Quantitative business and management journal - Essay Example

?Table of Contents Introduction 2 Theory 2 Quantitative Method and Analysis 3 Hypothesis 4 Study Design and Sample 5 Measures 5 Reliability and Validity 6 Statistical Techniques 7 Statistical Analysis and Findings 7 References 9 Introduction The paper (Aalbers, Dolfsma & Koppius, 2013). elaborates that the relation of transfer of knowledge and contribution with the motivational level in the different network structures. The involvement of the employees in the knowledge sharing makes them feel their importance in the firm and the decision making of the company and hence increase the motivational level of the employee. The motivational level of the employees is increase as with their involvement in the knowledge sharing along with that when the involvement is done from every employee the contribution is of wide variety and different aspect of knowledge is contributed which is beneficial for the company as a whole. The research of this paper is aimed as to determine the different network structures in which the contribution from different and variety of sources improves the quality of the research and information and how different collaborating sources improve the motivational level of the employees. The knowledge sharing within the organization is seemed to be beneficial for the company as a whole or not by including the motivational level increase within the employees and the benefits of the contributions as a variety of angles and perspective. Theory The theory in this paper is that the motivational level either intrinsic or extrinsic leads to the connectedness of the employees. There are several factors that lead to intrinsic motivation and extrinsic motivation. The internal satisfactory factors that leads the sharing of knowledge of an individual leads to intrinsic motivation. The internal satisfaction may be of different intensity and thus they have the relative impact upon the sharing of knowledge of the individual. The extrinsic motivation comes along the external satisfactory conditions which are in terms of reward which may not necessarily be quantitative. The theory in this paper has been studied before as to the individual extent only where the motivational level relation with the connectedness of knowledge sharing of the individuals within the social circle. In this paper the research includes the involvement of the employees in the knowledge sharing of the company which shall be beneficial for the company as whole. The connectedness of the employees with the organization comes along with their involvement in the knowledge sharing of the employees as it enhances the motivational level of the employees. the employees’ extrinsic motivational and connectedness is dependent upon the rewards, hence as long as the employee is employee is rewarded then the contribution and the sharing of knowledge continues but as the reward is not awarded then the sharing of knowledge stops. In this paper the implication of the motivational level of the individual within the organization as the sharing of knowledge is dependent upon the network of the organization. Thus the implication of the motivational level and the connectedness within the organization is done. Quantitative Method and Analysis The connectedness of the employee within the organization in terms of sharing of knowledge is related with the intrinsic motivation of the employee. Employees within the organization develop a social circle where the connectedness and sharing of knowledge is enhanced. As the theory elaborated the sharing of knowledge is done when the full innovative transfer of knowledge network is provided to the employee the motivation of the employee enhances. The hypothesis that the intrinsically motivated employees are well connected provided with the network of innovative transfer of knowledge is carried upon and tested with the practical implication within the organization. Hypothesis The hypothesis in this research is the relationship between the connectedness and intrinsic motivation. Intrinsic motivation is a useful predictor of an individual’s connectedness in the full innovative knowledge transfer network. It means that the intrinsic motivation is the factors that causes and lead the individual towards more sociology and connecting with the other individuals and thus the more sharing of knowledge. As the connectedness of the individual increases thus the knowledge sharing and contribution increases and ultimately lead to a better innovation. The innovation is the outcome of the knowledge and the demand as per the requirement of the situation. When the individual is internally motivated then he/she would like to share their experience with someone and thus this would lead to the connectedness as the person will like to have someone so as to share. The knowledge from one person can only be transfer to the other person when they communicate and connect with each other and thus the sharing of knowledge occurs. There are several reasons that lead to the connectedness and one of them is certainly the motivation that is from the inside. The intrinsic motivation thus leads to the sharing of knowledge and where the knowledge sharing occurs then the innovation is made as the contribution of the knowledge is huge. The predictor of the hypothesis strongly considers the outcome as per the prediction but is prepared as per the changes that occur in the outcome. The relationship between the predictor and the outcome is of anxiety as the outcome shall be the reasoning and the proof of the validity of the prediction of the predictor and thus he/she is anxious to get the outcome so as to validate whether the hypothesis is applicable or not. The relationship between the independent and dependent variables are considered as per to be the same as predicted so the predicted effect can be assumed safely so as to reach to the conclusion. The hypothesis is the impact of one item upon other and thus the variables defined as independent and dependent should show the same relationship as per the prediction so as the prediction to be true. Study Design and Sample The study is done upon sample basis and two firms were selected so as to determine the viability of the hypothesis. Two companies are considered and the study is done upon the employees of both the companies and their units as well. Alpha company is located in Holland and is a multinational electronics and engineering company with the employees of four thousand and this company are incorporated since 19th century. Beta company is the payment processing companies spread over Europe and it’s headquarter is considered and used for the test. Beta Company employs fifteen hundred employees. The final overall response rate in the alpha company is 96% whereas in beta company is 93%. The non-responsive individuals were communicated again via means of email but they did not responded. Measures The variable used in the research survey includes the connectedness of employees in the network and their relation with the contribution with knowledge transfer within the network. The connectedness of the employees includes direct input by means of direct communication to the immediate employees or direct access to network. The indirect input by the employees is also considered where the indirect input from the employees is taken by means of contribution in knowledge sharing. The accordance with the direct and indirect input the closeness of the employees is considered as well so as to determine whether the involvement is direct or indirect as the closeness responds to the input level in the case of knowledge sharing. Limitations of the technique lead to the un-incorporation of isolated personnel who were not accounted for as they did not responded to the email which was sent to them in relation with the survey but these amounted to only 4% of the total employees in both the companies. The dependent variables include the ties between the different units within the company. The connectedness of different units of the company represented the closeness of one unit with the other unit and thus the number of units represented the closeness and apportioned to the individuals according to the number of employees in the units. For the independent variables the motivation is considered. This included extrinsic and intrinsic motivation which was derived from the preposition. Each of the preposition were derived from the motivational extinct categorized as extrinsic and intrinsic. For intrinsic motivation six prepositions are considered and same is for the extrinsic prepositions. The prepositions are converted into questionnaire and the then distributed among the employees of both of the companies via email. For the control variables the time that the employee has spent in the company is considered in terms of tenure. Control variables include the gender of the employees participating in the survey and the units of both of the companies. Reliability and Validity The test done is on a reliable basis as the chosen companies satisfy the demanding requirements and maximum number of employees from each of the company is taken as participants. The study was as to the measured and desired hypothesis check where the input was made by the employees by means of questionnaire carefully and properly designed to measure the outcome of the hypothesis and thus the validity of the test can be accurately assured. The author determined the reliability and validity test by means of skewness and Kurtis. Statistical Techniques The statistical techniques used in testing the hypothesis are by defining the variables and categorizing them as dependent, independent and controlled. The mean, standard deviation and zero order correlations between the variables are considered and thus leading to the relationship between the variables. The multiple regression analysis of the prepositions where done. The skewness and Kurtis of the variables were made so as to confirm that the variables do not exceed the normal distribution. The key statistics include the necessary and important data that is required in order to analyze and reach to a decision. Statistical Analysis and Findings The findings of the statistical analysis done on the data collected from both of the selected companies gave mixed results where the results from alpha company was very much promising whereas the results from the beta company is not mush as predicted from the alpha company. When considered from the individual perspective it was concluded that no relation were found between the motivations whether intrinsic or extrinsic with the connectedness in the innovative knowledge network. The analysis of the statistical data shows negative results in all manners where the correlation of the variables was minimum to an unacceptable level so as to be the determinant of the positive relation between the variable defined as the connectedness and motivation. The other determinants of the organization such as the unit ties and the knowledge sharing between the units of the organization however showed a positive impact upon the motivational response of the work force in different units. The role of gender in the statistical analysis as considered to be the control variable delivered that the gender is somewhat related with the connectedness and thus the same gender contributes in connecting with each other. The controlled variable units of the company resulted in the connectedness as when the requirement is to commute as between the finance and sales unit. Managerial roles were considered to be one of the main causes of lack of connectedness and thus lack of innovation as the connectedness leads to knowledge share and ultimately innovation. References Top of Form AALBERS, R., DOLFSMA, W., & KOPPIUS, O. (2013). Individual connectedness in innovation networks: On the role of individual motivation. Research Policy. 42, 624-634. Bottom of Form Read More