The Role of Infrastructure Factors in Knowledge Management Implementation

Mojibi, Toraj; Khojasteh, Yacob; Khojasteh-Ghamari, Zohreh

doi:10.1002/kpm.1459

Cited by 7 publications

(6 citation statements)

References 19 publications

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“…When evaluators focus upon one exceptional aspect of performance rather than whole, or when they base their assessments on potential outcomes rather than actual outcomes, halo bias may develop (Wolf 2015). Examining organizational culture will assist in finding factors impacting company strengths and weaknesses (Mojibi et al, 2015). Cultural gravity compels individuals to act in line with the cultural standards.…”

Section: Literature Reviewmentioning

confidence: 99%

Analyzing Performance Appraisal System Through Personal Biases: An Empirical Assessment

Murtaza

Abbas²

2022

JSSD

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The aim of this study is to investigate relationship between personal biases upon performance appraisal system. Researchers used quantitative research method to investigate relationship between observed variables. Researcher collected data from the banking sector employees working in Pakistan. Thus, 300 banking employees were selected to collect the data from respondents. The results revealed that personal biases, employee’s perception and culture has significant effect on performance appraisal system. Further, the study findings revealed that employees’ biases have significant and negative effect upon performance appraisal system. Managers are required to nurture and appreciate favorable cultures so as to contribute to establishment of public firms. Workers are left with strong feeling that the organization has a culture that is biased. In order for the long-term praise to be successful in generating attitudes, it is needed for workers to feel valued by their management team. When it comes to evaluation, favoritism is deeply embedded in Pakistan's governmental institutions, particularly in service sector. Both managers and middle-level staff think that when bias increases, so does the culture of bias inside public organizations.

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Section: Literature Reviewmentioning

confidence: 99%

Analyzing Performance Appraisal System Through Personal Biases: An Empirical Assessment

Murtaza

Abbas²

2022

JSSD

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“…According to Naranjo-Valencia et al (2016), OC is "A group of shared presumptions that every member of an organisation accepts and applies while making decisions and adjusting to their environment. Investigating OC will help identify the variables in􀅫luencing a company's strengths or weaknesses (Mojibi et al, 2015). Cultural pressure forces people to behave by cultural ideals.…”

Section: Organizational Culturementioning

confidence: 99%

Impact of Personal Biases and Organizational Politics on Performance Appraisal Systems- A Case Study of the Service Sector of Pakistan

Shoukat Malik,

Sagheer

2022

JMPHSS

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The performance of the appraisal system is investigated in this article concerning to personal bias and Organizational Politics (OP). This article focuses on the problems with the evaluation processes that are impacted by bias, internal politics, and incorrect assessments of employees' performance. Data collection using the practical sampling technique. Additionally selected for this article are 􀅫ive public service organizations: WAPDA, PIA, MDA, NADRA, and WASA. Twenty managers and 250 middle-level employees make up the sample size for the analysis. To evaluate the hypothesis, regression analysis technique was used, along with Process modeling for mediation and moderation. The research in this paper demonstrates the considerable effects of individual prejudice, workplace politics, and performance evaluation systems. Previous literature is limited in examining the relationship that such biasness and political exploitation of the organization contributes to employee discontent, impacting the company's norms and Employee Perception (EP) that they are not correctly paying (Ayegi, 2019& Guo 2019. To contribute to the formation of public companies, managers must foster and value a positive culture. Organizational Culture (OC) does not signi􀅫icantly affect performance evaluation methods, but the moderation and mediation of the variables produced signi􀅫icant results. Employees form the strong impression that the organization has a biased culture. Long-term commendation must make employees feel valued by their bosses to be effective in positive attitudes.

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“…Managing human resources toward achieving KM are mentioned in the work of Yahya and Goh (2002). Mojibi et al (2015) examined the role played by infrastructure factors. Capturing human tacit knowledge is a major challenge in an organization (Crane and Bontis, 2014;Holste and Fields, 2010;McAdam et al, 2007).…”

Section: Tacit Knowledge Acquisitionmentioning

confidence: 99%

A model for assessment of uncertainty in tacit knowledge acquisition

Akhavan

Shahabipour

Hosnavi

2018

JKM

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Purpose Expert systems have come to the forefront in the modeling of problems. One of the major problems facing the expert system designers is to develop an accurate knowledge base and a meaningful model of uncertainty associated with complex models. Decision-making is based on knowledge, and decision system support needs a knowledge base as well. An adequate knowledge acquisition (KA) process leads to accurate knowledge and improves the decision-making process. To manage the risk of a medical service (twin pregnancy in this case) a knowledge management system was created. The captured knowledge may be associated with an uncertainty. This study aims to introduce a method for evaluating the reliability of a tacit KA model. It assisted engineering managers in assessing and prioritizing risks. The study tried to use this method in risk management and new case in the health domain. Design/methodology/approach In this study, relevant variables were identified in the knowledge management literature reviews and the domain of expertise management. They are validated by a group of domain experts. Kendall’s W indicator was used to assess the degree of consensus. On the basis of combined cognitive maps, a cognitive network was constructed. Using Bayesian belief networks and fuzzy cognitive maps, an uncertainty assessment method of tacit KA was introduced. To help managers focus on major variables, a sensitivity analysis was conducted. Reliability of model was calculated for optimistic and pessimistic values. The applicability and efficacy of the proposed method were verified and validated with data from a medical university. Findings Results show that tacit KA uncertainty can be defined by independent variables, including environmental factors, personality and acquisition process factors. The reliability value shows the accuracy of the captured knowledge and the effectiveness of the acquisition process. The proposed uncertainty assessment method provides the reliability value of the acquisition model for knowledge engineers, so it can be used to implement the project and prevent failures in vital factors through necessary actions. If there is not a satisficed level of reliability, the KA project reliability can be improved by risk factors. The sensitivity analysis can help to select proper factors based on the resources. This approach mitigated some of the disadvantages of other risk evaluation methods. Originality/value The contribution of this study is to combine the uncertainty assessment with tacit KA based on fuzzy cognitive maps and the Bayesian belief networks approach. This approach used the capabilities of both narrative and computational approaches.

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The Role of Infrastructure Factors in Knowledge Management Implementation

Cited by 7 publications

References 19 publications

Analyzing Performance Appraisal System Through Personal Biases: An Empirical Assessment

Analyzing Performance Appraisal System Through Personal Biases: An Empirical Assessment

Impact of Personal Biases and Organizational Politics on Performance Appraisal Systems- A Case Study of the Service Sector of Pakistan

A model for assessment of uncertainty in tacit knowledge acquisition

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