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Journal articles on the topic 'Knowledge Worker'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 January 2023

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1

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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3

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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4

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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6

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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7

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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8

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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9

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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11

Mahmood, Sobia. "An Empirical Investigation on Knowledge Workers Productivity in Telecom Sector of Pakistan." Information Management and Business Review 3, no. 1 (July 15, 2011): 27–38. http://dx.doi.org/10.22610/imbr.v3i1.914.

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This study intends to investigate the expectations of knowledge workers from their organization. The firms that understand the expectation of their knowledge workers can more effectively satisfy the needs and increase the productivity of their knowledge workers, which ultimately lead to gaining of competitive advantage. Literature does not depict any research study related to knowledge worker productivity that focuses on Pakistani organization. Hypothesized model consists of organizational culture, reward and technology and their effect on knowledge sharing and finally on knowledge worker productivity. Questionnaire was developed based on rigor method of constructs operationalization, including face, content and reliability. The sample size was 210, which was selected randomly from telecom sector. The data is analyzed by structural equation modeling. The results depicts that if the organization focus on organizational culture, reward and technology, it can achieve highest degree of productivity of knowledge workers. Therefore, the organizations must develop a strong strategy for identification and retention of their knowledge workers. In order to increase the knowledge worker productivity, management required to learn the expectation of knowledge worker from them and organization. Study has significant importance for management in strategic planning, human resource management strategy and retention program.

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Itoe Mote, Ndingi Junior, and Georgiana Karadas. "The Impact of Automation and Knowledge Workers on Employees’ Outcomes: Mediating Role of Knowledge Transfer." Sustainability 14, no. 3 (January 26, 2022): 1377. http://dx.doi.org/10.3390/su14031377.

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While there are existing empirical reviews regarding the relation between knowledge workers (KW) and knowledge transfer (KT), no study has examined the association of automation and knowledge transfer. The study describes knowledge workers as employees embedded with special abilities and having the main role of transfering their abilities to other workers in the organization. Additionally, automation (AUT) is described in the study as a technological process embedded with tacit knowledge. Therefore, using knowledge worker productivity theory and the technology acceptance model, this study aims to recommend and test a research model which examines the mediating role of knowledge transfer between automation, knowledge workers, and employee outcomes (employee creativity (EC) and innovative performance (IP)). The study evaluates the significant influence of knowledge transfer on innovative performance and creativity of other employees within the organization. This study applied a judgmental non-probability sampling research strategy to gather data from employees at an industrial firm in Japan by administering a questionnaire via Google Form. The data were analyzed with partial least squares based on structural equation modeling aimed at testing the predictive power and relationships of the model estimates. The results found support for the mediating role of knowledge transfer between automation and employee creativity as well as between automation and innovative performance. However, the study found partial support that knowledge transfer mediates the relationship between knowledge worker and employee creativity, as well as knowledge worker and innovative performance. In the same, automation and knowledge workers have significant impacts on knowledge transfer. Knowledge transfer has a significant impact on employee creativity and innovative performance.

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Xiao, M., and D. A. Nembhard. "Utility-Based Knowledge Work Productivity Assessment." International Journal of Productivity Management and Assessment Technologies 2, no. 2 (July 2014): 28–46. http://dx.doi.org/10.4018/ijpmat.2014040103.

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This paper presents a utility-based productivity assessment model for evaluating knowledge worker productivity, with the goal of examining the assessment process for knowledge workers with varying levels of knowledge intensity. The authors conduct an experiment to discover effects from knowledge intensity on managerial assessments of knowledge worker performance. The model presented allows for the quantification of evaluator's risk attitudes and preference, as well as relative weights for three chosen productivity metrics. The results indicate that managers' risk attitudes vary with respect to both different metrics, and to different levels of knowledge intensity.

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Kersten, Mik, and Gail C. Murphy. "Reducing Friction for Knowledge Workers with Task Context." AI Magazine 36, no. 2 (June 21, 2015): 33–41. http://dx.doi.org/10.1609/aimag.v36i2.2581.

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Knowledge workers perform work on many tasks per day and often switch between tasks. When performing work on a task, a knowledge worker must typically search, navigate and dig through file systems, documents and emails, all of which introduce friction into the flow of work. This friction can be reduced, and productivity improved, by capturing and modeling the context of a knowledge worker’s task based on how the knowledge worker interacts with an information space. Captured task contexts can be used to facilitate switching between tasks, to focus a user interface on just the information needed by a task and to recommend potentially other useful information. We report on the use of task contexts and the effect of context on productivity for a particular kind of knowledge worker, software developers. We also report on qualitative findings of the use of task contexts by a more general population of knowledge workers.

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Cao, Xinying, Peicheng Qin, and Ping Zhang. "Knowledge Transfer Characteristics of Construction Workers Based on Social Network Analysis." Buildings 12, no. 11 (November 3, 2022): 1876. http://dx.doi.org/10.3390/buildings12111876.

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Effects of traditional training methods are not obvious when transferring competent knowledge to construction workers to allow them to deal with new technology and intelligent equipment. The purpose of this study was to explore knowledge transfer paths and transfer characteristics within worker groups and to provide a theoretical basis for formulating new measures to improve knowledge and skills in worker groups. Firstly, we analyzed and verified the group characteristics of workers. Then, the social network analysis (SNA) method was used to study the knowledge transfer characteristics of worker groups, and the following conclusions were drawn: (1) construction workers have obvious group closure and regional concentration, which have significant impacts on knowledge transfer; (2) team leaders are the core and authority of knowledge transfer within entire networks, so improving the knowledge and skills of team leaders has a significant impact on promoting the overall knowledge and skills of workers; (3) it is very difficult for expatriate technical instructors with high levels of education but no blood or geographical relationships with other workers to establish knowledge authority among workers; and (4) due to the large gaps in knowledge and skills among workers, one-way flows of knowledge occur easily within groups.

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Gea, Nadhrah Himayah, and Tri Niswati Utami. "HUBUNGAN PENGETAHUAN DAN SIKAP DENGAN KEPATUHAN PENGGUNAAN ALAT PELINDUNG DIRI PEKERJA BAGIAN PENGOLAHAN ASPAL DI JALAN RAYA KECAMATAN MEDAN SUNGGAL." PREPOTIF : Jurnal Kesehatan Masyarakat 6, no. 1 (April 15, 2022): 735–42. http://dx.doi.org/10.31004/prepotif.v6i1.3171.

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ABSTRACT The obedience of the worker in obeying the use of apd is determined by two factors which are individual and work factors, obedience to the use of apd is determined by knowledge in the worker, as the working day will affect the quantity and quality of the worker to the job. Worker knowledge will change behavior so that a change of attitude will create a worker's attitude to conform to the rules of the job. The aim of this research is to analyze the relationships of knowledge and worker behavior with adherence to the self-protection of workers who plant asphalt in the pangal terrain highway. The study used a kind of quantitative study with analytic methods using a sectional cross-sectional research approach with a number of 52 respondents. Variables studied are knowledge and the worker's attitude toward use compliance. Personal protective equipment. Data analysis USES the chi square test, data collection USES a questionnaire. Based on chi square's test came ata value of sign-p 0.001 smaller than 0.5, it was concluded that there was a connection between the knowledge and the attitude of the personal use of protective protective equipment part of the bitumen treatment road across the waterfront. Companies are encouraged to enhance training and supervising programs for workers to enhance the knowledge and attitude of the workers Keywords: PPE, compliance, knowledge, worker, attitude

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Nurislaminingsih, Rizki, Tine Silvana Rachmawati, and Yunus Winoto. "Pustakawan Referensi Sebagai Knowledge Worker." Anuva 4, no. 2 (June 9, 2020): 169–82. http://dx.doi.org/10.14710/anuva.4.2.169-182.

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Trend dunia saat ini berada pada posisi era informasi dan pengetahuan. Kecenderungan tersebut juga berperanguh pada bidang pekerjaan yang lebih mengutamakan proses berfikir untuk menyelesaikan masalah daripada produksi barang selayaknya era industri. Peneliti memiliki argumentasi bahwa hal yang sama terjadi dalam lingkup pekerjaan di sebuah perpustakaan. Fokus utama perpustakaan kini ada pada layanan informasi dan pengetahuan atau yang lebih kita kenal dengan sebutan layanan referensi. Oleh sebab itu penelitian ini bertujuan untuk memaparkan status pustakawan referensi sebagai knowledge worker dan kegiatan apa saja yang mereka lakukan. Metodologi literature review digunakan untuk menjawab pertanyaan penelitian sehingga didapat pemahaman yang komprehensif karena bersumber dari literatur yang sudah diterbitkan. Hasil literature review menunjukkan bahwa pustakawan referensi memiliki tugas utama menggali informasi yang ada dalam koleksi, menemukan isi intelektual kemudian mengubah menjadi pengetahuan yang berguna bagi pemustaka. Dari tugas inilah pustakawan bertindak sebagai pekerja pengetahuan. Proses mengidentifikasi isi koleksi hingga menjadi pengetahuan ini hanya dapat dilakukan oleh orang-orang yang berpengetahuan. Selain itu, pustakawan referensi memiliki tanggung-jawab untuk mentransfer kemampuan tersebut kepada pemustaka sehingga pemustaka memiliki pengetahuan baru untuk memecahkan masalah. Bekerja di perpustakaan yang notabene organisasi profesi semakin menguatkan posisi pustakawan sebagai knowledge worker. Kewajiban pustakawan referensi untuk memberi layanan pengetahuan yang kontinyu kepada masyarakat menjadikan pustakawan memiliki ragam kegiatan yang berkaitan dengan pengetahuan, salah satunya dikenal dengan istilah knowledge engagement service. Secara garis besar knowledge engagement service terbagi dalam knowledge brokering, knowledge readiness dan knowledge promotion. Pada knowledge brokering pustakawan bekerja sebagai perantara kebutuhan pengetahuan pemustaka dengan sumber infromasi yang dapat dijadikan pengetahuan baru bagi pemustaka. Knowledge readiness merupakan aktivitas pustakawan membimbing pemustaka agar menguasai literasi informasi. Pustakawan referensi juga melaksanakan knowledge promotion dengan cara membuat berbagai acara edukatif terbuka bagi masyarakat yang berguna untuk menstimuli pengunjung agar dapat menemukan pengetahuan dalam setiap kegiatan.

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Agarwala, Chandan. "Technology and Knowledge Worker Productivity." International Journal of Computer Applications 102, no. 1 (September 18, 2014): 31–35. http://dx.doi.org/10.5120/17783-8564.

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Mitchell, Olivia S. "Worker Knowledge of Pension Provisions." Journal of Labor Economics 6, no. 1 (January 1988): 21–39. http://dx.doi.org/10.1086/298173.

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20

Engle, Charles, and Nancy Engle. "The 2020 federal knowledge worker." VINE 40, no. 3/4 (August 17, 2010): 277–86. http://dx.doi.org/10.1108/03055721011071403.

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21

ARTHUR, MICHAEL B., ROBERT J. DeFILLIPPI, and VALERIE J. LINDSAY. "On Being a Knowledge Worker." Organizational Dynamics 37, no. 4 (October 2008): 365–77. http://dx.doi.org/10.1016/j.orgdyn.2008.07.005.

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Raipuria, Kalyan M. "Growing as a Knowledge Worker." Paradigm 4, no. 1 (January 2000): 146–50. http://dx.doi.org/10.1177/0971890720000114.

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23

Makani, Joyline. "Revisiting Knowledge Management Systems: Exploring Factors Influencing the Choices of Knowledge Management Systems in Knowledge-Intensive Organisations." Journal of Information & Knowledge Management 11, no. 04 (December 2012): 1250024. http://dx.doi.org/10.1142/s0219649212500244.

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Limited research attention has been directed toward exploring ways in which organisations' understanding of their activities and the contexts in which their workers work influence the organisations' choice, design, and implementation of knowledge management systems (KMS). In particular, little research and insights exist to guide the successful development and implementation of KMS in knowledge-intensive organisations (KIOs). This oversight is somewhat surprising given that knowledge is a key asset in KIOs and one might therefore expect the design of systems that are used to manage knowledge of paramount interest to KIO researchers and practitioners. Using primarily grounded theory approach this study examines how KIO defining factors, KIO organisational knowledge-intensity attributes and knowledge worker activities relate to the choice of KMS in KIOs. Results of this analysis suggest that both organisational knowledge-intense attributes and knowledge-intense worker activities inform the choice and application of KMS in KIOs. Notably, the results revealed significant differences among participants in their choices of KMS, pointing to the fact that managers and practitioners in KIOs critically consider knowledge-intense factors defining their organisations when choosing and implementing KMS. This study contributes to the knowledge management (KM) literature in general and in particular to the KMS in KIOs theory and practice, where limited attention has been paid to the various ways knowledge-intense organisational and worker-related factors may influence KMS choices, design, and adoption and ultimately organisational KM effectiveness.

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Murray, Arthur J., and Kent A. Greenes. "From the knowledge worker to the knowledge economy." VINE 37, no. 1 (April 17, 2007): 7–13. http://dx.doi.org/10.1108/03055720710741963.

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Wright, Kirby. "Personal knowledge management: supporting individual knowledge worker performance." Knowledge Management Research & Practice 3, no. 3 (August 2005): 156–65. http://dx.doi.org/10.1057/palgrave.kmrp.8500061.

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Sahibzada, Umar Farooq, Khawaja Fawad Latif, Yan Xu, and Roshi Khalid. "Catalyzing knowledge management processes towards knowledge worker satisfaction: fuzzy-set qualitative comparative analysis." Journal of Knowledge Management 24, no. 10 (September 10, 2020): 2373–400. http://dx.doi.org/10.1108/jkm-02-2020-0093.

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Purpose Constructed upon the knowledge-based view, the purpose of this study is to investigate the interrelationship between internal marketing, knowledge management processes and knowledge worker satisfaction. The study also postulates that specific combinations of internal marketing dimensions and knowledge management processes can lead to improved knowledge worker satisfaction. Design/methodology/approach The study sample is gathered from 248 personnel of Pakistan higher education institutions (HEI’s). The interrelationships are checked through Smart PLS 3.2.8. The fuzzy set qualitative comparative analysis (fsQCA) is used to examine configurational paths for improving knowledge worker satisfaction. Findings The results of the study show that in HEI’s, internal marketing has a substantial influence on knowledge management processes, and knowledge management processes strongly enhance knowledge worker satisfaction. The result from fsQCA reveals multiple configurational paths to improve knowledge worker satisfaction. Originality/value There is a scarcity of research that has explored the association of internal marketing, knowledge management processes and knowledge worker satisfaction. This study attempts to examine their inter-relationships in HEI’s. Methodologically, the study contributes by combining direct and configurational methods to foster the knowledge of organizational (higher education) matters. The use of fsQCA reveals multiple pathways to improve knowledge worker satisfaction and exposes asymmetric relationships between internal marketing and knowledge management processes that lead to knowledge worker satisfaction. The study identifies the interactions among variables that might not be directly obvious via conventional symmetric methods.

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Cundawan, Apriadi, Nony Kezia Marchyta, and Thomas Santoso. "Mediating effect of creative self-efficacy on the influence of knowledge sharing towards innovative work behavior among millennial knowledge workers." Jurnal Manajemen dan Pemasaran Jasa 14, no. 2 (December 9, 2021): 149–64. http://dx.doi.org/10.25105/jmpj.v14i2.8873.

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The influx of new workers is starting to be dominated by the millennial generation. This shift provides a demographic advantage for Indonesia as millennial generations are generally aware of the technology. However, to maximize this advantage, the millennial knowledge workers need to have innovative work behavior. The purpose of this study was to examine the effect of knowledge sharing mediated by creative self-efficacy on innovative work behavior among millennial knowledge workers in Surabaya, Indonesia. This research was conducted with a quantitative approach using a questionnaire-based survey involving 145 respondents who were millennial knowledge workers in Surabaya, based on the knowledge worker groups, they were 56 employees, 44 independents, and 45 business operators. This research was analyzed using explanatory research using partial least square. The finding showed that among millennial knowledge workers in Surabaya, knowledge sharing significantly influenced innovative work behavior, meanwhile, creative self-efficacy partially mediated the influence between knowledge sharing and innovative work behavior. However, further examination based on the knowledge worker category showed that creative self-efficacy did not have a mediating effect on the business operator group.

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Juravich, Tom. "Artifacts of workers' knowledge: Finding worker skill in the closing and restructuring of a furniture manufacturer." Ethnography 18, no. 4 (January 22, 2017): 493–514. http://dx.doi.org/10.1177/1466138116687590.

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The closing of and restart of a furniture factory provided a unique opportunity to interrogate worker skills. As part of the bankruptcy sale, workers and managers ‘discovered’ a large number of worker-made jigs that had been integral to production. I argue that these are artifacts of workers’ implicit knowledge over generations of workers, troubling the notion of skill as only the explicit static attributes of individuals. Despite being seen as deskilled workers, the creation and use of these jigs are sites of worker agency suggesting that workers were more integrally engaged in production and not simple appendages to machinery. After the firm was bought, start-up proved difficult without either experienced workers or the physical artifacts of knowledge in the jigs. As several workers from the shuttered facility came to train new workers, they brought not only an implicit knowledge but a habitus that had gone unrecognized in the old facility.

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Juárez-Carrillo, Patricia M., Amy K. Liebman, Iris Anne C. Reyes, Yurany V. Ninco Sánchez, and Matthew C. Keifer. "Applying Learning Theory to Safety and Health Training for Hispanic Immigrant Dairy Workers." Health Promotion Practice 18, no. 4 (December 21, 2016): 505–15. http://dx.doi.org/10.1177/1524839916683668.

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We designed a safety and health curriculum for dairy immigrant workers aiming to increase knowledge, encourage safe behavior, and reduce worker communication inequalities to prevent occupational injury and diseases. The design is largely based on the Taxonomy of Significant Learning and incorporated behavioral and adult learning theories and principles of occupational hazard control. Trainings were implemented with 836 Spanish-speaking workers from 67 farms in Wisconsin. Sixty-seven percent of workers reported never being trained before in dairy safety, 65% of these worked in dairy for 5 or fewers years, and 26% of workers reported being ever injured while working on dairy. Quantitative and qualitative evaluation of the trainings suggest that our curriculum successfully increased worker knowledge and promoted contemplation of safe practices. The overall knowledge gain of 25% was statistically significant ( p < .01). Workers recalled at least one key concept, expressed confidence of adopting at least one safety behavior, and mentioned their intention to communicate safety concerns to farmers. To our knowledge, this is the first Taxonomy of Significant Learning application to occupational safety and health education. Our curriculum can support dairy farmers’ compliance with Occupational Safety and Health Administration’s annual training requirements by providing our basic safety and health training to workers at early job stages.

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Todericiu, Ramona, and Delia Beca. "Stimulating the Productivity of the Knowledge Workers." Studies in Business and Economics 17, no. 2 (August 1, 2022): 282–99. http://dx.doi.org/10.2478/sbe-2022-0039.

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Abstract The growing importance of creative knowledge workers as a resource of particular significance for the growth of organizations is becoming one of the greatest challenges of the knowledge-based economy. An organization that employs knowledge workers, is an organization that can develop itself. One characteristic of knowledge workers is that they are creative and always driven by a desire for change. Therefore, wherever they see an opportunity to develop or a problem that can be solved implicating a lower cost it represents an opportunity for the organization. In the end, if the organization knows how to cherish its knowledge workers, will have an advantage on the market that it activates, but also, will be easier for it to attract more knowledge workers. The purpose of the paper is to familiarized the readers with all these concepts, how can be influenced and stimulated knowledge worker productivity, for better understanding of their importance for modern organizations. We are aware that only the presentation of the theory of a complex economic concept is not enough, that s why we realized and present in the paper a case study about how much employees know about knowledge worker, employee satisfaction and employee productivity, constructed using information gathered from people around the globe throughout a survey.

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Bleakney, David, and Aziz Choudry. "Education and Knowledge Production in Workers’ Struggles: Learning to resist, learning from resistance." MJE Forum 48, no. 3 (January 29, 2014): 569–86. http://dx.doi.org/10.7202/1021920ar.

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Trade unions and other sites of community-labour organizing such as workers centres are rich, yet contested spaces of education and knowledge production in which both non-formal and informal / incidental forms of learning occur. Putting forward a critique of dominant strands of worker education, the authors ask what spaces exist for social movement knowledge production in these milieus? This article critically discusses the prospects, tensions and challenges for effective worker education practice in trade unions, alongside a discussion of informal learning and knowledge production in migrant and immigrant worker organizing. We consider how worker education practices within trade unions might best be built to support critical thinking, the collective power of working people and cultures of resistance, and the significance of knowledge and learning in community-labour struggles.

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Sahibzada, Umar Farooq, Jianfeng Cai, Khawaja Fawad Latif, and Hassam Farooq Sahibzada. "Knowledge management processes, knowledge worker satisfaction, and organizational performance." Aslib Journal of Information Management 72, no. 1 (December 17, 2019): 112–29. http://dx.doi.org/10.1108/ajim-10-2019-0276.

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Purpose Drawing on the knowledge-based view, the purpose of this paper is to investigate the interrelationship between Knowledge Management (KM) processes, Knowledge Worker Satisfaction (KWS) and Organizational Performance (OP). Additionally, the study further seeks to identify the combinations of KM processes and KWS dimensions that can lead to enhanced OP. Design/methodology/approach Data were collected from 248 academics and administration employees of Higher Education Institutions (HEIs). The relationships were tested using SmartPLS 3.2.7. The study also employed fuzzy set Qualitative Comparative Analysis (fsQCA) for examining configurational paths. Findings The results of the study revealed that KM processes significantly affect KWS and KWS enhances OP in HEIs. Based on fsQCA, the results revealed multiple configurational paths to improved OP. Originality/value There is significant lack of research that ascertains the inter-relationship between KM processes, KWS, and OP. This is one of the initial studies that examines the relationship of KM processes, KWS, and OP in HEI’s. From a methodological perspective, the study contributes by combining symmetric and asymmetric statistical tools in KM literature. fsQCA helps to understand the interactions that might not be immediately obvious through traditional symmetric methods.

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Al-Busaidi, Kamla Ali, and Lorne Olfman. "Knowledge sharing through inter-organizational knowledge sharing systems." VINE Journal of Information and Knowledge Management Systems 47, no. 1 (February 13, 2017): 110–36. http://dx.doi.org/10.1108/vjikms-05-2016-0019.

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Purpose Inter-organizational knowledge sharing systems (IOKSS) are crucial for scientific, social and economic development especially in knowledge-intensive sectors. Knowledge sharing processes and systems will not only be challenged by individual and organizational factors but also by social, technical and political inter-organizational factors. This paper aims to investigate the impact of knowledge worker, peer, IOKSS, organization and sector factors on knowledge workers’ intention to share knowledge through IOKSS. Knowledge workers are the key stakeholders that enable the survival of IOKSS. Design/methodology/approach Data were collected, through a questionnaire, from knowledge workers in the education and the health sectors. Findings This study found that the human factors (related to knowledge workers and their peers) have significant direct impact on intention to share knowledge through IOKSS. Other factors, such as IOKSS system, organization and sector factors showed indirect impacts on knowledge workers’ intention to share knowledge through IOKSS. Such investigation can be very valuable for developing countries as technological innovations such as IOKSS can be crucial for training and building human resources, and national knowledge management. Originality/value Little is empirically known about the enablers of sharing knowledge in systems that connect organizations in horizontal linkage in a specific sector or industry. The study also adds value to under investigated region.

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Sverdrup, Therese E., William Brochs-Haukedal, and Kjell Grønhaug. "Psychological Contracts and Knowledge Worker Teams." Beta 24, no. 02 (January 13, 2011): 142–53. http://dx.doi.org/10.18261/issn1504-3134-2010-02-04.

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Pańkowska, Małgorzata. "Knowledge worker tasks in system architecture." Informatyka Ekonomiczna 1, no. 51 (2019): 55–71. http://dx.doi.org/10.15611/ie.2019.1.05.

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Drucker, Peter F. "Knowledge-Worker Productivity: The Biggest Challenge." California Management Review 41, no. 2 (January 1999): 79–94. http://dx.doi.org/10.2307/41165987.

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Kianto, Aino. "Enabling innovation in knowledge worker teams." International Journal of Learning and Intellectual Capital 8, no. 1 (2011): 30. http://dx.doi.org/10.1504/ijlic.2011.037357.

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Okogbaa, O. Geoffrey, and Richard L. Shell. "The Measurement of Knowledge Worker Fatigue." IIE Transactions 18, no. 4 (December 1986): 335–42. http://dx.doi.org/10.1080/07408178608975353.

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Drucker, P. F. "Knowledge-worker productivity: the biggest challenge." IEEE Engineering Management Review 34, no. 2 (2006): 29. http://dx.doi.org/10.1109/emr.2006.1679053.

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Cardinali, Richard. "Viewpoint: death of the knowledge worker." Logistics Information Management 11, no. 3 (June 1998): 156–59. http://dx.doi.org/10.1108/09576059810218946.

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Ward, Suzanne F., and Jennifer L. Kozakowski. "The Nurse as the Knowledge Worker." AORN Journal 46, no. 5 (November 1987): 896–903. http://dx.doi.org/10.1016/s0001-2092(07)67412-2.

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Gaimon, Cheryl. "Planning Information Technology–Knowledge Worker Systems." Management Science 43, no. 9 (September 1997): 1308–28. http://dx.doi.org/10.1287/mnsc.43.9.1308.

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Stebbins, Michael W., and Abraham B. Shani. "Organization design and the knowledge worker." Leadership & Organization Development Journal 16, no. 1 (February 1995): 23–30. http://dx.doi.org/10.1108/01437739510076421.

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Geczy, Peter, Noriaki Izumi, Shotaro Akaho, and Koiti Hasida. "Knowledge worker intranet behaviour and usability." International Journal of Business Intelligence and Data Mining 2, no. 4 (2007): 447. http://dx.doi.org/10.1504/ijbidm.2007.016383.

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Esque, Timm J. "The myth of the “knowledge worker”." Performance Improvement 38, no. 1 (January 1999): 60–63. http://dx.doi.org/10.1002/pfi.4140380112.

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Covey, Stephen R. "Leading in the knowledge worker age." Leader to Leader 2006, no. 41 (2006): 11–15. http://dx.doi.org/10.1002/ltl.184.

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Tan, Teck Yong. "Knowledge as Property Rights Under the Ratchet Effect of Innovation." Journal of the European Economic Association 18, no. 5 (October 14, 2019): 2677–714. http://dx.doi.org/10.1093/jeea/jvz056.

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Abstract This paper studies how reduced oversight creates an incentive for process innovation. With incomplete contracts, tight monitoring of workers creates a ratchet effect of innovation. Under reduced oversight, a worker accrues private knowledge about his innovation, which serves as a substitute for its inalienable property rights. The resulting asymmetric information generates an information rent for the worker, which feeds back as an innovation incentive ex ante. A weak early production incentive is required to complement it. Innovations are generally underutilized ex post, and mildly successful innovations are not distinguished from failed innovation attempts.

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Tapasco-Alzate, Omar Alberto, Jaime Alberto Giraldo-García, and David Osorio-García. "Work productivity management in knowledge-intensive service companies: considerations and challenges." Cuadernos de Administración 36, no. 66 (February 10, 2020): 64–77. http://dx.doi.org/10.25100/cdea.v36i66.8465.

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The purpose of this research is to inquire about the different considerations and perspectives that arise regarding the concept of productivity in the knowledge work context, as well as the main challenges that emerge in knowledge workers’ productivity management. A group of managers and workers from organizations in the knowledge-intensive services sector was interviewed. We resorted to content analysis to process the information, taking borrowing elements extracted from the systematic literature review for coding purposes. The perspectives among the interviewees regarding the concept of productivity diverge, and these differences are connected to the type of company and the role of the interviewee: manager or worker. The challenges reported include time management, complexity, heterogeneity, intangibility and task multiplicity, as well as the challenge for managers to set guidelines to measure and monitor productivity without affecting worker welfare. It becomes necessary to approach the concept of productivity from a holistic perspective, and to implement alternative managerial practices that take into account the nature of the work done, worker satisfaction and the diverse perspectives of stakeholders.

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Spivack, April J., and Ivana Milosevic. "Perceived Location Autonomy and Work Environment Choice: The Mediating Influence of Intrinsic Motivation." Journal of Applied Behavioral Science 54, no. 3 (March 28, 2018): 325–48. http://dx.doi.org/10.1177/0021886318764353.

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Building on the main tenets of labor process theory, this study introduces perceived location autonomy (PLA)—the autonomy to generate, evaluate, and choose where to perform one’s work tasks—and tests the relationships between PLA and worker productivity and well-being. Using a sample of academic knowledge workers ( n = 319), our results suggest that workers experiencing higher PLA choose work environments to enhance both their productivity and their well-being through increased intrinsic motivation. Consistent with labor process theory, PLA acts as a form of empowerment that aligns knowledge worker and organizational goals to realize productivity gains while simultaneously allowing workers to enhance well-being. Together, these results suggest that managers may wish to consider integrating PLA into job and organizational design, as an alternative to control, as an effective strategy for boosting knowledge worker productivity and well-being.

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Fitzgerald, Hawa. "The role of contextual knowledge through the eyes of a resettlement social worker." Aotearoa New Zealand Social Work 33, no. 3 (November 14, 2021): 74–78. http://dx.doi.org/10.11157/anzswj-vol33iss3id894.

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It is commonly known that social workers are required to possess wide-ranging knowledge. Furthermore, a multi-dimensional approach to social work knowledge is required to help social workers make decisions in their practice. Thus, for many social workers, it is almost impossible to emphasise only one dimension of knowledge over others. One area of social work that is of particular interest is resettlement for former refugees. The knowledge required for social workers practising in refugee resettlement must include contextual knowledge of both local and global contexts. This article is a reflection from a resettlement social worker, who shares her own practice journey in working with former refugees in Aotearoa New Zealand. As part of this reflection, the social worker shares her experience in utilising different types of knowledge to inform decision-making processes in her practice. She hopes this article can encourage further reflections in our social work practice with former refugees to become more culturally sensitive, effective and contextual to each social work scenario.

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