowledge sharing, while individual knowledge self-efficacy and
organizational rewards do not. The study reviewed literature on knowledge sharing enablers at the individual
level, like enjoyment in helping others and self-efficacy, and at the organizational level, like top management
support and rewards systems. A questionnaire was administered to employees in Jordanian mobile companies to
examine the effects of these factors on knowledge sharing and innovation capabilities.
This document summarizes a paper presented at the XXIII ISPIM Conference in Barcelona, Spain in June 2012. The paper examines users' motivations for sharing knowledge in an online innovation community called IdeasProject hosted by a company in China. Through a survey of 244 Chinese users, the paper finds that social benefits and learning benefits are key intrinsic motivations that drive users' intentions to share knowledge. Recognition from the host company is also found to affect knowledge sharing intentions. The paper contributes to understanding how to encourage active participation and knowledge sharing in firm-hosted online communities.
This document summarizes an article from the International Journal of Library and Information Science (IJLIS) that examines knowledge processes for successful knowledge management application in university libraries in Nigeria. It identifies knowledge identification, acquisition, organization/creation, and dissemination as key knowledge processes. The study found that Nigerian university libraries carried out the first three processes to a large extent but knowledge creation was carried out to a low extent. It recommends that university libraries intensify efforts to create knowledge through activities like creating databases, reporting research data analyses, indexing knowledge generated at Nigerian universities, and cataloging online resources.
This document summarizes an article from the International Journal of Library and Information Science (IJLIS) that examines knowledge processes for successful knowledge management application in university libraries in Nigeria. The article identifies knowledge identification, acquisition, organization/creation, and dissemination as key knowledge processes. It finds that while identification, acquisition, and organization were carried out to a large extent, creation was carried out to a low extent. The greatest process employed was acquisition. The article recommends intensifying efforts around knowledge creation.
This document provides an abstract and introduction for a thesis examining how transformational leadership and top management support influence the relationship between social capital and knowledge sharing. The abstract indicates that the study surveyed professionals to analyze how leadership style and top management values moderate the impact of social capital on knowledge sharing. The introduction reviews literature showing social capital increases knowledge sharing and discusses how leadership could impact this relationship. It proposes that leadership style and top management support may interact to influence the effect of social capital on knowledge sharing, but this relationship has not been previously examined. The research question asks how the interaction between leadership style and top management support influence the relationship between social capital and knowledge sharing.
This study examines knowledge transfer across boundaries within business incubation centers in China. Through interviews with employees at several incubation centers, the study identifies key boundary conditions and factors impacting knowledge transfer in the Chinese context. The results show that shared values and trust help knowledge transfer by reducing pragmatic boundaries between organizations. Additionally, entrepreneurial orientation and use of information-rich media within small-to-medium enterprises positively influence knowledge transfer across boundaries. The findings provide insights into knowledge management practices in emerging markets like China.
A ceLTIc project webinar. The ceLTIc project shows how to enable LTI (Learning Tools Interoperability) connectors to build a flexible infrastructure.This session will discuss how the JISC-funded ceLTIc:sharing project is evaluating the use of LTI to provide a shared service for institutions interested in evaluating WebPA. It will include a demonstration of linking to the tool from Blackboard Learn 9 and Moodle, as well as how the outcomes service along with the unofficial memberships and setting extensions are being used to enhance this integration in a VLE-independent way.
Jisc conference 2012
The document summarizes Scott Hutcheson's presentation on effective strategies for community change. It discusses how community change issues have become more complex over time and strategies must account for this. Effective strategies are characterized by network structures, asset-based frameworks, iterative planning and implementation, inclusion of short-term goals, decentralized implementation, use of metrics for learning, high trust among participants, and ensuring readiness for change. Ineffective strategies tend toward hierarchies, deficits, linear processes, long-term goals, centralized control, metrics for accountability, low trust, and lack of readiness.
The Purpose of Exploratory Research
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2013 wp evidence-creation-through-knowledge-integration_hoWenny Ho
This document outlines a theory-based process of knowledge integration to create robust evidence. It discusses merging two helixes - an organizational learning helix based on single and double loop learning, and an organizational change helix based on freeze, rebalance, unfreeze sequences. By intentionally sequencing phases that alternate between learning/action and reflection/theory through these helixes, a knowledge integration process can strengthen organizational practice and theory bases while connecting learning, sense-making and change for stakeholders. This approach aims to produce evidence that can withstand scrutiny from multiple perspectives.
The challenges of remote scientific collaborationProyecto CeVALE2
1) Remote scientific collaboration faces challenges due to distance, including lack of common context and difficulty establishing trust between collaborators.
2) A study found that projects with more institutions involved were less well-coordinated and had fewer positive outcomes.
3) Key factors that contribute to successful remote collaboration include the nature of the work, common ground between participants, their willingness to collaborate, management style, and technology readiness. Detailed communication, management and decision-making plans are important.
Smart Discipleship: Applying Transformational Leadership to a Discipleship Model of Worship, to Train Ministers for Smart Phone Engagements.
This work advances the scientific body of knowledge surrounding three domains of communication: 1) transformational leadership; 2) Christian discipleship; and 3) smartphone/social media interaction. Its aim is to develop an online training model to prepare ministers to conduct 21st century discipleship.
This document summarizes a presentation on knowledge management and repackaging research outputs from the CGIAR Challenge Program on Water and Food (CPWF). It discusses why knowledge management is important for demonstrating impact and ensuring cost-effective research. The CPWF's Phase 1 projects produced many useful results that could benefit from repackaging into more accessible formats like posters, briefing notes, and sourcebooks. Examples are given of sourcebooks created from CPWF projects in Lao PDR that brought together researchers, extension agents, and educators to make results more widely available. The document emphasizes simplifying scientific findings and focusing on the most essential ideas and stories in order to enhance research utilization and uptake.
Reflective decisions the use ofSocratic dialogue in managin.docxsodhi3
Reflective decisions: the use of
Socratic dialogue in managing
organizational change
Rosemary Skordoulis and Patrick Dawson
University of Aberdeen Business School, Aberdeen, UK
Abstract
Purpose – The purpose of this paper is to show that too often decisions concerning change are made
on the basis of partial understanding, limited data and unreflective assumptions about people and
organizations. In the discussion of the Socratic dialogue the aim is to uncover a useful method for
ensuring more reflective decision making that involves active participation of employees on the
receiving end of change.
Design/methodology/approach – Although dialogue is used in management processes today, it is
contended that the Socratic dialogue is particularly useful in making sense of complex change
processes. Data drawn from research conducted in two UK higher education institutions are used to
illustrate how lack of knowledge and understanding often pervades and constrains change, and how
techniques of Socratic dialogue can be used to secure higher levels of employee involvement and
commitment to change.
Findings – It is argued that Socratic dialogue can be used as a practical tool to facilitate
“participative” change and contend that further research is required to develop the use of this method
as a qualitative research instrument for uncovering data on processes of change in organizations.
Originality/value – If practised consistently by organizational members, the Socratic techniques
can lead to a more concrete understanding of the complexities of changing organizations. It is a
collective process of change through critical questioning and, as such, it lends itself to further
exploration on the part of both change managers and qualitative researchers for its uses as a
diagnostic and research instrument.
Keywords Organizational change, Employee attitudes, Employee involvement, Decision making
Paper type Research paper
Introduction
Initiating, implementing - and more importantly – sustaining change, has undoubtedly
become one of the most critical factors affecting business organizations (see, Burnes,
2004; Caldwell, 2006; Dawson, 2003; Gallos, 2006; Tushman and Anderson, 2004) and
the enabling and/or disabling factors connected with change implementation projects
have been studied and documented in various ways (see for example, Block, 1987;
Buchanan and Boddy, 1992; Cooper and Sawaf, 1997; Guest and King, 2001; Pfeffer,
1982). Many commentators focus on issues such as, communication or committed
leadership as the vehicle for ensuring effective change (see for example, Hamel, 2000;
Tourish and Hargie, 2003). Despite the efforts involved, an estimated 50-70 per cent of
re-engineering projects fail to achieve their intended objectives (Hammer and Champy,
1993) and less than one third of the USA and British companies engaged in Total
Quality Management (TQM) reported tangible performance benefits (Askenas et al.,
1995). Harvard’s John Kotter, in a stu ...
Knowledge Management Practices In (Comsat) Academic Library Networkinventionjournals
Our society today is immensely impacted by the progress in information and communication technologies (ICTs). Literature names this change and the rise of new environment as “period of rapid change”. There is hardly any professional or field which has not stirred by the ICTs. In this globally competitive environment, librarianship is also deeply affected by ICTs and acts as a web among all the educational institutions. Libraries of various educational institutions must go with the flow by transforming the information into knowledge and introduce productive and new services. Knowledge is indeed the root to stay firm in this economy-run society today. This research article attempts to analyze the KM tools, their usage, awareness, and advantages. This study will show how COMSAT University (CIIT) Library network around different campuses convert the intellectual assets of Library and there workers and staff members into higher productive services by using KM tools and techniques.
Knowledge Management Practices In (Comsat) Academic Library Network
76473523
1. HOW TO BRIDGE THE GAP BETWEEN RESEARCH KNOWLEDGE AND ACTION?
EXPLORING THE ENABLERS OF KNOWLEDGE BROKERS’ ACTIVITIES
Hajer Hammami, Laval University, Québec City, Canada
Nabil Amara, Laval University, Québec City, Canada
Réjean Landry, Laval University, Québec City, Canada
ABSTRACT
In the health care system, the issue of knowledge transfer is expanding rapidly and it has become a major
concern for both researchers and decision-makers. However, field observations show that there is still a
significant gap between available knowledge and how to apply it. Among the recommended strategies is
the practice of knowledge brokering. It is performed by knowledge brokers whose role is to bridge this
gap, to help turn research into policies, and to ensure their implementation. In this perspective, the
conceptual framework proposed in this thesis represents an interesting avenue, not only to guide the
actions of brokers, but also to support a broader reflection on their activities and the determinants
associated with them, in order to help develop more effective knowledge transfer strategies in the
decision-making process, and to harmonize the relationship between research and action. The data used
in this research were collected with a questionnaire surveying a community of practice (CoP) of 301
knowledge brokers primarily engaged in professional activities at the Canadian Health Services Research
Foundation (CHSRF).
Keywords: Knowledge brokers, Organizational climate, Organizational culture, interaction social, MES,
Healthcare
1. INTRODUCTION to be provided (Thomas Hutzschenreuter and
Julian Horstkotte, 2010). Furthermore, Carlile
In today's highly competitive business (2004) argued that while transferring knowledge
environment, the importance of knowledge is is a simple information-processing act, and
widely recognized as a critical resource for the interpreting knowledge requires translation, the
competitive advantage of firms (Nonaka et. al., actual transformation of inputs is yet a more
2000). However, the main challenge facing most complex process because the actors involved
organizations is how to manage and use may not share the same interests.
knowledge for better value creation. Indeed,
knowledge is of limited value if it is not shared Therefore, an important role in the knowledge
and transferred throughout an organization. transfer processes is assumed by intermediary
Hence, implementing knowledge transfer actors, generally known as knowledge brokers,
activities that allow firms to effectively leverage that can act as ‘‘bridges’’, positioned at the
their knowledge is a managerial concern. As the interface between the worlds of researchers and
pace of global competition quickens, knowledge decision-makers. They are seen as the human
transfer has been proclaimed as one of the most force behind knowledge transfer, finding,
complex and messy processes which go beyond assessing and interpreting evidence, facilitating
the one-way push of information from interaction, and identifying emerging research
researchers to decision-makers (Graham and questions (CHSRE, 2003; Ward and al., 2009).
al., 2006). These actors are characterized by a high degree
of communication and mediation skills (Dobbins
To transfer knowledge so that it can be and al., 2009), networks’ centrality (Giuliani and
integrated, individuals must be able to access Bell, 2005), absorptive capacity (Cohen and
expertise in order to build on the work of others Levinthal, 1990), and social capital (Boschma
(Murray and O’Mahony, 2007). With regard to and Wal, 2007), which allow them to access a
knowledge transfer from the sender to its wide range of organizations, collect knowledge
receivers, managers must also consider the across researchers, and foster its circulation and
design of the channels over which knowledge is sharing inside local and global networks. This
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 48
2. allows to suggest that the most successful Many studies have assigned specific activities to
knowledge brokers are those who have the knowledge brokers to effectively transfer
capacity to bring together the art and science of research results towards the practice
influence in order to transform research into environment (Howells, 2006; Landry et al.,
action. 2007b; Dobbins et al., 2009; Roy and Fortin,
2009). However, none of these studies have
Nevertheless, despite the growing number of examined all the activities of knowledge brokers
studies dealing with the topic of knowledge in a dynamic process of knowledge transfer.
brokers, little attention has been paid to identify This paper aims to contribute to advance
which factors may support their activities, in knowledge by considering that knowledge
terms of actors’ capability to acquire, integrate, brokering involves a range of different activities
adapt, disseminate knowledge, and create links. that leads us to suggest that it thus means far
Previous studies have proposed several more than simply moving knowledge; it also
definitions of knowledge brokers and identified means transforming knowledge into action.
their main role. However, these studies present Despite a large number of studies on the
two main gaps. The first one regards the determinants of knowledge transfer in
activities of a knowledge broker: what are the organizations (Wu et al., 2007; Landry et al.,
activities of a knowledge broker that could help 2007a; Héliot and Riley, 2010), little research
him to transform research into action? Secondly, has concerned the study of the role played by
these studies do not attempt to identify which the organizational and individual factors in the
factors can determine the realization of effectiveness of brokers’ knowledge transfer
knowledge brokers’ activities. What are the activities. Our study contributes to the
determinants considered as enablers and which advancement of knowledge by exploring the
can influence directly and indirectly the direct and indirect effects to explain the transfer
realization of the brokers’ knowledge transfer of knowledge, taking into account the modeling
activities? of mediating variables such as organizational
climate and social interaction.
The present paper tries to fill these gaps. In
particular, our general objective is double. The paper is structured as follows. The second
Firstly, we wish to develop a dynamic process of section describes the theoretical framework,
knowledge transfer in which the brokers are at introducing the notion of knowledge brokers,
the center and achieve a series of activities in their activities of knowledge transfer and their
order to facilitate the bringing together of explanatory factors. The third section explains
researchers and users. Secondly, we wish to the methodology of the research, including the
build and test a model of determinants of description of the collected data, measuring
knowledge transfer, taking into account the instruments, and the analytical plan. Then, in
direct and indirect effects of the explanatory section four, the results of the measurement and
variables, with the aim of developing levers of structural models are presented. Finally,
actions and of better practices as regards implications, limitations, and further research are
knowledge transfer. described in the conclusion.
1.1. Contribution of the paper
A knowledge broker, one of the popular 2. REVIEW OF LITERATURE
emerging concepts for knowledge translation
and exchange strategy, can promote interaction 2.1. Process of the knowledge brokers’
between researchers and users. However, little activities
is known of the role which he can play, reducing There are several views concerning knowledge
the gap between knowledge and practice. In transfer. Some researchers considered
order to fill this lack in knowledge, our study knowledge transfer as knowledge shared among
contributes to the advancement of knowledge by people (Huber, 1991). While Szulanski (1996)
focusing on intermediaries operating as brokers, focused on the relationship aspect of knowledge
whose aim is to bring parties together to transfer by defining it as "dyadic exchanges of
effectively transfer useful knowledge for solving knowledge between a source and a recipient in
problems in decision-making (Lomas, 1997; Roy which the identity of the recipient matters",
and Fortin, 2009; Dobbins et al., 2009). others focused on the resulting changes to the
recipient by seeing knowledge transfer as the
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 49
3. process through which one unit is affected by 2000). This would make it flexible in the broker’s
the experience of another (Argote and al.,, mind so that it can easily be applied to a variety
2000). According to the knowledge-based view, of situations and transferred to practitioners. For
certain authors studied knowledge transfer while Hagardon and Sutton (1997), the acquisition of
insisting on the source of knowledge (the new knowledge by brokers provides the
researcher) (Szulanski, 1996; Landry and al., organization with solutions or ideas for future
2007a). Others studied the mechanisms of applications.
practical the application of knowledge
(practitioners) (Landry and al., 2003; Hemsley- Integration
Brown, 2004). However, a relatively recent As an initial recipient of knowledge generated by
literature has highlighted the absence of researchers, the broker must integrate this new
interfaces of communication between research knowledge to better transfer it to practitioners
and practice and, in particular, the absence of (Cillo, 2005; Lomas, 2007). For Hargadon
individuals able to cause the exchange between (2003), the knowledge broker is considered a
the two communities: researchers and experts true integrator of knowledge, as he collects,
(Huberman and Gather-Thurler, 1991; Roy and combines, and tests the most promising ideas.
Fortin, 2009). In addition, the ultimate goal of a knowledge
broker in this integration step is to propose
In addition, even if communication and methods and tools to facilitate the transfer of
information technologies greatly facilitated the knowledge from researchers to practitioners
access of experts to the results of research, (Dobbins et al., 2009). So, knowledge brokers
there remains an important gap between must integrate their knowledge that is shared at
produced knowledge and that which is really the team level to realize its value. Integration
used in practice. Particularly in the health sector, work involves the selection, rejection, and
it is this difference between research and synthesis of disparate ideas and contributions
practice which would be at the base of the into a coherent whole.
undervaluation of scientific knowledge during
decision-making processes. For this reason, Adaptation
several authors have stipulated that a greater The activity of the broker at this stage is to
bringing together of researchers and decision- adjust the content of the results according to the
makers would be likely to increase the use of the characteristics of the target, so as to facilitate
evidence in the health sector (Lomas, 1997; the use of knowledge. In this regard, many
Dobbins and al., 2009; Ward and al., 2009; authors argue that the knowledge broker enjoys
Meyer, 2010). a strategic position to translate research into
plain language, in an accessible manner, and to
It is in such a context that the brokers of provide it to practitioners, using diffusion
knowledge can play a crucial role in innovation techniques (CHSRF, 2003; Dobbins et al., 2009;
and knowledge transfer useful for decision- Roy and Fortin, 2009). For his part, Cillo (2005)
making, and this while effectively contributing to found that through the activity of adaptation,
build bridges, span boundaries, and otherwise knowledge brokers may reduce the cognitive
facilitate the translation and adoption of ideas distance that usually exists between the
(Williams, 2002). communities, using different languages and
concepts. At this stage, brokers collect, adapt,
A major contribution of this work would be to and render timely knowledge accessible to
develop a process of knowledge transfer in decision-makers to make informed decisions
which brokers are at the center, and achieve a (Roy and Fortin, 2009).
series of activities in order to facilitate the
bringing together of researchers and decision- Dissemination
makers. The literature reveals that the release of
research results by knowledge brokers is based,
Acquisition first of all, on determining the appropriate
For knowledge to be managed, it must first of all audience and second, on adapting the message
be captured or acquired in some useful form. and its inherent means of communication
Thus, the broker should be able to acquire (Huberman and Gather-Thurler, 1991; Kirst,
knowledge from multiple sources: explicit 2000). This finding corroborates the comments
(codified) and tacit (non codified) (Nonaka et al, of Hailey et al. (2008), underlining the
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 50
4. importance of knowledge brokers in the this paper we choose to adopt four global
dissemination of research results in health dimensions: autonomy, organizational support,
services organizations. According to these cooperative interaction and innovation (see
authors, knowledge brokers can provide and use appendix 1). In our study, we decided to
relevant information and disseminate it to target construct a generic concept of organizational
audiences, in order to better contribute to climate by choosing to combine these four
decision-making. dimensions into one general index in the
analysis.
Creation of links
The literature shows that it is crucial to promote There are several studies that document the
greater interactions between researchers and importance of organizational climate as a
practitioners through the activities of knowledge determinant of organizational outcomes
brokers (Cillo, 2005; Roy and Fortin, 2009). The (Vijayakumar, 2007; Gagnon and al., 2008;
purpose of this activity, the creation of links, is to Sarros and al., 2008). They suggest that the
increase opportunities for communication existence of certain characteristics of the work
mechanisms between researchers and environment may facilitate and encourage
practitioners, to enhance their impact on learning processes in terms of knowledge
knowledge transfer (Dobbins et al., 2009). The generation and knowledge sharing, as well as
shared knowledge, coming from brokers, is knowledge application (Vijayakumar, 2007;
accessible and sustained through interactions Sarros and al., 2008). Organizational climate,
with others actors (Lomas, 2007). therefore, is thought to exert a strong impact on
individual motivation to achieve work results
As we can see, the role of brokers involves (Gagnon et al., 2008). The organizational
performing a range of different activities that climate has also been found to influence
leads us to suggest that knowledge brokering knowledge and skills by increasing participation
thus means far more than simply moving in activities. Indeed, the literature supports the
knowledge; it also means transforming premise that the organizational climate is an
knowledge into action. important determinant of knowledge transfer
(Chen and Lin, 2004; Chen and Huang, 2007).
In this context, our interest in the concept of
2.2. Explanatory variables organizational climate is mainly explained by its
influence on the knowledge transfer activities
Organizational climate performed by brokers. Hence, it is necessary to
The construct of organizational climate has been have a favourable organizational climate
the subject of thorough discussions concerning characterized by autonomy, support,
definition, content, theory, measurement, and collaboration, and innovation that stimulates
analysis (Schneider, 1975; Denison, 1996; brokers’ interactions and facilitates knowledge
James and al., 2008). Different types of climates transfer.
have been identified with a focus either on the
organizational or the individual, i.e. H1. A positive perception of organizational
organizational climate and psychological climate. climate, characterized by autonomy, support,
These two aspects of climate are considered to cooperation and innovation, has a direct effect
be multidimensional phenomena that describe on knowledge brokers’ activities.
the nature of perception that employees have of H2. A positive perception of organizational
their experiences within their organization climate, characterized by autonomy, support,
(James et al., 2008). In our study, we will focus cooperation and innovation, has an indirect
on the organizational climate which refers to effect on knowledge brokers’ activities by the
employees’ shared perceptions of the types of mediation of social interaction.
behaviors and actions that are rewarded and
supported by the organization’s policies, Organizational culture
practices and procedures (Schneider, 1975). The conceptualization of organizational climate
Researchers face a number of conceptual represents a source of debate when compared
challenges in the measurement of organizational with the concept of organizational culture.
climate (Patterson et al., 2005). It has been Consistent with recent studies, we regard
argued that dimensions represent a useful climate and culture as distinctly identifiable
method of measuring organizational climate. In elements within organizations. Organizational
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 51
5. culture is defined as « the set of values, beliefs
and norms, meanings and practices shared by Asymmetry of information between researchers
personnel in an organization » (Robbin, 2001), and users of research arises when the users
that guides their attitudes and their behaviours, cannot precisely evaluate the applicability of the
and that also constitutes a pervasive context for transferred research until they attempt to
everything they do and think in an organization translate it into new or improved products or
(Mullins, 2005). In the listed literature, services (Landry, and al., 2007c). In a context of
Organizational culture proved to be an important asymmetry, knowledge transfer is unlikely if
factor which makes it possible to influence the researchers and users of research do not have
organizational climate and the attitudes of work frequent interactions. Thus, the knowledge
(Glisson and James, 2002). In this direction, broker, occupying a central position in the social
certain authors think that the organizational network (Van Wijk, 2008), should forge links and
climate represents an important potential of increase the interaction between producers and
mediation between organizational culture and users of research to bridge this information
organizational results (Aarons and Sawitzky, asymmetry and facilitate knowledge transfer
2006). activities. It thus follows that the bonds
maintained between researchers and experts
Thus, it would be judicious to check empirically if are one of the principal determinants of the
an organizational culture will make it possible to transfer of knowledge (Landry and al., 2007a).
create a favourable climate so that the personal This leads us to suggest that the social
reports of the knowledge brokers can support interaction of the brokers with the other actors
the objectives to be reached, and in particular, to will allow the former to facilitate the achievement
carry out their activities of knowledge transfer. In of their knowledge transfer activities
this article, we suggest that the organizational
culture, by its specific beliefs and its values, will H4. The social interaction maintained between
indirectly influence the transfer of knowledge by the brokers and their peers has a direct effect on
the mediation of the organizational climate. their knowledge transfer activities.
H3. The organizational culture has an indirect Type of organizations
effect on the knowledge brokers’ activities by the The organizational structure is frequently
mediation of the organizational climate. mentioned in the literature as a major
determinant of the transfer of knowledge (Landry
and al., 2007a; Chen and Huang, 2007) and it is
Social interaction treated differently depending on the authors.
Researchers of social capital have defined the Several of them emphasize the modes of
concept in various ways, but there is some structure (organic versus mechanical), the size
consensus that social capital means networks of and the types of organization, like
relations (among people) through which certain measurements of the organizational structure
phenomena, such as trust, norms of reciprocity affecting the transfer of knowledge (Dickson,
or fast exchange of information, become 2006; Landry and al., 2007a). In this article, we
possible. These phenomena, in turn, make, for stress the various places of affiliation, in which
example, collaboration and communication the brokers evolve, as major determinants of
easier, and reduce the need for formal knowledge transfer activities.
agreements and control (Auranen, 2007).
H5. The types of organizations have a direct
Prior studies have recognized the importance of effect on the knowledge brokers’ activities.
interpersonal social interaction for enabling
knowledge management behavior among Cognitive capacity
individuals (Chen and Huang, 2007). Landry et The literature on knowledge brokering can study
al. (2002) observed that firms’ willingness to the impact of the level of education on how
innovate is explained by a structural dimension knowledge intermediaries perform their
of social capital, which was measured by activities. However, Landry et al., (2007b) have
participation in business meetings, associations shown that individuals engaged in brokerage
and networks, as well as the intensity of need to have the capacity to evaluate the
personal network ties between firms’ employees collected information for its quality, relevance
and outside actors. and applicability to a given problem. Specifically,
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 52
6. one can assume that the higher the level of the virtual platform of the CoP supported by
education, the greater the capacity to absorb CHSRF (http://www.chsrf.ca/brokering/). This
knowledge (Cohen and Levinthal, 1990). In turn, population was composed of 441 individuals in
a greater capacity for absorption may facilitate October 2005. We decided to exclude 12
the ability of brokers to transfer knowledge to individuals from the study who work for CHSRF
provide practical solutions for members of their in order to avoid response biases. The final
organization. population of the study was therefore made up
of 429 individuals.
H6. The cognitive capacity has a direct effect on
the knowledge brokers’ activities. Questionnaire development
In this study, we used secondary data that were
3. RESEARCH METHODOLOGY collected through a questionnaire survey
3.1. Data conducted among a sample of knowledge
Studied population brokers involved in the activities of the Canadian
The population of this study consists of the Health Services Research Foundation (CHSRF)
members of the knowledge brokerage and this was pre-tested by a survey firm.
community of practices (CoP) under the initiative The authors of the survey (Landry et al., 2006)
of the Canadian Health Services Research developed the questionnaire, drawing on
Foundation (CHSRF) in Canada. The purpose of theoretical and empirical work conducted in the
this CoP is to share knowledge and expertise on field of study, namely brokerage and knowledge
knowledge brokerage, to focus on learning and transfer. It is organized into three parts: the first
furthering the practice of knowledge brokerage, deals with the knowledge brokers’ activities,
to develop and share a collective repertoire of including: the acquisition of new knowledge,
communal resources (including activities and integration of new knowledge, adaptation of
means of participation), and to operate as an research results, dissemination of research
interdependent network defined by the results, and linkages they have with potential
collaborative efforts of the members. Since its users of research. The second part focuses on
inception in 2003, members of the CoP have the organizational context in which knowledge
participated in national or regional workshops, brokers’ activities take place (i.e., organizational
and have shared knowledge brokering resources climate, organizational culture and
(through forums and directories of experts) organizational structure).
during these face-to-face activities as well as on
Figure 1: Hypothesized structural equation model
Organizational Organizational H1
culture H3 climate
H2 Social
interaction
H4
Types of
organizations H5
Knowledge
brokers
activities
H6
Cognitive
capacity
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 53
7. The final part was devoted to the socio- divided into six activities: acquisition of tacit
professional profile of knowledge brokers knowledge, acquisition of explicit knowledge,
(gender, education level, status, experience, integration of knowledge, adaptation of research
etc.). Most of the items in the questionnaire used results, dissemination of research results, and
5-point Likert-type scales. link creation. Appendix 2 lists all the survey
items used to measure each factor. For each
The questionnaire on knowledge brokering in the statement, a 5-point scale ranging from 1 (never)
health services organizations is considered to be to 5 (very often) is used. The sum of the
the first empirical contribution to this field of response scores for the six factors, which initially
study. To our knowledge, no such questionnaire ranged from 5 to 25, was weighted in order to
has been used so far in this particular context in take into account “does not apply” answers.
Canada. Thus, for each respondent, the sum of the score
Data collection was divided by the number of applicable items.
All individuals included in the population were Even though the initial index has integer values
contacted for an interview. The questionnaire from 1 to 5, once weighted, it can take on non-
and the 429 names composing the population integer values.
were sent to a private survey firm using the CATI Organizational climate
(computer-assisted telephone interviewing) The measure of organizational climate includes
technology, which allows for embedding data 16 items that were divided into four dimensions:
coding and data entry simultaneously within the interactive cooperation, autonomy,
data collection phase. The survey was organizational support and innovation. Appendix
administered by telephone between November 2 lists all survey items used to measure each
2005 and February 2006. Out of the 429 factor. For each statement, a 5-point scale
individuals, 17 respondents were found to be ranging from 1 (never) to 5 (very often) was
ineligible (i.e.. individuals not involved in used. The construction of the four indexes
knowledge brokering activities, or who had associated with the dimensions of organizational
changed jobs and were no longer involved in climate was based on the same logic as the
professional activities related to knowledge knowledge transfer activities.
brokering), and 63 respondents could not be Organizational culture and social interaction
reached after many telephone calls. In order to In this study, the two other variables based on
increase the response rate, 169 individuals were multiple-item scales, and included in the
contacted by e-mail to inform them about the econometric model, are the organizational
study, its objectives and its sponsors. A total of culture which was measured by only one index
39 individuals refused to participate in the study reflecting the frequency with which the brokers
(after one recall). Finally, the survey generated express their degree of agreement on 4 items,
301 usable questionnaires for a net response and the index measuring the intensity of social
rate of 74.69% (301/403). interaction reflecting the frequency of the
contacts which the brokers maintain with several
3.2. Instruments and measurements actors. Appendix 2 lists all survey items used to
Our conceptual framework includes four measure each factor. For each statement, a 5-
constructs measured by several items point scale ranging from 1 (strongly disagree) to
(activities of transfer of knowledge, 5 (strongly agree) was used.
organizational climate, organizational culture Since all indexes were based on multiple-item
and social interaction) and two binary scales, we conducted a Principal Components
variables (types of organizations and Factor Analysis (PCFA) with Varimax Rotation
cognitive capacity). The scales of (PCFA) on the construct scales to assess their
measurements associated with the latent unidimensionality (Ahire and Devaray, 2001).
variables are of Likert type in 5 points. All
these measurements are presented in their Types of organizations and Cognitive
entirety in Appendix 2. capacity
These two variables, types of organizations and
Knowledge transfer activities broker’s cognitive assets, were measured with a
In this study, the dependent variable was series of binary variables defined in appendix 2.
operationalized using six indexes relating to 3.3. Analytical plan
knowledge transfer activities. This measure of The data collected were analyzed by statistical
knowledge transfer includes 23 items that are treatments, first, to validate the measurements
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 54
8. of the variables and, secondly, to establish these Exploratory factor analysis
causal relationships to validate the research An exploratory factor analysis was performed
hypothesis. Next, a structural equation modeling with SPSS 13.0. A principal component analysis
(SEM) was conducted with the EQS program, with varimax rotation was used to examine
assessing confirmatory measurement models measures. Factors with eigenvalue above 1.0
(confirmatory factor analysis) and confirmatory were extracted in each construct; these
structural models (structural equation) to test the cumulatively explained over 56% of the total
dependency relationships between the variables. variance (see appendix 2). Items with low
loadings on the intended factor or high cross-
The structural equation modeling technique loadings on other factors were removed. The
(SEM) was employed to assess the fit and to resulting scales were then evaluated for
compare the hypothetical competing models reliability using Cronbach’s α. All had an
between them. A popular SEM program, EQS acceptable reliability (α > 0.65).
6.1 (Bentler, 2005), was used for modeling to
test statistically, in a simultaneous analysis, the Confirmatory factor analysis
entire system of variables, and to then determine A confirmatory factor analysis was performed
the extent to which it is consistent with data with EQS 6.1. The fit of the four measurement
(Byrne, 2006). EQS 6.1 operates upon the models, namely knowledge transfer activities,
normalized variance-covariance matrix derived organizational climate, social interaction and
from the raw database (Bentler, 1995). In our organizational culture, were estimated by
study, the maximum likelihood method was used various index (see table 7). The ratio of to
as the estimation procedure because our data degrees-of freedom does not exceed 2.5 for the
were normally distributed (Byrne, 2006). four measurement models, which was within the
recommended value of 3. RMSEA showed the
To evaluate the measurement and structural discrepancy between the proposed model and
models, a mix of recommended fit index was the population covariance matrix, ranging from
used. Table 2 presents the limits of the 0.038 and 0.68, which was lower than the
validation of measurement which must respect recommended cut-off of 0.08. All other index
certain thresholds. Therefore, the convergent (CFI, NNFI) exceeded the commonly
validity, the degree to which multiple attempts to acceptance levels (0.90), demonstrating that the
measure the same concept are in agreement, measurement models exhibited a good fit with
was evaluated by examining the factor loading the data. In addition, all composite reliabilities of
within each construct, the composite reliability the four constructs exceeded the recommended
and the variance extracted (Hair et al., 1998). level (0.7). Table 1 summarizes the results of the
The recommended cut-off values should exceed fit index and the convergent validity of the
0.7 and 0.5 respectively. The significance level measurement models. The measurement
of the regression parameters for the relationship models exhibited a good level of model fit as
between the latent variables in the estimated well as evidence of convergent validity.
models (path coefficients) was denoted by the
critical ratio or t-value (t-value >1.96, p < .05). 4.2. Structural model
The structural model analysis was conducted to
4. RESULTS examine the hypothesized relationships among
constructs. All indicators were fixed with the
4.1. Measurement model loadings and corresponding error coefficients
The reliability and validity of measurement for obtained from the measurement model to avoid
each construct associated with the activities of possible effects of measurement-structural
knowledge transfer, organizational climate, interaction on parameter estimation (Bentler,
organizational culture and social interaction were 1995). The results from the structural model
tested by using an exploratory and confirmatory used to test the hypothesized research model
factor analysis based on the 301 samples are shown in figure 2.
collected from knowledge brokers.
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 55
9. Table 1: Fit index and convergent validity of the measurement models
Absolute fit Incremental Parsimonious Convergent validity
Constructs index fit index fit Index
RMSEA CFI NNFI dl / dl Composite Validity
reliabilities
( )
Knowledge 372.1 0.049 0.935 0.926 224 1.66 0.932 0.75
transfer
activities
Organizational 214.5 0.065 0.937 0.923 99 2.16 0.925 0.71
climate
Organizational 4.296 0.064 0.995 0.984 2 2.14 0.871 0.80
culture
Social 4.830 0.028 0.998 0.994 4 1.21 0.753 0.82
interaction
To be considered adequate, the individual item reliability should be greater than 0.5 and/or a significant t-value
should be observed for each indicator (Jöreskog and Sörbom, 1996). Table 2 summarizes the structural path
between the indicators and constructs. The results indicate that all factor loadings exceed 0.5 and each indicator is
significant at 0.05 levels.
Table 2. Structural path between the indicators and constructs
Structural path Path Standardized t-values Significance
coefficients Path
coefficients
AT K KTA 1 0.34 ---- ----
AE K KTA 1,77 0,56 5,01 Sig.
Knowledge
activities
INTEG KTA 1,67 0,67 5,08 Sig.
transfer
ADAPT KTA 2,72 0,81 5,20 Sig.
DISSEM KTA 2,62 0,74 5,14 Sig.
CRELINK KTA 2,63 0,72 5,02 Sig.
INTCOOP OC 1 0,79 ---- ----
Organizat
AUTON OC 1.05 0,74 11,19 Sig.
climate
0.47 0,47 6,12 Sig.
ional
ORGSUPP OC 0.66 0,57 8,28 Sig.
INNOV OC
MISSION OCU 1 0,66 ---- ----
Organizat
VISION OCU 1.17 0,79 11,72 Sig.
culture
1.46 0,99 11,62 Sig.
ional
OBJECT OCU
0.86 0,66 8,71 Sig.
VALUES OCU
SI1 SI 1 0,70 ---- ----
intercatio
SI2 SI 0.84 0,60 8,81 Sig.
SI3 SI 0.94 0,68 10,16 Sig.
Social
SI4 SI 0.78 0,56 7,23 Sig.
1.04 0,73 11,78 Sig.
n
SI5 SI
KTA: knowledge transfer activities, ATK: acquisition of tacit knowledge, AEK: acquisition of explicit knowledge,
INTEG: integration, ADAPT: adaptation, DISSEM: dissemination, CRELINK: creation of links, OC: organizational
climate, INTECOOP: cooperative interaction, AUTON: autonomy, ORGSUPP: organizational support, INNOV:
innovation, SI: social interaction, Sig: significant.
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 56
10. Table 3. Structural path between the exogenous and endogenous variables
Structural path Path Standardized t-values signification
coefficients Path
coefficients
OCU OC 0,55 0,64 9,92 Sig.
OC SI 0,45 0,40 4,31 Sig.
OC KTA 0,66 0,66 2,34 Sig.
SI KTA 0,20 0,63 4,60 Sig.
ADM KTA -0,08 -0,14 -2,43 Sig.
RECH KTA -0,06 -0,10 -2,00 Sig.
FOND KTA -0,12 -0,15 -2,64 Sig.
PRIV KTA 0,001 0,001 0,02 Non Sig.
BACH KTA -0,11 -0,15 -2,44 Sig.
MAST KTA 0,10 -0,20 -3,28 Sig.
OC 41,5
SI 15,8
KTA 64,8
OC 0,76
Residulas SI 0,92
KTA 0,59
KTA: knowledge transfer activities, OCU; organizational culture, OC: organizational climate, SI: social interaction,
ADM: administrations of health, RECH: university or another research organization, FOND: non-profit foundation or a
funding agency, PRIV: private firm, BACH: bachelor’s degree, MAST: master’s degree, Sig: significant.
Thus, we could proceed to examine the path accounted for 64.8% of variance and provided
coefficients of the structural model presented in support for hypothesis H2. Hence, it is
table 3, the structural path between the reasonable to conclude that organizational
exogenous and endogenous variables. This climate in terms of autonomy, support,
involved estimating the path coefficients and R² cooperation and innovation, positively influences
value. Path coefficients indicated the strengths the effectiveness of brokers’ knowledge transfer
of the relationships between the independent activities.
and dependent variables, whereas the R² value
was a measure of the predictive power of a In the full model, there was no significant direct
model for the dependent variables. effect between organizational culture and
knowledge transfer activities (path coefficient =
As can be seen in fig. 2 and table 3, the 0.019, p = 0.152). However, the indirect effect
relationship of organizational climate and through organizational climate was significant
knowledge transfer activities is divided into a (path coefficient = 0.64, t = 9.92). Therefore,
direct path (path coefficient = 0.66, t = 2.34) and organizational climate was a mediator between
an indirect one through social interaction (path organizational culture and knowledge transfer
coefficient = 0.40, t = 4.31). Thus, social activities, which together explain 41.5% of the
interaction was a mediator between dependant variable’s variance, providing support
organizational climate and knowledge transfer for hypothesis H3.
activities. These results attest to the direct and
indirect relation between organizational climate The relationship between social interaction and
and knowledge transfer activities by the knowledge transfer activities was statistically
intermediation of social interaction. significant (path coefficient = 0.63, t = 4.60).
Additionally, the relationship between three of
As shown in fig. 2 and table 3, organizational the four types of organization and knowledge
climate significantly influences, on the one hand, transfer activities were statistically significant,
social interaction, accounting for 15.8% of the respectively, for the administration of health
variance and providing support for hypothesis (path coefficient = 0.-0.14, t = -2.43), for
H1; on the other hand, it had significant university and research organization (path
influence on knowledge transfer activities; it coefficient = -0.10, t = -2.00), and for foundation
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 57
11. and funding agency (path coefficient = -0.15, t = development of personal autonomy, and the
-2.64). However, private firm had no significant establishment of an innovative climate.
effect on knowledge transfer activities (path Our results showed that organizational
coefficient = -0.001, t = -2.64). Finally, the level climate can foster the skills and abilities
of education and knowledge transfer activities of brokers to develop interactions and networks
were statistically significant, respectively, for of links between researchers and decision-
bachelor’s (path coefficient = -0.15, t = -2.44) makers, which in turn has a direct influence on
and master’s (path coefficient = -0.20, t = -0.13). the achievement of knowledge transfer activities.
As hypothesized, knowledge transfer activities
were significantly associated with social Another finding emerging from the analysis
interaction, three of organization types and level highlights the importance of social interaction
of education. It explained 64.8% of the developed by knowledge brokers in achieving
dependent variable’s variance. All paths had their knowledge transfer activities. As a result,
significant effects. Hypotheses H4, H5 and H6 networks and mechanisms of links allow greater
were supported. exposure to two communities, researchers and
decision-makers, which increase the level
The overall validity of the model results was of knowledge transfer between them.
evaluated with respect to goodness-of-fit index
(see table 4). The GFI and AGFI exceeded the A fourth finding that emerged from our
commonly acceptance levels (0.80). The chi- analysis refers to the indirect influence of
square/degrees of freedom ratio was 2.71, which organizational culture on the achievement
was within the recommended value of 3. The of knowledge transfer activities mediated by a
RMSEA showed the discrepancy between the favourable organizational climate. In other
proposed model and the population covariance words, the organizational culture that relates to
matrix to be 0.069, which was lower than the the common realities, symbols and rituals
recommended cut-off of 0.08. All other index shared by members of an organization, including
(NNFI, NFI, CFI) exceeded the commonly brokers, contributes significantly to shape the
acceptance levels (0.90), demonstrating that the norms and expectations of their behaviour. This
overall model exhibited a good fit with the data, consequently influences the perceptions that
and therefore, provided support to the overall knowledge brokers maintain with regard to their
validity of the hypothesized models and organizational climate.
hypothesis testing results.
A fifth report to be noted is that relating to the
5. DISCUSSION AND CONCLUSION direct effects that can be exerted by the types of
organizations to which the brokers are attached,
The structural equations modeling enabled us except for the private company, on the
to identify major findings that are discussed realization of knowledge transfer activities. Our
in the following. The first findings show that results showed that the brokers affiliated to the
organizational climate can be a major services providing care are more willing to carry
determinant to promote brokers’ knowledge out their activities of transfer of knowledge than
transfer. their counterparts who work in health
In a second step, emphasis was placed on administrations, universities and organizations of
organizational climate as a significant predictor research or in foundations and organizations of
of brokers’ knowledge transfer activities. To do financing. It is in such a place of practice, of the
so, a better understanding of the relationship clinical type, that the knowledge brokers will be
between organizational climate and brokers’ more suitable for carrying out their transfer of
transfer of knowledge activities was first knowledge activities.
developed.
Thus, our study aims to contribute to the A last observation indicates that the level of
advancement of knowledge by developing a education, i.e. bachelor’s or master’s, is, in
better understanding of the scope of an turn, significantly and negatively related to the
organizational climate that fosters the ability of achievement of knowledge transfer activities by
brokers to effectively conduct their activities of brokers. These results highlight that brokers with
transfer knowledge, and this can be achieved Ph.D. have more ability to engage and to carry
through activities that focus on organizational out their knowledge transfer activities.
support, interaction between staff, the
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 58
12. Table 4 : Fit index of the structural model
GFI AGFI NNFI NFI CFI RMSEA / dl
Index 0.811 0.828 0.986 0.980 0.987 0.058 2.71
values
Recommended limits: GFI and AGFI 0.8; NFI and NNFI 0.90; CFI 0.90; RMSEA ≤ 0.08; / dl ≤ 3
Figure 2 : Results for the structural equation model
Organizational Organizational
culture 0.64* climate
0.40*
0.66*
0.019
Type of the organizations Social
interaction
ADM
0.63*
‐0.14*
RECHE Knowledge
‐0.10* transfer
activities
FOND 0.001
‐0.15*
PRIVE
‐0.15*
Cognitive capacity
‐0.20*
BACH
MAST
Service delivery organization is the reference category. Indicates significant relationship
Ph.D. is the reference category Indicates non‐significant relationship
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 59
13. Above all, the findings of this paper should be Conference, 30 August - 1 September
considered as exploratory in an area where 2007, Dublin, Ireland: The Research
empirical studies are still scant. In particular, this Mission of the University, 2007.
exploratory study embodies two limits that need Argote, L., Ingram, P. J., Levine M. and
to be pointed out. The first limit is that the study Moreland R.L., « Knowledge transfer in
did not examine the effect of organizational organizations : Learning from the
climate and its dimensions on each broker’s experience of others », Organizational
knowledge transfer activities separately. That Behavior and Human Decision Process,
would have yielded precise results and rigor Volume 82, Number 1, Pages 1-8, 2000.
regarding the relationship between Bentler, P. M., EQS, Structural Equations
organizational climate and brokers’ knowledge Program Manual , Encino, CA:
transfer activities. Multivariate Software,1995.
Boschma, R. A. and Wal A. L. J., « Knowledge
Second, this study focuses primarily on networks and innovative performance in
organizational attributes, including organizational an industrial district: the case of a
climate, organizational culture, and social footwear district in the South of Italy »,
interaction and organizational structure, to Industry and Innovation, Volume 14,
explain the achievement of knowledge transfer Number 2, Pages 177-199, 2007.
activities. There are clearly other personal Byrne, B. M., « Structural equation modeling
attributes that warrant discussion, such as with EQS and EQS : Basic concepts,
motivation, experience and status. Our applications and programming, Second
study was limited to studying only Edition Mahwah, New Jersey, 2006.
the educational level of the brokers to Carlile, P. R., « Transferring, Translating, and
explain the realization of Transforming: An Integrative Framework
their knowledge transfer activities. Hence, the for Managing Knowledge Across
literature has revealed a plethora of individual Boundaries », Organization Science,
and organizational determinants which should Volume 15, Number 5, Pages 555-568,
be considered for future research. Clearly, 2004.
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integrated conceptual framework that will test environment, knowledge attribute,
direct and indirect links between a set of organizational climate, and firm
explanatory variables (organizational and characteristics on knowledge sourcing
individual) and the brokers’ knowledge transfer decisions », R&D Management, Volume
activities. 34, Number 2 Pages 137-146, 2004.
Chen, C-J. and Huang J-W., « How
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16. AUTHOR PROFILES:
Hajer Hammami: Ph.D. candidate, Department Réjean Landry: Professor, Department of
of Management, Faculty of Business, Laval Management, Faculty of Business, Laval
University, Québec City, QC, Canada, University, Québec City, QC, Canada
Nabil Amara: Professor, Department of
Management, Faculty of Business, Laval
University, Québec City, QC, Canada,
Appendix 1. Summarization of organizational climate dimensions and literature basis
Organizational climate Definitions References
dimensions
When cooperative climate exists in companies, Janz and
Cooperative members of a group are more inclined to working Prasarnphanich, (2003)
interaction together to share and develop tacit knowledge and
try to promote each other’s performance and
learning.
The degree to which the task provides substantial Hackman and al., 1999
Autonomy freedom, independence, and discretion in Chung-Jen (2007).
scheduling the work and in determining the
procedures to be used in carrying it out.
This dimension refers to the various actions to Eisenberger and al.,
Organizational encourage and motivate individuals as monetary (2002)
support rewards, promotion opportunities, moral
support and resources.
Innovative climate may allow subordinates to more Bock et al. (2005);
Innovation fully engage in, and focus on, creative endeavors, Jaw et Liu (2003).
instead of on external worries or concerns about
how such behaviours will be viewed by the larger
organization.
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 63
17. Appendix 2. Definitions of exogenous and endogenous variables
Exogenous and Operational definitions Eigen Explained Chronba-
endogenous variables value Variance ch’s
Alpha
Brokers’ knowledge
transfer activities
Acquisition of tacit In conducting your day-to-day professional activities over the 1.76 58.69 0.65
knowledge last twelve months, how frequently did you acquire studies
and research reports:
From other organizations
From consultants
From professional associations
Acquisition of explicit In conducting your day-to-day professional activities over the 1.79 59.73 0.67
knowledge last twelve months, how frequently did you acquire studies
and research reports:
From professional magazines
From bulletins and newsletters
From Electronic Databases (PubMed, Science Direct, Proquest,
etc.)
Integration of new Please indicate how frequently, in your day-to-day 2.5 62.66 0.80
knowledge professional activities over the last twelve months, you have:
Read research information, studies and research reports
Understood research findings, studies and research reports
Cited research information, studies and research reports to your
colleagues
Discussed research information, studies and research reports
with colleagues
Adaptation of research Please indicate how frequently, in your day-to-day 2.95 59.00 0.82
results professional activities, over the last twelve months, you have:
Presented research findings into non-technical language for
potential users in your organizational unit
Prepared appealing reports for potential users in your
organizational unit (graphics, colour, humour, packaging)
Prepared research syntheses and summaries on specific topics
for potential users in your organizational unit
Discussed, with users in your organizational unit, implications of
research results utilization
Provided examples to people in your organizational unit on how
to use research findings
Dissemination of Please indicate how frequently, in your day-to-day 2.56 63.96 0.819
research results professional activities, over the last twelve months, you have:
Sent research findings, studies and research reports to target
users in your organizational unit
Organized meetings to discuss current research projects with
target users in your organizational unit
Organized meetings to discuss preliminary results with target
users in your organizational unit
Discussed the implications of research results with target users
in your organizational unit 2.67 66.83 0.834
Creation of links Please indicate how frequently, in your day-to-day
professional activities over the last twelve months, you have:
Facilitated the involvement of individuals from your
organizational unit into research projects
Facilitated the creation of research projects’ advisory
committees
Facilitated person-to-person contact between people in your
organizational unit and researchers
Organized seminars, meetings, conferences or other events to
provide opportunities for exchanges
between people in your organizational unit and researchers.
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 64
18. Organizational climate
Cooperative interaction To what extent does your organization invest resources in the 2.79 69.88 0.85
following activities:
To ensure effective communication channels so that priorities,
evidence and ideas are exchanged across all organizational
units
To promote linkages between people of your organization and
researchers
To promote partnerships involving people of your organization
and researchers
To encourage people in your organization to participate in
scientific conferences
Autonomy Please indicate to what extent you agree with the following 2.57 64.43 0.81
statements: in my organizational unit, individuals are
encouraged to undertake, as they see best:
Acquisition of research findings, studies and research reports
Adaptation of research findings, studies and research reports
Dissemination of research findings, studies and research reports
Linkages development between researchers and decision-
makers
Organizational To what extent does your organization invest resources in the 2.65 66.42 0.82
support following activities:
To provide training on how to better share knowledge
To provide training on how to better use research findings in
your day-to-day professional activities
To update databases to make sure that individuals in the
organization have access to the latest research findings, studies
and research reports
To prepare written documents such as lessons learned, training
manuals, best work practices, etc.
Innovation Please indicate to what extent you agree with the following 2.60 73.77 0.88
statements:
People in my organizational unit are encouraged to search for
fresh, new ways to acquire, adapt,
disseminate research findings, studies and reports
People in my organizational unit are encouraged to come up
with new ideas or recommendations
on how to increase the acquisition, adaptation, dissemination of
research findings, studies and reports
People in my organizational unit are encouraged to put into
action new strategies or ideas to improve the acquisition,
adaptation, dissemination of research findings, studies and
reports
People in my organizational unit give high value to change and
continuous quality improvement
Organizational culture Please indicate to what extent you agree with the following
statements: My organization has: 3.554 71.08 0.90
A clear mission statement regarding the acquisition,
adaptation, dissemination of research findings, studies and
reports,
A clear vision regarding the type of research findings, studies
and research reports it needs to achieve its organizational
objectives,
Clear objectives regarding the acquisition, adaptation,
dissemination of research findings, studies and reports,
Strong values promoting the acquisition, adaptation,
dissemination of research findings,
Social interaction Please indicate how frequently, in your day-to-day
professional activities, over the last twelve months, you 2.913 56.25 0.80
provided studies and research reports to people in the
following types of organizations:
Funding agency
Federal Ministry
Provincial Ministry
University
Other research organization
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 65
19. Appendix 2 (Suite). Definition of exogenous and endogenous variables
Cognitive capacity Composed of three binary variables:
BACH is a binary variable coded 1 if the broker has completed a bachelor’s degree and coded 0 otherwise;
MAST is a binary variable coded 1 if the broker has completed a master’s degree and coded 0 otherwise;
PhD is a binary variable coded 1 if the broker has completed a PhD and coded 0 otherwise. This last
category was used as the reference category in the structural model.
Types of organizations Composed of five binary variables:
ADM is a binary variable coded 1 if the broker primarily carries out his professional activities in a Federal or
Provincial ministry, or in a Regional health authority, and 0 otherwise;
RESEAR is a binary variable coded 1 if the broker carries out his professional activities in a university or
another research organization, and 0 otherwise;
FUND is a binary variable coded 1 if the respondent carries out his professional activities in a Non-profit
foundation or a Funding agency, and 0 otherwise;
PRIVATE is a binary variable coded 1 if the respondent carries out his professional activities in a Private
firm, and 0 otherwise; finally,
SETTING is a binary variable coded 1 if the broker carries out his professional activities in a Hospital, long-
term care facility or other service delivery organization, or in a Community organization, and 0 otherwise.
This last category was used as the reference category in the regression models.
JOURNAL OF INTERNATIONAL BUSINESS AND ECONOMICS, Volume 12, Number 3, 2012 66
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