Relevant bibliographies by topics / Knowledge Worker

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Knowledge Worker'

Author: Grafiati
Published: 4 June 2021
Last updated: 26 January 2023

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Journal articles on the topic "Knowledge Worker"

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Kianto, Aino, Muhammad Shujahat, Saddam Hussain, Faisal Nawaz, and Murad Ali. "The impact of knowledge management on knowledge worker productivity." Baltic Journal of Management 14, no. 2 (April 1, 2019): 178–97. http://dx.doi.org/10.1108/bjm-12-2017-0404.

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Purpose The productivity of knowledge workers is crucial not only for organizational innovation and competitiveness but also for sustainable development. In the context of knowledge-intensive firms, implementation of knowledge management is likely to increase knowledge worker productivity. Therefore, the purpose of this paper is to examine the influence of knowledge management on knowledge worker productivity. Design/methodology/approach A research framework on the effects of knowledge management processes on knowledge worker productivity is established and empirically tested with data from 336 knowledge workers at five mobile network operator companies in Pakistan. Findings The results indicate that knowledge creation and knowledge utilization impact knowledge worker productivity positively and statistically significantly. However, knowledge sharing does not have statistically significant impact on knowledge worker productivity. Demographic factors (gender, managerial position and formal education level) do not moderate the relationship between knowledge management and knowledge worker productivity statistically significantly. Research limitations/implications The key limitations are the cross-sectional nature of the data and the geographic limitation to telecom companies in Pakistan. Practical implications Irrespective of gender, education and managerial position, implementation of knowledge management can increase knowledge worker productivity. Therefore, knowledge management practices should be implemented to enhance the knowledge worker productivity via fostering the knowledge worker’s engagement in and propensity to knowledge management processes. Originality/value This study is among the first to examine the likely influence of knowledge management on the productivity of knowledge workers conclusively while controlling for three individual demographic factors. This study also addresses the effectiveness of knowledge management in the little-explored cultural context of Pakistan.
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Shuaib, Shandana. "Managing knowledge worker." Business Review 3, no. 1 (January 1, 2008): 117–32. http://dx.doi.org/10.54784/1990-6587.1136.

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Moon, Michael. "Knowledge worker productivity." Journal of Digital Asset Management 5, no. 4 (July 13, 2009): 178–80. http://dx.doi.org/10.1057/dam.2009.17.

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J. Adriaenssen, Deniel, Dagny A. Johannessen, and Jon-Arild Johannessen. "Knowledge management and performance: developing a theoretical approach to knowledge workers’ productivity, and practical tools for managers." Problems and Perspectives in Management 14, no. 3 (November 10, 2016): 667–76. http://dx.doi.org/10.21511/ppm.14(3-3).2016.10.

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Issue: The number of knowledge workers continues to grow, but we know little about what factors will promote knowledge workers’ productivity. Problem for discussion: How can managers promote knowledge workers’ productivity? Purpose: To develop aspects of a theory to promote knowledge workers’ productivity. Method: Conceptual generalization. Findings: Seven propositions (a mini-theory) for knowledge workers’ productivity. Keywords: knowledge worker, productivity, theory. JEL Classification: M1
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Ramírez, Yuri W., and David A. Nembhard. "Measuring knowledge worker productivity." Journal of Intellectual Capital 5, no. 4 (December 2004): 602–28. http://dx.doi.org/10.1108/14691930410567040.

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Tennant *, Mark. "Doctoring the knowledge worker." Studies in Continuing Education 26, no. 3 (November 2004): 431–41. http://dx.doi.org/10.1080/0158037042000265971.

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Gordon, Edward E. "The New Knowledge Worker." Adult Learning 8, no. 4 (March 1997): 14–17. http://dx.doi.org/10.1177/104515959700800409.

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O'Driscoll, Tony. "Improving knowledge worker performance." Performance Improvement 42, no. 4 (April 2003): 5–11. http://dx.doi.org/10.1002/pfi.4930420403.

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Serenko, Alexander, and Chun Wei Choo. "Knowledge sabotage as an extreme form of counterproductive knowledge behavior: the role of narcissism, Machiavellianism, psychopathy, and competitiveness." Journal of Knowledge Management 24, no. 9 (September 2, 2020): 2299–325. http://dx.doi.org/10.1108/jkm-06-2020-0416.

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Purpose This study empirically tests the impact of the Dark Triad personality traits (narcissism, Machiavellianism, psychopathy) and co-worker competitiveness on knowledge sabotage. Design/methodology/approach A model was constructed and tested by means of Partial Least Squares with data from 150 participants recruited via Amazon’s Mechanical Turk. Findings The individual personality traits of narcissism, Machiavellianism, and psychopathy are significant predictors of individual knowledge sabotage behavior, whereas co-worker Machiavellianism and psychopathy trigger co-worker knowledge sabotage. Out of the three Dark Triad traits, individual and co-worker psychopathy emerged as the strongest knowledge sabotage predictor. Co-worker competitiveness has a positive effect on co-workers’ knowledge sabotage behavior. There is a relatively strong relationship between co-worker and individual knowledge sabotage which suggests that knowledge sabotage is a form of contagious workplace behavior. Individuals underestimate their negative behavior and traits and/or overestimate those of their fellow co-workers. Practical implications Managers should realize that the Dark Triad personality traits could predispose certain individuals to engage in extremely harmful counterproductive knowledge behavior. They need to ensure that individuals with these traits are not hired or are identified during their probation periods. It is recommended that organizations include knowledge sabotage measures in their periodic employee surveys. Organizations should help their employees objectively re-evaluate their own traits and knowledge behavior as well as those of their colleagues to ensure that their reciprocating knowledge behavior is more aligned with the reality in their organization. Originality/value This study offers a reliable and valid quantitative survey instrument to measure the presence of knowledge sabotage.
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Razzaq, Shahid, Muhammad Shujahat, Saddam Hussain, Faisal Nawaz, Minhong Wang, Murad Ali, and Shehnaz Tehseen. "Knowledge management, organizational commitment and knowledge-worker performance." Business Process Management Journal 25, no. 5 (September 2, 2019): 923–47. http://dx.doi.org/10.1108/bpmj-03-2018-0079.

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Purpose Knowledge management in the public sector is relatively an ignored avenue of research and practice that has recently been given attention. Knowledge management initiatives in the public sector are now not limited to the developed countries anymore. The public sectors of various developing countries including Pakistan have developed knowledge management functions to address the problems of low organizational commitment (higher turnover rates) and knowledge-workers’ performance. Consequently, the purpose of this paper is to examine the mediation role of organizational commitment in the relationship between knowledge management practices and knowledge-worker performance. Design/methodology/approach The data were gathered from 341 knowledge workers of the public sector health department of Punjab Province, Pakistan, where knowledge management unit initiative has been taken. It was then analyzed using the structural equation modeling. Findings Organizational commitment partially mediates the relationship between knowledge management practices and knowledge-work performance. Practical implications The public sector policy makers are strongly advised to implement knowledge management units and practices in order to enhance knowledge-work performance as well as organizational commitment. Originality/value First, the model on the mediating role of organizational commitment has never been examined before. Second, the data collection from the public Health Department of Pakistan, a developing country, is relatively rare because the public sector knowledge management studies have mostly been conducted in developed countries. Finally, this study extends the literature on knowledge management in the public sector that is the developing theme in knowledge management discipline while adding knowledge management as a toolkit to enhance knowledge-workers’, organizational commitment and knowledge-work performance.
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Dissertations / Theses on the topic "Knowledge Worker"

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Denson, Fabian Chad. "Knowledge worker motivation." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29557.

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Demand for knowledge workers has increased relative to the available supply. A further cause for concern is that the requirements for managing knowledge workers differ from those for managing lower qualified employees. Due to scarcity and different management requirements, attracting and retaining the best available knowledge workers poses a serious challenge.The purpose of this study was to to identify and understand the impact of some of the key factors that motivate knowledge workers.A quantitative research design was employed with knowledge workers the targeted sample through purposive sampling combined with an element of snowballing. The final sample consisted of 91 respondents from different industries, educational backgrounds and age groups, but who all indicated that they were knowledge workers in the survey. The survey data was tested for reliability, validity and factor analysis used to narrow down the elements for the statistical analysis of the hypotheses.Following the research, the initial five hypotheses were narrowed down to four of which three were correlated to knowledge worker motivation. Management relationships as well as independence and interpersonal relationships were positively correlated whilst staff turnover was negatively correlated to knowledge worker motivation. Based on the research outcomes, recommendations were made to both knowledge workers and management. Furthermore, suggested areas for future research were provided.
Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
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Zulkifli, Izyani. "Knowledge worker training in Malaysia." Thesis, University of Nottingham, 2010. http://eprints.nottingham.ac.uk/11695/.

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An increasing number of countries have shifted, or are shifting, towards the knowledge-based economy. For these countries, including Malaysia, the quality of knowledge workers is extremely important in determining the pace and success of such transition. Thus, training is often carried out to improve the skills of knowledge workers at the workplace. But despite its importance, research on knowledge worker training is extremely limited. This study seeks to partially fill this gap in the literature by investigating three aspects of knowledge worker training in Malaysia. Using an online survey, data is collected from a sample of companies and knowledge workers in MSC Malaysia. In the first part of the study, the role of foreign ownership on the provision of, and participation in training in MSC Malaysia, is examined. Here the questions of whether or not there are any differences between the quantity and quality of training provided by local and foreign MSC-status companies and whether or not there are any differences in training participation between knowledge workers working at both entities are investigated. After establishing that some variations in training do exist between local and foreign companies in MSC Malaysia, the second part of the study examines in more detail the determinants of training among companies in MSC Malaysia. It particularly investigates the factors that affect the occurrence and magnitude of training by MSC-status companies as a whole To complement these findings, the final part of the study investigates the impact of training on the knowledge workers’ earnings, productivity and career advancement. Due to the nature of the data set, however, the issue of endogeneity of training and selectivity bias are not addressed in the analyses of wage effects of training while productivity is measured subjectively via the knowledge workers’ perceptions of the effect on ability to perform job tasks. The third analysis on career advancement is further divided into the impacts of training on the knowledge workers’ likelihood of receiving a promotion and searching for a new job.
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VILLAS, MARCOS VIANNA. "FACTORS THAT INFLUENCE KNOWLEDGE WORKER CONSULTANT GROUPS PERFORMANCE." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2001. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=2261@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
O fenômeno dos grupos multifuncionais nas organizações é recente e pouco conhecido. Dentre estes grupos existem aqueles onde seus membros utilizam apenas conhecimento (knowledge workers) nas suas atividades, e que foram formados para executar projetos de consultoria ou de desenvolvimento de novos produtos ou serviços. Este trabalho identifica e descreve fatores relacionados a pessoas, grupos, projetos e contexto que influenciam o desempenho de grupos de - knowledge workers - consultores, fatores estes identificados a partir da literatura corrente relacionada a trabalho em grupo, de entrevistas com consultores e da experiência do autor. Os resultados indicam, dentre os fatores estudados, quais deles são polêmicos (não há consenso sobre sua influência) e quais não são e, neste último caso, se sua presença melhora ou piora o desempenho destes grupos. Em ambos os casos, são apresentados comentários dos entrevistados de modo a esclarecer e ilustrar as conclusões.
The multi-functional group phenomenon in organizations is recent and barely understood. Some of these groups use essentially knowledge workers in their activities, and were formed to execute consultancy projects or to develop new products or services. This study identifies and describes factors related to people, groups, projects and context that influence the performance of these knowledge worker consultant groups. These factors were drawn from the present knowledge on workgroups, interviews with consultants and from the author`s professional experience. The results indicate in which factors there is consensus about their influence or not, and in both cases, comments are presented to explain or illustrate the conclusions.
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Olson, Branka V. "Experiential Workplace Design for Knowledge Work Organizations: A Worker Centered Approach." Case Western Reserve University School of Graduate Studies / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=case1459278058.

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Harris, Melvin T. "Child welfare worker educational preparation : an assessment of child welfare knowledge /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487948158627951.

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Swift, Laurie L. "A conceptual framework for the assessment of workplace impact on productivity." Thesis, Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/42820.

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The Corporate Real Estate Executive has many factors to consider when selecting and outfitting workspace for the company's employees, most of whom are knowledge workers. There are many factors to consider other than cost including the office space design, the LEED or other green building characteristics of the space,the business context in which the company operates, and how all these factors work together to impact productivity. A workplace and productivity assessment tool was completed for four different companies to assess eight different productivity elements and how they interact to impact productivity. Two companies occupied LEED certified facilities, one company occupied a green building, and the fourth company was in conventional office space.
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Strand, Lars-Olof. "Retaining Knowledge Workers : A ranking of the most valuable Rewards." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-12710.

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With the past decades of a growing trend in the western-world where knowledge workers are replacing traditional workers the importance of finding ways to attract, retain and engage the former is becoming even more challenging as the preferences of this kind of workers is totally different than for other workers. Non-monetary rewards such as achievement, autonomy and feedback have for a long time been highlighted by researchers to be of importance, yet the human relations departments (HR) still seem not to have realized the importance of such rewards and while HR strategies often are focusing on total rewards as a summary of monetary and non-monetary rewards there is a lack of an uniform ranking of the importance in between them. The purpose of this thesis is to make a ranking of the non-monetary rewards being most valuable for a knowledge worker to retain them within a company. The job mobility for this group is high and failing to retain them would except for short-term costs and organizational knowledge loss risk to create a lack of competitive advantage in long-term. Based on an extensive review of literature and papers by both researchers and practitioners with aspect to motivation theories, knowledge workers and rewards a theoretical framework has been constructed derived to five propositions which have been tested in a single case study. The empirical data was collected from a case being described in-depth and consist of archival data from employee surveys during seven years of time which have been supported by interviews and observations to achieve a triangulation of data. During analysis the findings have been put in relation to the environmental factors present within the case to achieve a rich and trustworthy case study. The findings confirms earlier research that autonomy is one of the highest ranked reward for a knowledge worker but that affiliation is of equal or even higher importance. The result also indicates that the difference between knowledge workers and other kinds of workers with aspect to affiliation is low or even non-existent. The thesis has also shown that autonomy, praise/recognition and career/personal development is of far more importance for a knowledge worker than for other kind of workers which may act as an important input to HR professionals. Furthermore this thesis has by the construct of a theoretical framework based on content theories of motivation contributed with a theoretical ground to the system of total rewards defined by HR professionals.
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Schiller, Shelby L. "Exploring Social Worker Knowledge, Conceptualization, and Use of Cultural Humility in Hospice." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7739.

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This capstone project examined social workers’ knowledge, values, and beliefs as related to the concept of cultural humility to determine how hospice care professionals treat patients’ cultural preferences and traditions with respect and sensitivity at the end of life; as such practices have the ability to improve the hospice experience. Research questions addressed in the study (a) how social workers in Nevada define cultural humility in the context of hospice social work practice, (b) the values or principles hospice social workers in Nevada consider most important in providing culturally appropriate care to hospice patients, and (c) the ways hospice social workers in Nevada implemented a cultural humility stance within their practice. To obtain data for this project, connections with the local hospice care community were used to recruit interested individuals directly involved in service delivery through a convenience sampling method. Participant data was collected via a focus group with 9 participants, which was then recorded, transcribed, and analyzed. The method of analysis was thematic exploration and estimation of the prevalence of identified themes. Five major themes were identified through analyses: (a) individualized culture, (b) respect for others, (c) team-oriented approach, (d) implementation of cultural humility, (e) lack of formal training and integration of hands-on experience. Findings contribute to the generic hospice services knowledge base, working in synergy with previous research findings to help encourage future research studies on this topic.
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Blažková, Kristýna. "Management znalostních pracovníků." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-9122.

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These approaches have little relevance for executives contending with the day-to-day reality of running a company. Knowledge management is complex and multifaceted; it encompasses everything the organization does to make knowledge available to the business, such as embedding key information in systems and processes, applying incentives to motivate employees and forging alliances to infuse the business with new knowledge. Effective knowledge management requires a combination of many organizational elements--technology, human resource practices, organizational structure and culture--in order to ensure that the right knowledge is brought to bear at the right time. Knowledge management is still a relatively young field, with new concepts emerging constantly. Often, it is portrayed simplistically; discussions typically revolve around blanket principles that are intended to work across the organization. The aim of my diploma paper is to introduce knowledge workers management in well known and successful international organization, The Boston Consulting Group (BCG), that has been present in Czech Republic since 1990's. Knowledge workers management in BCG is described in context OF global economy situation, in which knowledge and knowledge workers play significant role. Knowledge kept in employees' brains is an intangible asset of every company, especially consulting company. Very often, the knowledge holders are not aware of the fact that their knowledge is important to the company and crucial to its Access. From the company point of view, it is necessary to recognize the key knowledge holder, to manage them and to try ensuring the working environment that enable easy knowledge sparing. From the BCG example, we can see that knowledge management is well established HR process, which manages hiring, retaining and developing relationships with alumni. Key issue is to motivate knowledge workers to share their knowledge, to develop the right environment and grant the right tools.
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Hornyak, Robert. "Knowledge Worker Behavioral Responses and Job Outcomes in Mandatory Enterprise System Use Contexts." Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/cis_diss/47.

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The three essays that comprise my dissertation are drawn from a longitudinal field study of the work process innovation of sourcing professionals at a large multinational paper products and related chemicals manufacturing firm. The focus of this study is an examination of how characteristics of the work process innovation context impact enterprise system (ES) acceptance, rich ES use behavior and the resulting individual-level job outcomes realized by knowledge workers in a strategic business process. The ES, an enterprise sourcing application, was introduced to innovate the work processes of employees who perform the sourcing business process. Over a period of 12 months, we collected survey data at four points in time (pre-implementation, immediately following training on the new system; following six months of use; and, following 12 months of use) to trace the innovation process as it unfolded. The three essays that comprise my dissertation focus on three key gaps in understanding and make three corresponding key contributions. The first research essay focuses on the transition from an emphasis on behavioral intention to mental acceptance in mandatory use environments. This essay contributes to the technology acceptance literature by finding that work process characteristics and implementation characteristics are exogenous to beliefs about the technology and that these beliefs are important to understanding mental acceptance as well in mandatory use contexts. The second and third research essays emphasize the transition from lean use concepts to conceptualizing, defining and measuring rich use behaviors and show that use must be captured and elaborated on in context. This is pursued through the development of two rich use constructs reflective of the sourcing work context and the complementary finding of countervailing factors in the work process that may impede the positive impact of rich use behaviors on job benefits.
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Books on the topic "Knowledge Worker"

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W, Cortada James, ed. Rise of the knowledge worker. Boston: Butterworth-Heinemann, 1998.

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Brown, Gerald J. Dynamic task scheduling for the Knowledge Worker System. Champaign, IL: U.S. Army Construction Engineering Research Laboratory, 1996.

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Sherringham, Keith, and Bhuvan Unhelkar. Crafting and Shaping Knowledge Worker Services in the Information Economy. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-1224-7.

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Mundel, Marvin Everett. The white-collar knowledge worker: Measuring and improving productivity and effectiveness : algorithms and PC programs. [Tokyo, Japan]: Asian Productivity Organization, 1989.

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Mundel, Marvin Everett. The white-collar knowledge worker: Measuring and improving productivity and effectiveness : algorithms and PC programs. [Tokyo, Japan]: Asian Productivity Organization, 1989.

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Business performance through lean six sigma: Linking the knowledge worker, the twelve pillars, and Baldrige. Milwaukee, Wis: ASQ Quality Press, 2006.

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Albrecht, James W. The knowledge lift: The Swedish adult education program that aimed to eliminate low worker skill levels. Bonn, Germany: IZA, 2005.

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Brown, Bettina Lankard. Knowledge workers. Columbus, OH: ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University, 1999.

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Tampoe, Frederick Mahendra Kumar. Motivating knowledge workers. Uxbridge: Brunel University, 1992.

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Patalas-Maliszewska, Justyna. Managing Knowledge Workers. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-36600-0.

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Book chapters on the topic "Knowledge Worker"

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Wickens, Peter D. "Every Worker a Knowledge Worker." In The Ascendant Organisation, 219–37. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-23850-7_12.

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Wickens, Peter D. "Every Worker a Knowledge Worker." In The Ascendant Organisation, 192–207. London: Palgrave Macmillan UK, 1998. http://dx.doi.org/10.1007/978-1-349-14855-4_11.

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Drucker, Peter. "Increasing Knowledge Worker Effectiveness." In Measure What Matters To Customers, 95–111. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2015. http://dx.doi.org/10.1002/9781119201779.c12.

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Sherringham, Keith, and Bhuvan Unhelkar. "Knowledge Worker Services Transformation." In Crafting and Shaping Knowledge Worker Services in the Information Economy, 447–72. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-1224-7_12.

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Howell, James G. "The Knowledge Worker and the Knowledge Age." In Systems Theory and Practice in the Knowledge Age, 155–62. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-1-4615-0601-0_19.

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Sherringham, Keith, and Bhuvan Unhelkar. "OPEX-Sourced Knowledge Worker Services." In Crafting and Shaping Knowledge Worker Services in the Information Economy, 49–85. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-1224-7_2.

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Sherringham, Keith, and Bhuvan Unhelkar. "Resiliency Within Knowledge Worker Services." In Crafting and Shaping Knowledge Worker Services in the Information Economy, 137–59. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-1224-7_4.

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Sherringham, Keith, and Bhuvan Unhelkar. "People Within Knowledge Worker Services." In Crafting and Shaping Knowledge Worker Services in the Information Economy, 231–59. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-1224-7_7.

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Schmidt, Wayne J. "Knowledge Worker System for Process Integration." In Information and Process Integration in Enterprises, 339–51. Boston, MA: Springer US, 1998. http://dx.doi.org/10.1007/978-1-4615-5499-8_21.

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Wagner, Dirk Nicolas. "Graceful Degradation and the Knowledge Worker." In ReThinking Management, 171–89. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-16983-1_9.

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Conference papers on the topic "Knowledge Worker"

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Gleeson, Frank, and Vincent Hargaden. "Improving knowledge worker efficiency." In 2015 IEEE International Symposium on Technology and Society (ISTAS). IEEE, 2015. http://dx.doi.org/10.1109/istas.2015.7439409.

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Bran, Cary A., Tom Malone, Deborah Lewis, and Joe Burton. "The knowledge worker of the future." In Proceeding of the 24th ACM SIGPLAN conference companion. New York, New York, USA: ACM Press, 2009. http://dx.doi.org/10.1145/1639950.1640044.

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Krombholz, Katharina, Heidelinde Hobel, Markus Huber, and Edgar Weippl. "Social engineering attacks on the knowledge worker." In the 6th International Conference. New York, New York, USA: ACM Press, 2013. http://dx.doi.org/10.1145/2523514.2523596.

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Kidd, Alison. "The marks are on the knowledge worker." In the SIGCHI conference. New York, New York, USA: ACM Press, 1994. http://dx.doi.org/10.1145/191666.191740.

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Creus, Fernando Luis. "The Digital Transformation of the Knowledge Worker." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/205879-ms.

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Abstract Technological advances unveil a dual reality in the oil and gas Industry. On one hand, the benefits of blockchain and artificial intelligence (AI), among others, has arrived to revolutionize the industry. On the other hand, industry professionals remain trapped in bureaucratic processes that undermine their performance. The diagnosis: knowledge workers, responsible for optimizing the recovery and economic performance of the fields, are the missing link in the digital transformation chain. They are suffering the digitalization of the status quo. This paper puts forward a broad digital transformation framework designed to increase the knowledge worker's productivity. Digital transformation is not just about the implementation and use of cutting-edge technologies. It is also the response to digital trends, and about adopting new processes and redesigning existing ones to compete effectively in an increasingly digital world. Prioritizing technology as the ultimate goal puts the business processes and the knowledge workers aside from the discussion. The key to this proposal is rethinking the business model according to the possibilities of new technologies based on a six-dimension scheme:Corporate strategy: It defines the long-term vision and investment criteria for value creation. Technology is an element within a business scheme that should not be analyzed in isolation.Digital strategy: Within the corporate strategy, what operational and strategic role does technology play? Should it only support the company's operation, or should it drive strategic reinvention?Culture: While digital transformation is the company's response to digital trends, culture is the muscle that provides (or not) the attributes required to succeed in this transformation endeavor. Innovation and creativity should be promoted as part of the company's DNA.Knowledge processes: A business model, built on new technologies, will necessarily impose new and automated practices. While the automation of physical processes is a fact, the automation of knowledge processes is the weakest link.Data governance: It defines the necessary conditions that guarantee the quality of the information and its strategic acquisition. Two elements are a must: the automation of processes, thereby avoiding arbitrariness in data management; and centralized databases, thereby eliminating data duplicity and criteria discrepancy.Data Science: At this point in the model, the company has efficient, automatic, and fast processes, assuring the quality and availability of the data from its conception to the final storage. Then, data scientists will have all the means, and a clear and aligned vision (corporate strategy) to extract meaningful insights for the business.
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Kidd, Alison. "The marks are on the knowledge worker." In Conference companion. New York, New York, USA: ACM Press, 1994. http://dx.doi.org/10.1145/259963.260346.

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7

Staniszkis, Witold. "Empowering the Knowledge Worker - End-User Software Engineering in Knowledge Management." In 17th International Conference on Enterprise Information Systems. SCITEPRESS - Science and Technology Publications, 2015. http://dx.doi.org/10.5220/0006806400010001.

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"Personal Knowledge Management and Knowledge Worker Productivity in the Healthcare Sector." In 20th European Conference on Knowledge Management. ACPI, 2019. http://dx.doi.org/10.34190/km.19.095.

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9

Ducatel, Gery, and Botond Virginas. "A knowledge discovery tool for mobile worker support." In Industrial Engineering (CIE39). IEEE, 2009. http://dx.doi.org/10.1109/iccie.2009.5223498.

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"Towards An Integrated Framework for Knowledge Worker Productivity." In Nov. 18-19, 2019 Johannesburg (South Africa). Eminent Association of Pioneers, 2019. http://dx.doi.org/10.17758/eares8.eap1119302.

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Reports on the topic "Knowledge Worker"

1

Frick, David E. Motivating the Knowledge Worker. Fort Belvoir, VA: Defense Technical Information Center, January 2010. http://dx.doi.org/10.21236/ada565953.

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2

Mitchell, Olivia. Worker Knowledge of Pension Provisions. Cambridge, MA: National Bureau of Economic Research, October 1987. http://dx.doi.org/10.3386/w2414.

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3

Thomas, Beverly E., and Wayne J. Schmidt. Building a Knowledge Base for the Knowledge Worker System. Fort Belvoir, VA: Defense Technical Information Center, August 1992. http://dx.doi.org/10.21236/ada258544.

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4

Thomas, Beverly E., and John P. Baron. Evaluating Knowledge Worker Productivity: Literature Review. Fort Belvoir, VA: Defense Technical Information Center, June 1994. http://dx.doi.org/10.21236/ada283866.

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Thomas, Beverly E. Knowledge Worker System Version 3.6 Reference Guide. Fort Belvoir, VA: Defense Technical Information Center, December 1999. http://dx.doi.org/10.21236/ada374073.

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Kappes, Sandra, and Beverly Thomas. A Model for Knowledge Worker Information Support. Fort Belvoir, VA: Defense Technical Information Center, September 1993. http://dx.doi.org/10.21236/ada273182.

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Khoury, Anne E. Character and Effective Leadership of the Knowledge Worker. Office of Scientific and Technical Information (OSTI), April 2005. http://dx.doi.org/10.2172/15016252.

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Rudman, Debbie Laliberte, and Rebecca M. Aldrich. Social Isolation, Third Places, and Precarious Employment Circumstances: A Scoping Review. University of Western Ontario, 2022. http://dx.doi.org/10.5206/otpub.2022.54.

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Rising rates of social isolation in Canada and other middle- and high-income countries have turned scholarly attention to the kinds of places that facilitate social connections. “Third places” - physical and virtual places beyond home (first places) and work (second places) - are thought to foster social interaction, connection, belonging, and support. This evidence brief reports on a SSHRC funded knowledge synthesis that linked understandings about “third places” with situations of precarious employment, given that people facing precarious employment circumstances often lack the social opportunities and resources associated with stable workplaces. This scoping review assessed what is known about the types and characteristics of “third places” that help maintain social connectedness and address social isolation for adults experiencing precarious employment circumstances. The project examined English-language research articles published in multidisciplinary academic journals between 2012 and 2022. The review captured diverse forms of employment (i.e., gig work, involuntary part-time work, seasonal work, temporary migrant work) characterized as transient, non-permanent, unpredictable, having few worker protections or rights, and associated with low or unpredictable remuneration, as well as cyclical and long-term unemployment. In addition to synthesizing study results, findings attend to how studies addressed diverse social positions and studies’ geographic locations, methodologies, methods, and quality. The goal of the project was to understand the current state of knowledge on this topic; create dialogue about how social isolation can be addressed through precarious workers’ engagement with “third places”; and identify opportunities for stakeholders to partner on place-based interventions with people experiencing precarious employment circumstances.
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Quak, Evert-jan. The Link Between Demography and Labour Markets in sub-Saharan Africa. Institute of Development Studies (IDS), January 2020. http://dx.doi.org/10.19088/k4d.2021.011.

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This rapid review synthesises the literature from academic, policy, and knowledge institution sources on how demography affects labour markets (e.g. entrants, including youth and women) and labour market outcomes (e.g. capital-per-worker, life-cycle labour supply, human capital investments) in the context of sub-Saharan Africa. One of the key findings is that the fast-growing population in sub-Saharan Africa is likely to affect the ability to get productive jobs and in turn economic growth. This normally happens when workers move from traditional (low productivity agriculture and household businesses) sectors into higher productivity sectors in manufacturing and services. In theory the literature shows that lower dependency ratios (share of the non-working age population) should increase output per capita if labour force participation rates among the working age population remain unchanged. If output per worker stays constant, then a decline in dependency ratio would lead to a rise in income per capita. Macro simulation models for sub-Saharan Africa estimate that capital per worker will remain low due to consistently low savings for at least the next decades, even in the low fertility scenario. Sub-Saharan African countries seem too poor for a quick rise in savings. As such, it is unlikely that a lower dependency ratio will initiate a dramatic increase in labour productivity. The literature notes the gender implications on labour markets. Most women combine unpaid care for children with informal and low productive work in agriculture or family enterprises. Large family sizes reduce their productive labour years significantly, estimated at a reduction of 1.9 years of productive participation per woman for each child, that complicates their move into more productive work (if available). If the transition from high fertility to low fertility is permanent and can be established in a relatively short-term period, there are long-run effects on female labour participation, and the gains in income per capita will be permanent. As such from the literature it is clear that the effect of higher female wages on female labour participation works to a large extent through reductions in fertility.
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Stumpf, Simone, Margaret Burnett, Thomas G. Dietterich, Kevin Johnsrude, and Jonathan Herlocker. Recovery from Interruptions: Knowledge Workers' Strategies, Failures and Envisioned Solutions. Fort Belvoir, VA: Defense Technical Information Center, October 2005. http://dx.doi.org/10.21236/ada471248.

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