Ronel Erwee

Knowledge management culture, strategy and process in Malaysian firms

Malaysia is one of the leading countries in Asia that are at the forefront in the development of a knowledge-based economy (KBE). The Malaysian government has been making substantial investments in both physical and technological infrastructure to facilitate knowledge-intensive economic activities. Foreign and local firms in Malaysia are encouraged to take advantage of the opportunities brought by the emerging KBE. However, little is known as to how firms in Malaysia respond to this new trajectory of economic development. In particular, there is paucity in the literature as to how Malaysian firms manage knowledge in their organizations as they strive to achieve sustainable competitive performance. Little is known as to how and why firms in Malaysia develop and manage their intangible and knowledge-based resources as they operate and respond to the modern knowledge-based competitive economic arena. This paper examines a type of organizational culture that supports and promotes knowledge management (KM) within firms in Malaysia. The paper argues that KM-oriented culture shapes the overall KM strategy of firms, which consequently shapes the organizational process required to manage the firms knowledge-based resources. The study uses survey data from a sample of 153 firms from Malaysia. Structural equation modelling was used to develop and test the measurement model of KM-oriented culture, KM strategy and KM process of the sample firms, as well as the structural model of their hypothesized relationships. The results show that firms with high level of KM-oriented culture demonstrated well-defined KM strategies. Firms that implemented well-defined KM strategies also reported that they have better KM processes in place. Building a KM-oriented culture within the organization is a pre-requisite to the implementation of any KM systems in Malaysian firms. Successful implementation of KM strategies, processes and the supporting technological infrastructure depends on whether organizational members consider KM as a norm within the firm. The studys focus on the linkages between KM-oriented culture, strategy and process in the context of Malaysian firms contributes to a more nuanced understanding of KM among firms in the Asian context in general, and in the Malaysian context in particular.

Effects of rule of law on firm performance in South Africa

Purpose – South Africa (SA) has undertaken significant institutional reforms since the change in its political regime in 1994. During the same period, SA has also experienced rapid economic growth. Although it is widely accepted that institutional reform generally has positive impacts on firm competitiveness and economic growth, the extent to which institutional reforms in SA have been of benefit to businesses is not well understood. The purpose of this paper is to focus specifically on the rule of law and assesses the extent to which the rule of law affects business performance.Design/methodology/approach – The study uses multinomial logistic regression techniques and data, from a large‐scale firm level survey (n=751) of SA businesses undertaken by the World Bank in 2007, to estimate the effects of various elements of the rule of law on firm performance.Findings – Crime and theft were found to have the largest impact on business performance, followed by corruption and tax administration. Political instab...

Employee perceptions of workforce retention strategies in a health system

Retaining a skilled workforce and decreasing unwanted employee turnover is an economic and service delivery necessity for organisations. Key to operational and service delivery excellence is high employee retention. Many studies have investigated the job satisfaction/turnover relationship with regards to employee retention. This study builds on these works to investigate employee retention from a different angle by examining employee perceptions of workforce retention strategies to determine if any aspects of the strategy have an influence on employee turnover intention. The test site for this study was Queensland Health. The 3000 nurses targeted were from 63 sites in 8 Health Service Districts within the organisation. Survey methodology was chosen as the most appropriate for the geographically spread sample. Three motivation theories were adapted and applied to workforce retention strategies to identify retention factors and these were included in a conceptual framework to test the relationships. The survey looked at awareness of, participation in, and perceived effectiveness of, 28 workforce retention strategies offered by Queensland Health and how these might influence an employee’s intention to turnover. The relationship between retention factors and turnover intention was also investigated, and demographic variables were included to determine if they affected the relationship between retention factors and turnover intention. The study’s findings confirmed that of the cohort of nurses surveyed, most were aware of, and had participated in, one or more of the workforce retention strategies listed. The major obstacle in the respondents’ awareness was their lack of knowledge of which workforce retention strategies were being offered, mostly due to lack of promotion. The ranking of the effectiveness of workforce retention strategies exposed a preference for those that provided a monetary advantage, and to a lesser degree, a professional development opportunity. The study also revealed that there was a positive relationship between retention factors and decreased turnover intention. Further to these findings, a number of themes emerged consistently and strongly regarding nurses’ perception of turnover intention. These included; lack of support, lack of leadership, high workload, shortage of staff, bullying and no recognition of the role. These results have important implications for practical improvements in Queensland Health. The findings have set a solid foundation for further investigations and expanded research opportunities, whilst shedding a little light on this complex relationship.

Foresight styles assessment: a valid and reliable measure of dimensions of foresight competence?

Purpose – The foresight styles assessment (FSA) was regarded as an important empirical measure and dimension of a strategy level leaders dominant and back‐up styles of engaging with matters related to anticipating the future. The measure is also associated as a dimension of foresight as a leadership competence. This study seeks to determine the validity and reliability of the revised FSA as proposed by Gary.Design/methodology/approach – A quantitative two‐step methodology was adopted as a pilot study preceding the main study in which a web‐based survey methodology was used. The sample consisted of 298 strategy level leaders. Data were analysed using advanced statistical analysis techniques including factor analysis and structural equation modelling.Findings – The FSAs four factors; tester, adapter, framer and reactor, were confirmed but did not display uni‐dimensionality. Analytical results confirmed the validity and reliability of the measure, and the structural equation model illustrated good model fi...

Differences between high- and low-performing exporting firms in a developing country

This study identifies key variables that contribute most to the discrimination between firms with high export performance levels and those with low export performance levels. Data were collected through a structured multi-item questionnaire involving a randomly selected sample of 105 exporting firms. Discriminant analysis was used to identify the key discriminating variables. Exporters with high-performance levels differed significantly from those with low levels. Strategy implementation, experience in international business and training, economic factors, size of the firm, cultural factors, strategic orientation, education, and political/legal factors, listed in order of importance, were identified as key discriminators between the two types of firms.

Factors That Distinguish Proactive Versus Reactive Exporters: Decisions by Export Firms in a Developing Country

This study explored factors that distinguish proactive versus reactive export marketing strategies of Zimbabwean export companies. It identified key variables that contributed most to the discrimination between proactive firms with high levels of adaptation of export marketing strategy against reactive exporters with low levels of adaptation of export marketing strategy. Data were collected through a structured multi-item questionnaire involving a randomly selected sample of 105 exporting organizations. The overseas experience of management and strategic orientation of the company, cultural values, and legislation were found as key variables that discriminated between reactive exporting firms using low adaptation of export marketing strategy from those proactive exporters with high adaptations.

Cocreation of Knowledge: Roles of Coresearchers in Research Teams

Abstract This paper provides insight into how school-based research teams and external researchers conceptualize and act in their roles as coresearchers. The observations and experiences of school-based and external research team members and lead researchers provided the data for this paper. All were Queensland-based educators involved in researching the effect of a three-year school revitalization process on improved school practice.

Cultural Differences Influencing German HR Policies in Asia

Researchers still debate the relevance of using cultural frameworks and socio‐economic differences between countries versus focussing on institutional differences when analysing issues affecting the transfer of Human Resource policies between countries. This paper first compares four countries from Europe and Asia on a macroeconomic level as well as on cultural dimensions. It then investigates perceived cultural differences between managers on the transfer of human resource policies by contrasting the perceptions of German headquarters managers with those of their subsidiary managers in Singapore, Thailand and Indonesia. This exploratory study uses qualitative methodology to analyse twenty four in‐depth interviews with Human Resource directors and line managers in German electrical, mechanical and chemical companies. The study confirms the importance of perceived cultural differences between managers at headquarters and in the subsidiaries and highlights the presence of misperceptions based on overgeneralisations emanating from the German headquarters as well as local subsidiaries. Convergence is confirmed on a HR policy level with crossvergence taking place on a process level via regional platforms. The growing role of the subsidiary HR director as a cultural translator and regional team player is found to be a key element in the transfer process.

Postgraduate education in higher education

This handbook brings together contributors from the United States, Australasia and Europe who use theoretical insights and empirical data to examine current practices as well as possible future directions of postgraduate education. A full range of postgraduate study options are explored, including PhD and professional doctorates, masters awards, and taught coursework programs. The contributions of key stakeholders to the delivery of postgraduate education are addressed, including students, supervisors and university administrators. From this collection, university managers, higher education scholars, and anyone interested in establishing a centre for higher education are given comprehensive overviews of academic leadership, doctoral education, and supervisory relationships. Topics examined in detail in this collection are little discussed in the available literature, including supervisory relationships between colleagues, the emergence of the “second-career academic”, and academic blogging and social networking. The external pressures that universities around the world are experiencing, including neoliberalism, the massification of student numbers, disruptive innovations, and external quality benchmarking, are considered in terms of the ways that they are prompting change in how postgraduate study is administered and delivered. Many chapters contain specific recommendations to meet organisational and student needs, including for specific demographics such as international students or specific programs. The professional, employment, and information literacy needs of students and the professional development of supervisors and processes for examination are also considered.