احتکار دانش در مقابل پنهان‌سازی دانش: مروری بر ادبیات

نوع مقاله : مقاله مروری

نویسندگان

1 دانشجوی دکتری دانشگاه خوارزمی، گروه مدیریت دولتی، دانشگاه خوارزمی، تهران، ایران

2 گروه مدیریت دولتی، دانشگاه هوایی شهید ستاری، تهران، ایران

3 گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران

4 گروه آموزشی مدیریت منابع انسانی، دانشگاه خوارزمی، تهران، ایران

چکیده

با گسترش مطالعات در حوزه مدیریت دانش به عنوان مدیریت مهمترین مزیت سازمان‌های کنونی، مفاهیم نوظهور مهمی در این حوزه شکل گرفته‌اند که اغلب با سایر مفاهیم دارای تشابه و تمایز هستند. احتکار دانش در ادبیات نظری، انباشت فزاینده و غیرقابل دسترس منابع دانشی سازمان تعریف شده است که اغلب به علت عدم اطلاع از وجود دانش، مورد درخواست نیز واقع نمی‌شود. در ادبیات نظری احتکار، مبحثی در روانشناسی به نام اختلال احتکار مطرح است که ریشه‌های بالینی را بررسی می‌کند. بنابراین دو رویکرد متفاوت مدیریت احتکار دانش معرفی می‌شود که در رویکرد اول اختلالات روانشناسی و فردی مرتبط با احتکار بررسی می‌شود و استراتژی‌های مورد استفاده مدیران منابع انسانی به آزمون‌های ورودی و پایش روانشناسانه‌ی دوره‌ای معطوف می‌شود و در رویکرد دوم عوامل محیطی، مدیریتی، فضای سازمانی، فرهنگ سازمانی، ارتباطات و سایر استراتژی‌های مرتبط با مدیریت احتکار دانش سازمانی بررسی می‌شود. با توجه به اینکه احتکار در برخی از فرهنگ‌ها جرم یا خطا نیست و هرکسی آزادانه می‌تواند هرآنچه بخواهد احتکار کند، در نتیجه بررسی و پیگیری محرک‌هایی که به احتکار مربوط می‌شوند، اهمیت و پیچیدگی بیشتری دارند. احتکار دانش در اغلب موارد مورد غفلت مدیران قرار می‌گیرد و در بلند مدت اثرات جبران ناپذیری بر سازمان دارد. احتکار دانش مستقیما بر توانمندسازی سایر کارکنان تاثیر معکوس دارد و نه تنها منجر به رفتارهای متقابل احتکاری می‌شود، در بلندمدت سازمان را به برخی از کارکنان احتکارکننده وابسته می‌کند. با توجه به عدم بررسی ابعاد گسترده‌ی این مفهوم پیشنهاد مطالعات آتی در حوزه‌های گوناگون به ویژه ارتباط احتکار و انحصارگرایی، تاثیر احتکار دانش بر توانمندسازی و همچنین تاثیر گردش شغلی بر احتکار سازمانی داده می‌شود.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

A literature review: Knowledge Hoarding and comparing it with Knowledge Hiding

نویسندگان [English]

  • Mohammadreza Noori 1
  • Mehdi Kheirandish 2
  • Hossein Abbasian 3
  • Rohallah Nouri 4
1 Doctoral student of Khwarazmi University, Department of Public Administration, Khwarazmi University, Tehran, Iran
2 Department of Public Administration, Shahid Sattari Aviation University, Tehran, Iran
3 Department of Educational Management, Khwarazmi University, Tehran, Iran
4 Department of Human Resource Management, Khwarazmi University, Tehran, Iran
چکیده [English]

With the expansion of studies in the field of knowledge management as management of the most important advantage of current organizations, emerging and important concepts in this field have been formed, which are often similar and different from other concepts. Knowledge hoarding is defined in the theoretical literature as the increasing and inaccessible accumulation of knowledge resources in an organization, which is often not even requested due to lack of knowledge about the existence of knowledge.In the theoretical literature of hoarding, there is a topic in psychology called hoarding disorder that examines its clinical roots. For this reason, two different approaches to managing knowledge hoarding are introduced. The first approach examines the psychological and individual disorders associated with hoarding, and HR managers use strategies such as entrance exams and periodic psychological monitoring. The second approach deals with environmental, managerial, organizational space, organizational culture, communication and other strategies related to the management of organizational knowledge hoarding. Given that hoarding is not a crime or error in some cultures and anyone can freely hoard whatever they want, so pursuing the knowledge dimensions related to hoarding is more important and complex. Also, knowledge hoarding is often neglected by managers and sometimes has irreversible effects on the organization in the long run. Knowledge hoarding has a direct inverse effect on the empowerment of other employees and leads to hoarding reciprocal behaviors and in the long run makes the organization dependent on some hoarding employees. Due to the lack of study of the broad dimensions of this concept, future studies in various fields, especially the relationship between hoarding and exclusivism, the effect of knowledge hoarding on empowerment and also the effect of job turnover on organizational hoarding are suggested.

کلیدواژه‌ها [English]

  • Hoarding
  • knowledge hoarding
  • knowledge hoarding management
  • hoarding disorder

مراجع

شهسواری، امیر و علم الهدی، جمیله. (1398). روش‌شناسی پژوهش مروری و نقش آن در تولید دانش: توسعه یک گونه‌شناسی. روش‌شناسی علوم انسانی، 25(98)، 105-79.
جلالی بجد، محمد یوسف و آهی، قاسم. (1396). تدوین و طراحی مدل رفتارهای ذخیره‌سازی (احتکاری) در ارتباط با اختلال در تنظیم هیجانی و تحمل‌ناپذیری بلاتکلیفی با نقش میانجی ساختارهای احتکاری. اندیشه و رفتار، شماره 46، 90-57.
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مدیریت راهبردی دانش سازمانی
دوره 5، شماره 2 - شماره پیاپی 17
شماره پیاپی17، فصلنامه تابستان
شهریور 1401
صفحه 181-226

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سابقه مقاله

  • تاریخ دریافت: 26 خرداد 1401
  • تاریخ بازنگری: 24 تیر 1401
  • تاریخ پذیرش: 15 شهریور 1401

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