The Importance of Knowledge Transfer for Firm Behavior / A importância da transferência de conhecimento para o comportamento da empresa
DOI:
https://doi.org/10.48075/igepec.v26i1.27662Keywords:
Knowledge transfer. Communication. Competence. Innovation. CultureAbstract
Abstract: Conscious management of the transfer of knowledge in the firm is vital for the firm’s situation and development of competitiveness. In this paper, we examine the knowledge transfer process within a traditional firm, to see how the transfer process depend on contextual factors such as characteristics of senders and receivers. Empirical analysis are based on survey data, containing variables on communication, competence, innovation and culture. The survey data were collected from group leaders responsible for different production function over a five-year period, with respondents answering the same questionnaire repeatedly at approximately 12-month intervals. Survey respondents were organized in two groups based on their position in the firms production, either assembly line functions or support functions. The analysis is based on a total of 266 questionnaires. A t-test for equality of means where done in order to test for any differences in knowledge transfer within the different groups. The results show significant differences in the knowledge transfer process between workers in different functions in the firm. Level of formal education and structural configuration can explain some of the differences.
Keywords: Knowledge transfer, communication, competence, innovation, culture
Resumo: A gestão consciente da transferência de conhecimento na empresa é vital para o seu desempenho e o desenvolvimento da competitividade. Neste artigo, se examina o processo de transferência de conhecimento dentro de uma empresa tradicional, para analisar como o processo de transferência depende de fatores contextuais, como características de emissores e receptores. A análise empírica foi baseada em dados de pesquisa, contendo variáveis sobre comunicação, competência, inovação e cultura. Os dados foram coletados de líderes de grupo ao longo de um período de cinco anos. Os respondentes da pesquisa foram organizados em dois grupos com base em sua posição na produção da empresa, sejam funções de linha de montagem ou funções de suporte. Os entrevistados responderam ao mesmo questionário repetidamente em intervalos de aproximadamente 12 meses. A análise foi baseada em um total de 266 questionários. Um teste t para igualdade de médias foi feito a fim de testar quaisquer diferenças na transferência de conhecimento dentro dos diferentes grupos. Os resultados mostram diferenças significativas no processo de transferência de conhecimento entre trabalhadores em diferentes funções na firma. O nível de educação formal e a configuração estrutural podem explicar algumas das diferenças.
Palavras-chave: Transferência de conhecimento, comunicação, competência, inovação, cultura.
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