A framework for inter-organizational knowledge sharing : managerial influences

The purpose of this paper is to determine whether an existing organizational knowledge management framework could be utilized in an inter-organizational domain. We selected the threefold KM framework developed by Holsapple and Joshi (2000; 2002). This framework has been well tested and provides clearly defined elements to examine the influences on knowledge management and knowledge sharing in an organizational context. We report the results of testing the framework in three inter-organizational case studies and propose some adaptations to the managerial influences for inter-organizational analysis.

The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance : test of a model

Purpose – Worker well-being continues to be fundamental to the study of work and a primary consideration for how organizations can achieve competitive advantage and sustainable and ethical work practices (Cartwright and Holmes; Harter, Schmidt and Keyes; Wright and Cropanzano). The science and practice of employee engagement, a key indicator of employee well-being, continues to evolve with ongoing incremental refinements to existing models and measures. This study aims to elaborate the Job Demands-Resources model of work engagement (Bakker and Demerouti) by examining how organizational, team and job level factors interrelate to influence engagement and well-being and downstream outcome variables such as affective commitment and extra-role behaviour.

Design/methodology/approach – Structural equations modelling of survey data obtained from 3,437 employees of a large multi-national mining company was used to test the important direct and indirect influence of organizational focused resources (a culture of fairness and support), team focused resources (team climate) and job level resources (career development, autonomy, supervisor support, and role clarity) on employee well-being, engagement, extra-role behaviour and organizational commitment.

Findings – The fit of the proposed measurement and structural models met criterion levels and the structural model accounted for sizable proportions of the variance in engagement/wellbeing (66 percent), extra-role-behaviour (52 percent) and commitment (69 percent).

Research limitations/implications – Study limitations (e.g. cross-sectional research design) and future opportunities are outlined.

Originality/value – The study demonstrates important extensions to the Job Demands-Resources model and provides researchers and practitioners with a simple but powerful motivational framework, a suite of measures, and a map of their inter-relationships which can be used to help understand, develop and manage employee well-being and engagement and their outcomes.

On the acoustic performance of a precast panel system made from environmentally sustainable concrete : application in sports hall buildings

The use of green building materials and products promotes conservation of non-renewable resources and help reduce associated environmental impacts. This article reports the acoustical performance of a precast panel system made largely from concrete waste material. Two major applications for such panels that are being investigated currently include walls and claddings to industrial and commercial buildings and sound barriers for urban freeways. In this study, the application of the concrete panels for optimizing reverberation time (RT) in sports halls is tested using numerical simulations. As an innovative approach, additional layers are added to the precast panels to improve their appearance. The absorption coefficients of the concrete panel improved significantly with the architectural finish. The material can be tuned according to the required peak frequency. The architectural finish helped reduce the RT for frequencies above 500 Hz. Its application to different types of ceilings revealed that the RT of curved ceiling reduced up to 40% compared to flat and hybrid ceiling. A comparison of wall and ceiling modifications in small, medium and large sports halls showed that medium-sized halls have better acoustical performance compared with small and large halls with ceiling as well as wall treatment.

Towards a diversity justice management model : integrating organizational justice and diversity management

Purpose – Contemporary organizations are increasingly paying attention to incorporate diversity management practices into their systems in order to promote socially responsible actions and equitable employment outcomes for minority groups. The aim of this paper is to seek to address a major oversight in diversity management literature, the integration of organizational justice principles.

Design/methodology/approach – Drawing upon the existing literature on workforce diversity and organizational justice, the authors develop a model based on normative principles of organizational justice for justice-based diversity management processes and outcomes.

Findings – The paper proposes that effective diversity management results from a decision-making process that meets the normative principles of organizational justice (i.e. interactional, procedural and distributive justice). The diversity justice management model introduced in this article provides important theoretical and practical implications for establishing more moral and just workplaces.

Research limitations/implications – The authors have not tested the conceptual framework of the diversity justice management model, and recommend future research to take up the challenge. The payoff for doing so is to enable the establishment of socially responsible workplaces where individuals, regardless of their background, are given an equal opportunity to flourish in their assigned jobs.

Practical implications – The diversity justice management model introduced in this paper provides organizational justice (OJ)-based guidelines for managers to ensure that OJ can be objectively benchmarked and discussed amongst diversity stakeholders to continuously improve actual and perceived OJ outcomes.

Social implications – The social implication of this conceptual paper is reduction of workforce marginalization and establishment of socially responsible organizations whereby those marginalized (e.g. people with disabilities) can effectively work in their organizations.

Originality/value – This is the first attempt to establish a diveristy justice management model, which incorporates normative principles of organizational justice into diversity management processes and outcomes.

Mentoring and the transfer of organizational memory within the context of an aging workforce : cultural implications for competitive advantage

Organizational memory, the knowledge gained from organizational experience, has significant potential for competitive advantage. Many authors in the knowledge management and human resource management literatures consider mentoring to be a particularly effective method of transferring organizational memory. In addition, older workers are often considered ideal mentors in organizations because of their experience and alleged willingness to pass on their knowledge to less experienced employees. There is an associated assumption that these workers also anticipate and experience positive outcomes when mentoring others. This chapter considers whether these assumptions hold up in the workplaces of the 21st century, particularly within Western countries. Individualistic cultural norms and some discriminatory practices towards older workers, along with a changing career contract that no longer guarantees employment in one organization for life, may discourage knowledge sharing in organizations. This chapter discusses the constraints and motivations that may operate when older experienced workers consider mentoring others. It considers relevant global and organizational cultural characteristics that may influence mentoring to transfer knowledge, and accordingly suggests strategies for those eager to capitalise on the knowledge experienced employees possess.

Concept definition in knowledge management : the development of an organizational memory scale

Theorists and researchers in the field of Knowledge Management are frequently frustrated by issues with concept definition, as illustrated by the following comment "there remains disagreement on methodologies, definitions and processes" from the summary article "Issues Raised at ECKM, 2008". How can we clearly define constructs of interest? How can we further research and understanding in the field if we are speaking with different vocabularies? This paper illustrates some of these issues by describing the concept definition process involved in the development of an organizational memory scale. The example being used to illustrate these issues was a self-report scale of organizational memory developed to survey experienced workers' attitudes to mentoring others to pass on their knowledge. The current research sought to differentiate between the types of organizational knowledge that experienced workers have and the possible relationships these have with attitudes pertaining to knowledge transfer via mentoring. Defining the construct to be measured is the vital first ingredient in scale development. Many researchers lament that the concept of organizational memory is a "rather loosely defined and under-developed concept" (e.g. Johnson & Paper, 1998, p.504), and this hints at the challenges that concept definition can entail. Furthermore, in the early stages of this particular project it became clear that the organizational memory scale had similar aims, and was able to borrow from, an existing sale of organizational socialization (Chao, O'Leary-Kelly, Woolf, Klein & Gardner, 1994). This paper describes the concept definition process involved in the development of the scale along with results from the exploratory factor analysis. There is a discussion of the relative contribution that the organizational memory scale makes alongside the existing measure of socialization (Chao et al., 1994), along with goals for further development.

Organizational memory and empowerment

Purpose – The aim of this paper is to test a model of the relationship between organizational memory and empowerment. The model posited that organizational memory would be related to requests to share knowledge, psychological empowerment in the workplace (meaning, competence, self-determination and impact), and organization-based self-esteem. Design/methodology/approach – The model was tested with 134 employees representing six companies using hierarchical regression analysis. Findings – Significant relationships were found between organizational memory and requests to share knowledge, empowerment, and organization-based self-esteem. Findings indicated that a positive stereotype may exist towards older workers and the frequency they are requested to share knowledge, and that a halo-type effect may operate, where knowledge of an organization's history is generalized to other knowledge domains. Research limitations/implications – Causal implications cannot be made as this was correlational research. Some of the research measures while achieving acceptable to good reliability were in an early development stage. The study utilized a convenience sample that may limit how the results can be generalized. Practical implications – The paper indicates that organizations can emphasize positive outcomes for those who are knowledge repositories and mentors. It is also important to consider possible “positive stereotypes” which may be operating when organizational members evaluate older workers as knowledge repositories and mentors. Originality/value – The paper addresses the assumptions in the human resources literature concerning the role of older workers as repositories of organizational memory and suitable mentors. The study introduces the “requests to share knowledge scale”.

Development of a new best practice model for building projects

Time, cost and quality are the traditional determinants of project success. The level of client satisfaction is a newly defined measurement of project success. Often the satisfaction level of construction clients is not high. The reasons for this situation are twofold, firstly due to the temporary organizational structure of construction team and secondly, the inefficient construction process. The traditional procurement route, whilst still the most popular in the building sector, is probably subject to most criticism. The primary aim of this research is to develop a new best practice model for building projects. This will enable the client’s project manager to identify best practice under the traditional procurement route before the work is executed. Within this model, the sequence of construction activities, the responsibilities of the parties and the critical aspect of each phase of the project are identified. This model can then be utilized at both the design and/ or the construction stage in order to secure project success.

Analysing stakeholder-associated risks in green buildings : a social network analysis method

In the research of risk associated with developing energy and water efficient green buildings, previous studies had mainly focused on "what the risks are and how the risks may impact on project objectives", which were from an inward looking self-perspective and treated the risks in isolation from one another. While intensive research efforts have been dedicated to risk identification, assessment, classification, prioritisation and mitigation, a research gap exists, that is previous studies had ignored the fact that most risks are interrelated and associated with internal or external project stakeholders. To remedy the gap, this current research developed and presented a SNA (Social Network Analysis) based stakeholder-associated risk analysis method to assess risks in green buildings and the interactions between the risks. A case study has been conducted to demonstrate and validate this method. This research contributes to the development of a new theory to model the interdependent and interactive relationships of risks by using SNA as a methodology. This research should broaden project managers' awareness of the influential risks in green building and enhance their ability to perceive, understand, assess, and mitigate the risks in an effective and efficient way, thereby achieving higher performance in strategic risk management and stakeholder communication in green building development.

Building movements: directed improvisation performances : conversing with buildings; assisted falling

For these performances, the new Design Hub building will play the role of architectural surrounds used as spatial research devices, architectural agent and collaborator – by giving the building our attention we aim to bring it and its affordances explicitly into the collective body. In exploring the set of interlinked spaces in the Hub (with an emphasis, we propose, on the stairs) as “elaborately structured pretexts for action” , we anticipate that the beginnings of an approach may emerge and allow us to understand that when a person “flexes her muscles, a person [also] flexes her surroundings”. Arakawa and Gins offer ways to assist us in approaching architecture as a tentative constructing toward a holding in place – in which all modes of sensing and scales of action are exercised – through their notions of ‘architectural surround’ and ‘architectural body’ garnered from chapters ‘Notes for an Architectural Body’ and ‘Architectural Surround’ (Gins and Arakawa, 2002).