Identification of Organizational Culture Dimensions and Their Impact on Knowledge Management, Considering the Mediating Role of HR Flexibility in Information Centers of Payame Noor University Nationwide

Document Type : Research َ Article

Authors

1 Ph.D. Student, Knowledge & Information Science Depatment, Babol Branch, Islamic Azad University, Babol, Iran

2 Assistant Professor, Knowledge & Information Science Department, Babol Branch, Islamic Azad University, Babol, Iran

10.30484/nastinfo.2023.3429.2218

Abstract

Purpose: Information centers in universities need to enhance their position and align them with the interests and demands of stakeholders. Therefore, they must develop their adaptive capacity by promotion of knowledge management. This research aimed to identify desirable dimensions of organizational culture and their impact on knowledge management, considering the mediating role of HR flexibility in information centers of Payame Noor University nationwide.
Methods: This study was conducted as applied research based on its objective. The data collection method was mixed (qualitative and quantitative), and from a philosophical perspective, it was based on the positivist philosophy, using a comparative-inductive approach. The research participants in the qualitative section included 15 professors and experts who were selected randomly and purposefully, and in the quantitative section, society included all employees of the information centers of Payame Noor University nationwide in the academic year 1400-1401, totaling 1300 individuals. According to Cochran's formula, a sample size of 297 individuals was selected using convenience sampling at a confidence level of 95% and a margin of error of 5%. The required data were collected using the standard Lawson Knowledge Management questionnaire (2003), Bhattacharya's standard HR flexibility questionnaire (2005), and an investigator-developed questionnaire. Cronbach's alpha coefficient was used to assess the reliability of the questionnaires. A Cronbach's alpha coefficient greater than 0.70 confirmed the reliability of all the questionnaires. Data analysis in the qualitative section was carried out using interpretive content analysis, and in the quantitative section, descriptive data analysis (frequency, percentage, mean, standard deviation) was performed using SPSS 26 software. Structural equation modeling (SEM) with the SmartPLS software was used to answer the research questions.
Findings: The research findings showed that the dimensions of organizational culture include interactive culture, law-oriented culture, human-oriented culture, and aesthetic culture. The aesthetics-oriented factor had the highest impact with a coefficient of 0.959 and ranked first in priority, followed by the law-oriented, interactive, and human-centered factors in subsequent priorities. Organizational culture positively and significantly influenced knowledge management and HR flexibility, and HR flexibility mediated the relationship between organizational culture and knowledge management (p < 0.05).
Conclusion: Considering the obtained results, attention to organizational culture in the workplace can be an influential component for enhancing knowledge management and HR flexibility in the perception of employees. Therefore, it is recommended that managers of information centers at Payame Noor University nationwide utilize human resource flexibility as a gateway to knowledge management by providing a suitable cultural environment to create organizational adaptability.

Keywords

References

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  • Receive Date: 30 May 2023
  • Revise Date: 12 September 2023
  • Accept Date: 24 October 2023

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