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El compromiso y la confianza como factores incentivadores de la transmisión del conocimiento tácito dentro de la organización

Author

Listed:
  • Juárez Ibarra, Manuel
  • Trevilla Cantero, Celina

Abstract

La transmisión del conocimiento es un elemento clave para la generación de ventajas competitivas sostenibles, y dentro de la literatura se reconoce que la motivación extrínseca no es suficiente para lograr una transmisión voluntaria de conocimiento entre individuos y equipos de trabajo. En el presente artículo se destacan dos factores claves para conseguir que los empleados intercambien voluntariamente su conocimiento entre sí: el compromiso y la confianza –incluidos en la motivación intrínseca-, que deben ser potenciados por la organización a través de prácticas adecuadas de recursos humanos.

Suggested Citation

  • Juárez Ibarra, Manuel & Trevilla Cantero, Celina, 2008. "El compromiso y la confianza como factores incentivadores de la transmisión del conocimiento tácito dentro de la organización," Gestión Joven "Revista de la Agrupación Joven Iberoamericana de Contabilidad y Administración de Empresas". Young Management "Journal of the Young Iberomerican Group of Accounting and Business Adminis, Asociación Española de Contabilidad y Administración de Empresas (AECA). Spanish Accounting and Business Administration Association., issue 1, April.
    • Handle: RePEc:ges:articl:2008-10:82-89
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    References listed on IDEAS

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    1. Margit Osterloh & Bruno S. Frey, 2000. "Motivation, Knowledge Transfer, and Organizational Forms," Organization Science, INFORMS, vol. 11(5), pages 538-550, October.
    2. Argote, Linda & Ingram, Paul, 2000. "Knowledge Transfer: A Basis for Competitive Advantage in Firms," Organizational Behavior and Human Decision Processes, Elsevier, vol. 82(1), pages 150-169, May.
    3. Szulanski, Gabriel, 2000. "The Process of Knowledge Transfer: A Diachronic Analysis of Stickiness," Organizational Behavior and Human Decision Processes, Elsevier, vol. 82(1), pages 9-27, May.
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