Retentivity Beats prior Knowledge as Predictor for the Acquisition and Adaptation of New Production Processes

Haase, Jennifer; Matthiesen, Julia; Schueffler, Arnulf; Kluge, Annette

doi:10.24251/hicss.2020.589

Cited by 5 publications

(2 citation statements)

References 55 publications

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“…The results showed that reflection facilitates U/IF and work engagement through critical reflection. 1 Haase et al (2020) used a similar lab-based production context and showed in a pre-post-test design with 41 participants within a group design that the participants’ retentivity (as a facet of intelligence) largely explained variance in individual differences in intentional forgetting performance.…”

Section: Resultsmentioning

confidence: 99%

Recent findings on organizational unlearning and intentional forgetting research (2019–2022)

Kluge

2023

Front. Psychol.

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This mini review aims at summarizing the current state-of-the-art of empirical unlearning and intentional forgetting (U/IF) research at the individual, team, and organizational level. It adds to an earlier review and incorporates 31 recent studies from 2019 to 2022. The review reveals that predictors based on the organization’s adaptation context (e.g., competitive intensity), organization level (e.g., leadership exploration activities), individual task-related (e.g., features of the routines changed), and person-related level (e.g., cognitive control strategies) variables relate to process variables, such as the type of U/IF, the U/IF content (e.g., success beliefs or failure beliefs), and information processing variables (e.g., team information processing). The outcome variables are at the organizational level (e.g., cross-boundary innovation), team level performance level, the individual task performance level (e.g., errors), and person-related level (e.g., self-esteem). The analyzed studies at the team and organizational levels preferred cross-sectional study designs or in-depth qualitative methods, which severely limits the possibility of making causal statements. In contrast, at the individual-level studies use longitudinal designs as well to make temporal aspects of U/IF visible. But these individual level results are limited in terms of their generalizability to other levels. Even though all studies make valuable contribution to the understanding of antecedents and outcomes of U/IF, the temporal and process-related aspects of how U/IF unfolds at the different levels and subsequent options for its deliberate facilitation remain empirically little elaborated. It is proposed that in addition to studying the antecedents and consequences of U/IF in cross sectional designs, the topic needs more longitudinal designs to capture the nature of the U/IF processes in organizations.

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Section: Resultsmentioning

confidence: 99%

Recent findings on organizational unlearning and intentional forgetting research (2019–2022)

Kluge

2023

Front. Psychol.

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“…Individual forgetting is a precondition for organizational forgetting (Akhshik, 2014;Cegarra-Navarro & Moya, 2005), and similar to every human behavior, its success depends on various dispositional and situational factors (Niessen et al, 2020). For example, past research has shown that cognitive abilities are of particular importance for adaptation (e.g., Haase et al, 2020;Jundt et al, 2015). Situational factors, such as the environmental characteristics of a change situation, also have an impact on adaptive performance (Niessen et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Unveiling Stakeholder Perspectives on Privacy in the Metaverse: Case Study of a German Car Company

Schulmeyer,

Riethmüller,

Hess

2024

Proceedings of the Annual Hawaii International Conference on System Sciences

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The modern world of work is characterized by discontinuity and innovation. Organizations must adapt to continuous change, which makes it crucial to manage organizational knowledge. Learning and forgetting processes are necessary to react successfully to the changes. On the individual level, this means that individuals have to adapt their behavior, which is often well-learned and routinized. This study aims to take a first step toward a more detailed understanding of human behavior in the context of continuous change. For this purpose, an exploratory analysis was conducted on data collected in a Research and Application Center Industry 4.0. The participants had to deal with the continuous change of routine actions in a simulated production environment, which enabled us to measure their adaptation errors. The occurrence of adaptation errors, their dependency on the type of change, and the behavioral patterns are discussed in detail. Implications for further research are derived..

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Organizational unlearning as a process: What we know, what we don’t know, what we should know

Klammer,

Grisold,

Nguyen

et al. 2024

Manag Rev Q

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Although the field of organizational unlearning has recently gained increased interest, its conceptual foundations and raison d’être are still debated. In this review, we aim to revisit various discourses and arguments to advance the understanding of organizational unlearning in management and organization studies. Using an integrative literature review approach with systematic elements, we examine the existing body of research on organizational unlearning. We review the literature from different perspectives, focusing on a process-based understanding in terms of why and how organizations intentionally discard knowledge. Based on our review, we develop an integrative framework that portrays organizational unlearning as a dynamically unfolding process over time. We propose implications and offer research directions that will allow future researchers to develop a more profound understanding of the concept.

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Retentivity Beats prior Knowledge as Predictor for the Acquisition and Adaptation of New Production Processes

Cited by 5 publications

References 55 publications

Recent findings on organizational unlearning and intentional forgetting research (2019–2022)

Recent findings on organizational unlearning and intentional forgetting research (2019–2022)

Unveiling Stakeholder Perspectives on Privacy in the Metaverse: Case Study of a German Car Company

Organizational unlearning as a process: What we know, what we don’t know, what we should know

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