Bilgi Paylaşımının Çalışanların Yenilikçi Davranışına Etkisi
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2021-09-13
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info:eu-repo/semantics/openAccess
Özet
Bu araştırmanın amacı, bilgi paylaşımının yenilikçi davranışta etkinliğini tespit etmektir. Bu amaç doğrultusunda ise Ürdün’deki MS Pharma Company’de çalışanların bilgi paylaşımlarının yenilikçi davranışlarında etkisini belirlemek oluşturmaktadır. Veri toplamak için anket yöntemi seçilmiş olup 9 ifadeden oluşan yenilikçi davranışı ölçeği ile 10 ifadeden oluşan bilgi paylaşımı ölçeği kullanılmıştır. Araştırma, MS Pharma Company’de çalışan 206 katılımcı üzerinde gerçekleştirilmiştir. Toplanan veriler İstatistik Paket Programı kullanılarak test edilmiştir. Araştırmanın amacı kapsamında oluşturulan hipotezler Betimsel, Pearson Korelasyon, Regresyon ve Tek Yönlü ANOVA analizleriyle test edilmiştir. Araştırma, bilgi paylaşımının çalışanların yenilikçi davranışı üzerindeki etkisini incelemekle, 2020 ve 2021 dönemleriyle ve Ürdün’deki (Amman) ilaç fiması ile sınırlı bulunmaktadır. Araştırmanın sonucunda, ilaç sektöründe çalışan katılımcıların bilgi paylaşımını gerçekleştirme derecesi ve yenilikçi davranış düzeyi ortalamanın üzerinde tespit edilmiştir. Yenilikçi davranış ve bilgi paylaşımı arasında istatistiksel olarak anlamlılık (>0.5) ile nispeten güçlü bir pozitif korelasyon bulunmaktadır. İlaç sektöründe yenilikçi davranışta bilgi paylaşımının etkinliğinin önemli bir rolü olduğu ve istatistiksel olarak olumlu bir etkisi olduğu söylenebilir. Bilgi paylaşımı ile demografik (eğitim seviyesi-iş deneyim süresi-yaş) değişkenler arasında anlamlı farklılık bulunmakta olup, (cinsiyet) değişkeni arasında farklılık bulunmamaktadır. Yenilikçi davranış ile demografik (cinsiyet-iş deneyim süresi-yaş) değişkenler arasında anlamlı farklılık bulunmakta olup, (eğitim seviyesi) değişkeni arasında farklılık bulunmamaktadır. Bu sonuçlara dayalı olarak çalışmanın ilk hipotezi, yenilikçi davranışta bilgi paylaşımının önemli bir rolünün ve etkisinin olduğu istatistiksel olarak tespit edilmiştir. Bilgi paylaşımı ile demografik değişkenler arasında kurulan hipotezlerden H2a hipotezi reddedilmiş olup diğer hipotezler kabul edilmiştir. Yenilikçi davranış ve demografik özellikler arasında kurulan hipotezlerden ise sadece H3b hipotezi reddedilmiş olup, diğer hipotezler kabul edilmiştir. Bu bulgular doğrultusunda şu öneriler tavsiye edilebilir; - Herhangi bir çalışanın yeni bir şey öğrendiğinde bu yeniliği departmanındaki meslektaşlarıyla paylaşması teşvik edilebilir. - Örgüt içinde bulunan departmanlar arasında ilişki ve iş birliği geliştirilebilir. - Takım çalışması teşvik edilmeli ve takımlara güvenilmelidir. - İşe alımlarda üretken insanların seçilmesine özen gösterilmelidir. - Çalışanlar arasında beyin fırtınasına önem verilmeli ve bilgi paylaşımının gerekliliği belirtilmelidir. - Çalışanların etkililiği artıracak yeni yöntemler bulmaları için motive edilmeleri gerekebilir. - Çalışanlar arasında herhangi bir sorun ile karşılaşıldığında birbirlerine yardım etmeleri konusunda teşvik edilebilirler.
This research aimed to identify the knowledge sharing of the pharmaceutical sector in Jordan. In addition, to clarify the concept of innovative behaviour of employees at MS Pharma Company in Amman, and the impact of the knowledge sharing on employee’s innovative behaviour. A survey method was chosen to collect data, and an innovative behaviour scale consisting of 9 statements and an knowledge sharing scale consisting of 10 statements were used. The research was conducted on a sample of (206) employees, distributed to MS Pharma Company located in the Amman. The collected data were tested using the Statistical Package for Social Sciences. The hypotheses formed within the scope of the research were tested with Descriptive analysis, Pearson Correlation Analysis, Regression method, and One-Way ANOVA. The application of the research was limited to studying the impact of knowledge shraing on the employee’s innovative behaviour. The time limits were limited to the period between 2020 and 2021. And the spatial boundaries were restricted to the pharmaceutical firms in the governorates (Amman) in Jordan. The most important results of the research; the degree of workers exercising knowledge sharing and the level of the innovative behaviour of workers in the pharmaceutical sector is greater than the average level. There is a relatively strong positive correlation with statistical significance (>0.5) between the knowledge sharing and innovative behaviour. There is a positive impact with a statistically significant role of knowledge sharing in innovative behaviour in the pharmaceutical sector. There are differences between the categories of (level of education-work experiences-age) in perceiving the variables of knowledge sharing. There are no differences between the categories of (gender) in perceiving the variables of knowledge sharing. There are differences between the categories of (gender-work experiences-age) in perceiving the variables of innovative behaviour. But There are no differences between the categories of level of education in perceiving the variables of innovative behaviour. Based on these results, the first hypothesis of the study is that the idea that there is impact with a statistically significant role of knowledge sharing in innovative behaviour is statistically proven. The idea that there are fundamental differences between the categories of (level of education-work experiences-age) in perceiving the variables of knowledge sharing and innovative behaviour, was also proved statistically, except for the level of education in perceiving the variables of innovative behaviour and the gender in perceiving the knowledge sharing. Based on these results we recommend the managers at pharmaceutical sector to: - Encourage worker when they have learned something new to share it with their colleagues in their department. - Try to enhance the relationship and the collaboration between different departments at the company. In addition to relying on the teamwork method as a method for performing the tasks inside and outside the organization. Also working to attract creative people when recruiting new employees. - The necessity of sharing knowledge among employees through brainstorming sessions, which ensure that workers in the organization obtain knowledge from their colleagues. - Motivating workers to accomplish their work in new, creative ways that ensure effectiveness. - Encouraging workers to help each other when facing any problem."
This research aimed to identify the knowledge sharing of the pharmaceutical sector in Jordan. In addition, to clarify the concept of innovative behaviour of employees at MS Pharma Company in Amman, and the impact of the knowledge sharing on employee’s innovative behaviour. A survey method was chosen to collect data, and an innovative behaviour scale consisting of 9 statements and an knowledge sharing scale consisting of 10 statements were used. The research was conducted on a sample of (206) employees, distributed to MS Pharma Company located in the Amman. The collected data were tested using the Statistical Package for Social Sciences. The hypotheses formed within the scope of the research were tested with Descriptive analysis, Pearson Correlation Analysis, Regression method, and One-Way ANOVA. The application of the research was limited to studying the impact of knowledge shraing on the employee’s innovative behaviour. The time limits were limited to the period between 2020 and 2021. And the spatial boundaries were restricted to the pharmaceutical firms in the governorates (Amman) in Jordan. The most important results of the research; the degree of workers exercising knowledge sharing and the level of the innovative behaviour of workers in the pharmaceutical sector is greater than the average level. There is a relatively strong positive correlation with statistical significance (>0.5) between the knowledge sharing and innovative behaviour. There is a positive impact with a statistically significant role of knowledge sharing in innovative behaviour in the pharmaceutical sector. There are differences between the categories of (level of education-work experiences-age) in perceiving the variables of knowledge sharing. There are no differences between the categories of (gender) in perceiving the variables of knowledge sharing. There are differences between the categories of (gender-work experiences-age) in perceiving the variables of innovative behaviour. But There are no differences between the categories of level of education in perceiving the variables of innovative behaviour. Based on these results, the first hypothesis of the study is that the idea that there is impact with a statistically significant role of knowledge sharing in innovative behaviour is statistically proven. The idea that there are fundamental differences between the categories of (level of education-work experiences-age) in perceiving the variables of knowledge sharing and innovative behaviour, was also proved statistically, except for the level of education in perceiving the variables of innovative behaviour and the gender in perceiving the knowledge sharing. Based on these results we recommend the managers at pharmaceutical sector to: - Encourage worker when they have learned something new to share it with their colleagues in their department. - Try to enhance the relationship and the collaboration between different departments at the company. In addition to relying on the teamwork method as a method for performing the tasks inside and outside the organization. Also working to attract creative people when recruiting new employees. - The necessity of sharing knowledge among employees through brainstorming sessions, which ensure that workers in the organization obtain knowledge from their colleagues. - Motivating workers to accomplish their work in new, creative ways that ensure effectiveness. - Encouraging workers to help each other when facing any problem."
Açıklama
Anahtar Kelimeler
Bilgi Paylaşımı, Yenilikçi Davranış, Yönetim, Knowledge Sharing, Innovative Behaviour, Management