امواج الشويلي

Knowledge exchange is seen as an important process for better organizational effectiveness, especially inside human resource functions in educational institutions, where coordination an‎d policy use an‎d also institutional memory are very necessary. However in public sector situations which show rigid structures, low technology ability an‎d strong hierarchy culture, the knowledge exchange is often limited an‎d not very active. This study is making investigation about organizational factors which influence knowledge exchange in human resources inside the Dhi Qar Education Directorate. The study has aim to examine how much organizational structure, organizational culture, technological infrastructure, an‎d leadership style are affecting knowledge exchange between employees. A quantitative research design was used, with a structured questionnaire that includes 25 items an‎d divided into five constructs. Data was collected from 150 employees working in different departments in the directorate. The data were analyzed by using Partial Least Squares Structural Equation Modeling (PLS-SEM) to eva‎luate both measurement model an‎d structural model. The findings show that the four organizational factors all have significant relation with knowledge exchange, while leadership style an‎d organizational culture are appearing as strongest predictors. Organizational structure an‎d technological infrastructure also give positive effect but in more moderate level compared to others. The results are suggesting that knowledge exchange in educational HR is not only individual behavior, but it is strongly influenced by organizational conditions, especially those connected to trust, communication an‎d leadership support. The study gives contribution to literature by providing empirical evidence from a public sector educational context in an environment with limited resources, where such contexts are not much represented in knowledge management research. In practical side, the findings give useful insights for improving knowledge exchange through development of leadership, creating supportive organizational culture, simplifying structural processes an‎d also using proper technological tools. In conclusion, improving knowledge exchange in educational HR is requiring a systemic approach, which is integrating structural, cultural, technological an‎d leadership dimensions, in order to support continuous learning an‎d also better organizational effectiveness.

تبادل دانش , مديريت منابع انساني , سازمان‌هاي آموزشي , بافت‌هاي بازسازي , تاب‌آوري سازماني

Knowledge Exchange , Human Resources Management , Educational Organizations , Reconstruction Contexts , Organizational Resilience

Amwaj Al-Shuwaili

Dr. Amir Zakei