نشریه مدیریت دانش سازمانی
پیاپی 15 (زمستان 1400)

Innovation networks refer to a set of firms and other institutions that work together for a common goal، which is the development of knowledge and innovation. The importance of these networks in technological fields such as biomedicine is significant. The purpose of this study is to investigate the role of network heterogeneity on network capabilities and knowledge performance of firms in biopharmaceutical networks. For this purpose، while identifying the main dimensions and components through theoretical foundations and interviewing 15 experts in the field of biopharmaceuticals، to answer the research questions، a model was developed. In order to test the research hypotheses، questionnaires collected from a number of biopharmaceutical knowledge-based companies across the country were analyzed using structural equation modeling and Smart Pls software. According to the obtained results، the role of network heterogeneity on network capabilities and knowledge performance of firms in networks was confirmed. Findings also showed that network heterogeneity has a more effective role on the knowledge performance through the development of network capabilities and network capabilities have a mediating role in the relationship between network knowledge heterogeneity and firm knowledge performance in the network. Accordingly، it is suggested that companies to successfully participate in innovation networks to communicate with a wide range of network members of different natures and develop their network capabilities.

The intensity of competition in organizations has made the use of new and interactive methods of learning and teaching necessary for each other. The purpose of this study is to identify and prioritize the indicators of teaching and learning components and to investigate the effect of learning components on the learner and also to investigate the effect of teaching components on the learner. To identify the criteria and express the relationships between them, the concepts affecting learning and teaching were identified after studying related research using a seven-stage qualitative approach and interviewing 12 university experts with a doctorate in management and collecting and analyzing data according to the main components Learner and teacher, and then a researcher-made questionnaire of 200 items was distributed and collected among the statistical population. Data were analyzed using structural equation method and pls software, which showed the results. The teaching components have an effect on learning, which has the highest share for values of 0.271, emotional energy of 0.238, ideas of 0.236, memorable views of 0.234, and the structure of determination in decision making of 0.225, respectively. . Learner components also had a positive effect on teaching, with the highest contribution for systemic attitude of 0.286, individual mastery of 0.247, team learning of 0.242, shared vision of 0.230 and structure of mental models of 219, respectively. / 0 is assigned.

The innovative behavior of employees in the role of the main students of the organization, especially in manufacturing companies, is essentially subject to the behavior of their knowledge in the workplace. This is at the individual level depending on the desire and intent of each person to share knowledge as well as the practices and factors affecting it from an organizational perspective; Therefore, in this study, relying on the data obtained from an influential manufacturing company in the production of the country's industries, the main purpose is to investigate the status of knowledge sharing (effective methods and factors) and its relationship with the innovative working behavior of its employees. Understanding the status of knowledge sharing, determining the relationship between knowledge sharing and innovative work behavior, identifying knowledge sharing methods, and ultimately identifying the factors affecting knowledge sharing are other goals of this study. To achieve these goals, a case -based study method was used. In the first phase, all the official staff of a manufacturing company with a sample size of 219 were navigated. Quantitative data collection was also carried out using a semi -structured interview with 8 people as key informants. The validity of the structural analysis was used to measure the validity of the knowledge sharing and work behavior questionnaires. The reliability coefficient of the questionnaires was also calculated using Cronbach's alpha. The results of the analysis of structural equation indicated the meaning of the approach of attitude towards knowledge and mental norms with the intention of sharing knowledge, as well as the intention of sharing knowledge and knowledge -sharing behavior with innovative work behavior. However, there was no significant relationship between perceived behavior control and knowledge sharing. The findings of the interview analysis also showed that formal education, informal training, publication and registration of scientific articles, formal sessions, proposals, informal relations and interactions from experience, and documentation of experiences, and documentation of experiences and documentation of experiences. The most important methods of knowledge sharing are among employees and from the perspective of the interviewees, external motivations (organizational and equality in reward), internal motivations (personal interest and pleasure to help others), and the nature of work (purposefulness and work independence) are the most important factors and lack of attention to employee knowledge capabilities, discrimination Among employees at different levels, the tendency for knowledge hoarding, the lack of questioning skills and the enthusiasm, the resistance to documenting, the lack of job security, the lack of awareness, the lack of time are the most important factors in the inhibitors of knowledge sharing.knowledge Performance, Biopharmaceutical Industry.

In the era where paying attention to information and data in organizations leads to the growth of performance and a positive attitude towards the organization, in large government organizations we see a lack of attention to data and data-driven, which will lead to the benefit of the organization-based organization. The present study was conducted to identify and model the challenges of establishing a data-driven culture in Iranian government organizations in order to remove barriers and establish a data-driven culture in these organizations. Government organizations in the present study (scope of research) means organizations subordinated to the Ministry of Defense (VDJA). This applied-descriptive research has been done in the paradigm of interpretivism and with a mixed approach (qualitative-quantitative). Data were collected using existing knowledge resource study methods, semi-structured interviews and interpretive structural questionnaires and analyzed using oriented qualitative content analysis and interpretive structural modeling. The statistical population of the present study in both quantitative and qualitative parts of this study included experts in organizational culture and data science in defense organizations, which was conducted by purposive sampling method and until the theoretical saturation of 16 interviews. The content of the content analysis was provided to the experts in order to check the validity of the extracted dimensions and components, and the necessary adjustment was performed. The reliability of the content analysis output was measured by the Holstie method with a coefficient of 0.8. The result led to the design of a model of challenges to establishing a data-driven culture in defense organizations. Findings showed that the eight dimensions of organizational, decision making, data context, environmental culture, management, strategic, logistics, individual - personality are important and key challenges in establishing a data-driven culture that these dimensions form the integrated model. They interact with each other. The results also showed that the most effective and influential dimension is environmental culture and the dimensions of logistics, data texture and individual-personality components were the most effective dimensions. The structural-interpretive model itself has the required reliability and validity and there is no reason to examine them.

Today, intellectual capital is used to create and increase organizational value, and the success of an organization depends on its ability to manage this scarce resource, in addition to one of the important organizational capabilities that can greatly help organizations in creating and sharing knowledge. They create a competitive advantage over other organizations, brand value and knowledge management; Therefore, the present study investigates the moderating role of knowledge management in the relationship between intellectual capital and competitive advantage through innovation. This research is of descriptive-correlation type. The statistical population of the present study consists of hotel staff in Ardabil; 130 sample members were randomly available and questionnaires were completed. Data using SPSS software and partial least squares method and Smart PLS software were employed. The results of this study showed that the use of intellectual capital by promoting brand value management and brand innovation leads to a competitive advantage in hospitality and hospitality organizations.

Today, the proper process of sharing organizational knowledge, is one of the important resources of management to improve the performance of organizations. Despite the need and importance of knowledge sharing in organizations, employees may be reluctant to do so. Therefore, identifying the factors affecting knowledge sharing in organizations and trying to strengthen these factors are among the main challenges of today's organizations. So, the present study was conducted to investigate the effect of social capital and perceived organizational support on knowledge sharing with the mediating role of organizational citizenship behavior. The present research is an applied research in terms of purpose, the method of data collection is descriptive-correlational and cross-sectional in terms of time. The statistical population of the present study included employees (service, administrative, and medical personnel) of Imam Khomeini, Social Security, Fatemi, Alavi and Bouali hospitals in Ardabil. Referring to Morgan table, the sample size was 205 people who were selected by simple random sampling. Mean, standard deviation, skewness and elongation were used to analyze the data in the descriptive part. In the inferential part, structural equation modeling was used and SPSS 23 and Lisrel 8.8 softwares were applied for analysis. The results showed that the variables of social capital, perceived organizational support and organizational citizenship behavior have a positive and significant direct effect on knowledge sharing. In addition to having a direct impact, social capital and perceived organizational support, also have an indirect and significant effect on knowledge sharing through organizational citizenship behavior. Given the positive impact of social capital and employee understanding of organizational support on knowledge sharing behavior among them, organizations can develop knowledge sharing behavior among employees if they have the necessary qualifications to develop these issues with a better performance.