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Showing 35 results for Knowledge
Fatemeh Navidi, Mohammad Hasanzadeh, Yazdan Mansourian,
Volume 5, Issue 3 (12-2018)
Volume 5, Issue 3 (12-2018)
Abstract
Background/aim. Considering the underlying role played by knowledge management in project-based organizations; and, the fact that knowledge audit is the most important step in supplying, maintaining and updating the content of knowledge management systems; this research effort is aimed at designing an appropriate knowledge audit model based on the requirements and factors of knowledge audit in project-based organizations.
Methodology.This research is an applied research with a mixed-methods approach (both quantitative and qualitative). To be more exact, several methods such as documentary study method, exploratory study method, the survey method, factor analysis and thematic analysis were employed to establish a weighted knowledge audit model based on the requirements, associated with project- based organizations.The statistical population of this study for collecting qualitative data were 13 experts of knowledge management and the statistical population of collecting quantitative data were 220 project managers, project control experts and knowledge managers from 4 project-based organizations (ICT Research Institute, Research Institute of Petroleum Industry, Niroo Research Institute; and, Iranian Space Research Center).
Findings. The findings of this analysis demonstrate that all five factors of knowledge audit in project- based organizations constitute the final structural model for knowledge audit, and the appropriate knowledge audit model for project-based organizations includes five factors: (1) knowledge need analysis; (2) knowledge inventory analysis; (3) knowledge valuation, (4) knowledge flow analysis; and, (5) knowledge application analysis. Among these factors, knowledge valuation with its factor loading of 0.9 is the most important factor.
Conclusion. 5 factors and 54 subfactors of Knowledge audit have highly-desired factor loading values and exert impact within the knowledge audit model for project-based organizations. Moreover, the final model displays a fair goodness-of-fit.
Dr. Mohsen Nowkarizi, Mr. Ali Akbari, Dr. Reza Rostami, Dr. Ali Moghimi,
Volume 5, Issue 4 (3-2019)
Volume 5, Issue 4 (3-2019)
Abstract
Background and Aim: Under the influence of various factors, people use different methods and methods to obtain information and express different information behaviors. These behaviors have been introduced in the form of patterns and models of information retrieval by information science experts in recent decades, which can be used in various fields. One of these areas that almost all people are directly or indirectly involved in is the field of treatment and medicine.
Methods: This paper whit quasi-experimental examines the Analysis of information behavior of psychotherapists in the process of diagnosing and treating mental disorders based on the Kuhlthau information search process model. The population of this study is psychologists and psychiatrists with more than two years of treatment history. The sample selected from this group also includes 30 therapists who entered the competition through a public call as a top therapist using a simple sampling method.
Results: The findings show that the sequence of therapists' movements is in accordance with Kuhlthau's opinion and they perform a repetitive movement in the diagnosis and treatment process, but the level of presence of therapists (time spent) differs at different stages from the model considered by Kuhlthau. The findings also showed that variables such as treatment history, field of study, and gender could influence the behavior of therapists. On the other hand, the relationship between the information of the therapists' information behavior and variables such as information literacy, state anxiety and trait, specialized knowledge and self-assessment of therapists was significantly evaluated.
Conclusion: The information behavior that a treatment specialist performs in his or her treatment process can be analyzed according to the Kuhlthau model.
Dr Rouhollah Tavallaei, Dr Navid Nezafati, Mr Mohammad Milad Ahmadi,
Volume 6, Issue 1 (4-2019)
Volume 6, Issue 1 (4-2019)
Abstract
Background and Aim: Today, knowledge is essential to the survival and success of any organization. Given that they are the people who create, share and use knowledge, an organization cannot effectively use knowledge unless its employees are willing to share their knowledge and attract knowledge of others. On the other hand, Gamification involves combining the usual mechanisms in the games with the work space, in order to make things more appealing and to direct human behavior towards the goals of the system. Gamification is actually the use of game components on issues other than the game and emphasizes the use of entertainment and pleasure in the work. In this research, it has been tried to study and recognize the Gamification, its dimensions, mechanisms, dynamics, and models, using Grounded Theory method; and the following, we try to find a way to understand the role of the Gamification and apply it to the sharing and dissemination of knowledge.
Methods: Grounded Theory is an inductive method of theoretical discovery that allows the researcher to develop a report on the general characteristics of the subject; While simultaneously consolidating the basis of this report in empirical data observation. Using purposeful sampling, research data were collected using interviewing tools and analyzed through data analysis and coding principles.
Results: In this research, after formulating the stages of Grounded Theory and types of data encoding, in the end, a theory with visual modeling is presented and evaluated.
Conclusion: The dimensions of the proposed framework include the “organizational context”, “game-related dimensions”, and “other indicators that affect the Knowledge Sharing- Gamification”. Each of these dimensions includes lower-level components that are described in the model's description. For example, “organizational context” includes incomes, costs, platform, and so on, and “game-related dimensions” include the mechanisms, dynamics and aesthetics of the game
Alireza Soltanzadeh, Dr Saeed Haghir,
Volume 6, Issue 1 (4-2019)
Volume 6, Issue 1 (4-2019)
Abstract
Background and Aim: The issues of the contemporary world are becoming more and more complex in the light of the ever-increasing growth of tools and technologies in various areas of nowadays. This complexity, as well as the quick and easy access to information that somehow is known as bombing information, has a great impact on human mind. These effects must be known in order to prevent its destructive factors. The problem of knowing that humanity faces throughout its life will enter into more complex phases during this period. The emergence of new and diverse authorities poses a major threat to awareness. The study aims to examine the issue of confrontation with truth based on Karl Raymond Popper's ideas in the field of epistemology and epistemology. The main question of this research is whether the human mind is better able to face and solve problems in today's world due to extensive communications and abundant data?
Methods: This research is qualitative. In terms of purpose, this research can be considered exploratory and exploratory at the same time. Theoretical foundations of research are based on Popper's thinking that beliefs and knowledge must be constantly tested. The hypothesis is that, in spite of all the possibilities available to mankind for access to information, human remains faced with fundamental mistakes in recognizing issues and making decisions.
Results: The results of the research show that, despite the free flow of information and easy access to data sources, people continue to suffer from making false decisions and giving wrong answers to the most fundamental issues.
Conclusion: In solving many issues, even with collective decisions at high decision-making levels, misconceptions are still being used, which will be a surprise to decision-makers after reassessing the high level of mistakes
, Dr Nosrat Riyahinia, Dr Hasan Mahmoudi,
Volume 6, Issue 1 (4-2019)
Volume 6, Issue 1 (4-2019)
Abstract
Background and Aim: the field of indigenous medicine is one of the indigenous knowledge fields. The tendency of native people to use indigenous medicine for diagnosis and treatment of diseases, knowledge management of indigenous medicine in this district, have doubled the importance of paying attention to this topic. In this way, the present research intends to propose an appropriate model for knowledge management of indigenous knowledge, through identifying items of indigenous knowledge, Emphasizing on indigenous medicine, in Makran district.
Methods: the type of present research is applied and the Qualitative methods have been used in this study. The Statistical population of this research involved of experts and pundits that are familiar with indigenous knowledge in Makran district. The sample members were selected with purposeful sampling method. Semi-structured interview was used for Data Collection and the process of conducting interviews was continued with 12 persons of sample members to reach the theoretical saturation after interview. Thematic Analysis method is used for analysis, interpretation and coding of data.
Results: Based on the analysis of qualitative data, 175 initial codes were obtained. 55 codes represent different fields of indigenous knowledge which were categorized in 5 sub-items of "handicrafts", "fishing", "animal husbandry", "agriculture" and "indigenous medicine" and 2 key items of "non-medical" and "medical knowledge". 78 codes represent the different fields of indigenous medicine knowledge which were categorized in 6 sub-items of "sphygmology", "face color", "urine and stool color", "drug therapy", "prayer therapy", "surgery and traditional treatments " and 2 key items of "Traditional diagnosis" and "traditional medicine". Finally, 42 initial codes related to the items of the knowledge management model of indigenous medicine were categorized in 14 sub-items and 5 key items of "knowledge creation", "Knowledge acquisition”, "knowledge sharing and development", "knowledge transfer", "knowledge recording", which show the dimension of knowledge management model of indigenous medicine in Makran district.
Conclusion: Due to the vast capacity of Makran district in the field of indigenous medicine knowledge, the present research provides a basis for the more efficient management of this knowledge through identifying different items of this knowledge and proposing a model for its management. In addition, this research can be the basis for further investigations in this field.
Ali Sharafi, Tahereh Abolghasem Mosalman,
Volume 6, Issue 3 (10-2019)
Volume 6, Issue 3 (10-2019)
Abstract
Purpose: Today's knowledge-based organizations use knowledge management softwares to accelerate and facilitate their knowledge management processes.But facilitating and accelerating these processes will not be possible, except with knowledge audit, which is the first step of knowledge management. So the purpose of this research is identifying the knowledge audit factors in the knowledge management softwares.
Methodology: This research is applied that done documentary and descriptive-survey method. The statistical population of this research includes 14 Knowledge Management Software’s. The data gathering method is direct observation and data gathering tool check list that made by the researcher. Data analysis was performed variance and mean analysis by SPSS software.
Findings: The findings showed that knowledge audit models emphasized on approaches: 1. Strategies 2. Knowledge management processes 3. Organizational strategies and Processes and 4. Knowledge resources. And factors such as the knowledge perspective, knowledge environment, knowledge health, knowledge gap and knowledge revising less studied in models. Also findings showed that the knowledge management software’s of Andocx, Abaneghan, Net, Pearankar, Laravel, Parnian, Bornapedia, Sepehr Mahan, Hamafaza, MTAshare, Nadine, and Knowledge management systems have good capabilities than the other knowledge management systems. But the factors of knowledge conversion, knowledge nutrition, scoring, sophisticated communities, and knowledge map in these software’s less used than the other factors. In addition, the most uses of knowledge audit factors belongs to the KM systems, and the lowest of it belongs to the NET software. And also, more knowledge management software’s emphasize on the processes of knowledge management and knowledge resources and topics of strategy and culture less used in them.
Conclusion: Results showed that using of knowledge audit factors in knowledge management software’s will be provide, better identify the needs, flows, inventories and knowledge maps, create, organize, share and use of the knowledge in the organizations.
Dr. Saleh Rahimi, , ,
Volume 6, Issue 3 (10-2019)
Volume 6, Issue 3 (10-2019)
Abstract
Background and Aim: Bearing in mind the importance of knowledge activities, the purpose of this study is to determine the status of knowledge activities in individual and organizational dimensions amongst academic and public librarians in Kermanshah province.
Methods: Survey method is applied. Data was collected by Huang questionnaire, which was distributed among the 170 librarians selected as sample. Sample size was determined by Cochran's formula. Data was analyzed by descriptive and inferential statistics.
Results: Findings Showed that the highest average of knowledge activities in individual dimensions is correlated to the component of knowledge absorption and the lowest is related to knowledge diffusion and in organizational dimensions. Also, the highest average is related to the component of knowledge integration and the lowest is tied in the component of knowledge breadth. There was no significant difference between public and academic librarians (except for knowledge barriers) in comparing the status of knowledge activities in individual and organizational dimensions. The average score of the studied librarians regarding the status of knowledge activities in organizational dimensions is significantly higher than knowledge activities in individual dimensions. The status of knowledge activities in individual and organizational dimensions in public and academic libraries is at a desirable level.
Conclusion: Due to the low average of knowledge obstacles and knowledge breadth in comparison with other components, it is urgent that library managers hold seminars and conferences and encourage the librarians to take part in those programs and help them share their ideas and thoughts. The managers should also organize educational programs with the help of experienced librarians that help the novice librarians in regard with knowledge acquisition, job responsibilities, educational resources and library databases.
Elham Mazaheri, Dr Mohammad Mehraeen,
Volume 7, Issue 1 (6-2020)
Volume 7, Issue 1 (6-2020)
Abstract
Aim: The purpose of this paper is to determine the factors affecting the use of enterprise social networks, the types of usage behavior and the consequences of using these networks.
Methodology: This is a descriptive study. The qualitative inquiries of previous researches in the social networking enterprise had been investigated by means of meta-synthesis. A total of 470 found source of meta-synthesis process, 30 papers were consistent with accepted criteria.
Results: As a result of the combination of the findings, 52 codes and 10 main concepts (individual, organizational, social, technical factors and others related to the task, active use and passive use, consequences for the individual level, group level and organizational level) were identified. In conclusion, three categories were identified: factors affecting use, usage behavior and consequences of use that the concepts of individual, organizational, social, technical, and others related to the task as factors affecting use, as well as the concepts of active use and passive use in the category of behavioral usage were classified. In addition, individual, group and organizational level were also classified as concepts related to the significances of use category. Among the three categories, the category of factors influencing use has a greater share of the subject, and consequences categories and its concepts had less attention than the other two categories in preceding researches.
Conclusion: Organizations could employ the results of this study to encourage more employees to use enterprise social networks and thus realize the significances.
Dr Saeedeh Ebrahimy, Dr Ghasem Salimi, Mrs Sahar Anbaraki, Mrs Hanieh Zare,
Volume 7, Issue 1 (6-2020)
Volume 7, Issue 1 (6-2020)
Abstract
Aim: Scientific social networks were shaped as part of a set of social software and a platform for international interactions sharing the tangible and intangible knowledge of researchers. The purpose is to investigate the patterns and behaviors of knowledge sharing of researchers in Research Gate. Based on this, the question and answer system of this scientific social network was analyzed and reviewed.
Methodology: Method is applied descriptive survey with web content analysis approach. The community studied was the questions and answers provided in the Q & A system of Research Gate. Two subject areas were selected, 127 questions and 408 responses related to these two domains were analyzed and reviewed.
Findings: Findings showed that the questions raised in two domains examined in the question and answer system of the scientific network were conceptual questions and replies in both domains were often intangible, and the type of presentation are scientific vision and mental pattern. Most of the inquirers were researchers from Asian countries with less than 5 RG rank. While researchers from European countries - with an RG rank of over 10, have been posting answers and sharing their expertise.
Conclusion: Q & A systems are diverse, efficient technologies for sharing knowledge and enhancing international interactions among researchers beyond the geographical and political boundaries, which has created a place for the reproduction of scientific disciplines in the world. The results according to Castells, speak of latent power of social networks and question and answer systems in knowledge sharing and widespread knowledge boundaries that facilitate transfer of experiences, thought and knowledge of researchers and provide fertile ground for science.
Abbas Doulani, Nazila Khanoghlan, Masoumeh Karbala Aghaei Kamran,
Volume 7, Issue 3 (12-2020)
Volume 7, Issue 3 (12-2020)
Abstract
Aim: The aim of this study is content and structural analysis of published articles in knowledge Management.
Methodology: The research method is analytical. The population encompassed all articles in the field of knowledge management indexed in the citation database of the Islamic world. Measurement tool is a checklist constructed based on research objectives.
Finding: Finding indicate that the utmost frequency is related to correlation research and the minimum is experimental and combined research method. Also the maximum data analysis methods is descriptive-deductive and the least of that is another methods. Most related to type of articles associated to research articles and journals. The most used research tool is the questionnaire. Co-authorship within the country is high. In contrast, it is insignificant at the international level. There is a meaningful relationship between the number, field and type of collaborations of authors and research methods used.
Conclusion: Instigating collaboration between authors, especially international teamwork is the requirements of scientific production processes. Revising knowledge management researches is necessary due to the recurrence of research methods that similarly cause data analysis methods repetition in most research articles.
Ali Biranvand, Sanaz Zareei, Maryam Golshani,
Volume 7, Issue 4 (3-2021)
Volume 7, Issue 4 (3-2021)
Abstract
Purpose. The ultimate goal of innovative behavior is to improve performance of the individual, group, and ultimately organization all together. Many factors are influential in the realization of innovative behavior of employees of an organization. In this study, the influence of two factors of organizational climate and knowledge sharing has been reflected.
Method. The study uses an applied descriptive survey method. Population includes all official 373 employees of knowledge-based companies in Fars province (1399). Sample was189 individuals selected by simple random sampling method using Cochran's formula. Data collection was conducted by: Standard Questionnaires of Organizational Climate ( Book et al., 2005), Knowledge Sharing Questionnaire (Hoff and Reader, 2004), and Innovative Behavior Questionnaire (Johnson and Welba, 2004). Confirmatory factor analysis and structural equation modeling tests were used for data analysis.
Findings. The results show that organizational climate has a direct and positive effect on innovative behavior and knowledge sharing. Conversely, knowledge sharing also has a direct and positive effect on innovative behavior. The direct effect of organizational climate on innovative behavior is 0.52, which is strengthened by the role of knowledge sharing and increases by 0.83, which means that knowledge sharing by 0.31 has increased the organizational climate effect on innovative behavior.
Discussion and conclusion. Appropriately understanding - the type of relationship and how to influence organizational climate and knowledge sharing on the innovative performance of employees in knowledge-based companies - managers will be able to take more appropriate measures to instigate innovation in the company to increase organizational productivity, planning and management.
Mr Mahi Hoseinpour, Dr Sanjar Salajghe, Dr Mohammad Jalal Kamali,
Volume 8, Issue 2 (9-2021)
Volume 8, Issue 2 (9-2021)
Abstract
Background and Aim: The aim of present study is the inquiring the environmental, technical and technological factors effective on knowledge hiding in scientific space.
Methods: The study is a mixed approach, inquiring the environmental, technical and technological factors effective on knowledge hiding in scientific space. Thus, this article include in the pluralism of information collection methods. Also, using the "Delphi" method, the conceptual model of Inquiring the environmental, technical and technological factors effective on knowledge hiding in scientific space.
In quantitative terms, the sample was 314 employees of Islamic Azad University of Khorasan Razavi. Sample selected randomly and surveyed through standard knowledge hiding (Demirkasimoglu, 2016) and researcher-made environmental, technical and technological factors questionnaires. Data was collected during the first six months of 2020 and analyzed, using SEM and Amos software. Technical and technological factors include: Ease of accessibility, compliance of the organization's technology, fear of working with the existing technology in the organization and satisfaction with quality, and for environmental factors, the physical environment and social environment were considered.
Results: Results show that the effect of physical and social environment on knowledge concealment with the standard coefficients of -0.70 and -0.39, respectively. Also, the amount of effectiveness of ease of accessibility, the factor of compliance with the organization's technology, the factor of fear and apprehension of working with existing technology in the organization, the factor of quality satisfaction with knowledge concealment are equal to -0.65, -0.21 and – 0.45. But the fear variable has a direct effect of 0.96 by hiding knowledge.
Conclusion: Results indicate that: Environmental, technical and technological factors are inversely and significantly related to knowledge hiding.
Dr Mohammad Hassan Azimi, Dr Abdul Hussein Faraj Pahlo, ,
Volume 8, Issue 2 (9-2021)
Volume 8, Issue 2 (9-2021)
Abstract
Background: To investigate the status of personal knowledge management skills of graduate students of Shahid Chamran University of Ahvaz and the effect of technological factors on improving personal knowledge management skills from the perspective of graduate students of Shahid Chamran University of Ahvaz.
Method: This is a survey research method in which the ability to generalize the results is one of the most important advantages. The study investigates the effect of technological factor on personal knowledge management skills.
Finding: The results showed that graduate students at Shahid Chamran University are in good condition in terms of personal knowledge management skills. The technological factors is above average. Also, technological factors are effective in improving personal knowledge management skills among students at Shahid Chamran University in Ahvaz. By upgrading one unit of technological factors, personal knowledge management skills will increase by 2,649 units.
Conclusion: Individual factors such as knowledge and experience, personality and psychological characteristics, the ability to communicate with others and to use technology are among the factors that affect the management of personal knowledge. In addition, organizational facilities and the culture that governs the organization also affect the management of personal knowledge. The situation of graduate students at Shahid Chamran University is in good condition in terms of personal knowledge management skills. The average factors is above normal. It can be accepted with 95% confidence that the personal knowledge management skills state of graduate students at Shahid Chamran University is appropriate and at the anticipated level, technological factors are effective in improving personal knowledge management skills among students at Shahid Chamran University.
Method: This is a survey research method in which the ability to generalize the results is one of the most important advantages. The study investigates the effect of technological factor on personal knowledge management skills.
Finding: The results showed that graduate students at Shahid Chamran University are in good condition in terms of personal knowledge management skills. The technological factors is above average. Also, technological factors are effective in improving personal knowledge management skills among students at Shahid Chamran University in Ahvaz. By upgrading one unit of technological factors, personal knowledge management skills will increase by 2,649 units.
Conclusion: Individual factors such as knowledge and experience, personality and psychological characteristics, the ability to communicate with others and to use technology are among the factors that affect the management of personal knowledge. In addition, organizational facilities and the culture that governs the organization also affect the management of personal knowledge. The situation of graduate students at Shahid Chamran University is in good condition in terms of personal knowledge management skills. The average factors is above normal. It can be accepted with 95% confidence that the personal knowledge management skills state of graduate students at Shahid Chamran University is appropriate and at the anticipated level, technological factors are effective in improving personal knowledge management skills among students at Shahid Chamran University.
Fereeidoon Yazdani,
Volume 8, Issue 4 (2-2022)
Volume 8, Issue 4 (2-2022)
Abstract
Background and Aim: The aim of this study was to investigate the relationship of information literacy and environmental knowledge, attitude and practice of primary school teachers.
Method: This was a correlational study. Population included all teachers (male and female) in the first to sixth grades of primary school in District 1 of Hamadan, numbering 875 students. A stratified random sampling method was used and 267 teachers (208 females and 59 males) were selected and participated in the study. Instruments were: 1. Information Literacy Questionnaire (Yazdani, 2012) and; 2. Environmental Awareness, Attitude and Practice Scale (Farokhi, 2014), with the required reliability and validity.
Results: Results showed the level of information literacy of teachers to be moderate. However, in the dimensions of "need definition, location , and information evaluation," this was above the average. In the dimensions of “organizing information and information exchange,” it was lower than the median of the society. Also, findings showed that the level of “environmental knowledge” and “environmental attitude” of teachers was appropriate; but the “environmental practice” of teachers was in poor condition. Lastly, the results showed a positive significant relationship between all dimensions of information literacy with teachers' knowledge, attitude and environmental practice (P <0.01).
Conclusion: Teachers with higher information literacy will have access to better environmental knowledge and as a result will have better environmental attitudes and practices. Therefore, we can increase their information literacy to improve their environmental knowledge, attitude and practice.
Seyed Mohamad Mirzamani, Zahra Abazari, Nosrat Riahinia, Nadjla Hariri, Samira Daniali,
Volume 9, Issue 1 (5-2022)
Volume 9, Issue 1 (5-2022)
Abstract
Objective: The purpose was to identify components and effective characteristics of knowledge management of metropolitan municipalities in Iran.
Methods: Applied qualitative fuzzy Delphi analysis method was incorporated. The qualitative experts in the community in the field: Urban management, and executives in the municipalities. Twenty experts surveyed purposefully to generate a semi-structured questionnaire.
Results: Based on Delphi analysis, 7 components and 59 indices were identified, based on the codes collected from the research literature, and based on a questionnaire form performed by experts using fuzzy Delphi method, 7 components were included. Knowledge among employees with average of 0.846, Competitive advantage for organization with average of 0.822, Knowledge sharing among employees with average of 0.840, Knowledge in organization with average of 0.831, Knowledge distribution among employees with average 0.839, knowledge creation for workers with a mean of 0.840, knowledge transfer among workers with a mean of 0.788.
Conclusion: Knowledge management as a scientific discipline is still in its infancy with so many unidentified topics in Iran. Although organizations, especially the case study of metropolitan municipalities, are gradually recognizing the importance of knowledge management in their various units, there is still a long way to operate adequately.
Methods: Applied qualitative fuzzy Delphi analysis method was incorporated. The qualitative experts in the community in the field: Urban management, and executives in the municipalities. Twenty experts surveyed purposefully to generate a semi-structured questionnaire.
Results: Based on Delphi analysis, 7 components and 59 indices were identified, based on the codes collected from the research literature, and based on a questionnaire form performed by experts using fuzzy Delphi method, 7 components were included. Knowledge among employees with average of 0.846, Competitive advantage for organization with average of 0.822, Knowledge sharing among employees with average of 0.840, Knowledge in organization with average of 0.831, Knowledge distribution among employees with average 0.839, knowledge creation for workers with a mean of 0.840, knowledge transfer among workers with a mean of 0.788.
Conclusion: Knowledge management as a scientific discipline is still in its infancy with so many unidentified topics in Iran. Although organizations, especially the case study of metropolitan municipalities, are gradually recognizing the importance of knowledge management in their various units, there is still a long way to operate adequately.
Dr Sohrab Mostaghel, Dr Ibrahim Al-Bunaimi, Dr Abdollah Paampi, Dr Farzad Asayesh4,
Volume 9, Issue 1 (5-2022)
Volume 9, Issue 1 (5-2022)
Abstract
Objective: Purpose is to study the role of customer knowledge interaction and intention to buy consumers in the electrical industry with an information behavior approach.
Method: Develomental qualitative method was used. Population included experts in marketing and consumer behavior, especially in the electrical industry. Via targeted snowball method sample of 14 experts were selected for a semi-structured interview. Content analysis method based on data foundation theory was conducted. appropriate codes were assigned to different parts of the data and concepts were determined. In conclusion, through selective coding, the categories were refined and the main dimensions of the research emerged in the form of causal, pivotal, contextual, intervening, strategies, and consequences.
Findings: Findings disclosed that information behavior including: Knowledge for the customer, of the customer, about the customer, and personal characteristics as causal factors affect the behavioral tendencies of customers. Behavioral tendencies also make purchasing decisions. On the other hand, marketing factors - product, price, location, promotion and process management, as the prevailing context, affect the intention to buy. Also, environmental factors and internal capabilities of the company, in the form of intervening conditions, affect the intention to buy consumers in the electrical industry, which ultimately creates added value for the company and customers.
Conclusion: Results disclosed that customers behavioral tendencies are strongly influenced by their knowledge of electrical industries and products.
Method: Develomental qualitative method was used. Population included experts in marketing and consumer behavior, especially in the electrical industry. Via targeted snowball method sample of 14 experts were selected for a semi-structured interview. Content analysis method based on data foundation theory was conducted. appropriate codes were assigned to different parts of the data and concepts were determined. In conclusion, through selective coding, the categories were refined and the main dimensions of the research emerged in the form of causal, pivotal, contextual, intervening, strategies, and consequences.
Findings: Findings disclosed that information behavior including: Knowledge for the customer, of the customer, about the customer, and personal characteristics as causal factors affect the behavioral tendencies of customers. Behavioral tendencies also make purchasing decisions. On the other hand, marketing factors - product, price, location, promotion and process management, as the prevailing context, affect the intention to buy. Also, environmental factors and internal capabilities of the company, in the form of intervening conditions, affect the intention to buy consumers in the electrical industry, which ultimately creates added value for the company and customers.
Conclusion: Results disclosed that customers behavioral tendencies are strongly influenced by their knowledge of electrical industries and products.
Dr Mohammad Reza Shekari, Dr Mohammad Hassan Zadeh,
Volume 9, Issue 4 (1-2023)
Volume 9, Issue 4 (1-2023)
Abstract
Introduction: A thorough understanding of the drivers and inhabitants to the study can provide the basis for effective planning to improve the study. The aim of this study was to investigate the driving and inhibitory factors affecting the tendency of Iranian knowledge and information science PhD students towards study.
Methods: This research was conducted with a qualitative approach and using content analysis method. The data collection tool was an in-depth semi-structured interview. The interviews were conducted through face-to-face visits, telephone calls, e-mails, sending and receiving audio files and conversations on social media. PhD students in knowledge and information science at state universities, Payame-Nour Universities, and Islamic Azad Universities form the research community, and 33 people were selected as the research sample using targeted sampling.
Results: The results show that four factors of "professor", "compulsion", "personal promotion" and "interest" were the driving factors among doctoral students and seven factors were "professor", "family". "Access problems", "ambiguous future", "problems and weaknesses of the educational system", "growth of the spirit of need to study" and "non-participation in teaching" have been identified as deterrents factors.
Conclusion: The drivers and inhabitants of the study are very intertwined and interrelated. Some of these factors affect others and are in some way the cause and effect of each other. To strengthen effective factors and reduce barriers to study, it requires more effort from professors and programmers at the macro level, libraries and librarians, politicians, and more effort and planning from doctoral students themselves. It is necessary for the education system and the education system in universities to get out of the monolithic system and to be the speaker of unity. In this way, students are less likely to study and research until there are fundamental changes in teaching methods and curriculum content in the education system. For the first time, this study examines the most important factors and barriers to the advancement of PhD students in information science, and the results provide qualitative factors for the context of the research community. And it can be used in planning and policy making for the doctoral program of the field. Since no research has been done in this field so far, the present study can be considered as a new research in this field.
Atefeh Heshmatzadeh, Dr Hamidreza Amel Ardestan, Farshid Aslani,
Volume 10, Issue 4 (3-2024)
Volume 10, Issue 4 (3-2024)
Abstract
Purpose:Health systems are under pressure to improve their performance due to facing issues such as a sharp increase in expenses, safety, quality and justice, as well as the aging of the population, the spread of infectious diseases. Improving the performance of health systems requires that they work systematically Job performance refers to employee behavior that contributes to the organization's effectiveness. They suggest three possible reasons for the possible effect of knowledge hiding on job performance: First, knowledge hiding reduces the availability of knowledge to facilitate better performance. Secondly, employees who hide knowledge tend to have a mindset that they do not trust the support of other colleagues. The predictable result is that performance decreases. Finally, if knowledge collectors know that someone is hiding their knowledge, trust will decrease (Jiao and Cook, 2018). Therefore, hiding knowledge often reduces employee job performance for three reasons: reduced decision making, problem solving, and creativity (Davenport et al., 2016). Organizational pessimism is one of the topics of organizational behavior that has been raised recently, and its existence can have a negative impact on employee performance and organizational productivity, as well as individual health. Pessimism in the organization, before it is a personality trait, is a learned reaction that occurs among employees and is formed and increased in most cases due to a series of negative communications between employees and managers of the organization (Larinkova, 2017). A large number of employees tend to make deliberate efforts to hide tacit knowledge in organizations, which leads to many negative consequences such as repetitive efforts or reduced job performance (Beijer, Pechi, Veldhoven, & Paure, 2021). One of the reasons for hiding knowledge by employees is that they want to get a superior position and have the positive evaluation of others. It is achieved and also because of the fear of hosting "knowledge parasites" who only want to use the benefits of knowledge. Sometimes, hiding knowledge is done with the aim of avoiding its negative aspects, such as disclosing information to competitors. In addition, personality traits and cultural factors may affect knowledge concealment behavior, those who are not talkative are usually introverted in sharing knowledge with colleagues (Arshad and Ismail, 2018). Knowledge sharing has an effect on increasing efficiency, improving quality and increasing the competitive advantages of organizations, and therefore, organization leaders seek to find ways to increase knowledge sharing (Zhou and Jia, 2019). Leadership style is also very effective in the organization, transformational leaders based on interactive methods with their employees can increase the psychological capacity of employees and ultimately reduce negative attitudes such as organizational pessimism. Transformational leadership has a positive effect on knowledge sharing behavior. Leaders who have more relationships with employees can have a great impact on employees' attitudes and behaviors and ultimately on their level of pessimism. Leaders establish interactive relationships with employees by providing benefits and advantages such as fair and just treatment, support or independence of action. Through transformational leadership, employees can be encouraged, inspired and motivated to innovate, make them accept changes, endure more challenges and help in the development of the organization, as well as transformational leadership by establishing a connection between individual interests and Collectively, they make more efforts of employees to achieve the lofty goals of the organization and they are trying to change and transform in line with the goals and programs of the organization and according to the conditions. (Hosseini, Raij, Stiri Sharifi, 2010) Considering the basic role of health deputy in providing primary services and to some extent secondary services in Iran's health system and also considering the important and serious duties of the employees in the field of health deputy in order to maintain and improve the health of the society and since improving the performance of health deputies It can ultimately lead to the improvement of health indicators, so increasing performance and improving performance is more important than other organizations. Achieving goals in the health system depends on the correct and appropriate performance of employees, continuous and dynamic changes in the health needs of people and the expectations of people from the health system, requires the presence of knowledgeable and optimistic employees in the organization.The Deputy of Health plays a fundamental role in providing primary and to some extent secondary healthcare services in the healthcare system of Iran, and employees in the field of Deputy of Health have important and serious duties in maintaining and promoting community health. Since improving the performance of health deputies can ultimately lead to the improvement of health indices.Therefore, it is very important to know the influencing factors on increasing performance in any organization. Since no study has been conducted in this regard in Isfahan province's deputy health department and most of the studied studies have been conducted in areas outside the health department, which are different from this area in terms of the nature of work, so the importance and necessity of implementing The current research is clear and based on this, the main goal of the present research is to explain the role of pessimism in the job performance of employees of Isfahan University of Medical Sciences' Vice-Chancellor of Health with regard to the mediating role of hiding knowledge and moderating transformational leadership.
Research Methodology:The current research is a descriptive study, from the point of view of practical purpose and from the point of view of data collection, it is a survey type. The statistical population of the current research was all the employees of the Health Vice-Chancellor of Isfahan University of Medical Sciences, numbering 235 people. According to Morgan's table, the number of samples was 140 people. But to ensure return, 200 people were selected as a sample by simple random method. This research was conducted at the health center headquarters of Isfahan University of Medical Sciences and the data obtained from questionnaires completed in the winter of 2011 were analyzed. The method of data collection was library and field methods. In the field method, to measure research variables, standard cynicism questionnaires with 5 items (Maslash et al., 1996), knowledge concealment questionnaire with 4 items (Peng, 2012), job performance questionnaire with 5 items (Chiang and Hsieh, 2012) ) and transformational leadership questionnaire with 4 items (Dai et al., 2013) were used. The spectrum used in the questionnaire is based on the five-choice Likert spectrum. The face validity of the questionnaire was checked and confirmed by experts. Convergent validity was also checked and confirmed with the average variance extracted. Cronbach's alpha was used to check the reliability of the questionnaire, which was obtained and confirmed for the variables of cynicism (0.838), knowledge concealment (0.833), performance (0.822) and transformational leadership (0.927), respectively. Due to maintaining the confidentiality of personnel information, questionnaires were distributed anonymously among the employees. Descriptive and inferential statistics methods were used to analyze the data. For the descriptive analysis of variables and data, statistics such as mean, standard deviation and kurtosis are used. Data analysis was done by structural equation modeling and SPSS25 and Smart pls3 software.
Findings: The results showed that pessimism has a significant effect on the job performance of health assistant staff of Isfahan University of Medical Sciences. Also, pessimism has a significant effect on the knowledge concealment of health staff of Isfahan University of Medical Sciences. But other relationships were not confirmed.
Conclusion: The most important determining factor in achieving organizational goals is the human resources of that organization. Organizational pessimism is one of the topics of organizational behavior and one of the important and influential factors on the performance of employees of any organization, the existence of which can negatively affect the performance of employees, organizational efficiency, and also individual well-being. The present study investigates the role of pessimism in the job performance of employees of the Deputy of Health of Isfahan University of Medical Sciences, considering the mediating role of knowledge hiding and the moderating role of transformational leadership.
In examining the impact of pessimism on the job performance of employees, considering the coefficient obtained for the intensity of the relationship between pessimism and job performance and examining the level of significance, a weak significant relationship has been found, indicating a weak inverse relationship between pessimism and job performance. Therefore, with an increase in the pessimism of the employees of the health deputy, their job performance decreases.
Furthermore, Soufiani and Safandiaz (2017) concluded in their research that organizational pessimism has a significant negative impact on job performance. By examining the coefficient obtained for the intensity of the relationship between pessimism and knowledge hiding, and also examining the level of significance, we reach a moderate relationship between these two factors, indicating the significant number obtained and the presence of a moderate correlation between pessimism and knowledge hiding. Therefore, it can be concluded that the higher the pessimism among employees, the more likely organizational knowledge hiding behaviors occur. In a study by Babaei Meybodi and Alirezaei (2019), similar results were obtained, showing that rational knowledge hiding has a positive effect on job performance satisfaction as an intermediary role.
Jiang, Wang, and Jiang (2019) also in their research titled "Hiding Knowledge as a Barrier to Flourishing and the Mediating Role of Mental Security and the Moderating Role of Organizational Pessimism" concluded that the negative effect of hiding knowledge on mental security is higher at higher levels of organizational pessimism. The results of the research by Neguineh and Maleki (2022) also showed that pessimism has a positive effect on knowledge hiding behavior, and therefore, reducing pessimism can reduce knowledge hiding behavior and indirectly affect the job performance of employees.
One of the reasons why employees hide their knowledge is pessimism. It seems that there are reasons that strengthen pessimism, leading to a meaningful relationship between pessimism and knowledge hiding. One of these reasons is the belief that "knowledge brings power". Knowledge has been considered in many past studies as a factor of power, survival, and job security in the organization. Many employees still hold such beliefs, which lead to "distrust of the opposite person" and make them first assess the level of trust in the opposite person when requested for knowledge and then react to the request.
The results of hypothesis testing showed that there is a significant negative relationship between pessimism and job performance and also a positive and significant relationship between pessimism and knowledge hiding. No correlation between knowledge hiding and job performance was observed. In this regard, the results of the present study showed that pessimism and negative moods of employees have a negative impact on their performance and provide grounds for knowledge hiding. Since pessimism has many negative consequences for the organization, management should identify the factors affecting organizational pessimism, the precursors of creating negative emotions and moods in employees, and also consider the consequences that pessimism will have for the organization and employees, to control and minimize its negative consequences, by creating opportunities and places for expressing problems, needs, conflicts, and harassment that threaten employees, try to create a trusting atmosphere among employees. This action can help employees re-evaluate their mindset and reduce knowledge hiding behaviors
Research Methodology:The current research is a descriptive study, from the point of view of practical purpose and from the point of view of data collection, it is a survey type. The statistical population of the current research was all the employees of the Health Vice-Chancellor of Isfahan University of Medical Sciences, numbering 235 people. According to Morgan's table, the number of samples was 140 people. But to ensure return, 200 people were selected as a sample by simple random method. This research was conducted at the health center headquarters of Isfahan University of Medical Sciences and the data obtained from questionnaires completed in the winter of 2011 were analyzed. The method of data collection was library and field methods. In the field method, to measure research variables, standard cynicism questionnaires with 5 items (Maslash et al., 1996), knowledge concealment questionnaire with 4 items (Peng, 2012), job performance questionnaire with 5 items (Chiang and Hsieh, 2012) ) and transformational leadership questionnaire with 4 items (Dai et al., 2013) were used. The spectrum used in the questionnaire is based on the five-choice Likert spectrum. The face validity of the questionnaire was checked and confirmed by experts. Convergent validity was also checked and confirmed with the average variance extracted. Cronbach's alpha was used to check the reliability of the questionnaire, which was obtained and confirmed for the variables of cynicism (0.838), knowledge concealment (0.833), performance (0.822) and transformational leadership (0.927), respectively. Due to maintaining the confidentiality of personnel information, questionnaires were distributed anonymously among the employees. Descriptive and inferential statistics methods were used to analyze the data. For the descriptive analysis of variables and data, statistics such as mean, standard deviation and kurtosis are used. Data analysis was done by structural equation modeling and SPSS25 and Smart pls3 software.
Findings: The results showed that pessimism has a significant effect on the job performance of health assistant staff of Isfahan University of Medical Sciences. Also, pessimism has a significant effect on the knowledge concealment of health staff of Isfahan University of Medical Sciences. But other relationships were not confirmed.
Conclusion: The most important determining factor in achieving organizational goals is the human resources of that organization. Organizational pessimism is one of the topics of organizational behavior and one of the important and influential factors on the performance of employees of any organization, the existence of which can negatively affect the performance of employees, organizational efficiency, and also individual well-being. The present study investigates the role of pessimism in the job performance of employees of the Deputy of Health of Isfahan University of Medical Sciences, considering the mediating role of knowledge hiding and the moderating role of transformational leadership.
In examining the impact of pessimism on the job performance of employees, considering the coefficient obtained for the intensity of the relationship between pessimism and job performance and examining the level of significance, a weak significant relationship has been found, indicating a weak inverse relationship between pessimism and job performance. Therefore, with an increase in the pessimism of the employees of the health deputy, their job performance decreases.
Furthermore, Soufiani and Safandiaz (2017) concluded in their research that organizational pessimism has a significant negative impact on job performance. By examining the coefficient obtained for the intensity of the relationship between pessimism and knowledge hiding, and also examining the level of significance, we reach a moderate relationship between these two factors, indicating the significant number obtained and the presence of a moderate correlation between pessimism and knowledge hiding. Therefore, it can be concluded that the higher the pessimism among employees, the more likely organizational knowledge hiding behaviors occur. In a study by Babaei Meybodi and Alirezaei (2019), similar results were obtained, showing that rational knowledge hiding has a positive effect on job performance satisfaction as an intermediary role.
Jiang, Wang, and Jiang (2019) also in their research titled "Hiding Knowledge as a Barrier to Flourishing and the Mediating Role of Mental Security and the Moderating Role of Organizational Pessimism" concluded that the negative effect of hiding knowledge on mental security is higher at higher levels of organizational pessimism. The results of the research by Neguineh and Maleki (2022) also showed that pessimism has a positive effect on knowledge hiding behavior, and therefore, reducing pessimism can reduce knowledge hiding behavior and indirectly affect the job performance of employees.
One of the reasons why employees hide their knowledge is pessimism. It seems that there are reasons that strengthen pessimism, leading to a meaningful relationship between pessimism and knowledge hiding. One of these reasons is the belief that "knowledge brings power". Knowledge has been considered in many past studies as a factor of power, survival, and job security in the organization. Many employees still hold such beliefs, which lead to "distrust of the opposite person" and make them first assess the level of trust in the opposite person when requested for knowledge and then react to the request.
The results of hypothesis testing showed that there is a significant negative relationship between pessimism and job performance and also a positive and significant relationship between pessimism and knowledge hiding. No correlation between knowledge hiding and job performance was observed. In this regard, the results of the present study showed that pessimism and negative moods of employees have a negative impact on their performance and provide grounds for knowledge hiding. Since pessimism has many negative consequences for the organization, management should identify the factors affecting organizational pessimism, the precursors of creating negative emotions and moods in employees, and also consider the consequences that pessimism will have for the organization and employees, to control and minimize its negative consequences, by creating opportunities and places for expressing problems, needs, conflicts, and harassment that threaten employees, try to create a trusting atmosphere among employees. This action can help employees re-evaluate their mindset and reduce knowledge hiding behaviors
Mohammad Hassan Azimi, Hadi Alhaei,
Volume 11, Issue 1 (6-2024)
Volume 11, Issue 1 (6-2024)
Abstract
Introduction
The development of information and communication technology has a profound impact on various systems of societies, and these effects become more obvious over time. These fundamental developments have caused wide changes in various fields and organizations. The emergence of new opportunities in international competitions, the influence of new technologies in all aspects of human life, globalization and the increasing importance of human capitals in the age of knowledge and transformation, indicate that the requirements in today's organizations are different from the past. Considering the characteristic of the present age, which is focused on information and its exploitation, it is necessary that all ruling affairs be based on knowledge and information. Today, any country that seeks development in all institutions must strengthen the knowledge and skills base through an efficient system to achieve suitable opportunities. The impact of these changes on organizations and companies is also significant. Therefore, societies that seek to develop and enter the current competitive world must pay attention to this important matter by knowing their needs carefully and developing information technology. Therefore, considering the wide developments in the field of information and communication technology and its profound effects on various systems of societies, organizations should think about making their knowledge management processes smarter. In today's world, where information and its exploitation play a vital role, smartening the knowledge management processes can help organizations to increase their productivity and respond to global competitions. The smartening the knowledge management processes includes the use of new technologies such as artificial intelligence, machine learning, and data mining so that the information and knowledge in the organization can be optimally managed and used. These processes can help identify patterns, predict trends, and make smarter decisions. Therefore, for the successful implementation of the smartening the knowledge management, this research has evaluated the feasibility of smartening the processes of knowledge management in South East Khuzestan Water Company.
Methods and Materoal
The current research is an applied research in terms of its purpose and is a qualitative and quantitative research in terms of method and is library and documentary research in terms of data collection method. The research method is analytical-survey and its data collection tool is a researcher-made questionnaire. In order to identify the main indicators and items related to each indicator, at first, the written knowledge in this field was collected and studied in the form of published scientific texts, and the important factors and indicators in making the company smart were extracted. The extracted indices were arranged in the form of 6 indices and 67 items and were designed in the form of a closed-ended questionnaire (five-point Likert scale). These indicators include information technology index, organizational culture index, manpower index, organizational structure, financial resources status index, and laws and regulations status index. The research community includes 60 senior officials and managers of South East Khuzestan Water Company. The purposeful sampling method was used to select the sample population and 50 people of the statistical population of this research were selected as a sample. The criteria for selecting people in this research is their expertise and proficiency in both areas of smartening and knowledge management. The questionnaire was provided to every member of the sample community and 42 questionnaires were returned. To determine the validity of the research tool (questionnaire), content validity was used, which is the approval of professors. For this purpose, the present research questionnaire was distributed to 4 professors of information science and epistemology, and its face and content validity was confirmed. Cronbach's alpha was used to determine the reliability coefficient of the questionnaire, which was reported as 0.84. SPSS 25 software was used for data analysis and the research questions were answered through descriptive statistics (demographics, frequency of responses, average) and inferential statistics (one-sample t-test).
Resultss and Discussion
Organization smartening indicators were identified in 6 categories and 67 items; Based on the findings of all the identified indicators, because its score is above 3, the status of this infrastructure is at a favorable level. Among these, the "Information Technology Index Status" index, the items of precision, accuracy and speed of access to information and the item of using and accessing high-speed internet, with an average of 4.40, received the most attention and points by experts. Also in all of the studeied items, according to the experts' opinion, the average of the total information technology index item was obtained equal to 3.67. According to the "organizational structure status" indicator, all the items in the field of organizational structure were in a favorable level according to the experts and among the items obtained for this considered index, the items of using regulations and bylaws to transfer knowledge in a smart platform, coordination of different departments in the implementation of projects, attention to communication and smart interactions among employees with an average of 4.30, received the most attention and points. The total average of the organizational structure index is 3.75. According to "status of organizational culture" indicator, all of the obtained items for the organizational culture index,according to the obtained average based of experts' responses were accepted and among the examined items for this index, the items of using and promoting electronic services, exchanging the scientific experiences of people with an average of 4.50 received the most attention and points. Based on the total average, i.e. all items of the organizational culture index, an average of 3.70 was obtained for this index. According to the "status of financial resources" index, all the items obtained for the financial resources index and the company's budget are at the optimal level according to the experts' opinion, and among the items examined for this index, the item of financing the infrastructures for smartening By obtaining an average of 4.50, they received the most attention and points. Based on the total average obtained from the financial resources status index, which is equal to 4.22,in terms of the "Manpower Status" index, all items were accepted by the experts, and among the items examined for this index, the item of attention to the organizational intelligence of employees (such as decision-making skill and problem solving ability, learning and modeling from experience of others, etc.) with an average of 4.30 received the most attention and points. Considering that the total average obtained from the manpower index in this index was obtained to 3.58, examining the findings in the section of the "status of laws and regulations" index, all the items obtained for the manpower index were also approved by the experts, and among the items examined for this index, the item of laws and instructions related to information protection and security with an average score of 4.40 received the most attention and points. Based on the total average obtained in this index, that it is equal to 3.70, which shows the desirability of these indicators and their impact on the smartening of knowledge management in the organization. Also, the findings showed that all research components are positive and significant at the p<0.000 level, and the variable of organizational culture with a t-statistic value of 205.24, the state of financial resources with a t-statistic value of 19.804, organizational structure with a t-statistic value of 258.19, and information technology with the value of T-statistic 707.16, they are effective on the smartening process of knowledge management in the organization. Also, manpower with the T-statistic value of 930.10 have the least effect on the smartening process of knowledge management in the organization. The findings also showed that the index of the status of financial resources with an average of 22.4 is more important than other indicators based on the experts opinion and needs more attention than other indicators.
Conclusion
Considering the extensive developments in artificial intelligence technologies and their key role in business and organizations, the smartening of knowledge management processes has become a necessity. Organizations need to be technologically updated to respond quickly to market changes and maintain competitiveness. This study shows that six main indicators, including information technology infrastructure, organizational structure, organizational culture, manpower, financial and budget status, and the status of laws and regulations, are necessary to evaluate the feasibility of smartening of knowledge management processes. These indicators help organizations to effectively and efficiently take steps in the path of smartening and take advantage of it. This research shows that all the investigated components are effective for the implementation of knowledge management smartening in organizations. Smartening the knowledge management processes by providing a suitable platform for collecting, storing, sharing and using the knowledge helps organizations to perform better in today's competitive market and make more effective decisions.
Based on the obtained results, the precision, accuracy and speed of access to the internet and using of high-speed internet are critical factors of the information technology infrastructure for smartening the knowledge management processes, which must be strengthened so that the smartening processes in the organization can be implemented well. Therefore, using of data validation systems and rich databases helps to ensure the accuracy of the input information and their accurate recovery. Also, the regular backup systems are essential to prevent loss of critical information. The speed of information access is also a key factor; using of high-performance servers, high-speed networks such as fiber optics, and advanced technologies can significantly reduce the time of data access. Therefore, all these factors together turn the information technology infrastructure into the basis of smartening the knowledge management processes in the organizations.
Organizational structure has a profound effect on organizational smartening. This structure should be designed in such a way that it supports the smartening processes and enables the quick and effective transfer of knowledge. In order to make the organizational knowledge management easier and smarter, one of the key aspects of this effect is to facilitate the coordination and effective communication between various parts of the organization. When the organizational structure is designed to facilitate interaction between units and teams, the flow of information and knowledge is improved and the communication barriers are reduced. This causes the knowledge to be transferred faster and more efficiently and make smarter decision-making processes.
In the implementation of the company's smartening, it is necessary to pay attention to the financial situation and the existing budget. This means that there must be sufficient financial conditions and budget for the establishment of smartening in the company, so that the company does not face problems or challenges in the way of implementing this important matter.
Organizational culture plays a key role in making knowledge management processes smarter. An organizational culture that emphasizes the knowledge sharing, innovation, and continuous learning creates an environment where information and knowledge are easily transferred and employees are encouraged to share experiences and collaborate. This culture supports innovation and encourages employees to seek and implement new and creative solutions, which in turn improves knowledge management processes. Finally, by strengthening the interaction and cooperation between employees, such a culture provides the basis for the smartening processes to be implemented more effectively and efficiently, and the organization can achieve greater productivity and innovation.
The financial situation of the organization has a direct and vital effect on the smartening processes of knowledge management. Adequate financial resources allow the organization to implement and update advanced technologies and knowledge management softwares. Investing in IT infrastructures, training employees, and developing smart tools requires proper funding. Without the necessary financial resources, organizations cannot effectively use artificial intelligence technologies and knowledge management tools, which can lead to reduced efficiency and productivity.
In addition, a stable and powerful financial status allows organizations to better manage the risks associated with the implementation of new technologies and to react quickly if the problems arise. Funding for research and development provides continuous improvement of knowledge management processes and puts the organization on the path of innovation and competitiveness. As a result, a suitable financial situation not only facilitates the implementation of smartening processes, but also guarantees the sustainability and success of these processes in the long term.
Finally, the index of the status of laws and regulations was considered and examined. In order to implement any matter in the company, it is necessary that a series of rules and principles govern the company in order to be able to proceed based on them. It means that it is necessary that there are directives and instructions so that they can be referred to in the implementation of this program, and even if necessary, it needs to revise the organizational rules and regulations. .
According to the results of the study, the status of laws and regulations index has a significant effect on the smartening of knowledge management processes in the organization. The existence of specific and efficient laws and regulations provides a legal framework in which knowledge management processes are implemented systematically and regularly. These laws and regulations can include guidelines related to information protection and security, intellectual property rights, data quality standards, as well as knowledge transferring and sharing procedures. Such a framework prevents the occurrence of legal and security problems and ensures that the processes of smartening the knowledge management proceed in compliance with legal and ethical principles.
In addition, appropriate rules and regulations can be motivating and facilitate innovation in the organization. By having regulations that encourage the use of new technologies and smart tools, organizations can more effectively utilize knowledge management technologies. Also, regular review of laws and regulations in order to keep pace with technological developments and changes in the business environment helps organizations to always stand on the path of innovation and productivity. Finally, the index of the status of laws and regulations is a key factor in ensuring the sustainability and success of smartening the knowledge management processes in the organizations, because it is necessary to create a legal and supportive environment for the implementation of these processes.
The development of information and communication technology has a profound impact on various systems of societies, and these effects become more obvious over time. These fundamental developments have caused wide changes in various fields and organizations. The emergence of new opportunities in international competitions, the influence of new technologies in all aspects of human life, globalization and the increasing importance of human capitals in the age of knowledge and transformation, indicate that the requirements in today's organizations are different from the past. Considering the characteristic of the present age, which is focused on information and its exploitation, it is necessary that all ruling affairs be based on knowledge and information. Today, any country that seeks development in all institutions must strengthen the knowledge and skills base through an efficient system to achieve suitable opportunities. The impact of these changes on organizations and companies is also significant. Therefore, societies that seek to develop and enter the current competitive world must pay attention to this important matter by knowing their needs carefully and developing information technology. Therefore, considering the wide developments in the field of information and communication technology and its profound effects on various systems of societies, organizations should think about making their knowledge management processes smarter. In today's world, where information and its exploitation play a vital role, smartening the knowledge management processes can help organizations to increase their productivity and respond to global competitions. The smartening the knowledge management processes includes the use of new technologies such as artificial intelligence, machine learning, and data mining so that the information and knowledge in the organization can be optimally managed and used. These processes can help identify patterns, predict trends, and make smarter decisions. Therefore, for the successful implementation of the smartening the knowledge management, this research has evaluated the feasibility of smartening the processes of knowledge management in South East Khuzestan Water Company.
Methods and Materoal
The current research is an applied research in terms of its purpose and is a qualitative and quantitative research in terms of method and is library and documentary research in terms of data collection method. The research method is analytical-survey and its data collection tool is a researcher-made questionnaire. In order to identify the main indicators and items related to each indicator, at first, the written knowledge in this field was collected and studied in the form of published scientific texts, and the important factors and indicators in making the company smart were extracted. The extracted indices were arranged in the form of 6 indices and 67 items and were designed in the form of a closed-ended questionnaire (five-point Likert scale). These indicators include information technology index, organizational culture index, manpower index, organizational structure, financial resources status index, and laws and regulations status index. The research community includes 60 senior officials and managers of South East Khuzestan Water Company. The purposeful sampling method was used to select the sample population and 50 people of the statistical population of this research were selected as a sample. The criteria for selecting people in this research is their expertise and proficiency in both areas of smartening and knowledge management. The questionnaire was provided to every member of the sample community and 42 questionnaires were returned. To determine the validity of the research tool (questionnaire), content validity was used, which is the approval of professors. For this purpose, the present research questionnaire was distributed to 4 professors of information science and epistemology, and its face and content validity was confirmed. Cronbach's alpha was used to determine the reliability coefficient of the questionnaire, which was reported as 0.84. SPSS 25 software was used for data analysis and the research questions were answered through descriptive statistics (demographics, frequency of responses, average) and inferential statistics (one-sample t-test).
Resultss and Discussion
Organization smartening indicators were identified in 6 categories and 67 items; Based on the findings of all the identified indicators, because its score is above 3, the status of this infrastructure is at a favorable level. Among these, the "Information Technology Index Status" index, the items of precision, accuracy and speed of access to information and the item of using and accessing high-speed internet, with an average of 4.40, received the most attention and points by experts. Also in all of the studeied items, according to the experts' opinion, the average of the total information technology index item was obtained equal to 3.67. According to the "organizational structure status" indicator, all the items in the field of organizational structure were in a favorable level according to the experts and among the items obtained for this considered index, the items of using regulations and bylaws to transfer knowledge in a smart platform, coordination of different departments in the implementation of projects, attention to communication and smart interactions among employees with an average of 4.30, received the most attention and points. The total average of the organizational structure index is 3.75. According to "status of organizational culture" indicator, all of the obtained items for the organizational culture index,according to the obtained average based of experts' responses were accepted and among the examined items for this index, the items of using and promoting electronic services, exchanging the scientific experiences of people with an average of 4.50 received the most attention and points. Based on the total average, i.e. all items of the organizational culture index, an average of 3.70 was obtained for this index. According to the "status of financial resources" index, all the items obtained for the financial resources index and the company's budget are at the optimal level according to the experts' opinion, and among the items examined for this index, the item of financing the infrastructures for smartening By obtaining an average of 4.50, they received the most attention and points. Based on the total average obtained from the financial resources status index, which is equal to 4.22,in terms of the "Manpower Status" index, all items were accepted by the experts, and among the items examined for this index, the item of attention to the organizational intelligence of employees (such as decision-making skill and problem solving ability, learning and modeling from experience of others, etc.) with an average of 4.30 received the most attention and points. Considering that the total average obtained from the manpower index in this index was obtained to 3.58, examining the findings in the section of the "status of laws and regulations" index, all the items obtained for the manpower index were also approved by the experts, and among the items examined for this index, the item of laws and instructions related to information protection and security with an average score of 4.40 received the most attention and points. Based on the total average obtained in this index, that it is equal to 3.70, which shows the desirability of these indicators and their impact on the smartening of knowledge management in the organization. Also, the findings showed that all research components are positive and significant at the p<0.000 level, and the variable of organizational culture with a t-statistic value of 205.24, the state of financial resources with a t-statistic value of 19.804, organizational structure with a t-statistic value of 258.19, and information technology with the value of T-statistic 707.16, they are effective on the smartening process of knowledge management in the organization. Also, manpower with the T-statistic value of 930.10 have the least effect on the smartening process of knowledge management in the organization. The findings also showed that the index of the status of financial resources with an average of 22.4 is more important than other indicators based on the experts opinion and needs more attention than other indicators.
Conclusion
Considering the extensive developments in artificial intelligence technologies and their key role in business and organizations, the smartening of knowledge management processes has become a necessity. Organizations need to be technologically updated to respond quickly to market changes and maintain competitiveness. This study shows that six main indicators, including information technology infrastructure, organizational structure, organizational culture, manpower, financial and budget status, and the status of laws and regulations, are necessary to evaluate the feasibility of smartening of knowledge management processes. These indicators help organizations to effectively and efficiently take steps in the path of smartening and take advantage of it. This research shows that all the investigated components are effective for the implementation of knowledge management smartening in organizations. Smartening the knowledge management processes by providing a suitable platform for collecting, storing, sharing and using the knowledge helps organizations to perform better in today's competitive market and make more effective decisions.
Based on the obtained results, the precision, accuracy and speed of access to the internet and using of high-speed internet are critical factors of the information technology infrastructure for smartening the knowledge management processes, which must be strengthened so that the smartening processes in the organization can be implemented well. Therefore, using of data validation systems and rich databases helps to ensure the accuracy of the input information and their accurate recovery. Also, the regular backup systems are essential to prevent loss of critical information. The speed of information access is also a key factor; using of high-performance servers, high-speed networks such as fiber optics, and advanced technologies can significantly reduce the time of data access. Therefore, all these factors together turn the information technology infrastructure into the basis of smartening the knowledge management processes in the organizations.
Organizational structure has a profound effect on organizational smartening. This structure should be designed in such a way that it supports the smartening processes and enables the quick and effective transfer of knowledge. In order to make the organizational knowledge management easier and smarter, one of the key aspects of this effect is to facilitate the coordination and effective communication between various parts of the organization. When the organizational structure is designed to facilitate interaction between units and teams, the flow of information and knowledge is improved and the communication barriers are reduced. This causes the knowledge to be transferred faster and more efficiently and make smarter decision-making processes.
In the implementation of the company's smartening, it is necessary to pay attention to the financial situation and the existing budget. This means that there must be sufficient financial conditions and budget for the establishment of smartening in the company, so that the company does not face problems or challenges in the way of implementing this important matter.
Organizational culture plays a key role in making knowledge management processes smarter. An organizational culture that emphasizes the knowledge sharing, innovation, and continuous learning creates an environment where information and knowledge are easily transferred and employees are encouraged to share experiences and collaborate. This culture supports innovation and encourages employees to seek and implement new and creative solutions, which in turn improves knowledge management processes. Finally, by strengthening the interaction and cooperation between employees, such a culture provides the basis for the smartening processes to be implemented more effectively and efficiently, and the organization can achieve greater productivity and innovation.
The financial situation of the organization has a direct and vital effect on the smartening processes of knowledge management. Adequate financial resources allow the organization to implement and update advanced technologies and knowledge management softwares. Investing in IT infrastructures, training employees, and developing smart tools requires proper funding. Without the necessary financial resources, organizations cannot effectively use artificial intelligence technologies and knowledge management tools, which can lead to reduced efficiency and productivity.
In addition, a stable and powerful financial status allows organizations to better manage the risks associated with the implementation of new technologies and to react quickly if the problems arise. Funding for research and development provides continuous improvement of knowledge management processes and puts the organization on the path of innovation and competitiveness. As a result, a suitable financial situation not only facilitates the implementation of smartening processes, but also guarantees the sustainability and success of these processes in the long term.
Finally, the index of the status of laws and regulations was considered and examined. In order to implement any matter in the company, it is necessary that a series of rules and principles govern the company in order to be able to proceed based on them. It means that it is necessary that there are directives and instructions so that they can be referred to in the implementation of this program, and even if necessary, it needs to revise the organizational rules and regulations. .
According to the results of the study, the status of laws and regulations index has a significant effect on the smartening of knowledge management processes in the organization. The existence of specific and efficient laws and regulations provides a legal framework in which knowledge management processes are implemented systematically and regularly. These laws and regulations can include guidelines related to information protection and security, intellectual property rights, data quality standards, as well as knowledge transferring and sharing procedures. Such a framework prevents the occurrence of legal and security problems and ensures that the processes of smartening the knowledge management proceed in compliance with legal and ethical principles.
In addition, appropriate rules and regulations can be motivating and facilitate innovation in the organization. By having regulations that encourage the use of new technologies and smart tools, organizations can more effectively utilize knowledge management technologies. Also, regular review of laws and regulations in order to keep pace with technological developments and changes in the business environment helps organizations to always stand on the path of innovation and productivity. Finally, the index of the status of laws and regulations is a key factor in ensuring the sustainability and success of smartening the knowledge management processes in the organizations, because it is necessary to create a legal and supportive environment for the implementation of these processes.
Saeed Rouhi Shalemaie, Mohammad Khandan, Ali Shabani,
Volume 11, Issue 2 (9-2024)
Volume 11, Issue 2 (9-2024)
Abstract
Introduction
The present research aims to design a model for intergenerational knowledge sharing in order to identify the dimensions and rank the Factors and Components influencing intergenerational knowledge sharing in the car leasing industry.
Methods and Materoal
Considering the conceptual framework of the present study and the nature and type of available data and information for presenting a conceptual model of intergenerational knowledge sharing in the leasing industry, the research method utilized is an exploratory mixed-methods approach. This study is fundamental in its outcomes, has a practical nature, and is also critical in terms of its paradigm. The statistical population of this research comprises two sections: the qualitative part consists of 17 experts and specialists from the leasing industry, while the quantitative part includes a total of 970 employees currently working in this industry. Based on Cochran's formula and with a 95% margin of error, a sample of 275 individuals was selected. To ensure greater confidence, an additional 25% was added to the minimum sample size, leading to 343 questionnaires being sent to employees. Ultimately, 336 complete and valid questionnaires were returned, which were used for analysis in this research. Non-probability purposive sampling was employed for sample selection. Purposive sampling involves selecting a portion of the population based on the researcher's (or experts and specialists') judgment. In this method, sample acceptance criteria are defined, and individuals are selected for the survey regarding the research subject based on these criteria. In this research, the criteria for purposive sampling to select experts in the qualitative section were: 1) Leasing industry experts with more than 5 years of experience. 2) Leasing industry experts holding master's and doctoral degrees. After conducting interviews with selected individuals and upon reaching saturation in responses, with the agreement of the supervisors and advisors, the theoretical saturation was achieved, and the number of samples is detailed in the table below. Additionally, in the quantitative section, Cochran's formula was utilized, resulting in a selection of 336 employees from the leasing industry through simple random sampling. The data collection for this research was based on library studies including books, articles, websites, and relevant Persian and English internet information portals. Given the scarcity of library resources on the research topic, the most significant source used has been the internet and various databases, which has added to the importance of the research and the currency of information. For data collection in both qualitative and quantitative sections, field methods and tools such as semi-structured interviews and questionnaires were employed, which will be elaborated upon further. Semi-structured interviews are among the most common types of interviews used in social qualitative research. These interviews can be both structured and unstructured, and are sometimes referred to as in-depth interviews, where all respondents are asked similar questions and can freely answer the questions. In this research, for the semi-structured interviews, common questions were utilized based on the opinions of experts and professionals in the leasing industry, and the responses derived from these questions were transformed into specific components through descriptive analysis with the help of open, axial, and selective coding. For conducting field studies, a questionnaire has been utilized. Accordingly, based on the research objectives and questions, the research tool, namely the questionnaire, was designed. To gather information, both the questionnaire and semi-structured interviews were employed. In this research, categories were used to analyze the semi-structured interviews. The categories are often labeled as codes or keywords; however, anything that is labeled has the capability to organize and systematize the data, often functioning even as analytical codes. Analytical codes are the result of an analytical process that goes beyond merely identifying a topic. The coding of information was also analyzed using MaxQDA software. After collecting the conducted interviews and extracting their indicators, we entered them into MaxQDA and categorized them into groups and sets, each related to one of the main indicators. In the code system section of MAXQDA software, we established a hierarchical arrangement of codes and subcodes. In this research, descriptive statistics including frequency, percentage, mean, and standard deviation were used to analyze the obtained data from the samples. Additionally, in the inferential statistics section, the structural equation modeling method was employed. These analyses were conducted using SPSS and Smart PLS 2.0 statistical software.
Resultss and Discussion
The findings in the quantitative section indicated that 55 percent of the respondents were male and 45 percent were female. The majority of the sample had over 15 years of work experience (80 percent). The education level of 80 percent of the individuals was at the master's level, and the most common age range in the group was 30 to 50 years, accounting for 90 percent. The qualitative findings showed that 43.8 percent of the respondents were male and 56.3 percent were female. The majority of the sample had over 15 years of work experience (51.2 percent). The education level of 45.5 percent of individuals was at the master's or doctoral level, and the most common age range in this group was 40 to 50 years, comprising 39.6 percent. The results indicated that the standard deviation values were mostly below 1, with only a few below 2. This finding suggests that the data has low dispersion, and responses were primarily in alignment with each other. Additionally, to assess the normality or non-normality of the distribution of variables among the respondents, skewness and kurtosis values were utilized. Given that the skewness and kurtosis values were below 2, we can conclude that the data has a normal distribution. The findings indicated that the mean of the knowledge sharing variable is above the expected level, with a mean of 3.85 for knowledge sharing. Thus, the evaluation of the sample's opinions showed that the mean of the items related to the knowledge sharing variable is above average. Descriptive statistics revealed that the mean of the external environment variable is also above the expected level, with an average of 3.77. Consequently, the evaluation of the sample's opinions indicated that the mean of the items related to the external environment variable is above average as well. A review of the descriptive statistics showed that the mean of the innovation variable is higher than the expected level. Innovation had an average score of 3.65. Therefore, the evaluation of the sample's opinions indicated that the mean scores related to the variable of innovation are above the average level. The results obtained from the descriptive statistics review showed that the mean of the foresight variable is higher than the expected level, with an average of 3.43. Consequently, the evaluation of the sample's opinions indicated that the mean scores related to the variable of foresight are above the average level. The results from the descriptive statistics review indicated that the mean of the reactive variable is higher than the expected level, with an average of 3.88. Therefore, the evaluation of the sample's opinions showed that the mean scores related to the reactive variable are above the average level. The results obtained from the descriptive statistics review indicated that the mean of the analytical variable is higher than the expected level, with an average of 3.79. Hence, the evaluation of the sample's opinions indicated that the mean scores related to the analytical variable are above the average level. The results from the descriptive statistics review showed that the mean of the information technology governance variable is higher than the expected level, with an average of 3.71. Therefore, the evaluation of the sample's opinions indicated that the mean scores related to the information technology governance variable are above the average level. The results from the descriptive statistics review showed that the mean of the organizational structural variable is higher than the expected level, with an average of 3.57. Thus, the evaluation of the sample's opinions indicated that the mean scores related to the organizational structural variable are above the average level. The results obtained from the descriptive statistics review indicated that the mean of the learning organization variable is higher than the expected level, with an average of 3.71. Thus, the evaluation of the sample's opinions indicated that the mean scores related to the learning organization variable are above the average level. The results from the descriptive statistics review showed that the mean of the organizational learning variable is higher than the expected level, with an average of 3.54. The evaluation of the sample opinions indicated that the mean of the items related to the variable of organizational learning is above the average level. The results from the descriptive statistics showed that the mean for the variable of knowledge management is above the expected level, with knowledge management having a mean of 3.50. Therefore, the assessment of the sample opinions revealed that the mean of the items related to the variable of knowledge management is above the average level. The components of knowledge sharing, external environment, innovation, foresight, responsiveness, analysis, information technology governance, organizational structure, learning organization, organizational learning, and knowledge management have a direct and significant impact on inter-generational knowledge sharing in the leasing industry. Based on the results from the structural equation modeling, it is observed that knowledge sharing has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.362. Hence, it can be said that for a 36% increase in knowledge sharing, the transfer of inter-generational knowledge sharing also increases by 36%. The external environment has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.331. Therefore, it can be stated that for a 33% increase in the external environment, the transfer of inter-generational knowledge sharing also increases by 33%. Innovation has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.322. Consequently, it can be said that for a 32% increase in the innovation environment, the transfer of inter-generational knowledge sharing also increases by 32%. Foresight has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.376. Thus, it can be stated that for a 38% increase in foresight, the transfer of inter-generational knowledge sharing also increases by 38%. Responsiveness has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.301. Therefore, it can be concluded that for a 30% increase in responsiveness, the transfer of inter-generational knowledge sharing also increases by 30%. An analysis of intergenerational knowledge sharing shows a significant and positive relationship, with a standardized effect size of 0.338. Therefore, it can be said that for every 34% increase in the analytic aspect, intergenerational knowledge sharing also increases by 34%. The governance of information technology has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.329. Thus, it can be stated that for every 33% increase in information technology governance, intergenerational knowledge sharing also increases by 33%. Organizational structure has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.377. Accordingly, it can be inferred that for every 38% increase in organizational structure, intergenerational knowledge sharing increases by 38%. A learning organization has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.347. Thus, it can be said that for every 35% increase in learning organizations, intergenerational knowledge sharing also increases by 35%. Organizational learning has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.353. Therefore, it can be stated that for every 35% increase in organizational learning, intergenerational knowledge sharing increases by 35%. Knowledge management shows a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.967. Thus, it can be concluded that for every 97% increase in knowledge management, intergenerational knowledge sharing also increases by 97%.
Conclusion
Based on the results obtained, the components (knowledge sharing, external environment, innovation, foresight, reaction, analytical, information technology governance, organizational structure, learning organization, organizational learning, knowledge management) were identified as the main components, while the components (planning and organizing information technology, acquiring and implementing information technology, delivery and support for information technology, monitoring and evaluating information technology, complexity, formalization, centralization and decentralization, personal capabilities and skills, patterns and mental models, shared vision and goals, team learning, systems thinking) were considered as sub-components affecting intergenerational knowledge sharing in the leasing industry. According to the assessments conducted, the components (knowledge management (97%), organizational structure (38%), foresight (38%), knowledge sharing (36%), organizational learning (35%), learning organization (35%), analytical (34%), external environment (33%), information technology governance (33%), innovation (32%), and reaction (30%)) ranked in this order as having the highest impact on intergenerational knowledge sharing in the leasing industry. It was found that, from the specialists' perspective, the intergenerational knowledge sharing model in the leasing industry aligns well with the needs of this industry. This knowledge sharing model can enhance operational processes, improve service quality, and increase productivity. Furthermore, this model can facilitate the transfer of experiences and knowledge to future generations, thereby contributing to the advancement of the leasing industry. Overall, specialists believed that the intergenerational knowledge sharing model in the leasing industry is well-suited to its needs and can support its performance and progress. Based on the analysis obtained and the identification of components (knowledge sharing, external environment, innovation, foresight, reaction, analytical, information technology governance, organizational structure, learning organization, organizational learning, knowledge management), it can be concluded that all these components present a suitable model for improving the performance of the automotive leasing industry, and it is recommended that this model be considered for advancing the goals and success of this industry.
The present research aims to design a model for intergenerational knowledge sharing in order to identify the dimensions and rank the Factors and Components influencing intergenerational knowledge sharing in the car leasing industry.
Methods and Materoal
Considering the conceptual framework of the present study and the nature and type of available data and information for presenting a conceptual model of intergenerational knowledge sharing in the leasing industry, the research method utilized is an exploratory mixed-methods approach. This study is fundamental in its outcomes, has a practical nature, and is also critical in terms of its paradigm. The statistical population of this research comprises two sections: the qualitative part consists of 17 experts and specialists from the leasing industry, while the quantitative part includes a total of 970 employees currently working in this industry. Based on Cochran's formula and with a 95% margin of error, a sample of 275 individuals was selected. To ensure greater confidence, an additional 25% was added to the minimum sample size, leading to 343 questionnaires being sent to employees. Ultimately, 336 complete and valid questionnaires were returned, which were used for analysis in this research. Non-probability purposive sampling was employed for sample selection. Purposive sampling involves selecting a portion of the population based on the researcher's (or experts and specialists') judgment. In this method, sample acceptance criteria are defined, and individuals are selected for the survey regarding the research subject based on these criteria. In this research, the criteria for purposive sampling to select experts in the qualitative section were: 1) Leasing industry experts with more than 5 years of experience. 2) Leasing industry experts holding master's and doctoral degrees. After conducting interviews with selected individuals and upon reaching saturation in responses, with the agreement of the supervisors and advisors, the theoretical saturation was achieved, and the number of samples is detailed in the table below. Additionally, in the quantitative section, Cochran's formula was utilized, resulting in a selection of 336 employees from the leasing industry through simple random sampling. The data collection for this research was based on library studies including books, articles, websites, and relevant Persian and English internet information portals. Given the scarcity of library resources on the research topic, the most significant source used has been the internet and various databases, which has added to the importance of the research and the currency of information. For data collection in both qualitative and quantitative sections, field methods and tools such as semi-structured interviews and questionnaires were employed, which will be elaborated upon further. Semi-structured interviews are among the most common types of interviews used in social qualitative research. These interviews can be both structured and unstructured, and are sometimes referred to as in-depth interviews, where all respondents are asked similar questions and can freely answer the questions. In this research, for the semi-structured interviews, common questions were utilized based on the opinions of experts and professionals in the leasing industry, and the responses derived from these questions were transformed into specific components through descriptive analysis with the help of open, axial, and selective coding. For conducting field studies, a questionnaire has been utilized. Accordingly, based on the research objectives and questions, the research tool, namely the questionnaire, was designed. To gather information, both the questionnaire and semi-structured interviews were employed. In this research, categories were used to analyze the semi-structured interviews. The categories are often labeled as codes or keywords; however, anything that is labeled has the capability to organize and systematize the data, often functioning even as analytical codes. Analytical codes are the result of an analytical process that goes beyond merely identifying a topic. The coding of information was also analyzed using MaxQDA software. After collecting the conducted interviews and extracting their indicators, we entered them into MaxQDA and categorized them into groups and sets, each related to one of the main indicators. In the code system section of MAXQDA software, we established a hierarchical arrangement of codes and subcodes. In this research, descriptive statistics including frequency, percentage, mean, and standard deviation were used to analyze the obtained data from the samples. Additionally, in the inferential statistics section, the structural equation modeling method was employed. These analyses were conducted using SPSS and Smart PLS 2.0 statistical software.
Resultss and Discussion
The findings in the quantitative section indicated that 55 percent of the respondents were male and 45 percent were female. The majority of the sample had over 15 years of work experience (80 percent). The education level of 80 percent of the individuals was at the master's level, and the most common age range in the group was 30 to 50 years, accounting for 90 percent. The qualitative findings showed that 43.8 percent of the respondents were male and 56.3 percent were female. The majority of the sample had over 15 years of work experience (51.2 percent). The education level of 45.5 percent of individuals was at the master's or doctoral level, and the most common age range in this group was 40 to 50 years, comprising 39.6 percent. The results indicated that the standard deviation values were mostly below 1, with only a few below 2. This finding suggests that the data has low dispersion, and responses were primarily in alignment with each other. Additionally, to assess the normality or non-normality of the distribution of variables among the respondents, skewness and kurtosis values were utilized. Given that the skewness and kurtosis values were below 2, we can conclude that the data has a normal distribution. The findings indicated that the mean of the knowledge sharing variable is above the expected level, with a mean of 3.85 for knowledge sharing. Thus, the evaluation of the sample's opinions showed that the mean of the items related to the knowledge sharing variable is above average. Descriptive statistics revealed that the mean of the external environment variable is also above the expected level, with an average of 3.77. Consequently, the evaluation of the sample's opinions indicated that the mean of the items related to the external environment variable is above average as well. A review of the descriptive statistics showed that the mean of the innovation variable is higher than the expected level. Innovation had an average score of 3.65. Therefore, the evaluation of the sample's opinions indicated that the mean scores related to the variable of innovation are above the average level. The results obtained from the descriptive statistics review showed that the mean of the foresight variable is higher than the expected level, with an average of 3.43. Consequently, the evaluation of the sample's opinions indicated that the mean scores related to the variable of foresight are above the average level. The results from the descriptive statistics review indicated that the mean of the reactive variable is higher than the expected level, with an average of 3.88. Therefore, the evaluation of the sample's opinions showed that the mean scores related to the reactive variable are above the average level. The results obtained from the descriptive statistics review indicated that the mean of the analytical variable is higher than the expected level, with an average of 3.79. Hence, the evaluation of the sample's opinions indicated that the mean scores related to the analytical variable are above the average level. The results from the descriptive statistics review showed that the mean of the information technology governance variable is higher than the expected level, with an average of 3.71. Therefore, the evaluation of the sample's opinions indicated that the mean scores related to the information technology governance variable are above the average level. The results from the descriptive statistics review showed that the mean of the organizational structural variable is higher than the expected level, with an average of 3.57. Thus, the evaluation of the sample's opinions indicated that the mean scores related to the organizational structural variable are above the average level. The results obtained from the descriptive statistics review indicated that the mean of the learning organization variable is higher than the expected level, with an average of 3.71. Thus, the evaluation of the sample's opinions indicated that the mean scores related to the learning organization variable are above the average level. The results from the descriptive statistics review showed that the mean of the organizational learning variable is higher than the expected level, with an average of 3.54. The evaluation of the sample opinions indicated that the mean of the items related to the variable of organizational learning is above the average level. The results from the descriptive statistics showed that the mean for the variable of knowledge management is above the expected level, with knowledge management having a mean of 3.50. Therefore, the assessment of the sample opinions revealed that the mean of the items related to the variable of knowledge management is above the average level. The components of knowledge sharing, external environment, innovation, foresight, responsiveness, analysis, information technology governance, organizational structure, learning organization, organizational learning, and knowledge management have a direct and significant impact on inter-generational knowledge sharing in the leasing industry. Based on the results from the structural equation modeling, it is observed that knowledge sharing has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.362. Hence, it can be said that for a 36% increase in knowledge sharing, the transfer of inter-generational knowledge sharing also increases by 36%. The external environment has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.331. Therefore, it can be stated that for a 33% increase in the external environment, the transfer of inter-generational knowledge sharing also increases by 33%. Innovation has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.322. Consequently, it can be said that for a 32% increase in the innovation environment, the transfer of inter-generational knowledge sharing also increases by 32%. Foresight has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.376. Thus, it can be stated that for a 38% increase in foresight, the transfer of inter-generational knowledge sharing also increases by 38%. Responsiveness has a significant positive relationship with the transfer of inter-generational knowledge sharing, with a standardized effect size of 0.301. Therefore, it can be concluded that for a 30% increase in responsiveness, the transfer of inter-generational knowledge sharing also increases by 30%. An analysis of intergenerational knowledge sharing shows a significant and positive relationship, with a standardized effect size of 0.338. Therefore, it can be said that for every 34% increase in the analytic aspect, intergenerational knowledge sharing also increases by 34%. The governance of information technology has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.329. Thus, it can be stated that for every 33% increase in information technology governance, intergenerational knowledge sharing also increases by 33%. Organizational structure has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.377. Accordingly, it can be inferred that for every 38% increase in organizational structure, intergenerational knowledge sharing increases by 38%. A learning organization has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.347. Thus, it can be said that for every 35% increase in learning organizations, intergenerational knowledge sharing also increases by 35%. Organizational learning has a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.353. Therefore, it can be stated that for every 35% increase in organizational learning, intergenerational knowledge sharing increases by 35%. Knowledge management shows a significant and positive relationship with intergenerational knowledge sharing, with a standardized effect size of 0.967. Thus, it can be concluded that for every 97% increase in knowledge management, intergenerational knowledge sharing also increases by 97%.
Conclusion
Based on the results obtained, the components (knowledge sharing, external environment, innovation, foresight, reaction, analytical, information technology governance, organizational structure, learning organization, organizational learning, knowledge management) were identified as the main components, while the components (planning and organizing information technology, acquiring and implementing information technology, delivery and support for information technology, monitoring and evaluating information technology, complexity, formalization, centralization and decentralization, personal capabilities and skills, patterns and mental models, shared vision and goals, team learning, systems thinking) were considered as sub-components affecting intergenerational knowledge sharing in the leasing industry. According to the assessments conducted, the components (knowledge management (97%), organizational structure (38%), foresight (38%), knowledge sharing (36%), organizational learning (35%), learning organization (35%), analytical (34%), external environment (33%), information technology governance (33%), innovation (32%), and reaction (30%)) ranked in this order as having the highest impact on intergenerational knowledge sharing in the leasing industry. It was found that, from the specialists' perspective, the intergenerational knowledge sharing model in the leasing industry aligns well with the needs of this industry. This knowledge sharing model can enhance operational processes, improve service quality, and increase productivity. Furthermore, this model can facilitate the transfer of experiences and knowledge to future generations, thereby contributing to the advancement of the leasing industry. Overall, specialists believed that the intergenerational knowledge sharing model in the leasing industry is well-suited to its needs and can support its performance and progress. Based on the analysis obtained and the identification of components (knowledge sharing, external environment, innovation, foresight, reaction, analytical, information technology governance, organizational structure, learning organization, organizational learning, knowledge management), it can be concluded that all these components present a suitable model for improving the performance of the automotive leasing industry, and it is recommended that this model be considered for advancing the goals and success of this industry.
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