Enablers of knowledge sharing for organizational sustainability: proposing a conceptual framework

IF 1.9 Q3 MANAGEMENT

INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2022-12-27 DOI:10.1108/ict-05-2022-0026

Minisha Gupta, Sucheta Agarwal

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引用次数: 2

Abstract

Purpose This study aims to propose a conceptual framework describing the relationship between enablers of knowledge sharing (KS) and organizational sustainability. Design/methodology/approach An in-depth literature review based on preferred reporting items for systematic reviews and meta-analyses flowchart was conducted to identify the enablers of KS. The study develops a conceptual framework by assimilating enablers of KS on three levels: individual, technical and organizational, to attain organizational sustainability. Findings Enablers of KS are beneficial for organizations to enable problem-solving, better and faster decision-making, stimulating creativity and innovation, improved customers’ services and leveraging employees’ talent. Research limitations/implications Within organizational structure, KS can be fostered by a culture that encourages employees to generate novel and creative ideas. Originality/value The model of KS presented in this study is applicable to organizations in more complex and uncertain contexts, e.g. the postpandemic era to retain and sustain talented employees.

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组织可持续性知识共享的推动者:提出一个概念框架

目的本研究旨在提出一个概念性框架来描述知识共享推动者与组织可持续性之间的关系。设计/方法/方法基于系统评价和元分析流程图的首选报告项目进行了深入的文献综述，以确定KS的促成因素。本研究通过在个人、技术和组织三个层面上吸收KS的促成因素，开发了一个概念框架，以实现组织的可持续性。发现KS的优点有利于组织解决问题，更好更快地做出决策，激发创造力和创新，改善客户服务并利用员工的才能。研究局限/启示在组织结构中，鼓励员工产生新颖和创造性想法的文化可以培养KS。本研究中提出的KS模型适用于更复杂和不确定背景下的组织，例如大流行后时代，以保留和维持有才华的员工。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.