Influence of organization change to knowledge assets
The purpose of this study is to determine the impact of organization change to the organization knowledge assets. The conceptual framework developed for this study examine the relationship of sharing culture, individualism, organization structure, employees’ turnover and training to organization...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | English |
| Published: |
Universiti Malaysia Sarawak, (UNIMAS)
2012
|
| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/9199/1/Edrea%20anak%20Mandak%20ft.pdf http://ir.unimas.my/id/eprint/9199/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The purpose of this study is to determine the impact of organization change to the
organization knowledge assets. The conceptual framework developed for this study examine the
relationship of sharing culture, individualism, organization structure, employees’ turnover and
training to organization knowledge, itself is divided into tacit and explicit knowledge. This study
focused on descriptive and quantitative data obtained from survey forms distributed based on
stratified sampling to the employees of Hitachi Global Storage Technologies, Samajaya Free
Industrial Zone in Kuching. These data were analyzed using Pearson’s Correlation and Multiple
Regression to understand the relationship between the variables. Based on the findings, training
activities were found to have a strong influence in increasing the knowledge assets especially on
tacit knowledge after the organization change. Organization structure post change may have been
simplified by elimination of overlapping positions which allow or ease the flow of information
from the source to the receiver. Increase in turnover seems to contribute to the explicit
knowledge, which is against the indication that employees’ outflow causing a decrease in
knowledge. A lean organization gives the opportunity for employees to be specialized and
focused on their work area. In future research, it is suggested to include an in depth study on
training which may include type of trainings and development programs which are considered
value adding to the company. It should include larger scale surveys to allow more systematic
analysis of the causalities resulted from organization change and also considering the inclusion
of qualitative data to uncover unexplained factors. |
|---|