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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]

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]

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]

Background: Although knowledge management (KM) directly impacts firm competitiveness, in efficiency-driven economies such as South Africa, the contribution of operational efficiency to this relationship has been underexplored in KM literature. Objectives: This study examined how operational efficiency interacts with KM to influence firm competitiveness. The study employs the South African context to enrich knowledge on the effects of KM on firm competitiveness and the extent to which operational efficiency mediates the process. Method: Using a quantitative approach with a survey design, 300 structured questionnaires were distributed to 300 small, medium and micro enterprise (SMME) owners and managers in the Free State province to establish the interaction of KM, operational efficacy and competitiveness. Results: The results of path coefficients revealed KM's positive and significant effect on firm competitiveness. Moreover, operational efficiency partially mediated KM (recognition) (B = 0.1545, p = 0.019) and KM (implementation)'s (B = 0.0697, p = 0.050) effects on firm competitiveness. Conclusion: The prevalence of highest qualification among SMME owners/managers demonstrates that human capital development, especially business management training during business start-ups, may contribute to increased firm competitiveness. Moreover, the lack of resources in managing knowledge for implementing daily routines and increasing sales demonstrates that improved resource mobilisation by SMMEs might improve their competitiveness. Contribution: The study provides strategic interventions for improving SMME competitiveness through better management of their knowledge practices and operational efficiency. [ABSTRACT FROM AUTHOR]

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 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]

The purpose of this paper has been to investigate the relationship between intellectual capital (IC) and financial performance, based on two constructs, human capital (HC) and relational capital (RC), measured in financial terms. The methodology was applied to a sample of Universities of Chile. This was done at public and private universities during the 2014-2018 periods. In this investigation, we used descriptive statistics, level of correlation, and panel data analysis to demonstrate the existence of a positive relationship between each component of IC and the performance of universities, measured in terms of financial performance. The panel results confirm the hypothesis that HC and RC positively impact the university financial performance (return on equity, ROE, and return on assets, ROA). The article contributes to improving the conceptualization of Intellectual Capital and its relationship with the financial performance of Universities. [ABSTRACT FROM AUTHOR]

Purpose: While prior research suggests that human resource management (HRM) practices are crucial drivers of a firms' intellectual capital, few studies have tried to deconstruct this relationship and investigate how HRM practices specifically affect intellectual capital resources. Furthermore, prior research treated this relationship as universal and rarely tried to introduce important contingent factors that may alter the mechanisms involved in how HRM practices influence firms' intellectual capital. In this study, the authors examine the relationships between the ability-, motivation- and opportunity-enhancing dimensions of HRM systems and human, social and structural capital and investigate how companies' codification and personalization knowledge management (KM) strategies may alter these relationships. Design/methodology/approach: The data were collected using a telephone survey of 215 knowledge-intensive companies operating in Russia. The paper utilizes partial least squares structural equation modeling (PLS–SEM) to evaluate the measurement model and test hypothesized relationships. Findings: The findings indicate positive relationships between ability-enhancing practices and firms' human capital between motivation-enhancing practices and firms' human and social capital and between opportunity-enhancing practices and firms' social and structural capital. The authors' results reveal the limited moderating role of KM strategies in the relationships between HRM and intellectual capital. While a personalization strategy had no impact on any of the proposed relationships, a codification strategy positively moderated the relationship between opportunity-enhancing HRM practices and firms' structural capital. Originality/value: The study expands the debates in strategic HRM literature by looking "inside" the HRM–intellectual capital relationship. Additionally, the authors' findings reveal the complexity of the contingent effect that KM strategies of codification and personalization have on the relationship between HRM practices and intellectual capital. Although some of the relationships were not moderated by the KM strategy of the firm, the HRM–intellectual capital relationship cannot be considered fully universal. [ABSTRACT FROM AUTHOR]

Background: The economic well-being of any organisation in the world today significantly depends on the intellectual capital possessed by these institutions. However, with its richness in intellectual capital, some higher learning institutions in Tanzania are facing financial hardships. Objectives: To establish methods used by Tanzania's higher learning institutions in managing the intellectual capital in their possession, with the focus of establishing a link between such practices and the financial performance of such institutions. Methods: This study was conducted using a multiple case study design, employing a purely qualitative research approach. Purposive sampling technique was used to involve respondents in this study. Collected data were analysed using thematic content analysis. Results: The visited institutions had a wide range of intellectual capital such as human, relational and structural capital. The intellectual capital found was managed using various methods, including careful recruitment of staff and knowledge-sharing strategies. Although the practices of managing some aspects of such capital were at a very basic level at the registry points, the practice was found to be very important for the economic well-being of the institution. Conclusion: Tanzania's higher learning institutions possess a wide range of intellectual capital, and its management methods vary depending on the aspect of such capital. More importantly, the intellectual capital had a significant link with the financial performance of the institutions. However, the process of managing intellectual capital faced some challenges, including improper succession planning and the lack of a sharing culture. [ABSTRACT FROM AUTHOR]

In the study the resource studies titled "Factory Businessman and Manufacturer Officer" (Azmi of Gallipoli, 1914), "Factory Business" (Major Ahmet Hamdi Bey, 1919) and "Factory Business and Industry Notes" (Mehmet Ali Bey, 1928) are examined in order to contribute to the development of factory management knowledge in Turkey. The study evaluates the contents of these resources, which were published with the Ottoman alphabet at the beginning of the 20th century and addresses the factory system and management, in the context of managementorganization in order to discover the tracks affecting the formation of business administration knowledge in Turkey and to contribute to the literature. The contents of these three studies provide information about how a factory should be operated technically. However, it is determined that the information is conveyed by prioritizing the technical knowledge and human resources management in the study titled "Factory Businessman and Manufacturer Officer", how the organization structure and qualified human resources of a company should be in the study titled "Factory Business" and the ideas regarding the productivity of a factory and how it can be operated better with scientific methods in the study titled "Factory Business and Industry Notes". [ABSTRACT FROM AUTHOR]

This paper describes the value that a company has in relation to its intangible assets through the diagnosis of its intellectual capital. In fact, it aims at assessing the existing intellectual capital of a Mexican textile manufacturing company by the identification of knowledge, capacities, experiences, and staff skills. For this, it was necessary to identify each element involved in its intellectual capital --human, organizational, and relational-- with the purpose of approaching existing strengths and weaknesses. The methodology used was basically descriptive, aiming at describing the relevant components of intellectual capital. Consequently, data and statistics about company staff were collected --57 employees--, based on questionnaires and polls and the outcomes were ranged in a scale from 1 to 5, being 5 the highest rate for each intellectual capital dimension. The results were as follows: 4.27 for relational capital; 3,80 for organizational capital, and 3,69 for human capital. Based on this, different growing company opportunity areas were identified, reaching the stated organizational goals. [ABSTRACT FROM AUTHOR]

When analyzing processes of information and knowledge management and their application to the business practice, the links between both processes' approaches and categories become apparent, evidencing a tight relationship in their conception and function in business, though they are usually seen as isolated categories. Info-knowledge integrates the flows of information and knowledge between agents, as well as their experiences, learning and skills, having a spiraling, growing and synergic thought model as its process approach that adds value and sets the business foundation and product innovation. The proposed design breaks with the traditional information and knowledge structure, generating a single cycle that offers the possibility of integration in supply chain processes that is grounded in the application of information technology. Relevant results are the contributions to the global planning of the supply chain, the possibility to make adequate decisions; cooperation, permanent communication and institutionalization, increase in value in the supply chain, and the preparation of actions of continuous improvement and innovation. [ABSTRACT FROM AUTHOR]

The objective of this paper was the characterization of human capital context, since view point international as national. This implication considers the principal tendencies about management, and the problems to confront, so as the principals challenges for Cuba. The methods used were the documental analysis and the direct observation. As results were obtained: to reiterate the methodological importance of concept human capital for Cuba, the guide meaning principals tendencies, by talent management, leadership, the HR strategic planning and the engagement, consequently with the systemic, strategist and the competencies approach; and finally were express the challenges for the country. [ABSTRACT FROM AUTHOR]

In order to maintain a business competitive advantage managers have to make continuous efforts aimed at either introducing new or developing the existing products and processes. Many enterprises implement the so-called project-oriented approach. The enterprises following such an approach are referred to as project-oriented organizations. A project and an organization cannot exist without people. Human capital is developed in the process of HR function fulfillment (R&S, training, HR appraisal, remuneration and HR flow). In every enterprise, which implements the projectoriented approach and uses the matrix structure, HR function takes a two-way course: in an organization-wide perspective (general HR function) and within the framework of a particular project (HR function in projects). The objective of the article is to answer the following research questions: Q1: What kind of gaps occur in the area of HR function internal consistency within the analyzed organizations? Q2: What is the desired role of HR practitioners in project-oriented organizations? The article presents the results of empirical studies carried out in 2014 and 2015 in 100 project-oriented organizations. The surveyed organizations present higher general HR function consistency than the HR function in projects. Moreover, some gaps in consistency between both HR function courses were indicated. The obtained results of empirical studies provide knowledge about the specificity of project-oriented organizations and the desired role of HR practitioners. [ABSTRACT FROM AUTHOR]

The purpose of this empirical research study is test the relationship between strategic intent (mission, vision and goals) intellectual capital (i.e. human capital, structural capital, relational capital), and business performance targeting the sample of CKOs of 30 technology firms in the United States. A research instrument was developed from prior research and used to survey 30 CKO, CIO and VP of Knowledge Management executives from a random sample by CKO, CIO and VP of Knowledge Management title. The research approach was a correlation/multiple regression. Strong statistical support was found for the hypothesized relationships. Research limitations/implications -The sampling was a convenience sample and may not represent all CKOs in all industries. Practical implications - Intellectual capital measurement is of primary interest for senior executives of a cross section of firms in the USA and this sample is a basis for a larger study. Originality/value - The research reported is the first to investigate the issue of intellectual capital from a cross section of CKOs and other knowledge titled executives in the USA and the first to study directly the intellectual capital issue from the CKO viewpoint which is from the strategic intent perspective. [ABSTRACT FROM AUTHOR]

The aim of this study is to investigate intellectual capital (IC) drivers that may influence Italian consumers' decision to participate in value co-creation (VCC) activities with firms. Given the exploratory nature of the research, after a review of the relevant literature, we conducted a survey among Italian consumers to see if IC principal sub-dimensions (i.e. Relational Capital, Human Capital and Structural Capital) played a role in triggering VCC processes. Using a Principal Component Analysis (PCA), we analyzed 270 usable questionnaires finding that, in order to decide to co-create value with firms, IC sub-dimensions actually play a critical role. Our findings showed that the motivations (i.e., IC components) that influence Italian consumers' decision to participate in value co-creation activities with firms are quite homogeneous and similar both for those who already participated in past in these activities as well for those who never participated. The study has several managerial implications as well as limitations. In fact, the survey has been conducted only among Italian consumers and therefore the research should be extended by a geographically standpoint. Moreover, the research analyzed only the demand-side, while it would be certainly useful to know the point of view of companies also adopting other research methods (e.g., in-depth interviews). This study provides to practitioners important suggestions and warnings about the importance of the development of IC sub-dimensions to (co-)create value with external actors and consequently suggests the importance of adopting a "open" approach towards consumers to establish an effective and interactive relationship with them. The study fills a gap in the literature, since there are not so many references in literature for a deep understanding of the concrete relationship between IC and VCC. In addition, to our best knowledge this paper is the first that explore IC-related issues from a marketing perspective. [ABSTRACT FROM AUTHOR]

Despite the plethora of IC reporting frameworks proposed by scholars and practitioners, their adoption is still not widespread in practice. In other words, IC seems to be more preached than practiced (Dumay, 2009, Chiucchi, 2013b, Lönnqvist et al., 2009). As a consequence, various studies have examined which are the levers and the obstacles that can influence the adoption, use and diffusion of IC reporting practices (Dumay, 2012, Lönnqvist et al., 2009, Catasús et al., 2007, Catasús and Gröjer, 2006, Chiucchi and Montemari, 2016, Giuliani et al., 2016). Levers and barriers can be related to the technical-objective side of IC, i.e. how IC is measured and managed, or to its organizational-subjective side, i.e. who measures and manages IC (Chiucchi et al., 2016). While there are some studies that aim to understand the technical sides (Giuliani, 2016, Giuliani, 2014, Giuliani et al., 2016, Dumay and Rooney, 2011, Catasús et al., 2007, Catasús and Gröjer, 2006), the subjective side of IC appears to be underinvestigated (Chaminade and Roberts, 2003, Chiucchi, 2013a, Chiucchi, 2013b). Moving from these considerations, the aim of this study is to examine the roles played by the "project sponsor" (PS) and the "project leader" (PL) in the design and implementation process of an IC reporting project. In order to achieve this aim the results of an exploratory field study (Roslender and Hart, 2003, Lillis and Mundy, 2005) referred to Italian companies that adopted an IC report will be presented. Our study adds to IC literature by showing, from a practice-based perspective, the roles played by the PSs and of the PLs in different organizations and how they are determinant in the decision to undertake these projects, in their accomplishment, prosecution and abandonment. In particular, it emerges that PSs and PLs have a relevant role in the IC sensegiving and sensemaking processes: their specialization influence the way IC is perceived within the company and the fate of the IC report, i.e. in determining the success or the failure of the IC projects. [ABSTRACT FROM AUTHOR]

When intellectual capital is built "from the scratch" in an effort to move a society's situation to a sustainable status, there is often a need for a catalyst that triggers the endeavor. The "trigger", in the case that is reported in this paper, was the installation of a new college in a rural community in Northern Ghana where heretofore, no comprehensive tertiary education had been available. The college established an outreach program which was destined to provide the community with increased opportunities for improving the overall social and economic well-being. This creates an outer circle of engagement through accessing government officials, local businesses, community councils, health workers, traditional leaders (tribal chiefs), religious leaders and heads of NGOs on topics like labor relations, conflict resolution, sustainability management, social responsibility, cultural diversity, and social inclusiveness. At the onset, the members of the community contributed their traditional views on these topics and how this would combine with knowledge brought in through the new college. Since rural communities in Africa have a very intimate and intense relation to nature, good hands-on skills and an abundance of indigenous wisdom, it was felt that this combination would result in a rich body of knowledge and competencies. Ultimately, a valuable base would be developed from this knowledge for an inventory of intellectual capital that can be transferred to generations of descendants. At the heart of this endeavor was the Center for Cross Cultural Ethics and Sustainable Development, an institution created by the college, to move these efforts forward. There are two perspectives which make this case relevant for new developments in knowledge management: One is the issue of what has been called the "fourth mission" of educational institutions (Trencher et al. 2013), moving the institutions to co-creating sustainability by collaborating with government, industry and civil society to advance sustainable transformation in their environment. The other is that when two bodies of knowledge co-exist, the question arises how this co-existence should be approached. This case embeds a variety of systems-thinking constructs. Which would be the best way to combine indigenous wisdom with new knowledge brought in by the college's academicians and outside practitioners? How can a balance be coalesced between community needs that must often be satisfied short-term and needs for which long-term solutions are required? How can self-organization and relationality be conjoined? How can intellectual capital from both the traditional and the newly acquired skills and knowledge be generated in the community? The paper reflects on both the knowledge management and the systems-thinking interpretations of the case. community) and processes self-reference and other-reference. [ABSTRACT FROM AUTHOR]

This study builds on recent work investigating the process of migration channeling between analogous sectors of the Mexican and U.S. labor markets. In this study, the authors take up the question of whether channeling between Mexico and the United States promotes immigrants’ economic integration. Drawing on previous research on channeling, and using insights from human capital theory, the authors test the hypothesis that immigrants who are able to use their industry-specific knowledge, skills, and abilities acquired in Mexico within the same industry in the United States achieve higher levels of economic integration. Using a sample of Mexican immigrants from the New Immigrant Survey, we find that industrially channeled immigrants experience a wage premium of over $5,000, on average, in the United States. Our study concludes with a discussion of what industrial channeling means for Mexican immigrants’ broader integration into U.S. society. [ABSTRACT FROM AUTHOR]

Evaluation of Intellectual Capital (IC) is a vital phenomenon for various organizations in order to determine the value of the organization, to improve the control system and to assist strategic planning and decision-making. This study presents a new model in which the interactions between the IC components are considered in the evaluation and development planning process. This, in turn, would enhance the accuracy in evaluating IC and would aid managers in establishing a development plan for IC. In other words, this study tackles the common problem of the inner correlation between IC components by using fuzzy logic, which bears concrete results. The procedure starts with studying numerous criteria proposed for measuring IC drawn from the literature and selecting the most frequently used ones. Then, the selected criteria are refined through a questionnaire based on their relevance to the organization in which we want to evaluate IC. Interactions among IC criteria are captured with the help of Fuzzy Cognitive Maps (FCMs). The present study is the first that uses FCMs method for evaluating IC. After the influence of each criterion over the others is identified, several scenarios are developed and analyzed in order to realize their efficiency and effectiveness for IC development. The results reveal that improving IC criteria with maximum influence over others, does not necessarily lead to the development of IC and investigations are required to establish the development plan. [ABSTRACT FROM AUTHOR]

This paper analyses the determinants of knowledge in the European Union of the 27, through estimates of transcendental logarithmic production functions (translog) in different scenarios. For this, a data panel for the period 2003-2010 has been elaborated, selecting the production stochastic frontier as the most reliable model to estimate technical efficiency for European innovation. The empirical result is that technological capital, human capital and relational capital have a positive and significant influence on the generation of knowledge. Also, from the observation of results we can assure that the size (in terms of population) of a country within the EU-27 does not positively influence the technical efficiency of knowledge production. This is an empirical study about the relationship between the determinants of knowledge and the technical efficiency of the generation of knowledge, and such a study does not exist in literature for the EU-27 in the period analysed. [ABSTRACT FROM AUTHOR]

Competing theoretical perspectives regarding the effects of knowledge management (KM) on performance have underpinned past empirical studies. By explicitly surfacing and comparing three such perspectives, we contribute to the theoretical advancement of the KM field. We develop hypotheses consistent with the underlying logics of universalistic, complementarity and contingency theories and we empirically test these hypotheses to determine which is best supported. Data was collected from a sample of hospitality services firms operating in South Africa. Our results show that the universalistic perspective is less preferred. We find support for the complementarity perspective by revealing that codification and human capital KM capabilities interact to influence customer service outcomes. The contingency perspective also received support as the links between KM capabilities and performance were found to be contingent on the business strategy of the firm. Our results suggest that future researchers should explicitly acknowledge the theoretical perspective from which they are observing the performance impacts of KM and ensure that empirical tests are consistent with the logic of the selected perspective. [ABSTRACT FROM AUTHOR]

This article addresses educational practice as a site for the development of human capital theory. The article considers metaphysical constructions that are broadly typical of educational thought, and shows how they are amenable to economic analysis. Using different Marxist and feminist methods, it discusses pedagogy and the family as kinds of investment. The author questions the underlying assumptions about humanity on which both economics and education are predicated. If Western educators are certain of the historical ends to which modern Western education aims, do they also fully appreciate the implications of their own certainty and confidence for the future? As educators, are we equally confident that we question ourselves about why we uphold the value of education in the way each of us does? To engage educators in a debate about these values, the article employs poststructuralist critique to place words and concepts central to education and economics, e.g. the market, under erasure. It questions the way in which idealizations of teaching and learning are seen as forms of production and exchange. The article contests the notion of 'humanity' advanced within a postindustrial era, and seeks to open a more prescient account of knowledge as a form of wealth, and schooling as a form of commerce. [ABSTRACT FROM AUTHOR]

The aim of this study has been to measure the variables of Intellectual Capital at Universidad de Atacama, with a prospective look for the next ten years. To do this, we have used the Delphi methodology. This technique has been supplemented with a mathematical tool called Qualitative Profiling Approach, based on a series of predetermined variables. This work describes the concept of Intellectual Capital divided into three variables, namely: Human Capital, Structural Capital and Relational Capital, since this classification supports firstly elements like the value of knowledge created by the people, secondly knowledge that has been expressed explicitly and documented, finally by external information exchange. To carry out the study a survey was conducted, whose purpose has been to consider a number of variables related to perception. The results have shown that the perception of the community has not been very favorable. However, the opinions have been useful to generate approaches in measuring intangibles and Knowledge Management. [ABSTRACT FROM AUTHOR]

Responding to demands for transformed farming practices requires new forms of knowledge. Given their scale and complexity, agricultural problems can no longer be solved by linear transfers in which technology developed by specialists passes to farmers by way of extension intermediaries. Recent research on alternative approaches has focused on the innovation systems formed by interactions between heterogeneous actors. Rather than linear transfer, systems theory highlights network facilitation as a specialized function. This paper contributes to our understanding of such facilitation by investigating the networks in which farmers discuss science. We report findings based on the study of a pastoral farming experiment collaboratively undertaken by a group of 17 farmers and five scientists. Analysis of prior contact and alter sharing between the group’s members indicates strongly tied and decentralized networks. Farmer knowledge exchanges about the experiment have been investigated using a mix of quantitative and qualitative methods. Network surveys identified who the farmers contacted for knowledge before the study began and who they had talked to about the experiment by 18 months later. Open-ended interviews collected farmer statements about their most valuable contacts and these statements have been thematically analysed. The network analysis shows that farmers talked about the experiment with 192 people, most of whom were fellow farmers. Farmers with densely tied and occupationally homogeneous contacts grew their networks more than did farmers with contacts that are loosely tied and diverse. Thematic analysis reveals three general principles: farmers value knowledge delivered by persons rather than roles, privilege farming experience, and develop knowledge with empiricist rather than rationalist techniques. Taken together, these findings suggest that farmers deliberate about science in intensive and durable networks that have significant implications for theorizing agricultural innovation. The paper thus concludes by considering the findings’ significance for current efforts to rethink agricultural extension. [ABSTRACT FROM AUTHOR]

This study presents an investigation of the relationship between internalization of ISO 9000 practices and the development of intellectual capital within organizations. We posit that intellectual capital, which comprises of human capital, organizational capital, and social capital, leads to improved processes in an organization. Process improvement, in turn, results in superior operational performance. Using a sample of 321 ISO 9001 certified organizations, the hypothesized relationships are tested by means of the structural equation modeling technique. The results of this study lend strong support for the hypotheses and show that performance benefits from the internalization of ISO 9000 standards occur mainly through the development of human and organizational capital, and the consequent improvement in business processes. This study discusses theoretical and managerial implications, and presents directions for future research. [ABSTRACT FROM AUTHOR]

The paper reflects on development of new technologies and mentality of its developers. Authors have selected important technologies which shape future life style. Each of selected technologies has specific characteristics which require different mentality of own developers. New ways of thinking and acting are necessary for different type of education. Today we are living in the period when science strongly produces new knowledge that is simultaneously translated into in new technologies. The speed of creating new technologies increases permanently, whereas the speed of change management lags behind the technology development. Because of this, it is important that management is innovated, i.e. that management processes are reengineered. Development of new technologies has marked number of evolutionary steps that different industries have made. Once competitors have reached similar level of technological advancement, exploration of new drivers of differentiation and competitiveness entered a "soft orbit". Companies started paying additional attention to innovation and talents. Therefore authors underline the connection between selected technologies, new ways of thinking and development of more adequate organizational practice, and human resources management that support it. [ABSTRACT FROM AUTHOR]

Both human resources and knowledge are valuable assets for enterprises; therefore, effective management of these assets becomes inevitably critical for business success. While human resource management systems have been a research topic for more than two decades, knowledge management systems applied to human resource management are relatively new to both academia and industry. This study examines the use of knowledge management in a business environment such as human resource management. The evolution of information systems and information processing in the human resource management domain is presented, and a knowledge-based decision support system for human resource management is proposed. [ABSTRACT FROM AUTHOR]

This research seeks to extend the current understanding of the relationship between intellectual human capital and exploratory innovation within organizations. In particular, this study explores the direct and facilitating roles played by three kinds of intellectual human capital: 1) pure scientists; 2) bridging scientists; and 3) pure inventors, for the two dimensions of firms’ exploratory innovation: 1) recombinatory innovation and 2) pioneering innovation. The research model is tested using the patent, publication, and financial data of biotechnology firms from around the world. [ABSTRACT FROM PUBLISHER]

The article presents an analysis of the concepts of knowledge management and intellectual capital, as well as the assessment of 12 models for measuring intellectual capital, which could be used, totally or partially, in Cuban hotel companies, due to their characteristics and application concepts. Some inadequacies in the above mentioned models are identified, which do not limit the use of their indicators in measuring intellectual capital in hotel companies. As a result, the decision is to use the indicators of the Skandia model, concentrated into 4 groups: client, human resources, renovation and development, and processes. Out of the 85 indicators of this model, experts consider that 23 can be applied in Cuban hotel companies. [ABSTRACT FROM AUTHOR]

Background: Effective communities of practice undoubtedly impact organisations' knowledge management and contribute towards building a learning-organisation culture. Communities of practice represent an environment conducive to learning and for exchanging ideas, and they are a formal learning forum. However, the level of organisational learning to which communities of practice contribute is difficult to measure. Objectives: The research was conducted to analyse the impact of communities of practice on building a learning organisation. The organisational system, culture and people offer the key towards leveraging knowledge as a strategic resource in a learning organisation. The awareness of the organisation concerning knowledge management was measured on a replicated knowledge-management maturity model. Method: The organisational knowledge base was analysed prior to the implementation of the communities of practice and was compared to the situation three years later. The research was based on experiential learning cycles that consisted of five consequential but perpetual stages, namely reflect, plan, act, observe and reflect again. Results: The results indicated that communities of practice were instrumental in leveraging the organisation to the next level in the knowledge-management maturity model. A collaboration framework was developed for each business unit to work towards a common goal by harnessing the knowledge that was shared. Conclusion: Although a positive impact by communities of practice is visible, an instrument for the measurement of intellectual capital is necessary. It is recommended that the monetary value of knowledge as an asset is determined so that the value of the potential intellectual capital can be measured. [ABSTRACT FROM AUTHOR]

El artículo se enfoca en la estrategia de gestión del conocimiento para la formación de los investigadores en las áreas de desarrollo tecnológico y la investigación aplicada en la Universidad Tecnológica de Jalisco, México. Según los autores, la estrategia enfatiza el desarrollo del capital intelectual de los docentes con el enfoque en los elementos del capital humano, estructural y relacional.

The importance of intellectual capital (IC) in organizations is well accepted. Several authors have examined the effects of IC on innovation and firm performance. We argue that IC does not directly affect innovation or firm performance; instead, the firm's knowledge management (KM) capabilities mediate the effect of IC on innovation and firm performance. We propose a theoretical model of how two KM capabilities (knowledge enhancement and knowledge utilization) mediate the effects of three types of IC (social capital, human capital, and organizational capital) on innovation and firm performance. The model is tested using survey data and secondary data on 533 public-listed companies in Taiwan. The results of structural equation modeling support the theoretical model with two exceptions: the path from human capital to knowledge enhancement capability is not supported, and human capital has an unexpected direct effect on innovation. Other than this unexpected effect of human capital on innovation, the effect of IC on innovation is mediated by KM capabilities. Moreover, innovation fully mediates the effects of KM capabilities on firm performance. Overall, this study provides insights into the mediating roles of knowledge enhancement and knowledge utilization in the relationship between IC and innovation. [ABSTRACT FROM PUBLISHER]

Modelling Organizational Knowledge Dynamics (OKD) is important in developing knowledge strategies within the framework of strategic management. We present in this paper a new perspective on modelling OKD based on the dynamic equilibrium equation of the organizational knowledge, and on using the Analytic Hierarchy Process (AHP). The dynamic equilibrium equation is considered for a time interval ΔT, and contains the following terms: the level of total organizational knowledge variation ΔK, the knowledge creation variation ΔC, the knowledge acquisition variation ΔA, and the knowledge loss variation ΔL. Since each of these terms has a different relative importance in the organizational knowledge balance, it is necessary to find a way of evaluating their weighting factors. For this purpose we use the AHP mathematical model developed by Saaty for the managerial decision making. AHP requires a structuring of the field of knowledge, and we considered a structure composed of three levels: (1) the goal level - increasing the level of organizational knowledge; (2) the strategies level - the strategy for increasing knowledge creation (S1), the strategy for increasing acquisition of new knowledge (S2), and the strategy for reducing knowledge loss (S3); (3) the activities level - hiring new valuable human resources (A1), developing training programs (A2), creating a performing motivation of employees (A3), and purchasing books, journals, software programs, and other information materials (A4). This structured model of AHP has been applied as an empirical research within a large company. We sent questionnaire to a number of 500 employees, and received valid answers from 173 respondents. The AHP method is based on paired comparisons of strategies with respect to the goal of increasing the level organizational knowledge, and then on paired comparisons of activities with respect to each strategy we defined. These paired comparisons yield matrices that lead to systems of eigenvalue equations whose solutions compose the vector of priorities for strategies, and for activities with respect to each strategy. Values of the vector of priorities for strategies are the weighting factors for the equilibrium equation components. [ABSTRACT FROM AUTHOR]

Abstract: Under limited resources in corporation education training, to enhance human resources quality, making education training program planning more efficient is a significant issue in training future talents. In accordance with Taiwan TrainQuali System (TTQS), the basic training structure is ton specify P (Plan) and D (Design). Ensuing results will be easier and successful. From TTQS database of Bureau of Employment and Vocational Training, corporations in Taoyuan, Hsinchu and Miaoli winning Gold Medals (Group B) have gaps outside control line in P and D. Enhancement is needed in the gap. The paper aims at a certain company winning Gold Medals in Taoyuan, Hsinchu and Miaoli to locate hidden or unobvious information with data mining, which will help future education training course planning and design. The researchers use two-stage clustering (SOM and K-means) under data mining theory to collect personnel training data of Automobile Corporation A in Taiwan and China with data mining and analysis. The results under the two algorithms will serve as reference for future education training courses. In the end, in combination of back-propagation neural network to develop education training prediction model, the research offers reference for writing knowledge management system to enhance effects of personnel participation in training at corporations. [ABSTRACT FROM AUTHOR]

In the next fifteen years the characteristics of organizations and the way they manage human capital will be conditioned by the development of eight processes with global presence: pre-eminence of knowledge, globalization, population ageing, importance of the role of women, psychological contract, erosion of traditional authority, and the emergence of new organizational values. These eight factors are analyzed here, and their evolving tendencies are addressed. These processes are combining to transform the organizations of the second and third decades of the XXI century into more complex and pluralistic structures, with more diffuse frontiers, open and disperse structures, and with work forces organized into different levels of involvement which communicate among themselves and with the outside world through global networks. These organizations present new challenges to people management, including the consequences of rising retirement age, occupation and productivity of older workers, coexistence of three generations in the work force, intercultural intelligence, motivational development, merit significance, talent management in open organizations, and new leadership styles required in a more fluid, more spread out, and more egalitarian environment. We approach the Portuguese situation in the light of similarities and differences with regard to the evolution of the conditioning factors analyzed here and in the light of measures recommended for this issue in general. We identify its specific characteristics and discuss the effect they may have on people management policies and practices to be adopted in the period under consideration. [ABSTRACT FROM AUTHOR]

The need for knowledge is as old as human history and the importance of this need is even more increased in the technology age of today. Anyone, regardless of his or her position, is in desire and in need to get the necessary scope-of-interest knowledge in order to keep up with the change and thus to be able to survive. Therefore, in this paper, a general overview of knowledge age and knowledge society is presented and the search points out the importance of knowledge management for organizations and the other related disciplines. After that, the main purpose of this research is laid out, that is, the employee's attitude toward knowledge sharing and the relationship between their positions and knowledge sharing is explained. Finally, results are evaluated and our conclusions are proposed. It can be seen that sharing of knowledge is not sufficiently successful in the institution on which we carried out our survey. In addition, cognitive channels should be kept open, desire and attitudes of organization members for sharing of information should be increased in order to establish an intellectual capital management system in the institution. [ABSTRACT FROM AUTHOR]

The emerging knowledge economy has led to an increase of demand and locational competition for highly-skilled labour. Brain competition policy (BCP) is the reaction from national and regional policymakers. In short, BCP refers to the attraction, education and circulation of talent in and between regional and national economies. This new focus on human capital instead of physical capital indicates a paradigmatic shift in innovation policy and regional policy. While most of the contributions to this new policy approach come from the US, it can be demonstrated that different institutions in Europe prevent the simple copying of those strategies. The article contributes to the ongoing paradigmatic shift by conceptualizing a coherent framework for BCP from a European perspective. [ABSTRACT FROM AUTHOR]

This paper investigates the role played by the knowledge transfers fostering innovation in Finnish high technology industries. In particular, we examine the roles played by both face-to-face knowledge transfers and also human capital transfers between different types of agents and institutions in the promotion of innovation. In order to examine these issues we employ a unique innovation dataset which provides information about a firm's innovation performance along with information regarding the geographical and sectoral origins of a firm's recent labour acquisitions, disaggregated according to different types of agents and institutions. This allows us to develop proxies for inter-firm face-to-face knowledge exchanges and also human capital knowledge transfers. The analysis of these data allows us to identify the different roles which the geography of knowledge exchanges and labour markets between agents and institutions play in regional innovation processes. [ABSTRACT FROM AUTHOR]

The spatial scope of knowledge flows is a topic of fierce debate. While several studies have focused on single modes, the aim of this paper is to look at different knowledge flows originating from individual scientists, namely, scientific and industrial collaboration, entrepreneurial activities and human capital formation. The analysis is based on qualitative data acquired from interviews with distinguished German scientists from the disciplines of science and technology. It was found that the excellence of star scientists manifests itself in several ways. However, the results do not confirm the expectation that knowledge flows are predominantly locally embedded. The impact on the local economy was especially low for industrial collaborations. [ABSTRACT FROM AUTHOR]

Knowledge management (KM) was a well-founded management approach that held significant benefits for public sector organisations. KM as a management philosophy had an impact on various components of an organisation and it could therefore significantly advance organisational efficiency. The successful implementation of KM initiatives had to be ensured because, different organisational processes and departments had to collaborate and functional silos had to be eliminated. KM required long-term commitment and dedication from all organisational members. Furthermore, there were certain knowledge management enablers in an organisation that needed to be developed and that were necessary for the achievement of organisational effectiveness. These enablers were the organisational culture, human resources, information technology, organisational structure and, the organisation's strategy and leadership. This article assessed each of these enablers and how they impacted on an organisation's KM efforts. Stellenbosch Municipality was used as a case in point. The article further examined how local governments were able to effectively implement KM practices as strategic tools used to achieve service delivery and operational goals. The article concluded with a number of recommended strategies, (1) to develop the KM enablers that were present in organisations and (2) to aid the implementation of successful organisational KM initiatives. [ABSTRACT FROM AUTHOR]

Abstract: This study examines indicators of measurement and relative weights on key competency in the financial profession. In addition, the study functions as a reference for training in economic, academic, and financial circles. The findings demonstrate that attitude is relatively the most important construct for professional core competency in the financial professions. Industrial and academic circles suggest that continuous learning is the most important indicator of measurement on key competency. According to industrial circles, secondary indicators are work experience and emotional stability; academia suggests that secondary indicators are emotional stability and problem solving skills. [Copyright &y& Elsevier]

This article presents the KNOWLEDGE VALUE AGGREGATE METHOD -- KVA for the intellectual capital measure in companies, presenting specifically its application to a superior education center as it is the Politécnico Colombiano Jaime Isaza Cadavid. This paper stars with the KVA method description, followed by the application of such method in the commented institution, and finally it is presented the obtained results and some future works. [ABSTRACT FROM AUTHOR]