Date of Award

Spring 4-1-2017

Document Type

Dissertation

Degree Name

Doctor of Science in Information Systems

Department

Business and Information Systems

First Advisor

Insu Park

Second Advisor

Jun Liu

Third Advisor

Deb Tech

Abstract

The field of Knowledge Management (KM) is of growing interest in today's business and academic world. As society enters into the knowledge-based economy, effective knowledge management is essential for organizations to stay competitive. This study explores the impact of different sub-processes of knowledge capture and sharing on employees’ outcome in terms of learning, adaptability, job satisfaction and intention to stay. A conceptual model was developed by reviewing the relevant literature. This research was conducted using a purposive sample from financial services firms. The sample for this study consisted of 254 respondents from 23 different branches of eight commercial banks in Bangladesh. The partial least squares (PLS) approach using Smart PLS has been used to test both the measurement and structural model and the result of the measurement and structural model test lend support for the proposed research model. The findings of this study confirm that it is not the KM processes rather the sub-processes of KM that can positively impact on employees' outcomes. The findings of this study contribute to further the understanding of the way in which knowledge management initiatives should be implemented in organizations, especially financial organizations. The current study contributes theoretically to the existing literature of knowledge management that how knowledge capture and knowledge sharing motivate employees to learn and adapt and how learning and adaptability contribute to job satisfaction and staying intention. A major takeaway for practitioners, especially management, is that employees may be nurtured to create, capture, and share the type of knowledge desired by the organization. The findings of this study also portend to the fact that when employers take proper knowledge initiatives and when employees understand and make use of knowledge management tools provided by the organizations, employees are able to create new ideas and are prepared to respond to changes. In order for an organization to create a conducive environment for knowledge management, especially for knowledge capture and knowledge sharing to thrive, an organization must build trust, personal interaction, and relationships so that knowledge may be exchanged among employees of an organization.

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