Ceicalia Tesavrita

Organization learning through effective knowledge sharing in SME's: A conceptual model

The purpose of this paper is to describe the impact of individual knowledge sharing and organizational learning capability to organizational learning outcomes. Despite its major contribution to national economy, SME still faced a lot of problem that make them have a low survival rate. In this rapid changing situation, become a learning organization through effective knowledge sharing activities is a key factor in organizations survival. SME, with its unique characteristics, need a specific and suitable strategy to maintain its sustainability using knowledge sharing activity. This research proposed a conceptual model for promoting organizational learning process through effective knowledge sharing in SMEs.

Intra-organizational and inter-organizational knowledge sharing in collaborative learning process: A conceptual framework for SME

The purpose of this paper is to describe interaction between intra-organizational knowledge sharing and inter-organizational knowledge sharing in collaborative learning process. Collaborative learning is defined as a learning process that occurs during interaction between more than two entities that have common purpose. Many previous research has shown that collaborative learning is an effective method to manage intellectual asset and speed up learning process in organization, especially for organization with limited resources like SMEs. Collaborative learning was facilitated through effective knowledge sharing between organization (inter-organizational knowledge sharing) and knowledge sharing within organization (intra-organizational knowledge sharing). Despite its importance, there were still limited number of research that describe interaction between those two knowledge sharing in collaborative learning process. This paper will develop a conceptual framework for intra-organizational and inter-organizational knowledge sharing in collaborative learning process based on previous research and literature. The developed framework will be validated using case study in two SME cluster in Indonesia.

Web usability and self-efficacy in promoting individual Knowledge Sharing

Nowadays, many organization used a Knowledge Sharing (KS) systems that is supported with ICTs. Many previous research used a combination of Technology Acceptance Model (TAM) into social capital theory to describe users KS behavior. This research used a different approach in measuring technology aspect in KS. Technological aspect was measured by usability concept that has five indicator, that are usefulness, efficiency, effectiveness, learnability, satisfaction. The model also considered users self-efficacy in knowledge sharing. Questionnaire was distributed to 144 academics staff in several university in Bandung. From the final model it can be concluded that both self-efficacy and systems usability has a significant positive correlation with knowledge sharing. The data was divided into three group that represent three different work forces generation. Path analysis was done for each group and the final model showed that each group has different output.

Identification of Herzberg's Motivator-Hygiene Factors for SME's Workers: Case Study of SME in Bandung, Indonesia

Abstract In general, an organizations life cycle consists of 4 phases. Those phases are birth, growth, mature, and decline. In order to optimize an organizations income, it should retain its growth and mature phases as long as possible. There have been quite a number of growing SME in West Java, however merely a fraction of them who is able to survive the growth phase. In order to survive, one of the main issues is to keep the workers motivated to achieve a good performance. There have been several theories explaining motivation, including the one offered by Herzberg. According to Herzberg, there are two groups of factors that contribute to motivation. They are motivator and hygiene factors. A persons dissatisfaction may be eliminated by providing the hygiene factors, while a persons satisfaction may be enhanced by providing the motivator factors. In this research, those factors are grouped further into 6 categories based on Kano model. Based on the categorization, it is clear which factors affect a persons job satisfaction. In the context of SME, they would be able to prioritize the factors that they need to motivate the workers, keep the workers satisfied, and furthermore survive the growth phase.