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THE RELATIONSHIP BETWEEN KNOWLEDGE SHARING AND NEGATIVE ATTITUDE AGAINST EMPLOYEE MONITORING

Year 2012, Volume: 7 Issue: 2, 93 - 102, 01.12.2012

Abstract

 Knowledge sharing in an organization is an important part of knowledge management and its success
or failure will be directly related to how much knowledge could be used by employees. Unfortunately there are
some de-motivators in work environment that prevent employees to share knowledge with each others. This
paper intends to interrogate employee monitoring as one of the de-motivators of knowledge sharing in
organizations.
In an insecure work environment where employee behaviors are monitored employees may not intend to share
their knowledge with others because of confidentiality, job insecurity, mistrust. Therefore, the aim of this
research is to examine the relationship between organizational knowledge sharing and employee monitoring.
Employees who have negative attitude against employee monitoring complained that the implementation of
electronic monitoring in their workplace caused paced work, lack of involvement, reduced task variety and
clarity, reduced peer social support, reduced supervisory support, fear of job loss, routinized work activity, and
lack of control over tasks. It is assumed that there is a relationship between negative attitudes against employee
monitoring and knowledge sharing in organizations.
This empirical research is realized by surveying 122 employees in banking sector. In this study, with inspiration
taken from the related studies in literature, the relationship between two variables was tried to be identified by
conducting required statistical analysis of questionnaires applied to employees.

References

  • Aiello, J. (1993). Computer-based work monitoring: Electronic surveillance and its effects. Journal of Applied Social Psychology, 23(7), 499-507.
  • Alder, S. (1998). Ethical issues in electronic performance monitoring: A consideration of deontological and teleological perspectives. Journal of Business Ethics, 17(7), 729-743.
  • Alge, B. J., Greenberg, J. & Brinsfield, C. T. (2006). An identity based model of organizational monitoring: Integrating information privacy and organizational justice. Research in Personnel and Human Resources Management, 25, 71-135.
  • Barutçugil, İ. (2002). Bilgi Yönetimi, Kariyer Yayınları, İstanbul. Bennet, C. S. & S. D. Locke. (1998). Privacy in the Workplace, Labor Law Journal, 49(1), 781-787.
  • Bradley J. A. G. Ballinger & S. G. Green. (2004). Remote Control: predictors Of Electronic Monitoring Intensity and Secrecy, Personnel Psychology, 57(2), 377-410.
  • Chalykoff, J., & Kochan, T. A. (1989). Computer-aided Monitoring: Its Influence on Employee Job Satisfaction And Turnover, Personnel Psychology, 42(4), 807-834
  • Chowdhury, N. (2006). Building Knowledge Management in Malaysia. Inside Knowledge, 9(7). [online]: http://www.km4dev.org/index.php/articles/news/744.
  • D’Urso, S. C. (2006). Who’s Watching Us at Work? Toward A Structural Model of Electronic Monitoring and Surveillance in Organizations. Communication Theory, 16(3), 281-303.
  • Davenport, T., H., Long, D.W. & Beers, M.C. (1998). Successful Knowledge Management Projects, Sloan Management Review, (39)2, 43-57.
  • Demirel, Y. & Seçkin, Z. (2011). Örgütsel Adaletin Bilgi Paylaşımı Üzerine Etkisi: İlaç Sektörü Çalışanlarına Yönelik Bir Araştırma. Bilig, 56, 99- 119.
  • Erdemir, E. (2008). Bilgi Toplumunda Çalışma İlişkilerinin Yeni Boyutu: İşyeri ve Çalışanlara Yönelik İzleme Faaliyetleri ve Türkiye’deki Durum, 1. Ulusal Çalışma İlişkileri Kongresi: Sakarya Üniversitesi Bildiriler Kitabı, 39-52.
  • Erdemir, E., Çeliktaş, I., (2006). Örgütsel ve Hukuki Açıdan İşyeri İzleme: Karşılaştırmalı bir inceleme Kazanç Hakemli Hukuk Dergisi, (19-20), 87-102.
  • Erdemir, E. ve U. Koç (2006). Büyük Patron Sizi İzliyor! Farklı Sektörlerde İşyeri İzleme Aracı Olarak Yeni Teknolojilerin Kullanımı: Eskişehir Örneği, 5. Orta Anadolu İşletmecilik Kongresi, Tokat Gaziosmanpaşa Üniversitesi, Bildiriler Kitabı, 141-148.
  • Findlay, P., A. McKinlay, A. Marks & P. Thompson (2000). In Search of Perfect People: Teamwork and Team Players in the Scottish Spirits Industry, Human Relations, 53(12), 1549–1571.
  • George, J. F. (1996). Computer-based Monitoring: Common Perceptions and Empirical Results, MIS Quarterly, 20(4), 459-480.
  • Guffey C. J. & J. F. West. (1996). Employee Privacy: Legal Implications for Managers, Labor Law Journal, 21(2), 735-745.
  • Hoffman, W. M., Hartman, L. P., Rowe, M. (2003). You’ve Got Mail . . . And the Boss Knows: A Survey by the Center for Business Ethics of Companies’ Email and Internet Monitoring. Business and Society Review, 108(3), 285-307.
  • Hovorka-Mead., A., Ross, W.H., Whipple, T. & Renchin, M.B. (2002). Watching The Detectives: Seasonal Student Employee Reactions to Electronic Monitoring with and without Advance Notification. Personnel Psychology, 55(2), 329-362.
  • Huber, P. (1991). Organizational Learning: The Contributing Processes and the Literatures, London, Organizations Science, 2(1), 88-115
  • Ibragimova, B. (2006). Propensity for Knowledge Sharing: An Organizational Justice Perspective. Ph.D. Thesis. USA: University of North Texas.
  • Martin, K. & Freeman, R.E. (2003). Some Problems with Employee Monitoring, Journal of Business Ethics, 43(4), 353-361.
  • Marx, G., T. & Sherizen S. (1987). Corporations that spy on their employees. Business and Society Review, No. 60 (Winter), 32-37.
  • McNall, L.A. & Roch,S.G. (2007). Effects of Electronic Monitoring Types on Perceptions of Procedural Justice, Interpersonal Justice, and Privacy, Journal of Applied Social Psychology, 37(3), 658-682.
  • Nolan, D.R. (2003). Privacy and Profitability in the Technological Workplace, Journal of Labor Research, 24, Part 2, 207-232.
  • Nonaka, I., & Takeuchi, H. (1994).A dynamic theory of organizational knowledge creation. Organization Science, 5(1), 14-37.
  • Nussbaum K, (1989). Computer monitoring: A threat to the right to privacy? CPSR Annual Meeting, Washington, DC.
  • Nussbaum, K. & du Rivage, V. (1986). Computer monitoring: Mismanagement by remote control. Business and Society Review, 56, 16–20
  • Oye, N.D.; Mazleena S. & Noorminshah, A. (2011). Knowledge Sharing in Workplace: Motivators and Demotivators. International Journal of Managing Information Technology, 3(4), 71-84.
  • Oz E., Glass, R. & R. Behling. (1999). Electronic Workplace Monitoring: What Employees Think? Omega, 27(2), 167-177.
  • Rogers, K.S., Smith, M.J., & Sainfort, P.C. (1990). Electronic performance monitoring, job design, and psychological stress. In Proceedings of the human factors society 34th annual meeting, 845-858.
  • Smith, M.; Carayon, P.; Sanders, K.; Lim, S.-Y., & Le Grande, D. (1992). Employee stress and health complaints in jobs with and without electronic performance monitoring. Applied Ergonomics, 23(1), 17-27.
  • Stanton, J. M. & E. M. Weiss. (2000). Electronic monitoring in their own words: an exploratory study of employees' experiences with new types of surveillance, Computers in Human Behavior, 16(4), 423-440.
  • Tabak, F. & Smith, W.P. (2005). Privacy and electronic monitoring in the workplace: A model of managerial cognition and relational trust development. Employee Responsibilities and Rights Journal, 17(3), 173-189.
  • Townsend A. M. & J. T. Bennett. (2003). Privacy, Technology, and Conflict: Emerging Issues and Action in Workplace Privacy. Journal of Labor Research, 24(2), 195-205.
  • Vaught, B., C,, Taylor, R., E. & Vaught, S., E. (2000). The attitudes of managers regarding the electronic monitoring of employee behavior: Procedural and ethical considerations. American Business Review, 18(1), 107- 114.

THE RELATIONSHIP BETWEEN KNOWLEDGE SHARING AND NEGATIVE ATTITUDE AGAINST EMPLOYEE MONITORING

Year 2012, Volume: 7 Issue: 2, 93 - 102, 01.12.2012

Abstract

 Knowledge sharing in an organization is an important part of knowledge management and its success
or failure will be directly related to how much knowledge could be used by employees. Unfortunately there are
some de-motivators in work environment that prevent employees to share knowledge with each others. This
paper intends to interrogate employee monitoring as one of the de-motivators of knowledge sharing in
organizations.
In an insecure work environment where employee behaviors are monitored employees may not intend to share
their knowledge with others because of confidentiality, job insecurity, mistrust. Therefore, the aim of this
research is to examine the relationship between organizational knowledge sharing and employee monitoring.
Employees who have negative attitude against employee monitoring complained that the implementation of
electronic monitoring in their workplace caused paced work, lack of involvement, reduced task variety and
clarity, reduced peer social support, reduced supervisory support, fear of job loss, routinized work activity, and
lack of control over tasks. It is assumed that there is a relationship between negative attitudes against employee
monitoring and knowledge sharing in organizations.
This empirical research is realized by surveying 122 employees in banking sector. In this study, with inspiration
taken from the related studies in literature, the relationship between two variables was tried to be identified by
conducting required statistical analysis of questionnaires applied to employees.

References

  • Aiello, J. (1993). Computer-based work monitoring: Electronic surveillance and its effects. Journal of Applied Social Psychology, 23(7), 499-507.
  • Alder, S. (1998). Ethical issues in electronic performance monitoring: A consideration of deontological and teleological perspectives. Journal of Business Ethics, 17(7), 729-743.
  • Alge, B. J., Greenberg, J. & Brinsfield, C. T. (2006). An identity based model of organizational monitoring: Integrating information privacy and organizational justice. Research in Personnel and Human Resources Management, 25, 71-135.
  • Barutçugil, İ. (2002). Bilgi Yönetimi, Kariyer Yayınları, İstanbul. Bennet, C. S. & S. D. Locke. (1998). Privacy in the Workplace, Labor Law Journal, 49(1), 781-787.
  • Bradley J. A. G. Ballinger & S. G. Green. (2004). Remote Control: predictors Of Electronic Monitoring Intensity and Secrecy, Personnel Psychology, 57(2), 377-410.
  • Chalykoff, J., & Kochan, T. A. (1989). Computer-aided Monitoring: Its Influence on Employee Job Satisfaction And Turnover, Personnel Psychology, 42(4), 807-834
  • Chowdhury, N. (2006). Building Knowledge Management in Malaysia. Inside Knowledge, 9(7). [online]: http://www.km4dev.org/index.php/articles/news/744.
  • D’Urso, S. C. (2006). Who’s Watching Us at Work? Toward A Structural Model of Electronic Monitoring and Surveillance in Organizations. Communication Theory, 16(3), 281-303.
  • Davenport, T., H., Long, D.W. & Beers, M.C. (1998). Successful Knowledge Management Projects, Sloan Management Review, (39)2, 43-57.
  • Demirel, Y. & Seçkin, Z. (2011). Örgütsel Adaletin Bilgi Paylaşımı Üzerine Etkisi: İlaç Sektörü Çalışanlarına Yönelik Bir Araştırma. Bilig, 56, 99- 119.
  • Erdemir, E. (2008). Bilgi Toplumunda Çalışma İlişkilerinin Yeni Boyutu: İşyeri ve Çalışanlara Yönelik İzleme Faaliyetleri ve Türkiye’deki Durum, 1. Ulusal Çalışma İlişkileri Kongresi: Sakarya Üniversitesi Bildiriler Kitabı, 39-52.
  • Erdemir, E., Çeliktaş, I., (2006). Örgütsel ve Hukuki Açıdan İşyeri İzleme: Karşılaştırmalı bir inceleme Kazanç Hakemli Hukuk Dergisi, (19-20), 87-102.
  • Erdemir, E. ve U. Koç (2006). Büyük Patron Sizi İzliyor! Farklı Sektörlerde İşyeri İzleme Aracı Olarak Yeni Teknolojilerin Kullanımı: Eskişehir Örneği, 5. Orta Anadolu İşletmecilik Kongresi, Tokat Gaziosmanpaşa Üniversitesi, Bildiriler Kitabı, 141-148.
  • Findlay, P., A. McKinlay, A. Marks & P. Thompson (2000). In Search of Perfect People: Teamwork and Team Players in the Scottish Spirits Industry, Human Relations, 53(12), 1549–1571.
  • George, J. F. (1996). Computer-based Monitoring: Common Perceptions and Empirical Results, MIS Quarterly, 20(4), 459-480.
  • Guffey C. J. & J. F. West. (1996). Employee Privacy: Legal Implications for Managers, Labor Law Journal, 21(2), 735-745.
  • Hoffman, W. M., Hartman, L. P., Rowe, M. (2003). You’ve Got Mail . . . And the Boss Knows: A Survey by the Center for Business Ethics of Companies’ Email and Internet Monitoring. Business and Society Review, 108(3), 285-307.
  • Hovorka-Mead., A., Ross, W.H., Whipple, T. & Renchin, M.B. (2002). Watching The Detectives: Seasonal Student Employee Reactions to Electronic Monitoring with and without Advance Notification. Personnel Psychology, 55(2), 329-362.
  • Huber, P. (1991). Organizational Learning: The Contributing Processes and the Literatures, London, Organizations Science, 2(1), 88-115
  • Ibragimova, B. (2006). Propensity for Knowledge Sharing: An Organizational Justice Perspective. Ph.D. Thesis. USA: University of North Texas.
  • Martin, K. & Freeman, R.E. (2003). Some Problems with Employee Monitoring, Journal of Business Ethics, 43(4), 353-361.
  • Marx, G., T. & Sherizen S. (1987). Corporations that spy on their employees. Business and Society Review, No. 60 (Winter), 32-37.
  • McNall, L.A. & Roch,S.G. (2007). Effects of Electronic Monitoring Types on Perceptions of Procedural Justice, Interpersonal Justice, and Privacy, Journal of Applied Social Psychology, 37(3), 658-682.
  • Nolan, D.R. (2003). Privacy and Profitability in the Technological Workplace, Journal of Labor Research, 24, Part 2, 207-232.
  • Nonaka, I., & Takeuchi, H. (1994).A dynamic theory of organizational knowledge creation. Organization Science, 5(1), 14-37.
  • Nussbaum K, (1989). Computer monitoring: A threat to the right to privacy? CPSR Annual Meeting, Washington, DC.
  • Nussbaum, K. & du Rivage, V. (1986). Computer monitoring: Mismanagement by remote control. Business and Society Review, 56, 16–20
  • Oye, N.D.; Mazleena S. & Noorminshah, A. (2011). Knowledge Sharing in Workplace: Motivators and Demotivators. International Journal of Managing Information Technology, 3(4), 71-84.
  • Oz E., Glass, R. & R. Behling. (1999). Electronic Workplace Monitoring: What Employees Think? Omega, 27(2), 167-177.
  • Rogers, K.S., Smith, M.J., & Sainfort, P.C. (1990). Electronic performance monitoring, job design, and psychological stress. In Proceedings of the human factors society 34th annual meeting, 845-858.
  • Smith, M.; Carayon, P.; Sanders, K.; Lim, S.-Y., & Le Grande, D. (1992). Employee stress and health complaints in jobs with and without electronic performance monitoring. Applied Ergonomics, 23(1), 17-27.
  • Stanton, J. M. & E. M. Weiss. (2000). Electronic monitoring in their own words: an exploratory study of employees' experiences with new types of surveillance, Computers in Human Behavior, 16(4), 423-440.
  • Tabak, F. & Smith, W.P. (2005). Privacy and electronic monitoring in the workplace: A model of managerial cognition and relational trust development. Employee Responsibilities and Rights Journal, 17(3), 173-189.
  • Townsend A. M. & J. T. Bennett. (2003). Privacy, Technology, and Conflict: Emerging Issues and Action in Workplace Privacy. Journal of Labor Research, 24(2), 195-205.
  • Vaught, B., C,, Taylor, R., E. & Vaught, S., E. (2000). The attitudes of managers regarding the electronic monitoring of employee behavior: Procedural and ethical considerations. American Business Review, 18(1), 107- 114.
There are 35 citations in total.

Details

Primary Language English
Journal Section Articles
Authors

Cihan Tınaztepe – Funda Özer– Mehmet Kız Yozgat This is me

Cihan Tinaztepe This is me

Funda Özer

Mehmet Kiziloğlu This is me

Uğur Yozgat This is me

Publication Date December 1, 2012
Published in Issue Year 2012 Volume: 7 Issue: 2

Cite

APA Yozgat, C. T. –. F. Ö. M. K., Tinaztepe, C., Özer, F., Kiziloğlu, M., et al. (2012). THE RELATIONSHIP BETWEEN KNOWLEDGE SHARING AND NEGATIVE ATTITUDE AGAINST EMPLOYEE MONITORING. Bilgi Ekonomisi Ve Yönetimi Dergisi, 7(2), 93-102.