List of Articles سیستم مدیریت دانش

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  1 - Study of Determinants of Trust the success of knowledge management systems Research in a public institution
  saeide majidi
  From the perspective of this study was to investigate the influence of trust on success can be addressed with appropriate policies to improve the system for improve the management of knowledge. Note that data for this study were collected by questionnaire. This research More

  From the perspective of this study was to investigate the influence of trust on success can be addressed with appropriate policies to improve the system for improve the management of knowledge. Note that data for this study were collected by questionnaire. This research using the user in terms of knowledge management, including senior managers and junior and employees been done And the success of knowledge management systems has been considered as the dependent variable for the analysis and structural equation modeling is used SPSS and PLS. Based on objective and descriptive approach is Prioritizing the various factors affecting trust and confidence and the success of knowledge management systems is discussed. Manuscript profile
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  2 - Linkage between knowledge management and performance appraisal; an effective human resource system
  Saeed hosein Rafuati
  Knowledge Management and Human Resources Management are two significant fields in Organization Management. Despite the vast literature available on each of them, their putting into practice is indeed challenging. On the one hand, Knowledge Management is considered as an More

  Knowledge Management and Human Resources Management are two significant fields in Organization Management. Despite the vast literature available on each of them, their putting into practice is indeed challenging. On the one hand, Knowledge Management is considered as an additional work procedure in some organizations mainly due to the intangibility of the value which it adds to the system in the short run. On the other hand, in some other organizations, Human Resources Management is reduced to personnel management and handling the employees official tasks. Therefore its principles such as employees' performance appraisal, leading in most cases to the achievement of organizational goals, are exploited as a means for either encouraging or punishing the employees. This research aims at defining a framework, through studying the different aspects of Knowledge Management and Human Resources Management, in which these two fields interactively produce a combinatory system which helps them effectively flourish and brings about their overlapping so that they can compensate for each field's deficiencies. Manuscript profile
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  3 - The Requirements to Shift from Close Innovation into Open Innovation
  Manochehr Manteghi Parisa Hasan Abadi
  10.7508/jstpi.2016.02.004
  Open innovation represents an emergent paradigm, which organizations must become familiar with and apply it in practice sooner or later in order to survive and prevent their failure. Factors such as diffusion of knowledge, increasing costs and complexity of R&D, the sho More

  Open innovation represents an emergent paradigm, which organizations must become familiar with and apply it in practice sooner or later in order to survive and prevent their failure. Factors such as diffusion of knowledge, increasing costs and complexity of R&D, the shortening of the technology life cycles, the growth of venture capital and presence of knowledgeable suppliers and clients, have weakened the close innovation paradigm. So, self-sufficient, inward focus, monopoly of knowledge and capital investment on internal research, does not create competitive advantages for organizations any more. In open innovation era, organizations make use of both internal and external resource of knowledge to drive their innovation processes, also search different internal and external ways to develop their markets. With regard to inescapable deployment of open innovation, now the question is what items should be considered by organizations in the shift from close innovation to open innovation? In other words, what are the requirements for implementing open innovation approach in organizations? This paper will answer the question by review of pervious research to identify and describe dimensions which could lead organizations in order to implement open innovation. These dimensions which named “the requirements to shift from close innovation into open innovation” and presented in conceptual framework of paper, are: networking, open innovation processes, organizational structures and knowledge management systems. Organizations should notice these dimensions interact each other, so change along one dimension will impact on the others. Manuscript profile
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  4 - Designing a knowledge management system deployment model in the social security organization of Hormozgan province
  Reza Baranimashahrani Mehdi Bagheri payam paslari
  The purpose of the present research is to design a knowledge management system deployment model in the social security organization of Hormozgan province. The current research method is a qualitative type of foundation data. The study community consists of experts in th More

  The purpose of the present research is to design a knowledge management system deployment model in the social security organization of Hormozgan province. The current research method is a qualitative type of foundation data. The study community consists of experts in the field of knowledge management, employees with 10 years of experience and above, heads of departments and deputies of the social security organization of Hormozgan province. Theoretical sampling of the targeted type was used to select people. Data coding was done using Max Kyuda software. The findings of the research using the coding process showed that 177 primary codes in the form of the model of effective factors (causal and contextual, intervention, strategy and consequence) are effective on the establishment of the knowledge management system in the social security organization of Hormozgan province, and 147 primary codes as Model evaluation indicators were selected. These codes were included in the concepts and key categories according to the findings of the research, the categories of "participatory management, professional competence of employees, the organization's mission and government support" as causal conditions, the categories of "information and management systems, strategy and leadership, education and training, design of courses Training and empowerment of employees" as a strategy and 6 categories (strengthening self-regulation skills, strengthening job motivation, increasing organizational commitment, flexibility in communication, entrepreneurship and innovation, improving organizational performance) have been calculated as the consequences of establishing a knowledge management system in the social security organization. . Manuscript profile