| Pub. Date | : Jan, 2024 |
|---|---|
| Product Name | : The IUP Journal of Knowledge Management |
| Product Type | : Article |
| Product Code | : IJKM010124 |
| Author Name | : Alonso Perez-Soltero and Viridiana Leal-Soto |
| Availability | : YES |
| Subject/Domain | : Management |
| Download Format | : PDF Format |
| No. of Pages | : 34 |
The paper assesses the relationship between organizational climate and knowledge management process using a newly designed evaluation instrument. It presents a description of the design process and the method of application of the evaluation instrument used. A theoretical comparative analysis was carried out based on Coda et al. (2015) regarding new studies. Based on this analysis, 14 study dimensions were selected. These dimensions included knowledge management processes based on the integrated cycle proposed by Dalkir (2023). The analysis shows that there is a relationship between organizational climate and processes of knowledge management, especially in the dimensions of innovation, cooperation, conflict management, entrepreneurial maturity/tradition and efficiency and effort. It is found that improving the application of knowledge management processes also improves the organizational climate, which can be a competitive advantage for companies, especially for those in the studied sector
Nowadays, it is very important to create strategies that help companies make better
organizational decisions to remain and transcend in the global market.
To help meet the objectives established by companies, different instruments must be
applied that measure, evaluate and analyze the main results of an organization. One of the
main indicators that must be evaluated within companies is the organizational climate, since
it is a key factor in the development of organizations (Segredo, 2017).
This type of evaluation allows an organization to diagnose and adopt measures that could
result in greater employee satisfaction and a sense of belonging. However, to achieve an
accurate diagnosis, a measurement instrument with an acceptable level of validity and
reliability is needed to measure the variables that may interfere with employees' level of job
satisfaction (Coda et al., 2015).