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The purpose of this study was to synthesize the literature that has been established on the interrelationship of "knowledge spillovers and entrepreneurial ecosystem" through a systematic literature review. The query strings generated 85 articles, of which 51 were selected for final review. The analysis was performed using MySLR software that uses the Latent Dirichlet Allocation (LDA) method, and the effectiveness was measured through the perplexity score and coherence value of the topics. The results reveal that although a plethora of literature is available on these two topics individually, the mutual relationship between these two concepts is understudied. A stronger research interest was observed after 2018 which indicates the infancy of the topic as a whole, which is yet to be explored and empirically tested, specifically in developing economies. Most of the research was focused on the role of universities, innovation, geographic dynamics and policies with respect to entrepreneurial ecosystems. Results reveal the disparity of knowledge spillovers with regard to other contributors; significantly lesser attention was paid to its role in relation to the entrepreneurial ecosystem. Along with critical analysis and synthesis of literature, future directions have also been presented in the paper.

In the global economy, intellectual capital management is a strategically important resource that affects the market value of organizations. Efficient management of intellectual capital requires the use of new management methods and techniques. One of them is knowledge management, which, in particular, focuses on removing barriers to knowledge sharing. The survey was conducted among employees of the Glogow, Jawor and Trzebnica counties, and the results constitute a pilot study. The conclusions from the collected research results are surprising and imply the need to conduct research on a larger scale in the area of human capital. The collected results provide information to management staff in the field of talent management and knowledge. The results may constitute the basis for developing succession plans, succession plans and employee training. Additionally, the results can help recruiters create profiles of candidates with specific competencies. The main aim of the study was to analyse and evaluate the personnel management process in the Glogow, Jawor and Trzebnica poviats. The use of various research methods made it possible to achieve the intended research goals. The basic research tool used was a survey. Analyses of the literature, research reports, and statistical summaries were treated as a complement to the main research methods. Research and statistical data indicate that among smaller companies in Lower Silesia, there is a need for development programs related to acquiring, collecting, and sharing knowledge. The study identified a number of factors that constitute a significant barrier to the development of employees of the surveyed companies. They allowed us to verify the relationship between the factors that constitute the greatest barrier to the learning process and the impact of the company's size on it. The relationship between the barriers to intellectual development that constitute the greatest threat to the company and the factors that make it difficult for the company to recruit employees with the highest intellectual capital were also verified.

In the global economy, intellectual capital management is a strategically important resource that affects the market value of organizations. Efficient management of intellectual capital requires the use of new management methods and techniques. One of them is knowledge management, which, in particular, focuses on removing barriers to knowledge sharing. The survey was conducted among employees of the Glogow, Jawor and Trzebnica counties, and the results constitute a pilot study. The conclusions from the collected research results are surprising and imply the need to conduct research on a larger scale in the area of human capital. The collected results provide information to management staff in the field of talent management and knowledge. The results may constitute the basis for developing succession plans, succession plans and employee training. Additionally, the results can help recruiters create profiles of candidates with specific competencies. The main aim of the study was to analyse and evaluate the personnel management process in the Glogow, Jawor and Trzebnica poviats. The use of various research methods made it possible to achieve the intended research goals. The basic research tool used was a survey. Analyses of the literature, research reports, and statistical summaries were treated as a complement to the main research methods. Research and statistical data indicate that among smaller companies in Lower Silesia, there is a need for development programs related to acquiring, collecting, and sharing knowledge. The study identified a number of factors that constitute a significant barrier to the development of employees of the surveyed companies. They allowed us to verify the relationship between the factors that constitute the greatest barrier to the learning process and the impact of the company's size on it. The relationship between the barriers to intellectual development that constitute the greatest threat to the company and the factors that make it difficult for the company to recruit employees with the highest intellectual capital were also verified. [ABSTRACT FROM AUTHOR]

This study involved 51 Chinese universities from the Quacquarelli Symonds (QS) World University Ranking 2021. With based the resource-based view (RBV) as a framework, it aimed to identify the determinants of human resource capital that were related to universities' production of MOOCs. Three determinants were detected--size, lifelong learning, and proximity to the political centre. Both size and proximity to the political centre proved to be significant. The findings provide timely implications for university managers and suggest that the variety of management spaces be expanded to increase the portfolio of high-quality Chinese universities that facilitate the production of MOOCs. In addition, universities should increase their proximity awareness to remedy the disadvantages of uneven resource allocation due to geographical proximity. [ABSTRACT FROM AUTHOR]

The aim of the current study is to investigate the influence of human capital dimensions on knowledge hiding behaviour of public sector employees. A simple random sampling technique was used, and data were collected through a survey from 336 individuals working in different companies within the Italian public sector. The results show that, in most cases, the influence of human capital dimensions on knowledge hiding behaviour was significant. Furthermore, these findings contribute to identifying and highlighting how gender also plays a significant role in the way people hide their knowledge. The work is novel in the context of investigating the factors that may influence knowledge hiding behaviour in the public sector and seeks to contribute to the development of knowledge risks strand and, more generally, to the research on knowledge management in public sector organisations. It also encourages managers to consider the potentially harmful effects of this practice. [ABSTRACT FROM AUTHOR]

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Knowledge management can help organizations to improve their performance. Many studies show that knowledge management impacts organizational performance. Human capital is considered a mediating role in knowledge management's impact on organizational performance, but it is still blurred, and only a few studies are related to this issue. Moreover, various factors influence knowledge management, such as organizational structure, culture, technology, strategy, trust, and leadership, but maybe other factors have not been identified. This factor can help knowledge management impacts organizational performance. This study was conducted to determine how the human capital role mediates the impact of knowledge management on organizational performance and determine another factor that affects knowledge management, which can impact organizational performance. This study was based on the Systematic Literature Review (SLR), which includes 37 articles published from 2016 to 2021. The study showed that human capital mediates the impact of knowledge management on organizational performance directly and indirectly through innovation. Meanwhile, organizational structure, culture, trust, leadership, human behavior, human resources practices, technology, and strategy are identified as factors that affect knowledge management, whereas human resources practices affect human behavior and leadership. Finally, we proposed a conceptual model that described how knowledge management factors impact human capital and organizational performance. This research can contribute to enriching knowledge management theory and be used to give recommendations for improving the implementation of knowledge management. Further research involves data collection, and empirical analysis needs to be conducted in an organization to examine the conceptual model.

Innovation performance is important in influencing human resource management to be able to bring progress to the hospital. Innovation performance is strongly influenced by many aspects, such as knowledge-based human resource management which influences intellectual capital (human capital, structural capital, and relational capital). This research involved 81 hospitals and 221 employees (managers/leaders of private hospitals) in the Greater Jakarta area. This type of research is deductive, and data collection by distributing questionnaires. The analytical method used is the Structural Equation Model (SEM). The results obtained from this study are that knowledge-based HRM practices have direct and indirect effects on human capital, structural capital, and innovation performance. Furthermore, human capital can influence structural capital and innovation performance. Human capital also plays a role in mediating the relationship between knowledge-based HRM practice and structural capital and innovation performance, but it fails to mediate the relationship between knowledge-based HRM practice and relational capital. In addition, this research also proves that structural capital can mediate the relationship between knowledge-based HRM practice and innovation performance. Intellectual capital can affect innovation performance. Finally, knowledge-based HRM practice and human capital cannot influence relational capital, so relational capital cannot mediate the relationship between knowledge-based HRM practice and innovation performance. [ABSTRACT FROM AUTHOR]

Relational capital constitutes one of the components of the intellectual capital of any organization, which reflects the value provided by the relationships that it establishes with the agents in the environment with which it interacts during the development of its activity. Because organizations maintain a wide range of relationships of different nature, relational capital has a direct impact on efficacy, understood as the degree to which objectives and goals are achieved. However, the review of the most relevant theory that has been generated in the field of knowledge management to date shows that interest has been oriented mainly towards human and structural capital, the other two components of intellectual capital, and there is a lack of methodological tools for the effective management of relational capital. For this reason, this paper aims to reflect on the importance of relational capital and its relationship with efficacy, as well as to propose a comprehensive model for its management, which involves different organizational variables, and to present its validation through a factor analysis in the context of Mexican small and medium-sized enterprises. [ABSTRACT FROM AUTHOR]

Copyright of Saber, Ciencia y Libertas is the property of Saber, Ciencia y Libertad and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Inter-organisational knowledge sharing (IOKS) between airport security organisations has become increasingly vital to maintain the highest standards of security and public safety. Failure to share knowledge between agencies can lead to the loss of critical knowledge to combat crime and terror and impede broad access to critical knowledge. Social media has become a source of significant disruptive impact on traditional knowledge management systems. The purpose of this research is to investigate IOKS in social media between key organisations in policing and airport security. Data from social network and qualitative interviews contribute insights into IOKS in social media and the impact on intellectual capital. The findings reveal the structural characteristics of knowledge sharing in social media. Knowledge sharing was frequent, informational and unidirectional focused around communities of interest. Preliminary results suggest that social media can realise significant benefits but is constrained by perceived risks and cultural factors. [ABSTRACT FROM AUTHOR]

The research problem represents the fact that knowledge management is not a term that is often mentioned in the domestic economy and it can be said that it is still an underdeveloped area. The aim of this paper is to examine the level of efficiency of knowledge management and its impact on the financial performance of companies in the territory of Vojvodina. The survey included 126 employees in production and service companies. The independent variable is represented by an instrument for examining the level of implementation of knowledge management through nine dimensions, and the dependent variable is represented through the dimension of financial performance, which consists of seven items. The results show that the level of implementation of knowledge management is above average. A significant positive influence and connection between knowledge management and the financial performance of companies was also determined, especially when it comes to organizational culture, employees, knowledge acquisition process, knowledge conversion process, knowledge protection process, and competitive advantage. One of the key guidelines for further research refers to the integration of knowledge management with the specific characteristics of the domestic business environment. It is recommended to repeat the analysis of the impact of knowledge management on the financial performance of domestic companies in the established time frame and in the stipulated organizational conditions.

Regarding an institution’s labor as utility management, the employment protocols embody the extensive recruitment plans and further reflects the initial phase of the labor management in alignment with attaining the institutional objectives. Universally, they are viewed to be the most challenging although critical aspect of every labor management plans. This study sought to document the empirical and theoretical literature on employee recruitment practices, knowledge management, human capital, and organizational performance. The theories that guided this study included the Vrooms Expectancy theory, Human Capital theory, and Equity Theory. The study’s conceptual model comprises of employee recruitment practices and organizational performance as the independent and dependent variables respectively, while knowledge management and human capital were incorporated as mediating variables. This study reflects literature review research whose focus was a deeper analysis of the existing basic and factual publications on employee recruitment traditions and institutional outcomes. The study based on the observed theoretical linkages concluded that employee recruitment practices, theoretically influence organizational performance, while knowledge management theoretically mediates the association between employee recruitment practices and organizational performance. Further, the deduction from this presentation was that human capital theoretically moderates that association between employee recruitment traditions and institutional outcomes and that there is a joint theoretical relationship among employee recruitment practices, knowledge management, labor management and institutional outcomes. This study observed the little existence of theoretical and empirical literature on the joint linkage between employee recruitment practices, knowledge management, labor and institutional outcomes and recommended an empirical study to establish the existing relationship among the considered variables.

Although knowledge-based dynamic capabilities literature argues that dynamic capabilities foster knowledge management activities, it does not explain how such fostering occurs. To answer this question, this study focuses on dynamic managerial capabilities, applying microfoundational analysis at the individual level to improve understanding of organizational phenomena. It focuses on three dimensions of dynamic managerial capabilities: the managerial abilities of sensing, seizing, and transforming; the psychological abilities of intuition and emotion; and the managerial characteristics of human capital, social capital, and cognition. The study makes three contributions. First, it shows that the microfoundations of dynamic capabilities generate knowledge management activities. Second, it demonstrates the link between managers' psychological abilities (intuition, emotion) and knowledge management activities. Third, it describes the role of sensing, seizing, and transforming in knowledge management activities. [ABSTRACT FROM AUTHOR]

The purpose of the article is to analyze the specific modern features of the transformation of the knowledge component of TNC. The methodological basis of the articles can be described by the variety of methods, such as comparative and synthesis methods, methods of abstract logical evaluation, system approaches, methods of detailing, groupings and generalizations, logic analysis, paired and multiple correlation techniques. The scientific-theoretical principles of building up the intellectual capital of TNCs, which are expressed in the concentration of technological priorities, the development and implementation of innovations, technologies, business models, and the formation of a holistic knowledge management system, are analyzed. Levels of knowledge utilization of TNCs are determined. The strategic vision of the TNC in the paradigm of the knowledge economy has been developed. The substantiated role of the intellectual component in the process of forming the competitive potential of TNCs, which is based on the identification of the latest features of corporate knowledge, which serve as a determining factor of economic growth, being in various forms of its manifestation: as a resource embodied (materialized) in technologies and equipment; as a constituent element of human capital, which interacts with the subjects' existing skills, experience, ability to reproduce and update knowledge, use it in their activities; as newly created knowledge, which is the result of research, development and other types of scientific activity of a fundamental and applied nature; as new goods that further contribute to the formation of new markets. The main theoretical and methodological provisions of the development of the knowledge component are formulated, the determinants of the formation of a new knowledge paradigm of TNCs are determined, and recommendations are provided for the strategic development of TNCs in the knowledge economy can be used by scientists, teachers, students, and economists who deal with the issues of the influence of the knowledge component on the development of TNCs. [ABSTRACT FROM AUTHOR]

RESEARCH OBJECTIVE: The aims of this article are: (1) to define the role of remuneration of academic staff in shaping human capital; (2) to present the dynamics of changes in the remuneration of lecturers in Poland and its comparison with changes in the minimum wage, economic growth and the inflation rate; (3) to propose a model of changes in the minimum wage of a professor as a function of changes in the minimum wage. THE RESEARCH PROBLEM AND METHODS: In order to ensure the proper level of training of academic staff, it is necessary to implement a remuneration system to attract and retain the best staff. To that end method of analysis and logical construction was used, which allowed to present a method for optimization of remuneration of academic staff in Poland. THE PROCESS OF ARGUMENTATION: The insufficient funding in Polish higher education was identified, especially the low-level of salaries of academic staff in relation to the their high responsibility. Then, the dynamics of change of professor's minimum wage, the national minimum wage, the GDP, and the CPI were analyzed and compared. On these basis, a model for remuneration of academic staff in Poland was proposed. RESEARCH RESULTS: The results showed that the minimum wage of a professor in 2012-2023 grew slower than the minimum wage on average, and in 2023 it is approximately twice as high as the minimum wage. As a solution to the problem of determining the professor's remuneration, the article proposes a model that will transparently determine the change on an annual basis. CONCLUSIONS, INNOVATIONS, AND RECOMMENDATIONS: With regard to higher education, an appropriate remuneration system allows for the creation of academic staff that guarantees high-quality education in all aspects, i.e. theoretical knowledge, practical knowledge and cognitive skills. [ABSTRACT FROM AUTHOR]

The article reflects the need for universities to manage knowledge, making a study of postgraduate courses, as generator of knowledge from their academic and research function. Its objective is: to diagnose the management of knowledge and its relationship with the intellectual capital and the academic scientific production that the postgraduate units of the National University of San Agustin de Arequipa have. A methodology is use of a descriptive correlational research, with a mixed, diagnostic and field approach. The results showed a significant relationship between the generation, preservation and dissemination of knowledge and intellectual capital in its human, relational and structural dimensions, presenting administrative, cognitive, technological deficiencies and lack of management expertise; which determines a low level in research and academic/scientific production. It´s concluded that knowledge management within the framework of intellectual capital. It constitutes an essential resource to achieve innovative results and competitive advantages. [ABSTRACT FROM AUTHOR]

This article addresses the importance of human capital to adequately manage organizational knowledge and proposes strategies that allow enhancing the capacities and competencies of key people, to achieve this end. The methodology that was implemented was empirical-analytical, based on the audit model for key processes of the organization, and was developed in two phases: descriptive, with the construction of the flow, inventory and knowledge map of the Law program of the University of Manizales; and propositional, with the formulation of guidelines for the optimization of knowledge management in the intervened program. The knowledge audit was necessary to identify critical knowledge, who possessed it, how they managed it, and thereby conclude that the most important asset in terms of knowledge management of an organization is the human being himself, and the way in which projects its potentialities. [ABSTRACT FROM AUTHOR]

Copyright of Desarrollo Gerencial is the property of Universidad Simon Bolivar (USB) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article investigates the relationship between intellectual capital, supply chain learning, and supply chain adaptability. Specifically, relying on organizational learning theory, a research model is proposed linking intellectual capital (consisting of the trichotomy of human, organizational, and social capital), supply chain learning (consisting of supplier learning and customer learning) and supply chain adaptability. We scrutinize these relationships in two culturally-diverse contexts, China and USA, and develop hypotheses concerning the differences in the relative strengths of these relationships. Data from 300 Chinese and 229 USA manufacturers in high-tech industries are used to test these hypotheses. While the relationships are generally supported, especially insightful are the results where they differ between the two countries. While human capital is more important in influencing organizational capital in USA, social capital is more important in China. Social capital also plays a more significant role in influencing customer learning in China, while no statistical differences are detected in social capital's influence on supplier learning across the two countries. The divergence observed can be explained by the cultural differences between the two countries. Implications are provided for managers in both countries to improve supply chain adaptability. [ABSTRACT FROM AUTHOR]

There is a shortage of research investigating the link between employee development practices and intellectual capital as mediated by knowledge management. The aim of the current research was to consider the influence of employee development practices on intellectual capital through knowledge management. Data were collected through an instrument distributed to a sample of 464 employees working at information and communications technology companies. The results indicate that employee development practices had significant effects on human capital, knowledge management, and social capital. The results reveal that knowledge management had a significant effect on human capital but not on social capital. Finally, the results show that knowledge management significantly mediated the impact of employee development practices on human capital. Additionally, implications for intellectual capital development, organizational strategy, and academic research are discussed. [ABSTRACT FROM AUTHOR]

The COVID-19 outbreak affected the smooth operations of microentrepreneurs across the globe, including those in the Nigerian hospitality industry. However, it was discovered that the majority of microentrepreneurs were unable to utilize knowledge management to improve the resilience capacity of their businesses. It was this evidence that this study investigated regarding the effect of knowledge management on the business resilience of microentrepreneurs in Nigeria. A cross-sectional survey was used with a purposive sampling technique. This study found that knowledge management has a significant effect on the business resilience of microentrepreneurs. A sample size of 3018 was determined from the sample frame of 1520. This study concludes that knowledge management measured in terms of knowledge acquisition, knowledge storage, knowledge sharing and knowledge utilization has a significant effect on the business resilience of microentrepreneurs. One of the implications of this study is that microentrepreneurs should incorporate their experiences gathered during the COVID-19 era to strengthen the resilience of their businesses in the post-COVID-19 work economy. [ABSTRACT FROM AUTHOR]

ABSTRACT: There is a shortage of research investigating the link between employee development practices and intellectual capital as mediated by knowledge management. The aim of the current research was to consider the influence of employee development practices on intellectual capital through knowledge management. Data were collected through an instrument distributed to a sample of 464 employees working at information and communications technology companies. The results indicate that employee development practices had significant effects on human capital, knowledge management, and social capital. The results reveal that knowledge management had a significant effect on human capital but not on social capital. Finally, the results show that knowledge management significantly mediated the impact of employee development practices on human capital. Additionally, implications for intellectual capital development, organizational strategy, and academic research are discussed.

Copyright of Revista Didasc@lia: Didáctica y Educación is the property of Universitaria de Las Tunas, Centro de Estudios de Didactica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Daena: International Journal of Good Conscience is the property of Spenta University Mexico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The work researches the relationship between tourism activity and the knowledge economy, analyzing the cases of economies affiliated to the Asia-Pacific Economic Cooperation Mechanism (APEC), using documentary research techniques in databases, academic articles and information obtained from international organizations. Papers on knowledge society and economy, competitiveness and theoretical models on the tourism system were consulted. Data were obtained on knowledge management, tourism competitiveness, as well as statistics on the knowledge economy, investment in research and development, human capital, population in higher education and international tourism data. Among the initial results, a relationship between investment in knowledge and tourism competitiveness was identified, along with a certain resistance among tourism organizations towards the adoption of knowledge management systems. [ABSTRACT FROM AUTHOR]

It is essential for local development to increase both technological and human capacities. From the introduction of technologies, it is essential to diagnose and define the baseline of human resources in the community under study to support the implementation of the knowledge management strategy. In this article, aspects related to human resources and their interdependence with knowledge management were addressed, using multi-criteria models that support decision making in the selection of the most appropriate energy technologies to raise the standard of living. The systems for decision support in rural energization projects and the procedure for the contribution to the improvement of quality from rural energization are program packages built on the basis of technical and non-technical aspects for the energy development of rural areas with less favored populations. In this case, the above tools allowed the development of simulations and the calculation of the disparities that may arise between the existing human resource in the community and its potential after the specific energy solutions have been installed and to measure the potential impact on this resource. This paper reported the results of the application of the referred models, related to the impact on the human resource of the community, the human dimension of sustainable development and knowledge management in the case study of the rural community “El Socucho”, located in Las Tunas province, Cuba. [ABSTRACT FROM AUTHOR]

The present study focuses on generating a methodological proposal for the allocation of human resources in the execution of maintenance tasks. This considers the implementation of an algorithm that assumes a set of maintenance activities (tasks or resources), a set of maintenance personnel (agents), a plausibility relationship over resources, a hierarchical relationship over agents and the preference that Agents have about resources. These assumptions lead to a hierarchy of personnel and identification of critical tasks. These hierarchy of personnel takes the management of knowledge as a fundamental part since; the maintenance function requires very specific technical knowledge, normally tacitly stored among the personnel operating in these areas. The methodology is complemented by a new hierarchy of tasks using the methodology of analysis of failure modes, effects and criticality (AMFE). The results applied to a fleet of vehicles show that other assumptions are needed to obtain reasonable and fair criteria in the allocation of maintenance tasks, which are considered as weightings in a knowledge management function that include: Professional experience criteria, experience in the company, talent and self-training. [ABSTRACT FROM AUTHOR]

There is growing interest in management and organizational research to study the relocation of knowledge workers, defined as a move by the knowledge worker to a different place of work. Relocation has been well studied as a potential source of losses or gains in human and social capital. However, our understanding of whether and how it disrupts a scientist's innovation activities is limited. Relocation could disrupt innovation activities in the new workplace by making it difficult for a scientist to coordinate work with prior collaborators with whom the scientist has relational experience and forcing the scientist to work with new collaborators. In this study, we develop a conceptual framework assessing the effectiveness of the scientists' research and development (R&D) experience to counter these disruptions arising from relocation and develop valuable patented innovations. We hypothesize that both the scientist's relational experience and working with new collaborators decrease the value of innovations the scientist creates after relocation. Scientist R&D experience, however, is double-edged in nature: It leads to less valuable innovations prior to relocation but facilitates the creation of more valuable innovations after it. Our theory suggests that this is because R&D experience facilitates the scientist's adaptation to the new context and helps coordinate her or his activities in new collaborations. Nevertheless, R&D experience is less effective in sustaining the efficacy of relational experience with prior collaborators after relocation. Using a longitudinal dataset from the knowledge-intensive genomics industry, we find support for our hypotheses. This study yields important managerial and policy implications. [ABSTRACT FROM AUTHOR]

Knowledge-based economies need management and coherent measurement of their knowledge as productive properties and a competitive advantage. This is noted in the science and technology policies of the country and requires a model for measuring the knowledge assets of the country. Accordingly, the current research aims to design a model for measuring the national knowledge assets through the coherent knowledge management approach considering the science and technology policies. This is an exploratory and qualitative study. Some misconceptions and contradictions, however, were noted in the literature regarding the definition of knowledge assets, and the methods and approaches of its measurement. Therefore, a semi-structured interview was conducted with 17 experts in the field. They were the authors of important works having research and executive experiences at different universities. The qualitative data of the interviews were analyzed through thematic analysis. The findings resulted in a model for measuring the national knowledge assets in four aspects: environment, infrastructure, outcome, and human capital. The suggested model measures knowledge assets based on money value in public and private sectors, and gives a tool for measuring the national knowledge assets. [ABSTRACT FROM AUTHOR]