Preface for the Third Edition - Read

514 C. State of Practice
other. The second factor can be called workspace-related organizational learning
atmosphere and comprises the exchange of ideas in the work environment as well
as communication and support within teams and/or workgroups. The third factor
describes that part of the organization’s reward system which targets knowledge
sharing. It can be called rewards for knowledge sharing. The fourth and last factor
encompasses those variables that describe the most voluntary part of knowledge
sharing activities: the exchange of ideas outside the “normal” work environment. It
can be called knowledge sharing outside the workspace.
TABLE C-38. Rotated component matrix of the variables describing willingness to
share knowledge
observable variables a
factor 1 factor 2 factor 3 factor 4
emp. often communicate with other g/t 0.80045 0.16062 0.09383 0.13435
emp. influence decisions of other g/t highly 0.78656 0.08928 0.29010 0.00962
emp. know work of other g/t well 0.76724 0.17305 0.20837 -0.00721
emp. value achievements of other g/t highly 0.71031 0.35185 0.22983 0.02192
emp. often help other g/t 0.67942 0.26068 -0.14515 0.12645
trust between g/t is high 0.55924 0.22594 0.29133 -0.36835
willingness to learn is high 0.53009 0.23336 0.11357 0.03883
strong exch. in, before and after meetings 0.24615 0.79772 0.32300 -0.00699
emp. often help within group/team 0.27485 0.74275 -0.21684 0.16825
emp. communicate openly within group/team 0.40307 0.70084 -0.03095 -0.06350
strong exch. during work hours 0.40002 0.61324 0.23624 0.18518
strong exch. in breaks 0.08853 0.61082 0.19878 0.43823
k. sharing supports careers 0.18086 0.12149 0.85215 0.21348
k. sharing strongly rewarded financially 0.27440 -0.19046 0.80313 0.17728
cooperative behavior strongly rewarded 0.12044 0.36733 0.76855 -0.15758
strong exch. at company events, parties 0.14919 0.13169 0.12176 0.91660
strong exch. privately, outside work environment
-0.01829 0.10588 0.05556 0.88015
a. emp. = employees; exch. = exchange of ideas; g/t = groups/teams; k. = knowledge
In the following, respondents’ estimations how their organizations score on the
organizational culture items are aggregated and presented factor by factor.
Figure C-12 through Figure C-15 show for each item the means of the estimations
and the interval [-; +] which is one standard deviation to the left and to the
right of the means. The items are ordered by descending means (first criterion) and