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Knowledge management and innovation performance in knowledge intensive organisations - the role of HR practices

Knowledge management and innovation performance in knowledge intensive organisations - the role... Knowledge intensive organisations survive and sustain through effective knowledge management practices. The present study attempts to understand the interplay of knowledge management, human resource practices and innovation performance in knowledge-intensive organisations. In-depth interviews were carried out with five subject matter experts using semi-structured interview schedule for finalising the conceptual model. The model was empirically tested using a questionnaire on a sample of 152 respondents and the results are discussed. Organisation memory was found to be the most significant predictor of innovation performance followed by knowledge acquisition and knowledge integration. Separate parallel mediation analysis was carried out to see the influence of each KM practice on innovation performance via the four HR practices. Human resource acquisition was found to be the only HR practice that mediates the relationship between each of the KM practices and innovation performance. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Knowledge Management Studies Inderscience Publishers

Knowledge management and innovation performance in knowledge intensive organisations - the role of HR practices

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Publisher
Inderscience Publishers
Copyright
Copyright © Inderscience Enterprises Ltd
ISSN
1743-8268
eISSN
1743-8276
DOI
10.1504/IJKMS.2020.110668
Publisher site
See Article on Publisher Site

Abstract

Knowledge intensive organisations survive and sustain through effective knowledge management practices. The present study attempts to understand the interplay of knowledge management, human resource practices and innovation performance in knowledge-intensive organisations. In-depth interviews were carried out with five subject matter experts using semi-structured interview schedule for finalising the conceptual model. The model was empirically tested using a questionnaire on a sample of 152 respondents and the results are discussed. Organisation memory was found to be the most significant predictor of innovation performance followed by knowledge acquisition and knowledge integration. Separate parallel mediation analysis was carried out to see the influence of each KM practice on innovation performance via the four HR practices. Human resource acquisition was found to be the only HR practice that mediates the relationship between each of the KM practices and innovation performance.

Journal

International Journal of Knowledge Management StudiesInderscience Publishers

Published: Jan 1, 2020

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