Knowledge management processes and organizational performance: the mediating role of organizational learning

Assessing the relationship between supervisor knowledge sharing and innovative behaviors among clinical nurses: the mediating role of organizational learning

BACKGROUND

In today's rapidly evolving healthcare environment, nurses' innovative behaviors are crucial for improving patient care quality and organizational effectiveness. While supervisor knowledge-sharing behavior has been identified as a potential innovation driver, the mechanisms influencing nurses' innovative behaviors remain unclear.

OBJECTIVE

To investigate the mediating role of organizational learning in the relationship between supervisors' knowledge sharing behavior and nurses' innovative behaviors in clinical settings.

METHODS

A cross-sectional study was conducted among 450 nurses from university hospitals of Ardabil University of Medical Sciences, Iran, between September and November 2024. Data were collected using the Supervisor Knowledge Sharing Behavior Questionnaire (SKSBQ), Innovative Behavior Inventory (IBI), and Organizational Learning Instrument-Development Stages (OLI-DS). Structural equation modeling (SEM) analyses were performed to test the hypothesized relationships.

RESULTS

Findings revealed significant positive correlations between supervisor knowledge sharing behavior, organizational learning, and innovative behaviors. SEM results confirmed that organizational learning partially mediated the relationship between supervisor knowledge sharing behavior and nurses' innovative behaviors.

CONCLUSION

The findings highlight the crucial role of supervisor knowledge sharing behavior in fostering nurses' innovative behaviors directly and through the mediating effect of organizational learning. Healthcare organizations should prioritize developing supervisors' knowledge sharing capabilities and establishing robust organizational learning cultures to enhance innovation among nursing staff.

RCT CODE

Not applicable.

Fostering organizational performance through innovation: The roles of environmental policy instruments, organizational learning supports, and intellectual capital

This study aimed to examine the key factors that influence entrepreneurial innovation and organizational performance, specifically focusing on the impact of environmental policy instruments, intellectual capital, and organizational learning. In the context of the resource-based view and institutional theory, the authors developed a comprehensive research model to establish hypotheses about the relationships between these factors. Utilizing a survey-based technique with random sampling, this study analyzes the complex relationships between variables by employing structural equation modeling. Data were obtained from 323 members of management teams from Vietnamese firms. The results emphasize the significant advantage of accruing intellectual capital and fostering organizational learning in response to the impact of environmental policy instruments on entrepreneurial innovation. Furthermore, integrating intellectual capital, entrepreneurial innovation, and organizational learning is shown to improve organizational performance. Entrepreneurial innovation plays a role in connecting organizational performance with intellectual capital and organizational learning. The study's findings provide valuable insights for scholars and professionals, enhancing comprehension of complex interactions among various elements. Entrepreneurs can utilize these observations to develop inventive tactics that harness both internal and external resources to effectively promote innovation and improve business performance.

The mediating role of organizational learning culture in the nexus of human resource development practices and employee competencies

Purpose

A learning-focused culture promotes creativity, innovativeness and the acquisition of novel insights and competencies. The study aims to explore the relationship between human resource development (HRD) practice and employee competencies using organizational learning culture as a mediating variable.

Design/methodology/approach

Data were collected from 828 employees of 37 health care institutions comprising 24 (internationally-owned) and 13 (indigenously-owned). Construct reliability and validity was established through a confirmatory factor analysis. The proposed model and hypotheses were evaluated using structural equation modeling.

Findings

Data supported the hypothesized relationships. The results show that training and development and employee competencies were significantly related. Career development and employee competencies were significantly related. Organizational learning culture mediates the relationship between training and development and employee competencies. However, organizational learning culture did not mediate the relationship between career development and employee competencies.

Research limitations/implications

The generalizability of the findings will be constrained due to the research’s health care focus and cross-sectional data.

Practical implications

The study’s findings will serve as valuable pointers to policy makers and stakeholders of health care institutions in developing system-level capacities that promote continuous learning and adaptive learning cultures to ensure sustainability and competitive advantage.

Originality/value

By evidencing empirically that organizational learning culture mediates the relationship between HRD practices and employee competencies the study extends the literature.

Investigating the Impact of Organizational Justice on the Relationship Between Organizational Learning and Organizational Silence in Clinical Nurses: A Structural Equation Modeling Approach

Background: When nurses feel that the learning processes in their organization are fair and just, they are more likely to feel confident about sharing their knowledge, expressing their concerns, and contributing to the learning process. Conversely, suppose employees perceive a lack of organizational justice. In that case, they may be less likely to speak up and share their valuable input due to concerns about unfair treatment or possible negative consequences. Objective: Nurses' silence and organizational learning may have a connection yet to be thoroughly investigated. We are exploring whether organizational justice mediates this relationship by improving nurses' perception of it and reducing silence among them. Methods: A study was conducted in Ardabil, Iran, to analyze the correlation between organizational learning, organizational justice, and organizational silence among 319 healthcare professionals from five hospitals. The study utilized three assessment tools: the organizational learning questionnaire, the organizational justice scale, and the organizational silence scale. The collected data were analyzed using IBM SPSS Statistics, and a structural equation model (SEM) was developed using the bootstrap method in AMOS 24.0 to test the proposed model. Results: Our study found a strong positive relationship between organizational learning and organizational justice and a significant negative correlation between organizational learning and silence. Also, there was a significant negative relationship between organizational justice and silence. SEM showed that organizational learning indirectly affects organizational silence through organizational justice as a mediator, explaining 72.3% of all variance in organizational silence. Conclusion: Our findings indicated that organizational learning is positively associated with justice but negatively associated with silence. When nurses experience organizational justice, they are less likely to remain silent. Encouraging nurses to share their opinions and concerns reduces silence and improves working conditions, morale, and patient care. Further research is needed to understand the complex interplay between organizational learning, justice, and silence in nursing settings.

Demystifying the eighth lean waste: a knowledge waste scale

Purpose

Since few studies have explored and advanced on the development of measures of knowledge waste, the purpose of this paper is to develop and validate a scale for measuring the waste of knowledge.

Design/methodology/approach

A research was carried out in Higher Education Institutions (HEIs) divided into five distinct stages, three qualitative and two quantitative. For the quantitative steps, a sample of 223 responses was obtained for the exploratory part and another sample of 614 responses for the confirmatory part of the study. Data analysis procedures involved Exploratory and Confirmatory Factor Analysis to test and validate the proposed scale.

Findings

A fifteen-item scale divided into four constructs was obtained after refinement of the proposed scale and validation procedures (convergent and discriminant validity). The scale also has satisfactory levels of reliability.

Research limitations/implications

The resulting scale was validated in a single institutional culture environment (HEIs in Southern Brazil). So it still should be tested in different organizational contexts and cross-culturally in different countries. The scale may be useful for decision-making improvement about knowledge management and waste reduction.

Practical implications

A scale with a practical and quick application is provided. Additionally, a classification of the waste of knowledge level was developed and it could be easily applied in different sectors or organizations.

Originality/value

The literature on waste of knowledge is limited and often confused with knowledge loss. This study provides a clear distinction between these topics, and it advances on the explanation and definition of knowledge waste. Also, it is the first study to offer a scale to measure the elements of knowledge waste.

Knowledge management in SMEs: a follow-up literature review

Purpose

The purpose of this paper is to structure existing research on knowledge management (KM) in small- and medium-sized enterprises (SMEs) to offer a comprehensive overview of research strands and topics in KM in SMEs to determine their evolution over time.

Design/methodology/approach

The paper, which is considered a follow-up literature review, is based on a systematic literature review that covers 180 scientific papers that were published since the review paper by Durst and Edvardsson in 2012 that covered 36 papers.

Findings

The findings of this review and those of the aforementioned review are brought together in the form of an overview that structures research on KM in SMEs based on themes that, in turn, allow the derivation of promising research directions and research questions aimed at structuring future research on KM in SMEs.

Originality/value

By combining the findings of this review with the findings from the review published in this journal in 2012, this paper offers, to the best of the authors’ knowledge, the most comprehensive literature review on KM in SMEs produced to date.

Organizations in the knowledge economy. An investigation of knowledge-intensive work practices across 28 European countries

Purpose

This paper aims to investigate whether the shift towards the knowledge economy (e.g. an increasing reliance in knowledge in the production of goods and services) is related to the work practices of organizations (aimed at the provision of autonomy, investments in training and the use of technology).

Design/methodology/approach

The analyses are based on data about over 20,000 companies in 28 European countries. National level indicators of knowledge intensity are related to the work practices of these organizations. Multilevel analysis is applied to test hypotheses.

Findings

The results show that there is a strong and positive relationship between the knowledge intensity of the economy and the use of knowledge intense work practices.

Originality/value

To the best of our knowledge, this is one of the first papers to test whether knowledge intensity at the national level is related to the work practices of organizations.

Creation of organizational knowledge through a model of standardization of production systems in the paper industry

Purpose

The purpose of this article is to propose a standardization model that contributes to the creation of organizational knowledge in the paper industry. This study was oriented to answer the question: how to create organizational knowledge through the standardization model of the paper industry’s production system?

Design/methodology/approach

This research was applied in the main production unit of the paper organization. The data were collected through the analysis of documents, systems and routines of the researched unit. In the research, the observation technique and direct documentation were used. For the operationalization of the research, the following phases were carried: understanding of the applied standardization model, literature review on the research topics, formulation of a standardization model and application of the model.

Findings

A model of standardization of production processes that contributes to the creation of organizational knowledge, in which a correlation of all its stages with the Knowledge conversion modes was found and validated through an applied research in the industry.

Research limitations/implications

This study is applied in a paper industry. In the survey, there is no comparison with other companies. The adaptation of the study in other industries and organizations can increase knowledge about the connection of standardized systems with knowledge conversion modes, adjusting them to other environments or other situations.

Originality/value

This study stands out for empirically testing, a standardization model that favors the creation of knowledge through the analysis of the various activities in a paper industry, providing a real connection between the knowledge management literature and the organizational environment. Standardization can represent an instrument of innovation in the most diverse types of industry, as long as it comes with a proposal for something new and better than the existing model.

The effect of big data in transforming to learning organization a single-case study in IT sector

Purpose

The purpose of this paper is to examine the contribution of big data in the transforming process of an IT firm to a learning organization.

Design/methodology/approach

The authors adopted a qualitative research approach to define and interpret the ideas and experiences of the IT firms’ employees and to present them to the readers directly. For this purpose, they followed a single-case study design. They researched on a small and medium enterprise operating in the IT sector in Düzce province, Turkey. This paper used a semi-structured interview and document analysis as data collecting methods. In all, eight interviews were conducted with employees. Brochures and website of the organization were used as data sources for the document analysis.

Findings

As a result of in-depth interviews and document analysis, the authors formed five main themes that describe perception of big data and learning organization concepts, methods and practices adopted in transforming process, usage areas of big data in organization and how the sample organization uses big data as a learning organization. The findings of this paper show that the sample organization is a learning IT firm that has used big data in transforming to learning organization and in maintaining the learning culture.

Research limitations/implications

The findings contribute to literature as it is one of the first studies that examine the influence of big data on the transformation process of an IT firm to a learning organization. The findings reveal that IT firms benefit from the solutions of big data while learning. However, as the design of the research is single-case study, the findings may be specific to the sample organization. Future studies are required that examine the subject in different samples and by different research designs.

Originality/value

In literature, research on how IT firms’ managers and employees use big data in organizational learning process is limited. The authors expect that this paper will shed light on future research that examines the effect of big data on the learning process of the organization.

An evaluation of critical knowledge areas for managing the COVID-19 pandemic

Purpose

The ability to manage the COVID-19 pandemic is contingent upon the ability to effectively manage its heterogeneous knowledge resources. Knowledge mapping represents a great opportunity to create value by bringing stakeholders together, facilitating comprehensive collaboration and facilitating broader in-depth knowledge sharing and transfer. However, identifying and analysing critical knowledge areas is one of the most important steps when creating a knowledge map. Therefore, the purpose of this paper is to appraise the critical knowledge areas for managing COVID-19, and thereby enhance decision-making in tackling the consequences of the pandemic.

Design/methodology/approach

The methodological approach for this study is a critical literature review, covering publications on knowledge management, knowledge mapping and COVID-19. EBSCOhost, PubMed, Scopus, Science Direct, TRID, Web of Science and Wiley Online Library were searched for full text, peer-reviewed articles written in English that investigated on critical knowledge areas for managing the spread of COVID-19. After full screening, 21 articles met the criteria for inclusion and were analysed and reported.

Findings

The study revealed seven critical knowledge areas for managing the COVID-19 pandemic. These are cleaning and disinfection; training, education and communication; reporting guidance and updates; testing; infection control measures, personal protective equipment; and potential COVID-19 transmission in health and other care settings. The study developed a concept knowledge map illustrating areas of critical knowledge which decision-makers need to be aware of.

Practical implications

Providing decision-makers with access to key knowledge during the COVID-19 pandemic seems to be crucial for effective decision-making. This study has provided insights for the professionals and decision-makers identifying the critical knowledge areas for managing the COVID-19 pandemic.

Social implications

The study advances the literature on knowledge management and builds a theoretical link with the management of public health emergencies. Additionally, the findings support the theoretical position that knowledge maps facilitate decision-making and help users to identify critical knowledge areas easily and effectively.

Originality/value

This study fills gaps in the existing literature by providing an explicit representation of know-how for managing the COVID-19 pandemic. This paper uses an objective and qualitative approach by reviewing related publications, reports and guidelines in the analysis. The concept map illustrates the critical knowledge areas for managing the COVID-19 pandemic.

Clients and Service providers Relationship in IT Outsourcing Project Success

The role of organizational attitude for an effective knowledge sharing (KS) in IT outsourcing (ITO) relationships has not been adequately addressed. In this paper, we investigate the relationship between KS and ITO success as well as the potential moderating effect of organizational attitude on the relationship between KS and partnership quality in ITO. By leveraging structural equation modeling (SEM) on survey data from 153 ITO projects, results show that organizational attitudes significantly influence knowledge sharing and partnership quality, which in turn, results in successful ITO project. Moreover, the relationship between knowledge sharing and partnership quality is more pronounced when the partner firms have positive attitudes to KS. We further showed that partnership quality mediates the relationship between knowledge sharing and the success of an ITO project. Finally, the results of this study indicate that positive organizational attitude improves knowledge sharing between the client and service providers (i.e vendors), and creates stronger outsourcing partnerships.

Collaborative knowledge sharing in global distributed teams: antecedents of innovation performance

Purpose

Existing research on collaborative innovation mechanisms from the perspective of global operation is very limited. This paper aims to address the research gap by studying the factors influencing globally distributed teams’ innovation performance, especially how effective knowledge sharing between distributed teams promotes collaborative team innovation.

Design/methodology/approach

This research proposes a model to investigate how collaborative knowledge sharing affects global operations [team dispersion, task orientation, information and communication technology (ICT) usage] and innovation performance based on the data collected from 167 managers in 40 local Chinese IT and offshoring firms. Using the theory of Cognitive Diversity and Innovation Diffusion and Synergy, separate hierarchical regression analysis was used to test the proposed model.

Findings

The findings of this study demonstrate that effective collaborative knowledge sharing plays a crucial role in enhancing innovation performance in a global operation. Specifically, innovation capacity can be improved by task orientation, ICT usage and team dispersion.

Originality/value

This research study contributes to the development of global distributed operations and innovation among distributed teams in multinational corporations.

Knowledge Management Processes and Performance: Key Role of IS Strategies in Knowledge Capture and Utilisation

This research examines the interrelation of knowledge generation (KG) and knowledge sharing (KC) and how they influence IT infrastructure (ITI) and strategic decision support systems (SDSS) to enhance business process performance (BPP) and firm performance (FP). Furthermore, the objective of this study is to emphasise the importance of applying information systems strategies (ISS) such as knowledge capture and utilisation to make better firm processes to boost firm performance in knowledge management process-intensive organisations. The study surveyed 261 Brazilian companies and used partial least squares path modelling to test the hypotheses proposed herein. The research findings showed that KG and KC influence ITI. Additionally, it also showed that ITI has full mediation in its relationship with KG and SDSS and partial mediation in its relationship with KC on the SDSS. Finally, BPP demonstrated full mediation in its relationship with SDSS and FP. The research findings contribute to firms understand how BPP and FP are affected through ISS embedded into knowledge and utilisation coupled with knowledge generation and sharing.

Does ethical leadership and psychological capital promote knowledge creation? An empirical study of research organizations

Purpose

This study aims to empirically examine the relationship of ethical leadership and psychological capital with knowledge creation. It also investigates the effect of psychological capital as a mediator in the relationship between ethical leadership and knowledge creation.

Design/methodology/approach

This study is based on quantitative research methodology. The data was gathered using a survey questionnaire from 286 members of public-sector research organizations (PSROs) in India. Structural equation modelling (SEM) was used for hypotheses testing.

Findings

The findings of this study show that ethical leadership and psychological capital have a positive influence on knowledge creation. Further, psychological capital mediated the relationship between ethical leadership and knowledge creation.

Research limitations/implications

This study is a quantitative cross-sectional study. However, future researchers may use qualitative research methodology and longitudinal data collection to supplement this study.

Practical implications

This study provides new understanding into the creation of knowledge by emphasizing on the critical role played by ethical leadership and psychological capital and, thus, makes significant theoretical contribution. It emphasizes that managers should not only be ethical but also use interventions to strengthen psychological capital of employees to strengthen knowledge creation.

Originality/value

To the best of authors’ knowledge, this is the first study to examine the underlying mechanism of psychological capital in explaining the links of ethical leadership with knowledge creation.

In search for the missing link: studying the interrelationship between organizational learning and organizational culture change

Purpose

The interrelationship between organizational learning (OL) and organizational culture (OC) is often assumed at an abstract theoretical level, but there is yet no systematization of scholarly knowledge allowing to conceptualize and understand its precise nature. In this article, we therefore ask “How can we, based on the insights from the dispersed research studying OC and OL, conceptualize the interrelationship between the two concepts?” Our purpose is to create an overview on the past development path and the current status of research interrelating OL and OC, to use it as basis for the conceptualization of this interrelationship and to identify avenues for future research.

Design/methodology/approach

This article utilized a systematic literature review methodology by combining bibliometric and content analysis using relevant articles identified from the Scopus database. A two-stage literature review research approach was employed: (1) Bibliometric analysis was used to identify 416 relevant contributions and to present a comprehensive contextual picture of the interrelations between OL and OC research by analyzing the 162 most relevant articles. (2) A subsequent qualitative content analysis of the 45 most relevant academic contributions detailed and solidified the insights.

Findings

We identify four weakly linked thematic clusters on the interrelationship of OC and OL. Based on that, our analysis confirms the theorized bidirectional relationship between OC and OL: OC acts as antecedent, driver and result of OL processes, and OL processes are constrained by and alter OC. We moreover develop three propositions that put knowledge at the center of scholarly attention for understanding this interrelationship in more depth and develop avenues for future research.

Practical implications

Our research has important implications for managers as it shows that mastering leadership challenges is central for the success of OL processes and OC change. We moreover specify the leadership challenges that relate to particular types of OL processes. Managers need to take this interrelationship into account when setting out for OL or OC change processes, and carefully reflect on whether or not the decided OL measures fit the given OC, and the other way round.

Originality/value

Our contribution to existing research is threefold: It first lies in analytically mapping out the research field, second in conceptualizing the interrelationship between OC and OL and third in identifying open research questions and topics.

Does organizational learning differ in manufacturing and service firms? Evidence from Mexico

Purpose

This paper aims to investigate organizational learning (OL) at the individual, group and organizational levels in service and manufacturing firms in Mexico to determine if there are differences in how OL operates or in the link between OL and firm performance.

Design/methodology/approach

The authors surveyed experienced managers from 1,093 Mexican firms across a range of service and manufacturing industries, using the Strategic Learning Assessment Map (Bontis et al., 2002).

Findings

Organizational learning processes (OLPs) were highly similar in service and manufacturing firms and OL had a strong positive association with performance in both types of firms. OLPs at the individual level had a slightly greater impact on performance for service firms.

Research limitations/implications

The results provide further evidence of the strong link between OL and firm performance. There were no significant correlations of firm size or age with the OLPs or firm performance. However, the micro-companies that constitute 95% of Mexican firms were under-represented in the sample.

Practical implications

OLPs are equally important in manufacturing and service firms and across developed and developing economies. Therefore, OL should pervade all organizations. Managers should create cultures that encourage employees to produce new ideas and share those ideas with peers and supervisors through both formal and informal communication processes.

Social implications

The findings indicate that the individual employees’ contributions to OL are the main driver of the impact of OLPs on firm performance and that individual-level learning processes are even more relevant for service firms than for manufacturing firms. As value co-production takes place simultaneously at the moment of the service delivery/service consumption, the individual learning stock is fundamental for enhanced firm performance.

Originality/value

The authors believe this to be the first large-scale study to compare OLPs in manufacturing and service firms across industries in a major emerging market.

Data Mining to Assess Organizational Transparency across Technology Processes: An Approach from IT Governance and Knowledge Management

Information quality and organizational transparency are relevant issues for corporate governance and sustainability of companies, as they contribute to reducing information asymmetry, decreasing risks, and improving the conduct of decision-makers, ensuring an ethical standard of organizational control. This work uses the COBIT framework of IT governance, knowledge management, and machine learning techniques to evaluate organizational transparency considering the maturity levels of technology processes applied in 285 companies of southern Brazil. Data mining techniques have been methodologically applied to analyze the 37 processes in four different domains: Planning and organization, acquisition and implementation, delivery and support, and monitoring. Four learning techniques for knowledge discovery have been used to build a computational model that allowed us to evaluate the organizational transparency level. The results evidence the importance of IT performance monitoring and assessment, and internal control processes in enabling organizations to improve their levels of transparency. These processes depend directly on the establishment of IT strategic plans and quality management, as well as IT risk and project management, therefore an improvement in the maturity of these processes implies an increase in the levels of organizational transparency and their reputational, financial, and accountability impact.

Dispersed knowledge management in ecosystems

Purpose

Accessing and sharing dispersed knowledge in ecosystems is neither easy nor automatic. In ecosystems, focal firms should purposely create the right conditions and act to deal with dispersed knowledge. This study aims to investigate how focal firms manage dispersed knowledge in ecosystems characterized by a set of autonomous, heterogeneous, yet interdependent actors involved in experimentation under uncertainty.

Design/methodology/approach

Following a conceptual framework based on preceding literature, this study conducted a broad qualitative case study of 6 firms and 12 projects, with 43 semi-structured interviews to identify the patterns of actions associated with dispersed knowledge management (KM) in ecosystems. This paper combines coding and multiple case comparisons to examine the processes and strategies used by the firms to strategically manage dispersed knowledge in ecosystems.

Findings

This paper proposes a framework that articulates a new type of orchestration (dispersed knowledge orchestration) and offers a new set of dispersed knowledge strategies (transfer, modularity and circular) for ecosystems.

Practical implications

Innovation and knowledge managers play the roles of dispersed knowledge orchestrators. The study offers guidance on how focal firms should carefully use a particular set of approaches (e.g. integrative theorization) including a portfolio of dispersed knowledge strategies in ecosystems.

Originality/value

Current literature on KM and ecosystem management offers a limited understanding of how organizations manage dispersed knowledge in ecosystems. The research provides three major original contributions. First, the framework contributes to broadening the current understanding of ecosystem orchestration by identifying the micro-foundations of dispersed knowledge orchestration: integrative theorization, nurturing distributed sensemaking and a new chapter for ecosystem governance (i.e. dispersed knowledge governance). Moreover, the framework proposes a new type of strategy, the dispersed knowledge strategy. Finally, by exploring the interplay between the micro-foundations of dispersed knowledge orchestration and dispersed knowledge strategy, the results contribute to a multi-level approach in the field.

Knowledge management within a strategic alliances context: past, present and future

Purpose

This paper aims at reviewing the extant knowledge management (KM) research field within a strategic alliance context to understand the historical roots, its temporal progression, current state and potential future in a meaningful way.

Design/methodology/approach

Data for this study was retrieved from the Scopus database using a systematic literature search process. The bibliometric characteristics of 393 research documents were analyzed using bibliometric and structured network analysis.

Findings

The findings of the study suggest that the publication in the field have been growing with an average rate of 8.48%. This analysis also lists the most productive and impactful authors, main outlets, and the most impactful secondary and primary publication in the field. In addition, the conceptual and intellectual structure of the research field was constructed and discussed.

Originality/value

This paper uses an objective and quantitative approach by reviewing the related publications and virtually included all the relevant publications in the analysis, which was seen to be uneconomical when doing traditional literature reviews.

Knowledge management processes, innovation capability and organizational performance

Purpose

The purpose of this study is to introduce a unified framework which integrates knowledge management processes (knowledge creation, sharing, storage and documentation and acquisition), innovation capability (product, process, marketing and organizational and organizational performance (operational, financial and product quality). Then empirically test the effect of knowledge management processes (KMP) on innovation capability (IC), the effect of IC on organizational performance (OP) and the impact of KMP on OP through the mediator (IC).

Design/methodology/approach

A questionnaire was designed and addressed to the general managers of the Jordanian companies making up the target population. Statistical techniques employed included confirmatory factor analysis and structural equation modeling (SEM) using AMOS 24 to test the hypotheses.

Findings

The results show that KMP influences IC, IC affects OP and KMP impacts OP through the mediator (IC).

Research limitations/implications

The use of longitudinal data and comparisons with this study would provide further insights that would assist in generalizing knowledge related to the relationships among KMP, IC and Os' P.

Practical implications

If organizations fully comprehend KMP and IC, they would be able to implement them successfully, creating value for their companies and improving OP.

Originality/value

The existing research on KMP and IC is primarily conceptual and descriptive in nature, and empirical research confirming the real impact of KMP when developing IC is lacking. Also. the relationship between innovation capabilities and OP has not been adequately studied. Hence, this study introduces a conceptual framework which integrates KMP, IC and OP and simultaneously empirically tests the relationships among them.