Intellectual capital and knowledge management in the Iranian space industries

Abstract

PurposeThis paper experimentally examines the concept of intellectual capital in the Iranian space industries. The first objective of this study is to validate a model for assessing the relationships among some factors of intellectual capital and knowledge management; and organizational performance. The second objective is to evaluate the mediating role of some of them in the relationship between the intangible assets and organizational performance.Design/methodology/approachThe research is designed to utilize a systematic sampling and survey method. Intellectual capital here is decided to be four items of human, structural, innovation and cultural capital while two items of “knowledge development and sharing” and “learning and knowledge application” are considered for knowledge management. The structural equation modeling approach is used to validate the research model.FindingsThese analyses suggest that human capital and structural capital are positively associated with organizational performance. The findings also indicate that both cultural capital and knowledge management practices fully mediate the effects of intangible assets on organizational performance while the latter does more.Originality/valueThis study adds to the literature in two valuable ways. First, it validates a model for assessing the associations among organizational performance and adoption of knowledge management and intellectual capital. Second, it offers important results on the identification of mediating role of cultural capital and knowledge management practices.

The Relationship Between Implementing Knowledge Management Practices in on-the-Job Training and Developing Professional Skills of Oil Industry Employees

“…This finding is consistent with the results obtained by Piri et al (2013), Seleim & khalil (2011), Biransnav & Rangnekar (2010), Mousakhani et al (2013) and Chen & Muhammad (2007). All of the above-cited studies have altogether emphasized on the role of KM in the HR development and the HR performance enhancemnt and insisted that KM can assist the knowledge and skill development in the employees for the elevation of their occupational performance levels.…”

The Impact of Knowledge Documentation Process as an Intermediary Variable among Knowledge Acquisition Process, Organizational Culture and Human Capital

“…The obtained findings empirically support the conjecture that HC development is positively impacted by KMPs, particularly with respect to the process of knowledge acquisition. These findings are significant from both theoretical and empirical aspects in addition to those works on the interconnections between some knowledge processes and dimensions of IC (Piri et al, 2013;Wiig, 1997;Seleim and Khalil, 2011). Relevantly, Boateng et al (2014) emphasized the importance of knowledge acquisition by stating that employees seek for knowledge that could resolve their immediate problems and enable them to make plan to cater to forthcoming needs and problems.…”

“…Accordingly, organizations would initiate the generation of awareness among their employees pertaining to the advantages of KM programs on the employees and on the performance of the organization as well. Notably, to a certain degree, the efforts to make KM successful could affect the component of human capital in the organization (Piri et al, 2013).…”

“…Furthermore, the documented project success and failures are taken into consideration, and the procedures and handbooks are amended as necessary. Further, the documented knowledge also promotes organizational innovation via the innovative behavior manifested by the employees, whereby information and knowledge are generated and managed (Piri et al, 2013). Documentation of knowledge lends support to human capital because the documented product failures and successes allow employees to learn effectively As a result organizations could discover solutions for problems created by these failures (Piri et al, 2103).…”

Strengthening of Intellectual Capital Dimension

“…The resource-based-view accredits human capital as the most important type of resources a firm has (Pfeffer, 1994). Intellectual capital is considered as the combination of human, structural, innovation and cultural capital (Piri et al, 2013), characteristics of heterogeneity of resources consist of valuable, scarce and difficult to imitate, difficult to substitute (Yongjun, 2013). The significant roles of innovation in intellectual capital of nation, their impact on the growth of intellectual capital and identifying useful measures (Chew & Sharma, 2014).…”