Dissertations / Theses on the topic 'Knowledge-intensive work'
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Hope, Kristin Lofthus. "New Knowledge Objects? Exploring Cultures of Representation in Knowledge-Intensive Work." Doctoral thesis, Norwegian University of Science and Technology, Faculty of Arts, 2006. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-1728.
Full textRylander, Anna. "Making sense of knowledge work." Doctoral thesis, Stockholm : Skolan för teknik och hälsa, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-620.
Full textChung, Kon Shing Kenneth. "Understanding Attitudes towards Performance in Knowledge-intensive Work: The Influence of Social Networks and ICT Use." Thesis, The University of Sydney, 2008. http://hdl.handle.net/2123/4018.
Full textChung, Kon Shing Kenneth. "Understanding Attitudes towards Performance in Knowledge-intensive Work: The Influence of Social Networks and ICT Use." University of Sydney, 2008. http://hdl.handle.net/2123/4018.
Full textUnderstanding factors that enhance or diminish performance levels of individuals is instrumental for achieving individual (low level) and organisational (high level) goals. In this study, the effect of social network structure, position, ties and information and communication technologies (ICT) use on performance attitudes of knowledge intensive workers in dispersed occupational communities is investigated. Based on social network theories of strength of weak ties and structural holes, and the social influence model of technology use, a theoretical framework is developed. In conjunction with qualitative interviews conducted with subject matter experts, the framework is used to further develop and refine a valid and reliable survey instrument. Secondly, network measures of degree centrality, density, structural holes (constraint and efficiency), tie strength and tie diversity are applied for exploring the association with ICT use and performance from a sample of 110 rural general practitioners. Empirical results suggest that network structure, position and ties of knowledge workers play a crucial role in individual performance and ICT use. In particular, degree centrality and task-level ICT use was found to be positively associated with performance while ego-network constraint was found to be negatively correlated with performance. In terms of ICT use, functional diversity and degree centrality were positively associated with task-level ICT use whereas ego-network efficiency was found to be negatively correlated with ICT use at the communication-structure level. Among the variables that showed significance, degree centrality best explained overall variance for performance, and functional diversity best explained overall variance for task-level ICT use, although professional accreditations remains a potent indicator also. The results from this study resonate with findings from past literature and extend traditional theory of social networks and performance within the micro level to include geographically dispersed individuals involved in knowledge intensive work. For individuals in such non-competitive settings, traditional network theories such as structural holes theory still apply. However, a key finding is that network structure is a much more potent predictor of performance although network position is important. The second key finding addresses a major gap in the literature concerning understanding social processes that influence ICT use. As the technology acceptance and the social influence models lack empirical evidence from a social networks perspective, this research shows that rather than the strength of ties which functions as a conduit of novel ideas and information, it is the functional tie diversity within individual professionals networks that increase ICT use at the task-level. Methodologically, the study contributes towards a triangulation approach that utilises both qualitative and quantitative methods for operationalising the study. The quantitative method includes a non-traditional “networks” method of data collection and analysis to serve as a fine complement to traditional research methods in behavioural studies. The outcome is a valid and reliable survey instrument that allows collection of both individual attribute and social network data. The instrument is theoretically driven, practically feasible to implement, time-efficient and easily replicable for other similar studies. At the domain level, key findings from this study contradict previous literature which suggests that professionals in occupational communities such as general practitioners decline in performance as they age. In fact, findings from this study suggest that age and experience do not affect for performance; rather, there is a negative relationship between experience and task-level ICT use, and that task-level ICT use is positively associated with performance in terms of attitudes to interpersonal care. Furthermore, degree centrality is also positively associated with professional accreditations, such as fellowship of the Royal Australian College of General Practitioners, which is conducive to performance in terms of attitudes to interpersonal and technical care. The contextual implication from the quantitative and qualitative evidence of this study is that while contemplating strategies for optimising ICT use or for improving attitudes to quality of care at the technical and interpersonal level, the importance of social structure, position and relations in the practitioner’s professional network needs to be considered carefully as part of the overall individual and organisation-level goals.
Nilsson, Tomas. "Rhetorical business : a study of marketing work in the spirit of contradiction." Doctoral thesis, Lund University, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-63841.
Full textTrygg, Kristina. "Arbetets geografi : Kunskapsarbetets organisation och utförande i tidrummet." Doctoral thesis, Stockholms universitet, Kulturgeografiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-100797.
Full textKindon, Philippa. "Identity at work : developing and using an integrated approach to explore the role of identity (both as a struggle and as a resource) in a knowledge intensive organizational setting." Thesis, University of Bath, 2007. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.486835.
Full textLindgren, Anne. "”Att jobba långsamt vore ju inte i linje med syftet” : En intervjustudie om digitala arbetssätt och livsbalans hos ledarskapsroller inom kunskapsintensivt arbete." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-300374.
Full textThis study examines how people with managerial positions within knowledge intensive work experience that the opportunities and challenges of remote digital work affects their work and their well-being. In the study, 13 semi-structured interviews were conducted with individuals of such positions, and resulted in a broad variety of possibilities derived from digital work – e.g. being able to work more efficiently and regardless of time or place. Nonetheless, due to digital work still being relatively new, challenges also arise as a consequence of being in a learning process of how digital work may be handled. Some of the challenges mentioned by the participants of the study include the speed of which work is expected to be performed at when utilizing digital tools, or that the separation between work and private life has been aggravated due to the increased accessibility. Additionally, as a consequence of the current pandemic, the participants were working remote from their homes, which was explained as a factor contributing to a heightened difficulty of separating their work life from their private life. The reason for this being work life and private life sharing the same physical space: their homes. However, the participants described the gained efficiency and availability from digital work as contributing to an increased experience of flexibility and being in control of their time and productivity. This was described as a positive effect of digital work, and according to theory essential to improve life balance. Hence, the participants have a possibility of improved life balance through digital work as it allows them to control their time whilst also improving their productivity. Nevertheless, the participants still aspired for a combination of digital work and traditional work post pandemic, due to the solidarity within the workplace being experienced as insufficient via solely digital mediums. Therefore, a combination of digital work and traditional work was desired to allow for effective work without social diminution. The employees could perform their work through exclusively digital mediums, yet still expressed missing traditional ways of working due to the social factors. Digital ways of working may therefore be seen as with practical benefits, and emotional challenges. A combination of digital and traditional work could therefore maximize productivity and increase flexibility whilst still maintaining social connections, thus favoring life balance and well-being.
Lupaszkoi, Hizden Thomas. "Creating a community of practice to prevent readmissions : An improvement work on shared learning between an intensive care unit and a surgical ward." Thesis, Hälsohögskolan, Högskolan i Jönköping, The Jönköping Academy for Improvement of Health and Welfare, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30244.
Full textDackeby, Johan, and Johanna Hagbom. "Att leda på distans : En kvalitativ studie om styrning inom kunskapsorganisationer vid omställning till distansarbete." Thesis, Linköpings universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-179474.
Full textInledning Den 31 januari 2020 får Sverige sitt första konstaterade fall av Covid-19. Den 16 Mars presenterar Folkhälsomyndigheten rekommendationerna om att svenska gymnasieskolor, universitet, högskolor och övrig utbildning att ske på distans. Dessa rekommendationer kommer även att gälla för samtliga verksamheter i Sverige som har möjlighet att arbeta på distans. Under distansarbete visar tidigare forskningen på ett ökat behov av en medveten och välutvecklad arbetsledning, samt behovet av en tydligare styrning och kommunikation. Syfte Syftet med uppsatsen är att studera hur styrningen och kommunikationen fungerar samt förändrats inom kunskapsorganisationer där verksamheten har gått över till distansarbete, som en följd av pandemin. Metod Undersökningen är utförd med en kvalitativ metod där vi har intervjuat chefer och medarbetare. De olika kunskapsorganisationer vi undersökt är ett managementbolag, Industrienheten inom Naturvårdsverket och rättsavdelningen på Arbetsförmedlingen. Resultat och bidrag Distansarbetet har enligt samtliga respondenter, lett till att informella möten på arbetsplatsen minskat eller helt upphört. Det har påverkat chefernas förmåga att upprätthålla en viktig relation till medarbetarna, men även inverkat på informationsflödet. Denna studie visar att en tillitsbaserad styrning och ett tillitsbaserat ledarskap är fördelaktigt under distansarbetet, speciellt inom kunskapsorganisationer. De stora utmaningarna för de chefer som intervjuats kan härledas till bortfall av kommunikation och kunskapsdelning.
Bourdin, Linn, and Emelie Larsson. "”DET FINNS JU INGEN VISMA-KÄNSLA NÄR MAN SITTER HEMMA” – ELLER FINNS DET? : - En fallstudie om distansarbetes påverkan på ledarskap och den effektiva organisationskulturen inom IT-företag." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20054.
Full textBackground: Distance work, which in recent years has become increasingly common, involves a different type of way of working, which has affected the organizational culture. Each organization has its own culture, in which the leader has an important role in influencing the employees. If the culture is effective, the organization has the possibility to achieve benefits such as increased efficiency and positive results, both financially and the wellbeing of the employees. Therefore, it is important to adapt the leadership to maintain an effective organizational culture when work shifts from the physical workplace to working on distance. Since knowledge-intensive organizations have a technical experience which makes distance work possible, an IT-company was selected as the study's research object. Purpose: The purpose of the study is to gain a deeper knowledge of how managers and employees in IT companies experience how working on distance has affected the leadership and their organizational culture. Theory: The study is based on three main areas, knowledge-intensive organizations which is the context, distance leadership and effective organizational culture. All three areas describe the importance of leadership and different types of leadership abilities, within the three main areas. Method: The study is based on a case study design, where the empirical material was collected through both a qualitative and quantitative study, which constitutes a triangulation. The qualitative study was conducted in the form of interviews with managers in an IT company, and the quantitative study was conducted through a questionnaire survey with the employees of the interviewed managers. Conclusion: The leadership is affected by distance work when the leader can no longer read the atmosphere in the same way, which leads to it being more difficult to support employees and their well-being. The leadership must therefore change when on distance, to become clearer and to have clearer communication. The lack of social interaction also contributes to6the role of the leader becoming increasingly important to maintain an effective organizational culture, which requires strong relationships and being a good role model.
Wijayawardhana, Thimali, and Liene Kokina. "Consultancy agencies as actors within the digital transformation journey: a case study." Thesis, Umeå universitet, Institutionen för informatik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185781.
Full textSilva, Ana Rita dos Santos. "Modelos de organização de trabalho nas empresas TIC: um estudo de caso." Master's thesis, Escola Superior de Ciências Empresarias, 2013. http://hdl.handle.net/10400.26/4644.
Full textA organização do trabalho de forma eficaz e eficiente tem sido uma constante preocupação do homem. Os motivos impulsionadores desta busca, no seio das organizações, apresentam as mais variadas naturezas, desde a necessidade de obter melhores resultados das acções e dos recursos, até ao aumento da qualidade dos bens e serviços, passando pela preocupação com a segurança no trabalho e com a garantia de uma melhor coordenação das várias equipas, entre outros. Partindo da certeza que o tema proposto não é novo, considera-se pertinente o seu estudo, num ambiente altamente dinâmico, com novos desafios que surgem quase diariamente e numa altura em que a inovação é indispensável para responder a mercados cada vez mais exigentes. As tecnologias de informação e comunicação surgem como um pilar que suporta e facilita essa inovação, quer em termos da execução das acções, quer em tempos de resposta, pois permite fazer adaptações e desenvolvimentos num mais curto espaço de tempo. Neste contexto, o presente estudo tem como objectivo estudar modelos de organização de trabalho numa empresa do sector das tecnologias de informação e comunicação. Partindo da análise dos modelos de organização do trabalho e da sua evolução, este estudo pretende focar a sua atenção nos novos modelos de organização do trabalho e nos modelos flexíveis de trabalho assentes em estruturas também essas flexíveis, numa competência de excelência, na confiança e numa maior participação por parte dos trabalhadores. A metodologia utilizada será o estudo de caso, recorrendo-se à observação participante, às entrevistas semi-estruturadas e à análise documental. Pretende-se, fazer uma caracterização da empresa através da sua actividade, história, estrutura e artefactos da cultura organizacional, bem como estudar a sua organização do trabalho. Os resultados obtidos permitem a identificação de modelos inovadores de organização de trabalho em empresas TIC, corroborando desta forma com a literatura existente. Permitem também o reconhecimento, neste sector de actividade, da tendência para a utilização de modelos flexíveis de organização do trabalho, nomeadamente: a natureza de trabalho assente em equipas semi-autónomas, a existência de funções variadas com um elevado grau de autonomia que permitem a mobilização e desenvolvimento de novas competências, e a adopção de práticas de gestão de recursos humanos que possibilitam o desenvolvimento de competências.
The organization of work effectively and efficiently has been a constant worry for mankind. The reasons for this search ,in the heart of the organizations, depends on its nature, from the need to obtain better results of actions and appeals, to the increasing quality of goods and services, taking into concern safe working conditions and ensuring better coordination of several teams, amongst others. Based on the certainty that the proposed topic is not new, it is considered appropriate, in a constantly changing environment with new challenges that arise almost daily and at a time when innovation is required to meet increasingly demanding markets. New technologies have emerged as a pillar that supports and eases this innovation, allowing the implementation of actions with less effort than the effort required to perform the same actions without using new technologies, both in time response, because it allows to adaptations and developments in the shortest time. In this context, this study aims to explore methods of work organization in a information and communication technologies company. Based on the analysis of models of a working organization and its evolution, this study intends to focus its attention on new forms of work organization and forms of flexible work structures based on a more flexible jurisdiction of excellence, confidence and greater participation by workers. The methodology used is the case study, resorting to the participating observation, semistructured interviews and documentation analysis. It intends to characterize the company through its activities, history, structure and organizational culture artifacts, as well as studying work organization. The observed results allow the identification of innovating ways of work organization in ICT (Information and Communication Technologies) companies, confirming what is already recognized in the existing literature. It also allows the acknowledge that flexible work organization forms tend to be used in this sector, including: the work nature based in semi-autonomous teams, the existence of various functions with a high degree of autonomy allowing new skills development and the human resources practices that enable the evolution of skills.
Magnusson, Johanna, and Anna Wetterlöv. "Den gode mannen : En fallstudie om behovet av en HR-funktion inom kunksapsintensiva företag i tillväxt." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-35458.
Full textIntroduction: Reorganization trend has been strong in Sweden in the 2000s. One of the reasons has been that the HR function's strategic in HR-work can contribute to cost efficiency and creates value, well needed in a competitive environment. Knowledge-intensive organizations in growth are entirely dependent on its human capital, and should examine the need to maintain a studied approach to working with HR. Purpose: The purpose of this study is to understand the needs and expectations that are in place to implement a formalized HR function for knowledge-intensive companies in growth. We want to study the HR function's role and importance and nuanced the picture of the organization's incentives to implement a formalized HR function. Method: The paper consists of an inductive approach with a qualitative method. We conducted a case study of a medium sized company in growth in a knowledge-intensive industry. We have collected all the empirical data through qualitative interviews in the management-team and a questionnaire/survey to all employees in the company. Conclusion: The conclusion we reached is that the need to implement an HR function in knowledge- intensive companies in growth is context, expertise, size and leadership. Human capital is one of the major competitive advantages that tomorrow's organizations will face and the focus is on working systematically with HR and transform goals and strategies to become more efficient, value creation and strategic.
Noury, Lucie. "Equilibre de vie dans le Conseil : de la proactivité individuelle aux arrangements organisationnels." Thesis, Paris, ENMP, 2015. http://www.theses.fr/2015ENMP0056/document.
Full textThis thesis aims at studying the tensions that professional service firms (audit firms, consultancies...) have been facing for the past thirty years, through the lens of work-life balance. While these firms are increasingly questioned in the media for their managerial practices that encourage their salaries to excel themselves; they have never been so active in communicating on quality of work-life. Through a review of the literature, I show that the up- or-out incentive system of professional organisations lies on the assumption that professionals all mostly aspire to see their commitment rewarded by bonuses and promotions. Through the analysis of 58 consultants’ career stories, I identify two additional dimensions of their experience at work: the nature of the projects they are assigned and work-life balance. Then, the techniques they use to fulfil these aspirations are described. Second, after studying the managerial discourse on work-life balance in 9 consultancies, through the comparative case study of two firms I analyse the adjustments they have implemented to accommodate individual needs. I discuss the extent to which these evolutions challenge the traditional organisation of professional service firms, at a time when they are increasingly threatened by low levels of growth in the industry; pressure on cost; the sophistication of clients’ demands and the uberisation of the economy, which has also reached professional services
Ghisleni, Angela Peña. "A contribuição da identidade no trabalho na construção da identidade profissional : uma análise de fisioterapeutas atuantes em unidades de terapia intensiva." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2010. http://hdl.handle.net/10183/27501.
Full textEsta tese tem por objetivo analisar como ocorre o processo de construção da identidade profissional e como este processo acontece mediante a precariedade de reconhecimento no trabalho pelos pares e pela hierarquia. A identidade profissional corresponde a um processo que tem seu início na saída do curso de formação e que continua ao longo da confrontação com as relações, o ambiente e o mercado de trabalho e que proporciona a construção de uma imagem pessoal que o indivíduo quer apresentar. Entende-se que ao analisar o processo de socialização do profissional nas relações de trabalho torna-se possível compreender não apenas o processo de construção da identidade profissional, mas também permite se aproximar do conceito de profissão na atualidade. Ao realizar tal análise, verifica-se, por conseguinte, a construção da identidade no trabalho que tem por base três elementos – o reconhecimento, a autonomia e a cooperação no trabalho – e que confere ao indivíduo a possibilidade de um retorno a si mesmo capaz de sentir-se incluído em círculos iguais. Para analisar o processo de construção da identidade profissional, opta-se por agregar um quarto elemento, o conhecimento profissional, que junto aos elementos citados anteriormente compõem os eixos de análise desta tese. Como material empírico, optou-se por analisar o profissional fisioterapeuta inserido em UTI pela indefinição eventual de suas atribuições e contribuições no trabalho da UTI em comparação ao trabalho médico, por exemplo. A metodologia utilizada neste estudo amparou-se em uma abordagem qualitativa, com a utilização de roteiros de entrevista semi-estruturados que foram aplicados em 20 fisioterapeutas, 17 médicos e 17 enfermeiros atuantes em 14 diferentes UTIs na cidade de Porto Alegre ao longo do ano de 2009, bem como a observação direta de duas UTIs. Foi realizada uma análise de conteúdo dos dados coletados que permitiram a compreensão do material empírico associado ao referencial teórico. Como resultado deste estudo, destaca-se o papel do processo de construção da identidade no trabalho como etapa condicionante à construção da identidade profissional. Ademais, este estudo demonstra a importância do conhecimento profissional caracterizado pelo conhecimento científico, contextual e reflexivo, como condição para que o trabalhador possa construir uma identidade profissional estabilizada. Mediante a impossibilidade do indivíduo construir uma identidade no trabalho estabilizada em decorrência da precariedade de reconhecimento no trabalho, percebe-se a dificuldade do profissional em dar visibilidade e construir o conhecimento profissional nas relações de trabalho. Tal dificuldade tende a comprometer a construção da identidade profissional.
This thesis analyzes how the process of professional identity building takes place and, in particular, how it takes place in the context of precarious recognition by peers and superiors at work. Professional identity is a process that begins at the end of one’s studies, goes on throughout the period one faces labor relations, environment and market, and makes possible the building of a personal image that individuals want to present. By analyzing the professional’s process of socialization in labor relations, we can not only understand the process of professional identity building, but also approach the concept of profession in our days. By carrying out such an analysis, we see the building of identity at work, which is based on three elements – recognition, autonomy and cooperation at work – and which gives individuals a chance to return to themselves to feel included in peer circles. To analyze the process of professional identity building we choose to add a fourth element, professional knowledge, which, together with the other elements aforementioned, is an axe of this thesis. The empirical material source of this thesis was professional physiotherapists working at Intensive Care Units (ICUs), due to their frequently indefinite attributions and contributions to the work, in comparison to physicians’ work, for example. The methodology used in this thesis is based on a qualitative approach, with semi-structured questionnaires which were handed out to 20 physiotherapists, 17 physicians and 17 nurses working at 14 ICUs in Porto Alegre in 2009, as well as on direct observation of two ICUs. The content analysis of the data collected was used to understand the empirical material associated with the theory references. As an outcome of this study, we view the role of the identity at work building process as a stepping stone to professional identity building. Besides, this study highlights how important professional knowledge, characterized by scientific, contextual and reflexive knowledge, is as a condition for workers to build a stable professional identity. By being impossible for individuals to build a stable identity at work due to precarious recognition at work, we realize how difficult it is for them to gain visibility and build professional knowledge at labor relations. Such a difficulty tends to compromise professional identity building.
Martin, Andreas. "A combined case-based reasoning and process execution approach for knowledge-intensive work." Thesis, 2016. http://hdl.handle.net/10500/22796.
Full textComputing
D. Phil. (Information Systems)
Li, Chao-Yi, and 李昭意. "The Effects of Job Embeddedness,Knowledge Workers's Autonomy and Organization Learning on the Work Team Effectiveness in Knowledge-Intensive Organizations." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/83407721115648127181.
Full text樹德科技大學
資訊管理研究所
93
Nowadays, the increasing use of work teams in organization to get competitive advantage has being received great attention in both academia and practice. However, in terms of work team effectiveness, it may ignore how such variables interact with each other. Therefore, this study proposes a term of “job embeddedness”. It goes further to employ job embeddedness theory to examine the relationship of moderating factor the relationship between knowledge workers’ autonomy and work team effectiveness in knowledge-intensive organizations. The objects of the project are questionnaire are surveyed from computer software industry and computer system integrated service industry.A total of 144 questionnaires are collected for data analysis.The results of the analysis indicate that (1) Knowledge workers’ autonomy (including product autonomy , planning autonomy , people autonomy) positively affects the work team effectiveness.(2) Organization learning (including commitment to learning ,vision identification) positively affects the work team effectiveness.(3)Job embeddedness (including organization fit , organization linking , organization sacrifice) positively affects the work team effectiveness.(4)The job embeddedness is served as a moderating factor between knowledge workers’ autonomy and work team effectiveness. (5)The job embeddedness are served as a moderating factor between organization learning and work team effectiveness.Besides enhancing a greater understanding of the issue of knowledge-intensive, hopefully, this study will provide advances in understanding the issue of work team effectiveness in knowledge-intensive organizations.
Indumathi, A. "Knowledge Intensive Jobs & Well-Being of Knowledge Professionals : Development and Validation of a Multi-Construct Framework in the Indian Context." Thesis, 2012. http://hdl.handle.net/2005/3254.
Full textBelle, M.-J. "Critical care nurses’ professional identity constructions in an Australian intensive care unit : contextual and contingent." Thesis, 2017. https://eprints.utas.edu.au/23950/1/Belle_whole_thesis.pdf.
Full textKatsumata, Yuriko. "The development and empirical substantiation of Japanese pedagogical materials based on kabuki." Thesis, 2020. http://hdl.handle.net/1828/11762.
Full textGraduate