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Factors that affect employees' willi...

Ahmed, Omaima Shawky.

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Factors that affect employees' willingness to share knowledge in UNICEF MENA region.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Factors that affect employees' willingness to share knowledge in UNICEF MENA region./
作者:	Ahmed, Omaima Shawky.
面頁冊數:	125 p.
附註:	Source: Masters Abstracts International, Volume: 45-01, page: 0037.
Contained By:	Masters Abstracts International45-01.
標題:	Education, Adult and Continuing. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1437338
ISBN:	9780542834660

Factors that affect employees' willingness to share knowledge in UNICEF MENA region.
Ahmed, Omaima Shawky.

Factors that affect employees' willingness to share knowledge in UNICEF MENA region. - 125 p.

Source: Masters Abstracts International, Volume: 45-01, page: 0037.

Thesis (M.S.)--University of Louisville, 2005.

This study examined factors in employees' willingness to share knowledge. The Balance Model was adapted to examine knowledge sharing within UNICEF departments in the Middle East and North Africa region. Usable survey data was obtained from 81 respondents in six country offices.

ISBN: 9780542834660Subjects--Topical Terms:

626632
Education, Adult and Continuing.

Factors that affect employees' willingness to share knowledge in UNICEF MENA region.
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502 $a Thesis (M.S.)--University of Louisville, 2005.
520 $a This study examined factors in employees' willingness to share knowledge. The Balance Model was adapted to examine knowledge sharing within UNICEF departments in the Middle East and North Africa region. Usable survey data was obtained from 81 respondents in six country offices.
520 $a Results confirmed that the five components of the Balance Model are important factors in predicting employees' willingness to share knowledge, but not all four components are equally important. The highest correlation existed among the factors of the organizational component. Encouragement and recognition, availability of technology and adequate training in its use are highly important.
520 $a The Balance Model assumes that a defect in one of the model's components is compensated by the other four components. A defect in management support and practice did not impede employee sharing. The major obstacles in knowledge sharing were the high workload, lack of praise and recognition, lack of encouragement and rewards for sharing knowledge.
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