The role of tacit knowledge in innovation processes of small technology companies

Koskinen, Kaj U.; Vanharanta, Hannu

doi:10.1016/s0925-5273(02)00243-8

Cited by 145 publications

(94 citation statements)

References 13 publications

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“…Right now, our society is based on creativity and innovation, human creativity and tacit knowledge can be regarded as the main source of continuous innovation (Nonaka and Takeuchi, 1995;Koskinen and Vanharanta, 2002). Behavioral innovation can be influenced by things such as transformational leadership, organizational learning capabilities, and knowledge sharing (Pieterse et al, 2010;Monica Hu et al, 2009;Wang and Wang, 2012).…”

Section: Introductionmentioning

confidence: 99%

The effects of of Learning Organization towards Employes' Innovative Behavior Mediated by Work Engagement (A Study in Indonesia)

Anwar¹,

Niode²

2017

Proceedings of the 2017 International Conference on Organizational Innovation (ICOI 2017)

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Abstract-Innovation has been regarded as one of the most important aspect in a succesful company. Innovation is not something that could take place in a second, a company has to nurture and develop the innovative behaviors of their employees. Innovative behaviors can be nurtured and developed by continuous learning and developing a learning a culture, or becoming a learning organization. Besides inonovative behavior, a learning organization can also develop a sense of well being, that is work engagement, which in turn can also develop innovative behavior of the employees. This study aims to analyze the effect of learning organization towards employees' innovative behavior and mediated by work engagement using Structural Equation Modelling (SEM) method. Research data were collected from 244 employees of automobile dealers company in several locations acrossIndonesia using questionnaires. The study result showed that learning organization has a positve effect towards work engagement, in which work engagement has a positive effect toward employees' innovative behavior. Also, learning organization has a positive effect towards employees' innovative behavior, which means work engagement has a role of partial mediation.

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Section: Introductionmentioning

confidence: 99%

The effects of of Learning Organization towards Employes' Innovative Behavior Mediated by Work Engagement (A Study in Indonesia)

Anwar¹,

Niode²

2017

Proceedings of the 2017 International Conference on Organizational Innovation (ICOI 2017)

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“…Tacit knowledge is, thus, difficult to measure and express, but is described as a critical asset for individual, group and organizational performance (Styhre, 2004). Tacit knowledge is difficult to express and it can only be acquired and transferred by means of internalization and socialization (Koskinen & Vanharanta, 2002). While internalization usually happens in learning process, during which participants learn from each other by mutual support, advice and questioning, socialization usually happens in informal face-to-face interactions, which can take place through many channels (Daft & Weick, 1984).…”

Section: Definition and Characteristics Of Tacit Knowledgementioning

confidence: 99%

Tacit knowledge spillover and sustainability in destination development

Zhang

Xiao

Gürsoy

et al. 2015

Journal of Sustainable Tourism

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This study examines tacit knowledge spillovers among lodging firms within a tourism destination and how these tacit knowledge spillovers may result in destination transformation. Longitudinal data for this study were collected through in-depth interviews with lodging firms' managers and operators in a destination located in the south China.Findings suggested that locals are likely to follow the examples of successful pioneering businesses. They will learn from those examples and copy their business model. Tacit knowledge spillover in a region over an extended time period will result in successful development of tourism if it is managed carefully. Local government policies are likely to play a central role in tacit knowledge spillover. Effective interventions of the government have encouraged and facilitated tacit knowledge spillover through establishing knowledge transfer mechanisms in the community.

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“…Combining these two results indicates to the conclusion that the more flexible and integrated structures of small technology companies are, in terms of tacit knowledge utilization, more favorable to creativity than the larger enterprises which are often strictly divisionalised and depend on motivation through fixed rewards and punishments. According to Koskinen and Vanharanta (2002) small enterprises sustain their advantages of better interaction and motivation, factors, which are well known enablers of tacit knowledge utilization. Furthermore, research establishes that employees working for small companies experience more satisfaction at work than employees working for a larger one (Edlund & Nilsson, 2007).…”

Section: Discussionmentioning

confidence: 99%

Perception of Innovative Climate, Organizational Learning and Work Motivation of Employees in Small and Medium Sized IT Companies

Fernandes

Sanyal

Ramanathan

2016

IRAJMSS

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The role of tacit knowledge in innovation processes of small technology companies

Cited by 145 publications

References 13 publications

The effects of of Learning Organization towards Employes' Innovative Behavior Mediated by Work Engagement (A Study in Indonesia)

The effects of of Learning Organization towards Employes' Innovative Behavior Mediated by Work Engagement (A Study in Indonesia)

Tacit knowledge spillover and sustainability in destination development

Perception of Innovative Climate, Organizational Learning and Work Motivation of Employees in Small and Medium Sized IT Companies

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