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شناسایی و اعتبارسنجی پیشایندها و پیامدهای احتکار دانش توسط کارکنان دانشی | ||
| مدیریت راهبردی دانش سازمانی | ||
| مقاله 4، دوره 7، شماره 2 - شماره پیاپی 25، تیر 1403، صفحه 107-132 اصل مقاله (911.01 K) | ||
| نوع مقاله: مقاله پژوهشی با اصالت | ||
| شناسه دیجیتال (DOI): 10.47176/smok.2024.1718 | ||
| نویسندگان | ||
| هادی افضلی* 1؛ حسین دامغانیان2؛ علیرضا مقدم2؛ ناصر عسگری3 | ||
| 1دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان، ایران. | ||
| 2دانشکده اقتصاد ، مدیریت و علوم اداری دانشگاه سمنان، ایران. | ||
| 3دانشیار دانشکده مدیریت دانشگاه هوایی شهید ستاری، تهران، ایران. | ||
| چکیده | ||
| احتکار دانش توسط کارکنان دانشی، سازمان را از منابع بسیار ارزشمندی محروم می‌سازد و می‌تواند پیامدهای مستقیم و غیرمستقیم فراوانی در پی‌داشته باشد. پژوهش حاضر با هدف شناسایی و اعتبارسنجی پیشایندها و پیامدهای احتکار دانش توسط کارکنان دانشی انجام شده است. این پژوهش کاربردی با رویکرد آمیخته متوالی اکتشافی انجام گردیده است. شناسایی عوامل با رویکرد کیفی و با استفاده از روش تحلیل مضمون صورت پذیرفته است. مشارکت کنندگان این مرحله شامل اعضای هیئت علمی و خبرگان فنی منتخب نهاجا بوده‌اند که برای پیمایش دیدگاه آنان، از مصاحبه نیمه‌ساختاریافته و برای اعتبارسنجی عوامل شناسایی شده در مرحله کمی از روش مدلسازی معادلات ساختاری (تحلیل عاملی تاییدی) استفاده شده است. به این منظور پرسشنامه‌ای براساس عوامل احصاء شده طراحی و در میان خبرگان فنی منتخب به صورت هدفمند توزیع شد تا روابط بین شاخص‌ها و مقوله‌ها ارزیابی شود. داده‌های مرحله کمی با استفاده از نرم افزار Smart Pls نسخه 3 مورد تحلیل قرار گرفتند. یافته‌ها نشان داد پیشایندهای احتکار دانش شامل عوامل فردی (تمایلات و علایق، دغدغه‌ها و نگرانی‌ها، انگیزه‌ها، صفات و ویژگی‌های فردی)، عوامل میان‌فردی (عوامل ارتباطی)، عوامل سازمانی (عوامل شغلی، فرهنگ سازمانی، عوامل مدیریتی، عوامل ساختاری)، عوامل فراسازمانی (عوامل اجتماعی، فرهنگی و عوامل اقتصادی) بوده است. همچنین پیامدهای احتکار دانش نیز به دو دسته پیامدهای فردی و سازمانی طبقه‌بندی شدند. تحلیل‌های کمی نیز معنی‌داری ارتباط بین شاخص‌ها و مولفه‌های مورد نظر را تایید کردند. نتایج این پژوهش می‌تواند برای مدیریت نمودن پدیده احتکار دانش، شناخت مفیدی در این زمینه فراهم سازد. شناسایی همزمان عوامل موثر بر بروز احتکار دانش در سطوح چهارگانۀ پیش‌گفته و همچنین پیامدهایی که این عارضه می‌تواند برای کارکنان دانشی و سازمان در پی داشته باشد می‌تواند شناخت موثری برای مدیریت این رفتار مخرب سازمانی فراهم سازد. توجه همزمان به ریشه‌ها و پیامدهای فردی و سازمانی این عارضه وجه تمایز برجسته این پژوهش به شمار می‌رود. واژه‌های کلیدی: دانش سازمانی، احتکار دانش، تمایل به احتکار دانش، رفتارهای احتکار دانش، مدیریت تمایل به رفتارهای احتکار دانش | ||
| کلیدواژه‌ها | ||
| دانش سازمانی؛ احتکار دانش؛ تمایل به احتکار دانش؛ رفتارهای احتکار دانش؛ مدیریت تمایل به رفتارهای احتکار دانش | ||
| عنوان مقاله [English] | ||
| Identifying and validating the antecedents and consequences of knowledge hoarding by knowledge workers | ||
| نویسندگان [English] | ||
| Hadi Afzali1؛ Hosein Damghanian2؛ Alireza Moghaddam2؛ Naser Asgari3 | ||
| 1Faculty of Economics, Management and Administrative Sciences, Semnan University, Iran. | ||
| 2Faculty of Economics, Management and Administrative Sciences, Semnan University, Iran. | ||
| 3Associate Professor, Faculty of Management, Shahid Sattari Air University, Tehran, Iran. | ||
| چکیده [English] | ||
| Knowledge hoarding by knowledge workers deprives the organization of very valuable resources and can have many direct and indirect consequences. This research was conducted with the aim of identifying and validating its. This applied research has been done with a mixed sequential exploratory approach. Factors have been identified with a qualitative approach using thematic analysis method. The participants of this stage were the selected technical experts of Nahaja, and a semi-structured interview was used to survey their views. The quantitative stage was carried out in order to validate the identified factors. For this purpose, a questionnaire distributed among selected thecnical experts. These data were analysed through structural equation modeling (confirmatory factor analysis) and Smart Pls version 3 software. The findings showed that the antecedents of knowledge hoarding include individual factors (tendencies and interests, concerns and worries, motivations, individual traits and characteristics), interpersonal factors (communication factors), organizational factors (occupational factors, culture organizational, managerial factors, and structural factors), extra-organizational factors (social, cultural and economic factors). Also, the consequences of knowledge hoarding were classified into two categories of individual and organizational consequences. Quantitative analyzes also confirmed the significance of the relationship between the desired indicators and components. The results of this research can provide useful knowledge in this field to manage the phenomenon of knowledge hoarding. The simultaneous identification of factors affecting the occurrence of knowledge hoarding in the aforementioned four levels, as well as the consequences of this complication for knowledge workers and the organization, can provide an effective understanding for the management of this destructive organizational behavior. The simultaneous attention to the roots and individual and organizational consequences of this complication is considered the outstanding distinguishing feature of this research. | ||
| کلیدواژه‌ها [English] | ||
| Organizational knowledge management, knowledge hoarding, knowledge hoarding behavior, antecidents of knowledge hoarding, consequences of knowledge hoarding | ||
| مراجع | ||
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