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RESUMEN Introducción: La gestión del conocimiento es vital para las organizaciones de salud con vistas a garantizar la calidad de sus servicios. Objetivo: Evaluar la gestión del conocimiento en el Centro Nacional de Cirugía de Mínimo Acceso. Métodos: Se realizó una investigación descriptiva de tipo transversal. Se elaboró, validó y aplicó una encuesta a 20 trabajadores del Centro en los meses de noviembre y diciembre de 2018. Se estudió la variable gestión del conocimiento, a través de sus elementos caracterizadores, los cuales fueron evaluados en dos dimensiones: importancia y frecuencia. Los datos se procesaron mediante los métodos de estadística descriptiva con el uso del programa SPSS v.21. Resultados: Se identificaron el compromiso de la alta dirección del centro con la gestión del conocimiento, la existencia de una infraestructura tecnológica suficiente para apoyar sus actividades, así como la necesidad de fortalecer los intercambios entre especialistas para compartir los resultados de investigación y aprovechar las lecciones aprendidas de los errores médicos y las no conformidades, para lo cual se requirió destinar tiempo y recursos. Conclusiones: El Centro Nacional de Cirugía de Mínimo Acceso es una institución con una destacada actividad en gestión del conocimiento. La aplicación de la encuesta para evaluar la gestión del conocimiento en el centro permitió identificar las oportunidades de mejora necesarias en apoyo a la innovación y la calidad del servicio de salud que se presta, lo que potencia aún más actividades como la formación profesional y el intercambio de las lecciones aprendidas entre los especialistas para el aprendizaje organizacional.
ABSTRACT Introduction: Knowledge management is vital for health organizations in order to guarantee the quality of their services. Objective: To evaluate knowledge management at the National Center for Limited Access Surgery. Methods: A descriptive cross-sectional investigation was carried out. A survey was prepared, validated and applied to 20 employees at this institution from November to December 2018. The knowledge management variable was studied, through its characterizing elements, which were evaluated in two dimensions: importance and frequency. The data were processed through descriptive statistics methods with the use of SPSS v.21 program. Results: The investigation identified the institution top management commitment with knowledge management, the existence of a sufficient technological infrastructure to support its activities, as well as the need to strengthen exchanges between specialists to share research results and take advantage of lessons learned from medical errors and non-conformities, for which time and resources were required. Conclusions: The National Center for Limited Access Surgery is an institution with outstanding activity in knowledge management. The application of the survey to evaluate knowledge management in the institution allowed identifying the necessary improvement opportunities in support of innovation and the quality of the health service provided, which further enhances professional training and exchange of lessons learned among specialists for organizational learning.
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Humanos , Calidad de la Atención de Salud/tendencias , Gestión del Conocimiento , Centros Quirúrgicos , Procedimientos Quirúrgicos Mínimamente InvasivosRESUMEN
O mentoring é uma prática empregada para compartilhar conhecimento entre pessoas mais experientes e menos experientes, representando uma possibilidade de aprendizagem. Em empresas de base tecnológica o conhecimento e o capital humano ocupam uma posição estratégica. Nesse sentido, o objetivo desta pesquisa foi compreender a relação entre a adoção de práticas de mentoring e o compartilhamento de conhecimento em uma empresa de desenvolvimento de software. É um estudo qualitativo, com o emprego do método de estudo de caso. Os dados foram coletados por meio de questionários conduzidos junto aos envolvidos no Programa Mentor dessa empresa. Os resultados indicam que o mentoring exerceu influência no modo e na quantidade de conhecimento compartilhado entre profissionais, com implicações da relação mentor-mentorado tanto no desenvolvimento profissional como nos relacionamentos pessoais. No mentorado evidenciam-se tipos e formas de compartilhamento, como reuniões, pair programming, avaliações formais e informais e leitura, bem como habilidades adquiridas pelos participantes e respectivas vivências.
Sharing knowledge is essential in contemporary knowledge-driven organizations. Thus mentoring is a practice used to share knowledge among more and less experienced people. In this sense, this research aims to understand the relationship between the adoption of mentoring practices and the sharing of knowledge in a software development company. This is a qualitative study, using the case study method. Data was collected through questionnaires conducted with those involved in the Mentor Program of this company. The results indicate that mentoring influences the way and amount of knowledge shared among professionals, with implications of the mentor-mentor relationship in both professional development and personal relationships. Mentoring shows types and forms of sharing, such as meetings, pair programming, formal and informal assessments and reading, as well as skills acquired by participants and their experiences.
El compartir el conocimiento es esencial en organizaciones contemporáneas orientadas al conocimiento, siendo el mentoring una práctica empleada para compartir conocimiento entre personas más experimentadas y menos experimentadas. En este sentido, el objetivo de esta investigación fue comprender la relación entre la adopción de prácticas de mentoring y el intercambio de conocimiento en una empresa de desarrollo de software. Es un estudio cualitativo, con el empleo del método de estudio de caso. Los datos fueron recolectados por medio de cuestionarios conducidos junto a los involucrados en el Programa Mentor de esa empresa. Los resultados indican que el mentoring ejerce influencia en el modo y la cantidad de conocimiento compartido entre profesionales, con implicaciones de la relación mentor-mentorado tanto en el desarrollo profesional como en las relaciones personales. En el mentor se evidencian tipos y formas de compartir, como reuniones, pair programming, evaluaciones formales e informales y lectura, así como habilidades adquiridas por los participantes y sus vivencias.
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This study examined the barriers to, and channels of knowledge sharing among secondary healthcare providers including medical doctors, Nurses, Pharmacists, Medical laboratory scientist in Gombe State, Nigeria. The total enumeration technique was used because the population of 665 healthcare providers was not so large. Questionnaires were administered to the 665 healthcare providers, out of which 467 copies were found valid for analysis, giving a response rate of 70 percent. Key informant interviews were also held with 10 medical directors. The results showed that respondents have a high level of knowledge sharing. It also revealed the most frequently used channels through which healthcare providers in Gombe State share knowledge included the use of discussion group with the highest frequency of 314 (67.2%) followed by bulletin boards with 94 (20.1%) while the coffee room discussion had the lowest frequency of 8 (1.7%). The main barriers included bureaucratic procedures involved in knowledge sharing, lack of open-minded sharing environment, lack of trust of other peoples' knowledge, no proper organizational guidelines for sharing, Lack of training, lack of team work and lack of reward schemes for knowledge shared. The study recommended that the hospital administrators and hospital board should ensure that the identified barriers to knowledge sharing are removed, while the frequently used channels are strengthened in order to facilitate knowledge sharing among healthcare providers. This will curb the challenge of brain drain, promote quality service delivery and promote well-being of patients.
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Personal de Salud , Conocimiento , Difusión de la InformaciónRESUMEN
O propósito deste estudo foi analisar a relação entre Clima Organizacional (CO) e Gestão do Conhecimento (GC) partindo da revisão sistemática da literatura. A pesquisa bibliográfica foi realizada nas bases de dados Web of Science e Scopus, por meio dos descritores "organizational climate" e "knowledge management". Os resultados mostraram uma relação entre os termos nos diversos sistemas de produção (bens e serviços), não foram encontrados estudos dessa relação em países em desenvolvimento, nem no Brasil. Há um consenso na literatura, que aponta que o CO favorável (analisando variáveis como motivação, satisfação, comunicação, liderança, entre outros) promove benefícios sobre a GC e vice-versa. Estudos futuros devem analisar as relações entre fatores do CO e a GC: por exemplo, os fatores motivadores e as barreiras à intenção de partilhar o conhecimento avaliando os ambientes de trabalho, por meio de instrumentos de pesquisas e rigorosas análises de correlação. Estudar como as variáveis de CO e GC se relacionam em diferentes contextos e culturas.
The purpose of this study was to analyze the relationship between Organizational Climate (OC) and Knowledge Management (KM) based on systematic review of the literature in the Web of Science and Scopus databases, using the descriptors "organizational climate" and "knowledge management". The results showed a relationship between the terms, and no studies of this relationship were found in developing countries, nor in Brazil. There is a consensus in the literature, which points out that a favorable OC promotes benefits regarding KM and vice versa. Future studies should analyze relationships between OC and KM factors, for example, motivating factors and barriers to the intention to share knowledge, by evaluating work environments through research tools and rigorous correlation analyses. Also, study is needed on how OC and KM variables are related in different contexts and cultures.
El propósito de este estudio es analizar la relación entre Clima Organizacional (CO) y Gestión del Conocimiento (GC) a partir de la revisión sistemática de la literatura en las bases de datos Web of Science y Scopus, y por medio de los descriptores "organizational climate" and "knowledge management". Los resultados mostraron una relación entre estos términos y que noexisten estudios de esta relación en países en desarrollo, ni en Brasil. En la literatura hay un consenso que indica que el CO favorable promueve beneficios en la GC y viceversa. Los estudios futuros deben examinar las relaciones entre los factores CO y GC: por ejemplo, elementos motivadores y barreras a la intención de compartir conocimientos, evaluando los ambientes de trabajo a través de instrumentos de investigación y rigurosos análisis de correlación. Estudiar cómo las variables de CO y GC se relacionan en diferentes contextos y culturas.
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Objective To determine the impact of dental nurses′knowledge sharing behavior and self-efficiency on professional identity. Methods A total of 88 dental nurses in Xiangyang were tested by Professional Identity Inventory for Nurse,Knowledge Sharing Behavior Scale and General Self-efficacy Scale. Results The mean score of professional identity was (5.60 ± 0.56) points, the mean score of knowledge sharing behavior was (2.59 ± 0.77) points, the mean score of general self-efficacy was (2.66 ± 0.46) points. Knowledge sharing behavior and self-efficiency were positively correlated with professional identity(r=0.626, 0.342, P<0.01). Regression analysis showed that the organizational communications, communities of practice, written contributions and general self-efficacy could explain 54.3% of the variance for dental nurses′professional identity. Conclusions Nursing managers should focus on the shortcomings of dental nurses′ knowledge sharing behavior and general self-efficacy, and promote interventions to enhance dental nurses′knowledge sharing behavior and general self-efficacy and improve the level of professional identity.
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PURPOSE: This study aimed to investigate the relationships among job characteristics, knowledge sharing, organizational culture, and organizational commitment in occupational health nurses (OHN) and clinical nurses (CN) to identify factors that might influence organizational commitment. It aimed to contribute to the improvement of knowledge management in health care organizations, including industrial workplaces and hospitals. METHODS: A convenience sample of 188 nurses, specifically 100 OHN and 88 CN, was selected. Data were analyzed with descriptive statistics, t-tests, correlation coefficients, and multiple regression analysis. RESULTS: OHNs had a significantly higher education level and current work experience; higher proportion of participants with contract employment status, day work shift, less turnover experience, good lifestyle; and higher scores on organizational culture (3.3±0.61) and organizational commitment (3.1±0.60). Additionally, the correlations among organizational commitment, job characteristics, knowledge sharing, and organizational culture ware higher (r=.38~.57) among OHNs as compared to those among CNs. Further, the organizational commitment of OHNs was significantly influenced by knowledge sharing, organizational culture, working hours, and salary (R²=.32), while that of CNs was influenced by organizational culture and life event stress (R²=.11). CONCLUSION: There is a need to develop measures to enable nurses to contribute to the improvement of knowledge management in health care organizations as major human resources, by including interventions for the major factors leading to between-group differences in organizational performance.
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Humanos , Atención a la Salud , Educación , Empleo , Gestión del Conocimiento , Estilo de Vida , Salud Laboral , Cultura Organizacional , Salarios y BeneficiosRESUMEN
El objetivo de esta investigación es evaluar la relación de normas subjetivas, autoeficacia y valor percibido del conocimiento con la intención y la conducta de compartir conocimiento en líderes y colaboradores en organizaciones. Los datos se obtuvieron de 1027 participantes, el 23.1% líderes y el 76.9% colaboradores. Todas las hipótesis fueron consistentes con los datos. Se propuso un modelo sobre la relación entre las variables. Esta investigación contribuye a comprender los factores humanos en el enfoque conductual de la gestión del conocimiento.
The objective of this research was to evaluate the relationship of subjective norms, selfefficacy and perceived value of knowledge on the knowledge sharing intention and behavior in leaders and collaborators in organizations. Data were obtained from 1027 participants, 23.1% leaders and 76.9% collaborators. All the hypotheses were consistent with the data. A model of the relationship between variables was proposed. This study aims to contribute to the understanding of human factors involved in the behavioral approach to knowledge management.
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This article was aimed to explore the method of traditional Chinese medicine (TCM) health maintenance knowledge base building. TCM health maintenance knowledge classification method was studied under the guidance of TCM health maintenance classification system to construct a special literature database to store TCM health maintenance knowledge. Based on TCM literature resources, TCM health maintenance knowledge service platform was designed and developed for the static display and dynamic query support of TCM health maintenance knowledge. The content of knowledge base will be accessed to the whole society. The results showed that the construction method can be a system arrangement and modern interpretation of TCM health maintenance knowledge, in order to support TCM health maintenance knowledge base and its update and service system. It was concluded that under the guidance of TCM theories, the construction of TCM health maintenance knowledge base will realize the health maintenance knowledge-sharing and service requirement of TCM.
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A knowledge amount assessment index system was constructed by quantifying the knowledge-sharing will-ingness of staff in enterprises through case analysis according to the network centrality index. The effect of different staff on knowledge-sharing in enterprises was analyzed by calculating the index weight using the yaahp6 . 0 software and analyzing the correlation between its two factors.
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El propósito de esta investigación fue diseñar un modelo de ecuaciones estructurales para identificar las relaciones entre el capital psicológico (optimismo, esperanza, resiliencia y auto-eficacia) y la conducta de compartir conocimiento, en una muestra estratificada por variables sociodemográficas de 137 profesionales empleados de Bogotá. Se utilizaron dos instrumentos: el PCQ (PsyCap Questionnaire), desarrollado por Luthans, Youssef y Avolio (2007a) que mide el capital psicológico, y fue debidamente traducido al español y adaptado lingüística y culturalmente a la población objeto de esta investigación; y la subescala para medir la conducta de compartir conocimiento de Castañeda y Fernández (2008). Los resultados confirmaron las siete hipótesis propuestas y muestran correlaciones positivas significativas entre el capital psicológico, sus cuatro componentes y la conducta de compartir conocimiento. Además, se encontró que el constructo capital psicológico tiene mayor potencial de explicación de la conducta de compartir conocimiento que sus cuatro componentes por separado. La discusión presenta numerosas oportunidades de investigación sobre este tema para el futuro.
The purpose of this research was to design a structural equation model to identify relationships between psychological capital (optimism, hope, resilience and self-efficacy) and knowledge sharing behavior in a sample of 137 professional employees in Bogotá stratified by demographic variables. Two instruments were used: the PCQ (PsyCap Questionnaire), developed by Luthans, Youssef and Avolio (2007a) that measures psychological capital and was duly translated into Spanish and adapted linguistically and culturally to the population under investigation, and the subscale to measure knowledge sharing behavior by Castañeda and Fernández (2008). Results confirmed the seven proposed hypotheses and showed significant positive correlations between psychological capital, its four components and the behavior of knowledge sharing. Furthermore, it was found that the construct of psychological capital has greater potential to explain knowledge sharing behavior than its four separate components. The discussion presents numerous opportunities for research on this topic in the future.
O objetivo desta pesquisa é projetar um modelo de equações estruturais para identificar as relações entre o capital psicológico (otimismo, esperança, resiliência e auto-eficácia) e o comportamento de compartir conhecimentos, em uma amostra estratificada por variáveis sócio-demográficas de 137 empregados profissionais em Bogotá. Utilizaram-se dois instrumentos: o PCQ (Questionário PsyCap), desenvolvido por Luthans, Youssef e Avolio (2007a), que mede o capital psicológico, devidamente traduzido para o espanhol e adaptado lingüística e culturalmente para a população sob pesquisa, e a subescala para medir o comportamento de compartir conhecimentos, de Castañeda e Fernández (2008). Os resultados confirmaram as sete hipóteses propostas e mostram correlações positivas significativas entre o capital psicológico, as suas quatro componentes e o comportamento do compartir de conhecimento. Além disso, descobrimos que a construção da capital psicológico tem maior potencial para explicar o comportamento de compartir conhecimento que os seus quatro componentes separados. A discussão apresenta inúmeras oportunidades para pesquisas sobre este tema.
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Humanos , Masculino , Femenino , Autoeficacia , Bases del Conocimiento , Resiliencia Psicológica , Esperanza , Capital Social , OptimismoRESUMEN
Objective To explore the relationship among personality,job burnout and knowledge sharing behavior of the enterprise employees.Methods The 44 items big five inventory(BFI) ,knowledge sharing inventory and job burnout inventory were administrated to 635 employees online.Results ( 1 ) Agreeableness had a significant main effect on knowledge sharing ( β =0.135, P＜0.01); (2)Cynicism( β = -0.140, P＜0.01) and reduced personal accomplishment( β = -0.125, P＜0.01 ) had a significant effect on knowledge sharing behavior and its two dimensions; (3) Job burnout partially mediated the relationship between agreeableness and knowledge sharing behavior(P＜0.01).Conclusion Enterprise employees' personality had different effects on knowledge sharing behavior,and job burnout was an important mediating role in the relationship above.
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Tacit knowledge is critical to a hospital's scientific and technological innovation, the basis for its survival and the major driving force for its sustainable development. It constitutes the bulk of a hospital's knowledge, including chiefly technological elements, cognitive elements, experience elements. emotional elements and belief elements, has priority among its various tasks, and is the basis for and the key to the development of individual and organizational abilities to innovate. The instruction on and inheritance of tacit knowledge plays a key part in the cultivation of innovative talents in a hospital. Thus hospitals ought to strengthen the management of tacit knowledge and realize its exchange and sharing through face-to-face communication, post rotation, the establishment of cross-disciplinary teams and electronic networks, and the coding of tacit knowledge.