000121350 001__ 121350
000121350 005__ 20240319081008.0
000121350 0247_ $$2doi$$a10.5093/jwop2022a21
000121350 0248_ $$2sideral$$a132071
000121350 037__ $$aART-2022-132071
000121350 041__ $$aeng
000121350 100__ $$aAyestarán, Sabino
000121350 245__ $$aA model of knowledge-sharing for the 21st century organizations
000121350 260__ $$c2022
000121350 5060_ $$aAccess copy available to the general public$$fUnrestricted
000121350 5203_ $$aOrganizations’ survival ability is increasingly constrained by their innovation possibilities, that is, by their capacity to create and share knowledge in order to cope with new and more complex challenges. Aiming for the three axes on which new organizational models must be based (economic, technological, and social innovation), this article carries out a systematic review among five databases on the variables related to innovation in organizations. After applying exclusion criteria, 132 papers out of the 1,215 originally found were analyzed. As a result, an integrating theoretical model was proposed from the organizational psychology perspective: the model of knowledge-sharing organizations. The model allows for cultural, psychosocial, and technological aspects and proposes three levels of analysis: 1) innovative culture and governance (that groups together the characteristics of a culture oriented towards innovation, and the organizational policies into which it is translated); 2) leadership, teams, and people (that includes variables that impact people’s innovative capacity, leadership styles, and forms of teamwork); and 3) technological tools for innovation (that focus on how technology can be used, specifically ICT, to enhance the organization’s innovative capacity). Future directions as well as limitations are addressed at the end of the article.
000121350 540__ $$9info:eu-repo/semantics/openAccess$$aby-nc-nd$$uhttp://creativecommons.org/licenses/by-nc-nd/3.0/es/
000121350 590__ $$a3.1$$b2022
000121350 592__ $$a0.922$$b2022
000121350 591__ $$aPSYCHOLOGY, APPLIED$$b44 / 83 = 0.53$$c2022$$dQ3$$eT2
000121350 593__ $$aSocial Psychology$$c2022$$dQ2
000121350 593__ $$aOrganizational Behavior and Human Resource Management$$c2022$$dQ2
000121350 594__ $$a5.9$$b2022
000121350 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/publishedVersion
000121350 700__ $$aGómez, Daniel
000121350 700__ $$aMartínez-Moreno, Edurne
000121350 700__ $$0(orcid)0000-0003-0898-0480$$aLira, Eva Mª$$uUniversidad de Zaragoza
000121350 700__ $$0(orcid)0000-0001-6011-821X$$aDa Costa, Silvia$$uUniversidad de Zaragoza
000121350 7102_ $$14009$$2740$$aUniversidad de Zaragoza$$bDpto. Psicología y Sociología$$cÁrea Psicología Social
000121350 773__ $$g38, 3 (2022), 175-187$$pRev. psicol. trab. organ. (1999)$$tRevista de psicología del trabajo y de las organizaciones$$x1576-5962
000121350 8564_ $$s368712$$uhttps://zaguan.unizar.es/record/121350/files/texto_completo.pdf$$yVersión publicada
000121350 8564_ $$s2861438$$uhttps://zaguan.unizar.es/record/121350/files/texto_completo.jpg?subformat=icon$$xicon$$yVersión publicada
000121350 909CO $$ooai:zaguan.unizar.es:121350$$particulos$$pdriver
000121350 951__ $$a2024-03-18-14:54:21
000121350 980__ $$aARTICLE