Workplace Knowledge Flows*

Sandvik, Jason; Saouma, Richard; Seegert, Nathan; Stanton, Christopher

doi:10.1093/qje/qjaa013

Cited by 72 publications

(28 citation statements)

References 77 publications

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“…Any knowledge is tied and linked to an appropriate carrier [12]. In recent years, great emphasis has been placed, for example, on networks for the development of early careers of professionals and the creation of their knowledge [13] According to a latest study [14] we also know, that improving knowledge flows between co-workers affects productivity. Directing co-workers to share knowledge raised average productivity and reduced output dispersion between workers, highlighting the role that management practices play in generating spillovers inside the firm.…”

Section: Data Information Knowledgementioning

confidence: 99%

Knowledge Management in a Globalized World and the Coronavirus Age

2021

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Research background: Although the world is still in a coronavirus crisis, it also sees hope in vaccines being developed, government measures taken to revive the economy and borders reopening. At the same time, the globalized world has learned a lot. Knowledge management and knowledge sharing in a globalized world now have even higher mission than before, since work regimes have completely changed and the necessary requirements for the protection of employees´ health and safety are being adopted. Purpose of the article: Knowledge management is a multidisciplinary activity; its individual disciplines will be described, characterized and researched. Research surveys will map the activities of knowledge management in new work regimes with the protection of employee health and safety in order to optimize knowledge management of businesses in a globalised world with existing threats. Methods: After the questionnaire survey is completed, the respondents’ answers will be encoded in Microsoft Excel. The encoded data will be exported to the SPSS statistical software. The objective of the statistical evaluation is to extract relationships and linkages that could contribute to optimising the knowledge management of enterprises in a globalised world. To detect basic relationships and linkages, Pearson’s chi-square test of independence will be used at the level of descriptive statistics, using contingency tables. Findings & Value added: Based on the conducted research, it diagnoses existing knowledge management barriers and knowledge sharing in globalized enterprises.

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Section: Data Information Knowledgementioning

confidence: 99%

Knowledge Management in a Globalized World and the Coronavirus Age

2021

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“…Moreover, having fewer face-to-face interactions with colleagues or supervisors may hinder the transmission of tacit knowledge in workplaces (Sandvik et al 2020), thereby affecting a worker's relative performance evaluation. 3 Causally identifying the direct and competition effects in observational data-when all workers are leave eligible-is challenging, primarily because workers self-sort into leave-takers and non-takers.…”

Section: Introductionmentioning

confidence: 99%

Competition and Career Advancement: The Hidden Costs of Paid Leave

Johnsen

Salvanes

2020

SSRN Journal

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Does leave-taking matter for young workers' careers? If so, why? We propose the competition effect-relative leave status of workers affecting their relative standing inside the firm-as a new explanation. Exploiting a policy reform that exogenously assigned four-week paid paternity leave to some new fathers, we find evidence consistent with the competition effect: A worker enjoys a better post-child earnings trajectory when a larger share of his colleagues take leave because of the policy. In contrast, we find no direct earnings effect resulting from the worker's own leave when controlling for their relative leave eligibility status within the firm.

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“…Chapter 2 also reports on a quasi-experimental evaluation of another approach to delivering tailored performance feedback in the workplace: inperson coaching by experienced peers. While early studies on social inter-Chapter 1 actions in the workplace stress that worker productivity improves mainly through peer pressure (Mas andMoretti 2009, Falk andIchino 2006), more recent work emphasizes skills transfers and knowledge flows between workers through peer-based learning (Sandvik, Saouma, Seegert, and Stanton 2020, Lindquist, Sauermann, and Zenou 2017, Chan, Li, and Pierce 2014. Estimating the causal effect of peer-based learning on worker productivity is, however, challenging because of a previous lack of data on worker-level productivity and the exact timing and identification of peer interactions.…”

Section: Worker Behaviormentioning

confidence: 99%

“…In-person coaching by experienced peers is another promising way of tailoring feedback to disaggregate productivity measures. Recent studies have stressed the importance of peer-based learning for knowledge flows and skills transfers between workers (Sandvik, Saouma, Seegert, and Stanton 2020, Lindquist, Sauermann, and Zenou 2017, Chan, Li, and Pierce 2014. Using a quasi-experimental design, we evaluate the effects of an in-person coaching program that was implemented in parallel to the targeted peercomparison feedback.…”

Section: Introductionmentioning

confidence: 99%

“…Chan, Li, and Pierce (2014) consider salespersons of a department store and suggest that peer-based learn-Learning from high-achieving peers: A quasi-experiment in the field 101 ing among these salespersons are based on transfers of skills and knowledge. Sandvik, Saouma, Seegert, and Stanton (2020) also consider a setting with salespersons and observe persistent productivity improvements from peer learning. The findings presented in this chapter are broadly in line with these previous studies, but also suggest that productivity gains can wane and that additional interventions may be needed to sustain improvements.…”

Section: Introductionmentioning

confidence: 99%

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Feedback Design and Preference Elicitation: Field Experiments in Digital Economics

Romensen¹

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Chapter 1 experimental method that elicits individual risk attitudes repeatedly. This section proceeds with a discussion of the research background and motivations against which the field experiments in this thesis are conducted. The discussion does not attempt to be exhaustive, but rather aims to provide a general overview of the points of departure for each experiment. Section 1.2 contains a detailed description of the chapters in which the experiments are discussed. Section 1.3 offers concluding thoughts. Digital economics as a research field is concerned with whether and how digital technology changes economic activity (Goldfarb and Tucker 2019). Digital technology enables information about one's behavior and choices to be stored in bits, which substantially reduces the cost of storage, computation, and transmission of data. Goldfarb and Tucker (2019) identify five types of costs that have fallen significantly in this regard: search costs, replication costs, transportation costs, tracking costs, and verification costs. This thesis zooms in on two types in particular: tracking and replication. Tracking is the ability to follow anyone's individual behavior. 1 Replication means that data, once digital, can be replicated at near zero marginal cost. The ability to track individual behavior likely reshapes principal-agent relationships in many domains. In traditional offline settings, an agent's effort is oftentimes unobservable, and in such cases the principal may be forced to design a contract based on aggregate information about the agent's activities (Hölmstrom and Milgrom 1991). In digitalized environments, an agent's effort may be completely observable to the principal. While this increases the principal's scope for using pay-for-performance schemes to achieve the desired effort level of the agent, such schemes are often not feasible in unionized establishments or in settings where the culture is such that financial incentives are seen as undesirable. Alternatively, the principal can use the data on observable effort to design and evaluate non-financial incentives that can motivate the agent, such as tailored performance feedback. The data can also be used to acquire a better understanding of agents' preferences, choices, and actions. This thesis considers three principal-agent settings in more detail and explores the potential of Student behavior In recent years, there has been much interest in the use of digital technologies in education (Escueta, Nickow, Oreopoulos, and Quan forthcoming). Existing research in this area has mainly focused on comparing courses with 6 Chapter 1 it rules out behavior in which lack of effort today can be compensated for with more effort in the future, though crucially at the expense of flexibility. In the field experiment, a novel digital commitment mechanism is developed and tested that is fully consistent with students' initial study plans. The mechanism, inspired by pacesetters in sports, incorporates the motivating effect of goal bracketing in a dynamic fashion and preserve...

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Workplace Knowledge Flows*

Cited by 72 publications

References 77 publications

Knowledge Management in a Globalized World and the Coronavirus Age

Knowledge Management in a Globalized World and the Coronavirus Age

Competition and Career Advancement: The Hidden Costs of Paid Leave

Feedback Design and Preference Elicitation: Field Experiments in Digital Economics

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