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首页> 外文期刊>The international information & library review >Organizational storytelling as a method of tacit-knowledge transfer: Case study from a Sri Lankan university
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Organizational storytelling as a method of tacit-knowledge transfer: Case study from a Sri Lankan university

机译：组织讲故事作为默认知识转移的一种方法：来自斯里兰卡大学的案例研究

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Sri Lanka has a long history and culture of storytelling but the use of stories for transferring tacit knowledge is absent. This paper is the first to examine the application of org-nisational stories as a method of tacit-knowledge transfer management tool in the library domain. The study had two objectives; 1) To explore the potential of storytelling to transfer tacit knowledge from the Librarian to the junior executives. 2) To examine whether captured stories serve the pursuit of knowledge by the junior executives. Two research questions were formulated to achieve these objectives. The first research question (RQ1) How can the tacit knowledge of a retiring senior executive be captured through stories? was framed and addressed to achieve objective one and the second research question (RQ2) Can the captured "stories of work" benefit knowledge workers in their pursuit of tacit knowledge? was framed and addressed to achieve objective two. The study was based on primary data collected from the Librarian and executive staff of the Library by means of two Interview Schedules and the entire study was underpinned by an extensive review of research literature related to organizational storytelling. Qualitative as well as quantitative methods were used to analysis and interpretation data. The findings of the study proved in response to RQ1 that organizational stories can be captured using a six-step process and a story capturing model which could be used by the other researcher emerged from the research. Nevertheless, findings also established that the comprehensiveness of the tacit knowledge that could be captured through stories would depend on the degree of confidentiality of the contents of the stories. Therefore all stories could not be recorded as they are told. Responding to RQ2 the findings proved that, captured "stories of work" can be used for the benefit of knowledge workers in their pursuit of tacit knowledge. Based on these findings it was recommended that, the library should take initiatives to exploit the already prevailing habit of organizational storytelling in the library as a method
机译：斯里兰卡具有悠久的讲故事历史和文化，但没有使用故事来传递默会知识。本文是第一个研究组织故事作为图书馆领域中默认知识转移管理工具方法的应用程序。这项研究有两个目标； 1）探索讲故事的潜能，将隐性知识从图书馆员转移到初级管理人员。 2）检查捕获的故事是否有助于初级管理人员追求知识。为实现这些目标，提出了两个研究问题。第一个研究问题（RQ1）如何通过故事捕捉退休高级管理人员的默契知识？是为了实现目标一和第二研究问题（RQ2）而设计和解决的问题。捕获的“工作故事”是否可以使知识工作者在追求隐性知识时受益？制定框架并着手实现目标二。这项研究是基于通过两次访谈时间表从图书馆的馆员和执行人员那里收集的主要数据而进行的，整个研究的基础是对与组织讲故事有关的研究文献的广泛审查。定性和定量方法用于分析和解释数据。这项研究的发现是对RQ1的回应，它证明组织故事可以使用六步过程来捕获，并且故事捕获模型可以被其他研究人员使用，从而形成了该研究。尽管如此，调查结果还确定，可以通过故事获得的隐性知识的全面性将取决于故事内容的保密程度。因此，无法将所有故事都记录下来。响应RQ2，结果证明，捕获的“工作故事”可用于知识工作者追求隐性知识的利益。根据这些发现，建议图书馆应采取措施，利用图书馆中已经流行的组织讲故事的习惯作为一种方法

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