The purpose of this paper is to focus on schools and address the structural dimensions of the organization as well as the hierarchical design of information flows between…
Abstract
Purpose
The purpose of this paper is to focus on schools and address the structural dimensions of the organization as well as the hierarchical design of information flows between stakeholders. The paper highlights current structural barriers to creating learning organizations.
Design/methodology/approach
This paper utilizes a conceptual model.
Findings
The analysis shows that the previous process and perception changes as they relate to learning are moderated by structure, and that success in building the learning organization is limited without redesign of the learning environment.
Practical implications
While restructuring is not the solution by itself (although some administrators like to think so), the restructuring of the school is a moderator of all the changes occurring in the path to creating a learning organization.
Originality/value
The paper provides a look at the barriers within schools and provides a practical agenda for action that enables the creation of learning organizations.
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Increased focus on knowledge within firms has not addressed the security implication. This paper aims to examine the implications of knowledge management for security.
Abstract
Purpose
Increased focus on knowledge within firms has not addressed the security implication. This paper aims to examine the implications of knowledge management for security.
Design/methodology/approach
This approach highlights the competitive advantage of knowledge with an emphasis on security. This paper reviews security for data and information and explores the dimensions of secure knowledge systems. The emphasis is on knowledge security and the development of future knowledge management systems.
Findings
This paper finds that there exists a general lack of focus on security in the knowledge management framework – both in a research setting and in practical applications. Knowledge is different from information and data and needs special consideration in firms.
Research implications/limitations
Designers of knowledge management systems can implement levels of security for different types of knowledge that reside within the organization. The concept of “secure knowledge management” has provided nascent models to address the management and protection of knowledge resources. Information systems researchers that are investigating knowledge have to include the protection and security of knowledge.
Originality/value
Knowledge management has moved to the forefront of both the research and corporate agendas. Harnessing the information and knowledge contained within firm data warehouses is one method to achieve competitive advantage. Various types of knowledge require different solutions. Designers of knowledge management systems can implement levels of security for different types of knowledge that reside within the organization. Future developments need to address securing the knowledge of a corporation, its most valuable asset.
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Rakesh Belwal, Shweta Belwal and Suhaila Ebrahim AlHashemi
Women’s employment has been a contentious issue in the Arab world. However, in today’s changing work conditions, workplaces, and the growth in education, women have increasingly…
Abstract
Purpose
Women’s employment has been a contentious issue in the Arab world. However, in today’s changing work conditions, workplaces, and the growth in education, women have increasingly occupied higher-level roles, and their presence in diverse industries has expanded. The study takes a holistic approach to female labor force participation (FLFP) in Oman, encompassing various theories and factors influencing women’s engagement in private sector jobs.
Design/methodology/approach
The research employed an exploratory design followed by a qualitative analysis based on a constructivist grounded theory approach. The study involved 170 semi-structured face-to-face interviews with women workers in Oman’s private sector. It explored work–family conflict (WFC), work–life balance (WLB), organizational and family support, and societal bias impacting female labor force participation.
Findings
The low FLFP in Oman’s private sector is a complex issue shaped by various interconnected challenges. Our qualitative analysis synthesizes a conceptual framework that highlights WFC and WLB as pivotal factors behind low FLFP, as women in the private sector face long work hours, low salaries, and high responsibilities. Our study confirms that these women receive substantial familial support in dealing with WFC but lack organizational support and family-friendly policies (FFPs).
Practical implications
Addressing the low participation of women in Oman’s private sector labor force necessitates comprehensive strategies encompassing legislative measures, cultural shifts, and organizational reforms. Implementing these strategies creates an environment where women feel empowered to participate and actively thrive in the private sector workforce.
Social implications
This study indicates the presence of some serious social issues, such as society’s bias, lack of support for working women, and the gender gap in the private sector workforce, which has broad implications and significance for Oman. The study indicates the positive role of support women receive from their families, organizations, and Oman labor law and what could improve their participation further.
Originality/value
This study addresses the limited research on challenges encountered by women in Oman’s private-sector workforce. Our research addresses this gap by answering key questions, collecting and interpreting data, and developing a comprehensive conceptual framework. This framework aims to elucidate the factors contributing to women’s reluctance to pursue private-sector employment, considering the diverse issues they confront.
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John R. Turner, Tekeisha Zimmerman and Jeff M. Allen
Within the expansive body of literature on knowledge management, very little research is found that examines the use of teams as a sub‐process for knowledge management. This…
Abstract
Purpose
Within the expansive body of literature on knowledge management, very little research is found that examines the use of teams as a sub‐process for knowledge management. This article addresses this limitation by seeking to provide a theoretical framework that examines the similarities between the benefits of incorporating teams into the workplace and incorporating knowledge management principles. Recognizing that knowledge management has several critical dimensions, the framework that ties workplace teams to each of these knowledge management dimensions is built. Knowledge management and teams in the workplace are viewed at the individual, team and organizational level of analysis.
Design/methodology/approach
This is a conceptual paper that reviews current literature on teams and matches the functions of teams to those of knowledge management critical dimensions as outlined by Argote et al. knowledge management context and knowledge management outcomes.
Findings
The deficit in current literature is identified by placing teams as a sub‐process for knowledge management. Additionally, the benefits teams can have on an organization within the knowledge management process are identified.
Originality/value
The research contributes to the field by offering a framework that can serve to further the research on utilizing teams as a sub‐process to knowledge management. Teams are identified as a sub‐process to the knowledge management process within an organizational framework.
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Maria L. Granados, Souad Mohamed and Vlatka Hlupic
This paper aims to explore what social enterprises (SEs) in the UK know and how they acquire, convert, apply and protect this knowledge. This will enable them to manage their…
Abstract
Purpose
This paper aims to explore what social enterprises (SEs) in the UK know and how they acquire, convert, apply and protect this knowledge. This will enable them to manage their knowledge effectively and, hence, improve their practices and maximise the creation of social, environmental and economic value.
Design/methodology/approach
This study follows a qualitative approach, comprising 21 interviews with founders and senior members of SEs in the UK.
Findings
The results show that the investigated SEs have knowledge management (KM) practices similar to the already identified in SMEs, associated with informality, reliance on external sources and focus on socialisation activities, but they have unique challenges on managing their knowledge related to their hybrid mission, to include social and economic objectives and their closed relationship with stakeholders.
Research limitations/implications
As there is limited research on KM practices in SEs; they were defined based on previous studies in large, private and public companies. Therefore, not all practices may be included. This research is a starting point in the study of KM in SEs.
Practical implications
This study identifies knowledge activities that enable the creation of social, environmental and economic value in SEs. This allows SEs, small firms and non-profit organisations to review their current practices and develop plans for their further improvement.
Originality/value
This paper is one of the first empirical studies exploring KM practices in SEs, highlighting their informal nature as well as their impact in and on the enterprise.
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This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity…
Abstract
Purpose
This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity surveyors in the Nigerian construction industry.
Design/methodology/approach
A questionnaire survey of 127 quantity surveying consultancy firms in Abuja was conducted using a quantitative research approach. A total of 76 acceptable questionnaires were returned from a total of 127 that were distributed, giving a response rate of approximately 60%. The data were analyzed using partial least square structural equation modelling.
Findings
Results showed a positive indirect link between leadership styles and organizational commitments, with job satisfaction acting as a partial mediator. It was also found through importance–performance map analysis, which is crucial for prioritizing managerial actions, that an employee’s commitment to a task is strongly influenced by that person’s level of job satisfaction.
Research limitations/implications
The study is quantitative and cross-sectional in nature, collecting information from a single source within an organization. A longitudinal strategy and a mixed methods approach should be used in future research.
Practical implications
Superiors/principal partners should make an effort to demonstrate a comprehensive understanding of leadership styles that is capable of enhancing job satisfaction and creating pleasant interaction in the work environment to increase the commitment of employees working in quantity surveying consultancy businesses.
Originality/value
As far as the author is aware, this study is one of the few to examine the impact of job satisfaction as a mediator between organizational commitments and leadership styles in the Nigerian construction industry. Furthermore, the study provides the basis for further discussion of the concepts offered in the paper.
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Maryam Al-Sada, Bader Al-Esmael and Mohd. Nishat Faisal
The purpose of this paper is to explore the influence of organizational culture and leadership style on employees’ job satisfaction, organizational commitment and work motivation…
Abstract
Purpose
The purpose of this paper is to explore the influence of organizational culture and leadership style on employees’ job satisfaction, organizational commitment and work motivation in the educational sector in the state of Qatar.
Design/methodology/approach
The study was conducted using a questionnaire with a sample size of 364 employees in the educational sector in Qatar. Data were analyzed using factor analysis, Pearson correlation and multiple linear regression, were employed to examine the relationships between the variables under investigation.
Findings
Significant positive relationships were observed between supportive culture and job satisfaction; supportive culture and organizational commitment; participative-supportive leadership and job satisfaction; directive leadership and job satisfaction; job satisfaction and work motivation; job satisfaction and organizational commitment.
Practical implications
This paper would help managers and policy-makers in the education sector to develop a better understanding of organizational culture and leadership styles and their influence on employee satisfaction, commitment and motivation.
Originality/value
The education sector is experiencing a fast growth in Qatar due to significant outlays by the government. This study is among the first in the country to understand the variables affecting employees’ performance in education sector.