Proceedings of the 12th European Conference on Knowledge ...

Óscar Arias Londoño
mention that knowledge creation involves two dimensions: <strong>the</strong> ontological and <strong>the</strong>
epistemological. They say that <strong>the</strong> first one states that knowledge is solely created by individuals.
The second one is explained based on Polanyi (1966), who establishes differences between <strong>the</strong>
tacit and <strong>the</strong> explicit knowledge. Tacit knowledge is specific, personal and it is difficult to formalize
and express; it includes cognitive elements - mental models like schemes, paradigms, beliefs and
point <strong>of</strong> view, know-how, specific skills (Nonaka y Takeuchi, 1999: 66). In brief, tacit knowledge
implies that in each activity <strong>the</strong>re are two dimensions present: one that focuses on <strong>the</strong> target
object; and <strong>the</strong> o<strong>the</strong>r is <strong>the</strong> knowledge used to interpret that target.
The ontological dimension represents support for tacit knowledge since it deals with concept
fundamentals <strong>of</strong> reality; from <strong>the</strong>se, human behavior is explained. Ontology is <strong>the</strong> deepest
component <strong>of</strong> <strong>the</strong> framework; it is <strong>the</strong> soil in which people’s ideas and concepts are rooted; due to
this, <strong>the</strong>y are difficult to explore and provide great guidelines by allowing individuals orientation,
assuring base intelligibility, and promote fundamental certainties. It includes founding paradigms
like common points <strong>of</strong> view shared by several individuals about a topic at a certain time and place
(Bédard, 2003: 83).
3. Objective
Identify <strong>the</strong> tacit knowledge ontological aspects emerging in labor outsourcing environments.
4. Methodology
Definition <strong>of</strong> research problem: What are <strong>the</strong> ontological aspects <strong>of</strong> tacit knowledge emerging in
<strong>the</strong> textile sector companies in Colombia, which use labor outsourcing?
Review <strong>of</strong> <strong>the</strong> <strong>the</strong>oretical aspects: Identity, autonomy, tacit knowledge and ontology.
Selection <strong>of</strong> <strong>the</strong> companies under study: The three major textile companies in <strong>the</strong> country.
Selection <strong>of</strong> informants: Identification by qualitative sampling <strong>of</strong> subcontracted workers, and <strong>the</strong>
managers <strong>of</strong> three companies.
Design data collection instruments: Ethnographic method and documental.
Fieldwork: Performing in-depth interviews and document review.
Information analysis: Application <strong>of</strong> matrices to classify and correlate data recorded.
5. Partial findings
5.1 Contractual relationship
Diverse types <strong>of</strong> contracts are used and <strong>the</strong>ir purpose is to partially or fully outsource different
production processes:
Production: <strong>the</strong> hiring company can transfer its technology to its employees in order to guarantee
<strong>the</strong> quality <strong>of</strong> <strong>the</strong> outsourced process.
Mandate contract: The hiring company works as a mandator; it entrusts productive processes to a
mandatary cooperative. The hiring company takes on <strong>the</strong> resulted produce.
Service contract: For short-term production processes; <strong>the</strong>re is no direct labor link or
subordination or authority relationships between <strong>the</strong> hiring and hired companies.
Contract for a specific project or service: There are two kinds: 1) when <strong>the</strong> execution <strong>of</strong> <strong>the</strong>
process is time predetermined; and even though, its duration is initially limited, it is uncertain. 2)
when hiring companies face unexpected market variations.
Commercial <strong>of</strong>fer: It is also called service leasing; <strong>the</strong> subcontracted worker is considered as an
entrepreneur (owner) so a parity relationship is established between <strong>the</strong> parts.
5.2 Employees’ identity (See: Table 1)
From <strong>the</strong> previous contractual terms, <strong>the</strong> changes observed in <strong>the</strong> subcontracted employees’ identity
are determined by <strong>the</strong> following circumstances:
Before being an associate worker at <strong>the</strong> cooperative, he/she was a direct employee <strong>of</strong> <strong>the</strong> company
that is currently subcontracting him/her.
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