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on Knowledge Management and Knowledge Economy |
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Issue of 2025–01–27
five papers chosen by Laura Nicola-Gavrila, Centrul European de Studii Manageriale în Administrarea Afacerilor |
| By: | Mohammed Khaouja (LRMD FEG Settat - Laboratoire de Recherche en Management et Développement - Faculté des Sciences Economiques et de Gestion) |
| Abstract: | Knowledge management (KM) represents an essential strategic tool that allows companies to cultivate and use knowledge to improve their competitiveness and foster innovation. In a context of intense market competition, innovation proves to be an essential element that allows organizations to distinguish themselves from their competitors. The availability and sharing of knowledge are considered essential elements for improving the capacity for innovation. This research analyzes the impact of knowledge management on the innovation process, based on a case study conducted from 2019 to 2020 with managers operating in the telecommunications sector in Morocco. A bibliographic analysis has defined the concepts of knowledge management and innovation, and the results highlight a positive and significant correlation between knowledge management and the increase in innovation capacity. Keywords: Knowledge management, telecommunications operator, innovation; JEL Classification: O3 Paper Type: Empirical Research |
| Abstract: | La gestion des connaissances (GC) représente un outil stratégique essentiel qui permet aux entreprises de cultiver et d'utiliser des connaissances afin d'améliorer leur compétitivité et de favoriser l'innovation. Dans un contexte de concurrence intense sur le marché, l'innovation se révèle être un élément essentiel permettant aux organisations de se distinguer de leurs concurrents. La disponibilité et le partage des connaissances sont considérés comme des éléments essentiels pour améliorer la capacité d'innovation. Cette recherche analyse l'incidence de la gestion des connaissances sur le processus d'innovation, en se basant sur une étude de cas réalisée de 2019 à 2020 auprès des managers opérants dans le domaine des télécommunications au Maroc. Une analyse bibliographique a permis de définir les concepts de gestion des connaissances et d'innovation, et les résultats mettent en évidence une corrélation positive et significative entre la gestion des connaissances et l'augmentation de la capacité d'innovation. Mots-clés : Gestion des connaissances, opérateur de télécommunications, innovation ; JEL Classification : O3 Type du papier : Recherche empirique |
| Keywords: | Gestion des connaissances, opérateur de télécommunications, innovation, telecommunications operator |
| Date: | 2024–12–02 |
| URL: | https://d.repec.org/n?u=RePEc:hal:journl:hal-04825776 |
| By: | mohammed khaouja (LRMD FEG Settat - Laboratoire de Recherche en Management et Développement - Faculté des Sciences Economiques et de Gestion) |
| Abstract: | Au cours de la décennie écoulée, la connaissance a été reconnue comme l'actif le plus essentiel pour les organisations, en conformité avec la perspective de l'entreprise basée sur la connaissance (KBV). Cette approche prend en compte les actifs immatériels des entreprises, tels que le capital intellectuel, en tant que leviers de compétitivité. L'objectif de cette recherche consiste à examiner la façon dont la réactivité d'une structure organisationnelle peut être évaluée en prenant en considération à la fois la gouvernance d'entreprise (GE) et la gestion des connaissances (GC) dans un contexte caractérisé par l'incertitude, la volatilité, la précarité, la panique et la désorientation. D'après une revue de la littérature et des données empiriques, il apparaît que les gestionnaires ont une connaissance restreinte des récentes évolutions des interfaces GE/GC. Cette étude examine le rôle essentiel de la Gouvernance de la Gestion des Connaissances (GGC) dans la création d'un équilibre optimal entre les ressources humaines, les processus et l'utilisation de la technologie au sein de la stratégie de Gestion des Connaissances (GC), à travers le cadre conceptuel proposé. Cette étude repose sur une revue intégrative de la littérature comprenant 24 articles pertinents portant sur le domaine de la gouvernance d'entreprise et de la gestion des connaissances. |
| Keywords: | Gouvernance d'entreprise gestion de connaissances Gouvernance de la gestion de connaissances, ISO 30401, capital intellectuel Corporate governance knowledge management knowledge management governance ISO 30401 intellectual capital, Gouvernance d'entreprise, gestion de connaissances, Gouvernance de la gestion de connaissances, capital intellectuel Corporate governance, knowledge management, knowledge management governance, intellectual capital |
| Date: | 2024–10–30 |
| URL: | https://d.repec.org/n?u=RePEc:hal:journl:hal-04762802 |
| By: | Jang, Haneul; Redhead, Daniel |
| Abstract: | Cultural transmission across generations is key to cumulative cultural evolution. While several mechanisms—such as vertical, horizontal, and oblique transmission—have been studied for decades, how these mechanisms change across the life course, beyond childhood. Furthermore, it remains under-explored whether different mechanisms apply to distinct forms of learning processes: long-term learning—where individuals invest time and effort to acquire skills—and short-term learning—where individuals share information of immediate use. To investigate the network structure of these two types of knowledge transmission—long-term learning of foraging skills and short-term learning of food location information—we present social network data (1, 633 nominations) collected from all 132 inhabitants (aged 4 to 75) of a BaYaka community in the Republic of the Congo. Applying latent network models that estimate and adjust for measurement biases typical to self-reported data, we find that the demographic structure of a population—age distribution, sex, kinship, and marriage—shapes the dynamics of community-wide knowledge transmission. Foraging skills are transmitted within smaller, sparser networks with limited reciprocity, whereas food location information is exchanged more widely and reciprocally among peers. Both long-term and short-term knowledge transmission extend into adulthood, with adults learning from older adults, peers, and marital partners, and sharing knowledge with younger generations. Crucially, individuals tend to report more accurately about the partners with whom they shared knowledge than about those from whom they received knowledge. Our findings provide important empirical evidence on how community-wide cultural transmission is structured by demography and perception, and how these factors operate across different learning processes in a real-world foraging society. |
| Date: | 2025–01 |
| URL: | https://d.repec.org/n?u=RePEc:tse:wpaper:130134 |
| By: | Pierre-Jean Messe (LEMNA - Laboratoire d'économie et de management de Nantes Atlantique - Nantes Univ - IAE Nantes - Nantes Université - Institut d'Administration des Entreprises - Nantes - Nantes Université - pôle Sociétés - Nantes Univ - Nantes Université, CEET - Centre d'études de l'emploi et du travail - CNAM - Conservatoire National des Arts et Métiers [CNAM] - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé, TEPP - Théorie et évaluation des politiques publiques - CNRS - Centre National de la Recherche Scientifique); Nathalie Greenan (CEET - Centre d'études de l'emploi et du travail - CNAM - Conservatoire National des Arts et Métiers [CNAM] - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé, LIRSA - Laboratoire interdisciplinaire de recherche en sciences de l'action - CNAM - Conservatoire National des Arts et Métiers [CNAM], CNAM - Conservatoire National des Arts et Métiers [CNAM], TEPP - Théorie et évaluation des politiques publiques - CNRS - Centre National de la Recherche Scientifique) |
| Abstract: | Purpose This paper examines to what extent formal training targeted to workers aged 45 and over could enhance their knowledge transmission activities specifically in changing work environments. This is a key issue for human resources practitioners. Allowing older workers to keep on interacting with their colleagues and transmitting their knowledge acquired through experience reduces the risk for firms of losing critical knowledge assets. Design/methodology/approach The authors use French-matched employer–employee data to estimate the effect of participation in training sessions intended to support change on the probability for workers aged 45–59 of frequently showing work practices to their co-workers. To account for selection bias in training, the authors reduce the group of untrained workers to those who wanted to attend a training session but had to cancel their participation for exogenous reasons. Leuven and Oosterbeek (2008) show that this is a valid approximation of a random assignment to training. Findings Training with the intention to support change for workers aged 45 and more significantly increases knowledge transmission for training participants. This effect is not strictly related to a supervising role as it is significant for workers without subordinates; it holds when the authors address the selection bias in training by narrowing down the comparison group. When training comes as a response to mitigate the potential negative effects of technological or organizational changes in the work environment, it helps workers aged 45–59 maintain their contribution to the knowledge base of the production. Research limitations/implications Our findings suggest that two main aspects have to be borne in mind when assessing the effectiveness of training for older workers. First, the reasons for training must be carefully considered, especially if it occurs in response to technological or organizational change in the workplace. Second, the continuation of interactions between older workers and their co-workers must be factored. If the public debate acknowledges that employee learning and development is critical in times of structural change and crisis, the outcomes of knowledge transmission within workplaces in terms of job satisfaction, turnover intentions, productivity or innovation, which the authors do not cover in this paper, deserve further investigations. In particular, the authors believe that studying how the training that supports technological and organizational change influences the relationship between age diversity and firm productivity is a promising avenue for future research. Practical implications The implication of this article for human resource managers is that there may be a substantial cost to not updating the skills of older workers after technological or organizational change. Indeed, it is likely that a large proportion of jobs will only be partially automated, which implies that while some tasks will disappear, rendering the corresponding skills obsolete, others will persist and the skills associated with them will remain useful to organizations. If older workers are excluded from their work collectives after these changes, because their skills have not been updated through training, the knowledge from their accumulated experience that remains valuable will be irrevocably lost when they retire. Originality/value This study sheds a new light on the effectiveness of older workers' training. Some contributions argue that training for older workers is not very effective because it has no significant effect on employment duration, earnings or relative productivity. The authors show that specific types of training to update skills after a technological or organizational change allow older workers to keep interacting with their co-workers and pass on their knowledge gained through experience, thereby reducing the risk for firms of losing critical knowledge assets. |
| Keywords: | Older workers, knowledge transmission, skill obsolescence, technological and organizational change, training |
| Date: | 2023–04–18 |
| URL: | https://d.repec.org/n?u=RePEc:hal:journl:hal-04404035 |
| By: | Ferrazzi, Matteo; Schanz, Jochen; Wolski, Marcin |
| Abstract: | This paper examines the state of innovation in Central, Eastern, and South-Eastern EU countries. Despite increased innovation capacity, the region faces significant challenges threatening its growth and competitiveness, including severe skills shortages, uneven productivity, and barriers to commercialising innovation. The paper highlights the role of foreign direct investment in driving innovation, noting that firms established through greenfield investments exhibit higher productivity than their domestic counterparts. Contributing to the skills shortage are low public R&D spending, insufficient corporate investment in continuing education, and emigration. Limited collaboration between universities and businesses and a shortage of risk capital are key obstacles to bringing innovative ideas to market. To address these challenges, the paper recommends various measures to improve the availability of skilled labour, secure risk capital, foster collaboration between academia and industry, and enhance the overall business environment. Dashboards illustrate how innovation capacity and outcomes vary between CESEE countries, combining data from the EIB's Investment Survey with a range of firm-level public and private datasets. |
| Keywords: | Innovation, competitiveness, EU-CESEE, CESEE, central, eastern and south-eastern Europe, economic growth, EU accession |
| JEL: | O11 O52 |
| Date: | 2025 |
| URL: | https://d.repec.org/n?u=RePEc:zbw:eibwps:308812 |