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| Skala Dzielenia się Wiedzą× | Narzędzie diagnostyczne do oceny kultury organizacyjnej (OCAI)× | |
|---|---|---|
| Dziedzina | Zachowania organizacyjne | Zachowania organizacyjne |
| Rodzina | Process / pipeline | Process / pipeline |
| Rok powstania≠ | 2005 | 1999 |
| Twórca≠ | Bock, Zmud, Kim, and Lee; refined by Hau et al. | Kim S. Cameron and Robert E. Quinn |
| Typ≠ | Self-report scale | Behavioral framework assessment |
| Źródło pierwotne≠ | Hau, Y. S., Kim, B., Lee, H., & Kim, Y. G. (2013). The effects of individual motivations and social capital on employees' tacit and explicit knowledge sharing intentions. International Journal of Information Management, 33(3), 356-366. DOI ↗ | Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3rd ed.). Jossey-Bass. ISBN: 978-0-470-65014-1 |
| Inne nazwy | Organizational Knowledge Sharing Intention | Cameron-Quinn OCAI |
| Pokrewne | 4 | 4 |
| Podsumowanie≠ | The Knowledge Sharing Scale (KSS) is an 18-item instrument measuring employee intention to share knowledge and experience within organizations. Developed by Bock, Zmud, Kim, and Lee in 2005, the KSS assesses barriers and enablers of knowledge sharing behavior across six dimensions: perceived usefulness, extrinsic motivation, intrinsic motivation, social norms, organizational climate, and knowledge-sharing intention. | The Organizational Culture Assessment Instrument (OCAI) is a 24-item diagnostic tool that identifies dominant organizational culture types based on the Competing Values Framework (CVF). Developed by Kim S. Cameron and Robert E. Quinn, the OCAI measures cultures across four archetypes: Clan, Adhocracy, Market, and Hierarchy. |
| ScholarGateZbiór danych ↗ |
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