جستجوی مقالات مرتبط با کلیدواژه « دانش سازمانی » در نشریات گروه « کتابداری و مدیریت اطلاعات »

The purpose of this study in knowledge-based organizations is to investigate the impact of future developments in information and communication technologies (ICT) on organizational knowledge engineering. Given the importance of information and communication technology to increase speed and accuracy of different activities of organizations and thus increase their productivity, can be towards the advancement of organizational knowledge and raising the level of awareness of the organization and raising the development and creativity of the organization. In fact, by gathering the knowledge of the organization's external and internal environment, a knowledge system engineer creates practical items, so that these items can be implemented in the future. The supporting role of information technology for knowledge management will bring significant progress in the intelligent and knowledge-based behavior of organizations and their people.

It is a type of applied research and qualitative approach done using grounded theory. Using an empirical approach and ideographic explanation, this research seeks to drive the future of information and communication technology (ICT) and knowledge engineering. The researchers try to understand the challenges of information and communication technologies (ICT) and knowledge engineering and information and communication management by conducting field studies and participating in processes related to the research subject. The statistical population of the study includes 178 managers and experts working in knowledge-based companies at the senior level. The research sampling method is theoretical and open and unstructured interview tools with experts have been used to collect information. The method of analysis is thematic analysis methods and contextual theory and statistical tests have been performed using confirmatory factor analysis.

Based on the results of the research, it was found that the factors influencing the presentation of a conceptual model of future developments of information and communication technologies on organizational knowledge engineering were identified. Causal conditions are contextual conditions, intervening conditions, process/interactions and consequences, and information technology is the most important factor in enabling the knowledge engineering process with high speed and accuracy.

Lack of general government policy in the development of information technology in the field of knowledge engineering, lack of telecommunications platform for information exchange, lack of familiarity and skills of employees in using information technology tools is an important challenge in using information technology in knowledge organizations. Therefore, it is suggested that governments provide the appropriate platform and plan to improve this technology.

Nowadays, students and the scientific community are eager to improve their access to and receive support from information services. Libraries and information centers are making significant changes to keep up with this phenomenon. In the ever-changing landscape of knowledge, the role of information specialists has also evolved. Some researchers believe that the only solution available for information professionals to overcome all the problems caused by the ever-changing environment in the digital age is change management. Therefore, the present study was conducted to investigate the impact of managers' attitudes toward change and the development of human resources on knowledge management in university libraries.

The present research is descriptive in nature and purpose, and it employs a correlational survey approach for data collection. The research's statistical population consisted of 49 university library managers in Fars province in 2021-2022, who were selected using the census method. To collect the data, organizational change questionnaires based on ADKAR's Model (Hiatt, 2006) were utilized. These questionnaires included six components: participating in change, supporting change, not resisting, preparation for change, informing, and understanding the need for change. Additionally, Shai's (2006) human resource development model, consisting of four components (staff training, competence development, information sharing, and empowerment), and Lawson's (2003) knowledge management model, comprising six components (applying knowledge, disseminating knowledge, organizing knowledge, storing knowledge, knowledge creation, and knowledge absorption), were employed using the Likert scale. The validity of the questionnaires was confirmed by assessing both the face and content validity. The reliability of the questionnaires was confirmed with estimated values of 0.74, 0.81, and 0.78, respectively. To assess the normal distribution of the data, the Kolmogorov-Smirnov test was conducted. To test the research hypotheses, the beta regression coefficient (path coefficient), the t statistic, and the Pearson correlation coefficient were utilized with PLS software.

The research results revealed that the attitude towards change significantly impacts the development of human resources in academic libraries, with a path coefficient of 0.733 and a t-value of 7.016 at a 95% probability level. This indicates that a one standard deviation increase in the attitude towards change leads to a 0.733 standard deviation increase in the development of human resourcesin academic libraries. On the other hand, the impact of attitude toward change on knowledge management was confirmed with a path coefficient of 0.746 and a t-statistic value of 254.8. The Pearson correlation coefficient between the two variables is 0.735, and with a significance level of 0.00, it can be concluded that there is a positive and significant correlation. Knowledge management also had a significant impact on the development of human resources, with a path coefficient of0.483 and a t-statistic value of 397.2 in the libraries under investigation. The study confirmedthe direct impact of attitude toward change on human resource development. It also found that knowledge management serves as a mediator in this relationship. Based on the data obtained, thereis a 95% probability that the impact of attitude towards change on human resources development (0.483 ´ 0.746 = 0.360) has occurred through the mediation of knowledge management.

The current research provides a new perspective on the transformation of university libraries under study. Exploring the mediating effect of knowledge management and attitude towards change, as well as its positive and direct impact on the development of human resources, can provide a suitable strategy for the advancement of university libraries. This strategy should consider new methods of delivering services to customers in accordance with national and international standards.Based on the obtained results and the confirmation of all research hypotheses, it is recommended that university library managers prioritize emphasizing the benefits of redirecting human resources development and enhancing the capabilities and skills of employees.Developing a strategy to implement change as a positive force for achieving organizational goals and objectives necessitates training and developing new skills and capabilities to enhance the knowledge of both individual employees and the organization as a whole. This will enable them to effectively participate in the implementation of new goals and reduce the challenges associated with change.

In service-oriented organizations such as banks, learning, knowledge management, and digital innovation enhance the efficient utilization of the organization's available time, resources, and capabilities. The need to generate new knowledge using information technology is one of the challenges that managers face today. In the new paradigm, characterized by a competitive and knowledge-oriented environment, organizations should view innovation as an essential strategy to maintain competitiveness. Through digital innovation, new opportunities to access markets and gain competitive advantages at the national and international levels will be created. One of the challenges that organizations face today is the need to develop new knowledge based on information technology due to changes in the environment. Therefore, this research aims to determine the impact of knowledge management through organizational learning on digital innovation in Refah Bank.

This research is quantitative. A cross-sectional and hierarchical fuzzy logic approach was conducted with a sample size of 2022. The research population consisted of 9063 managers and employees from Refah Bank across the country. A simple random sampling method was used, with a sample size of 368 people. An electronic questionnaire, which incorporates the Lawson Knowledge Management Questionnaire, the short form of the Sange Organizational Learning Questionnaire, and the Kane and Ho Digital Innovation Questionnaire, draws on digital knowledge from research literature. Its validity and reliability have been confirmed, and it is utilized for data collection. Data analysis is conducted using Smart PLS 2 software, and the research's conceptual model is tested using the partial least squares technique. Partial Least Squares (PLS) method is utilized to validate and fit the research model.

The study confirms the mediating effect of organizational learning on the relationship between the dimensions of knowledge management and digital innovation. Knowledge management variables have an impact on organizational learning. Organizational learning has a significant impact on digital innovation.

According to the research findings, the acquisition, creation, sharing, and maintenance of knowledge, as well as digital knowledge, have an impact on digital innovation through organizational learning. The research results indicate that organizational learning plays a crucial role in connecting knowledge management and digital innovation. In previous research, little attention has been given to organizational learning in the context of knowledge management's impact on digital innovation. Therefore, the current research aims to address this gap. The qualitative research conducted by Di Vaio et al. in 2021 on the content of articles related to knowledge management and digital innovation indicates that there has been no research on the impact of knowledge management and digital innovation. Furthermore, there has been no governance framework to measure the impact of digital transformation and knowledge management on each other. Knowledge management, like a system, is considered an important input, with organizational learning as a key process, and digital innovation as a vital output for today's organizations. Banks can enhance their organization's digital innovations by implementing knowledge management and organizational learning systems. It is essential for the management to understand the concept of knowledge management and to support the knowledge management program through resource allocation and revising the priorities of Refah Bank. Digital innovation tools should align with the expected processes of knowledge management and organizational learning. Careful planning is essential in this case. It is suggested to establish a knowledge creation working group to reduce the influence of individual biases. It is important to prioritize the role of human resources in advancing knowledge management and to make decisions that facilitate the production, storage, and dissemination of knowledge within the organization. Banks can share knowledge by updating electronic archives of documents and through the organizational portal, software groups, proposal management systems, and thus improve employee efficiency and document knowledge. This also allows for the utilization of valuable hidden employee knowledge in future work. As a result, they achieve organizational innovation, which is considered a crucial outcome for organizations today. Other mediating variables, such as industry type, management style, organizational culture, and other factors influencing digital innovation, should be considered in future research.

Advanced organizations that have embraced the knowledge-based economy should enhance their skills in knowledge creation, aggregation, and maintenance to increase their capabilities and gain a competitive advantage. Knowledge management is the structured process of collecting, securing, and managing information and knowledge within an organization. It is essential for enhancing organizational understanding of knowledge management, value production, and intellectual capital, which are crucial for maintaining competitive advantage. Today, the most significant challenge for organizations is to develop the intellectual capital necessary to understand how organizational management promotes knowledge sharing among employees and how to ensure that this knowledge contributes to the organization's success. The present study aimed to investigate the influence of intellectual capital and knowledge management on competitive advantage at Shiraz University of Medical Sciences, with a focus on the mediating role of innovation.
The research method is applied for the purpose of descriptive-correlational analysis, with a focus on the nature and method of data collection. The statistical population for this research includes all managers and staff of Shiraz University of Medical Sciences. Based on the available information, there are 400 individuals in this population, of whom 196 were selected using Cochran's formula through simple random sampling. The tool used to collect field information in this researchis a questionnaire comprising intellectual capital questions (Kianto et al., 2010; Bantis, 1998; Subramaniam & Yondt, 2005), knowledge management (Gold et al., 2001), competitive advantage (Wu and Chen, 2012), and innovation (Harley and Hallett, 1998). The research utilized structural equation modeling as the analysis method, based on SmartPLS3 software. In this study, the content validity method is used to provide greater assurance. For this purpose, the questionnaire was distributed to specialists and experts, including a respected teacher, who were asked to provide their opinions on each question and the evaluation of the associated goal. The questionnaire was approved with some minor amendments. Cronbach's alpha method was utilized to assess the reliability of the measurement tool.
The research findings indicated that intellectual capital has a positive and significant impact on innovation, with a path coefficient of 0.304 and a t-statistic value of 4.860. Furthermore, knowledge management has a substantial and positive impact on innovation, with a path coefficient of 0.516 and a t-statistic value of 8.009. The impact of innovation on competitive advantage was confirmed, with a path coefficient of 0.370 and a t-statistic value of 4.014. The impact of knowledge management on competitive advantage has been confirmed, with a path coefficient of 0.255 and at-statistic value of 3.602. Furthermore, it was discovered that innovation serves as a mediator in the relationship between intellectual capital, knowledge management, and competitive advantage.
In order for today's organizations to survive in the new competitive and knowledge-oriented environment, they must consider innovation as a necessary strategy to effectively respond to changes. Innovation is essential for navigating the turbulent external environment and managing complexity and change within the organization. Therefore, it is important to prioritize innovation. Organizations that prioritize intellectual capital tend to be more innovative than others. This is because in such organizations, the presence and utilization of intellectual capital lead to increased knowledge acquisition, which in turn facilitates the generation of solutions. Innovation will lead to new actions and advancements in general.

This study aimed to identify the dimensions and indicators of knowledge auditing in academic libraries. The present study was applied in terms of purpose and was performed by the Delphi method and qualitative approach. Participants in the present study included professors and experts in knowledge management and information science. By purposive sampling method at first, two or three experts in knowledge management and information science were identified and introduced by other people based on the snowball method and a sample size of twenty people was selected. In this study, Kendall and binomial tests have been used to analyze the data obtained from the first and second rounds of Delphi. Fourteen factors were identified as factors involved in influencing knowledge audit based on the research findings in knowledge audit, which are: organizational perspective and goals of data analysis and knowledge information, measurement of explicit and implicit knowledge, drawing Knowledge flow map, identifying strategic elements of the organization, analyzing the gap between existing and desirable knowledge, preparing the organization, identifying the knowledge audit process, forming a knowledge audit working group, analyzing knowledge flow, identifying valuable assets of the organization, evaluating information, measuring current knowledge health And analysis of knowledge application. Findings showed that the priority index in conducting research, educational, executive projects, etc., had the highest average (4.01), and the index of knowledge resources had the lowest average (1.25). Also, the value of the Kendall coefficient for all factors considered except the factors of vision and organizational goals and identification of strategic elements of the organization is more than 0.7 or very close to it, which indicates the consensus of experts.The level of significance for the Kendall coordination coefficient in most factors is more than 5%, which means there is a significant agreement between experts. The results showed the use of knowledge audit components to identify better the needs of creating, organizing, sharing and using knowledge in organizations. The overall results of the research in the field of validation by experts showed that all components of knowledge auditing have been approved and none of the components have been rejected.

This study was carried out to identify and rank factors affecting the success of knowledge management implementation in the gas organization of Khuzestan Province by the Analytical Hierarchy Process Method.

The research method was descriptive- exploratory. The statistical population included all managers and senior experts of Khuzestan Gas Company, 35 of whom were selected by snowball sampling. The data gathering tool was a researcher-made questionnaire. The face validity of the questionnaire was confirmed by the professors and managers of Khuzestan Gas Company. Cronbach's alpha method was used to determine its reliability, which was estimated at 0.877 and 0.892. In this study, SPSS and Expert Choice software were used to analyze data from descriptive and inferential statistics.

Based on the Delphi technique, 6 factors and 33 important factors were identified. The results of the analytical hierarchy process show that in terms of importance, management and leadership factors, information technology, organizational culture, organizational structure, human resource management, and processes and activities factors were ranked first to sixth.

According to the results of this study, we can use the decision model derived from identifying and ranking of factors affecting the success of knowledge management implementation in the gas organization of Khuzestan Province by Analytical Hierarchy Process Method to improve and enhance the competitive position of the company. According to the findings obtained from the priority of agents, creation, and development of technological infrastructure,  application  of  knowledge - based  strategy  in  formulating  company  plans  andproviding appropriate information systems for storage, transfer, and exchange of knowledge, the rule of creative and critical thinking in culture, engagement, development of social relations between working and business communities as well as informal relations among company employees to increase satisfaction and motivation of knowledge transfer and other knowledge management processes to improve and enhance the company's competitive position in knowledge management development can be implemented and run.

The aim of this study is to identify the role of knowledge management in the impact of intellectual capital components on innovation in public libraries.

The research method is survey-analytical and the statistical population is 382 librarians of public libraries in Iran. SPSS 23 software was used to analyze descriptive data and LISREL software was used to analyze inferential data.

The results show that there is a significant relationship between intellectual capital and innovation that the coefficient of intellectual capital on innovation is equal to (1.691). There is also a significant relationship between knowledge management and intellectual capital that the path coefficient between the variables of knowledge management and intellectual capital is equal to (0.433). The results of the structural equation model show that the model proposed by researchers has a good fit and there is a positive and significant relationship between intellectual capital and innovation with the mediating role of knowledge management in Iranian public libraries.

Public libraries can ensure the survival and effectiveness of their performance by paying more attention to their intellectual and knowledge capital; i.e., identifying, improving and strengthening intellectual capital and its dimensions as one of the important capabilities of public libraries in creating and storing. Sharing, applying, and evaluating organizational knowledge can lead to the development of innovative activities.

More than fifty years have passed since the introduction of the concept of knowledge management in the field of science and its entry into the working and social life of society, including individuals, organizations, and associations from the private to public sectors. The experience of this relatively long time and the meaning of knowledge management in the scientific literature show that this concept has not been a fad. Over time, knowledge management has become an important component of individual, organizational, and social life, and various expenses in this field have been done by individuals and organizations. Understanding the success rate of knowledge management is very difficult due to the dominance of its intangible dimension, and this has led to the formation of many misinterpretations of evaluation in this field. This paper shows the result of 20 years of experience in scientific, consulting, and executive activities in the field of knowledge management, which summarizes the major Possible harms to successful implementation of knowledge management in various organizations and suggests six facilitator components. Dissemination of these facilitators can help prevent the repetition of mistakes in the future and improve the success rate of current projects. These facilitators are presented and explained in six general categories: "Knowledge Management Awareness", "Echo-systemic co-existence", "Targeted Support", "Realistic Expectations", "Infrastructure Preparedness" and "Supportive Culture" and solutions to reduce them are proposed.

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.    

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 Cochranchr('39')s formula.   Data was analyzed by  descriptive and inferential statistics.

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.

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.

Effective knowledge management (KM) is essential to almost any organization. Regardless of its size or subject matter, an organization should use the knowledge it possesses in the most effective way possible. But the implementation of KM is still challenging. One of the solutions for this challenge which mentioned in KM literature, is knowledge management roadmapping. Roadmaps provide a graphical means for exploring and communicating the relationships among any types of knowledge in the organization. Therefore, in this research, a framework for roadmapping organizational knowledge management has developed. In the first phase, beneficiary systematic literature review, qualitative content analysis and interview with expertises; the basic components of organizational knowledge management (OKM) roadmapping have determined and specified. These components have divided into seven main categories: “causal conditions”, “OKM Roadmap components”, “roadmapping requirements”, “requirements for successful OKM implementation”, “OKM Roadmap preparation and the development process”, "visual and content characteristics of an OKM roadmap" and "OKM Roadmap outcomes”. After that, by calculating the correlation (Pearson correlation coefficients) between these components "OKM roadmap framework" was proposed. The final framework provides a flow between components which describe the way of drawing a roadmap for OKM implementation. The reliability of research has evaluated by kappa coefficient (0.743).

To introduce the metaphor oforganization as a professional - specialized social network site (SNS) and explain its role in shaping staff’s paradigm as a new platform for organizational interactions.
First the range of concepts involved in a professional – specialized SNS were identified by examining an Iranian network. Based on the concepts extracted and drawing on the evidence from the literature, the role of such networks as a platform for managing organizational communications explained.
The metaphor of organization as a professional – specialized SNS views the organization as a) a community of specialized individuals and groups for establishing professional interactions; b) a collaborative environment for generating, organizing and sharing organizational information and knowledge; and c) a supportive tool for professional and job-related services.Professional – specialized SNSs can change the paradigms in an organization in a way that people and knowledge would play more important roles in achieving organizational goals.

This study aims at assessing the status of knowledge and knowledge interactions between researchers in the field of computer security in a technical college. Research method is used due to collection mode of survey - descriptive data & also in researches classification according to aim, we can consider this research as an applied research from whose aim is to recognize strength and weakness points in knowledge management for providing solutions on development and implementation procedure. The status of knowledge culture of organization has been distributed & collected through questionnaires or overview of knowledge components into question then (three open questions & seventeenth closed question) among the whole desired society. Descriptive statics methods are used to analyze information. Based on of review, supply situation, knowledge sharing and exchange among researchers showed that more than 84% percent of them use their previous experiences in doing affairs and responsibilities. (Tacit knowledge above).Knowledge owners spend a lot of time in collecting and recognizing of knowledge. There are many problems in this way that the major problems include: in knowledge transferring which is related to challenge of information exchange among people, lack of necessary facilities, lack of adequate understanding of individual's capabilities, people's inhibition in giving knowledge to others

This paper is the result of a case study about the experience of implementing stages of organizational knowledge management from 2000 to 2009 in the libraries of Mashhad University of Medical Sciences (MUMS). In this regard, local and international studies carried out on organizational knowledge management are briefly reviewed and the activities carried out in the central library of this university based on a 5-year strategic plan and strengthening the infrastructure required in the field of information technology is also presented. The outcomes of this experience include the formation of the specialized council of libraries of the university which gradually affected the professional practice of MUMS’ librarians and improved team spirit and the culture of information and knowledge exchange in the university libraries

Organizational blockout is the ability to remove obsolescence and inefficient knowledge and is considered to comprise an important part of knowledge dynamics within organizations. Organization Blockout is closely linked with knowledge dynamics. For keeping pace with present environment, organizational learning needs to adopt new programs and standard procedures. To this end, focus on organizational blockout could have impact on the success of organizational learning programs. Following a brief discourse on concepts such as organizational knowledge and learning organizations, the paper discusses organizational blockout and its role in organizations.

The present paper deals with the role of played by knowledge management in organizations and its impact on their improved operations, including libraries. The KM mission within an organization is to transform the tacit knowledge of employees into an important source for decision making as well as proactive documentation of explicit knowledge for achieving organizational goals. The closer man’s abilities, understanding, cognition and information are matched, the more one could be optimistic about generation of a more effective and applied knowledge. Nowadays organizations should not solely consider their financial holdings as their assets, rather the collective knowledge of those employed within an organizations are one of its most important asset on which the management must duly invest.