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Knowledge management in the shipping industry : the effects of human mobility on the organisational knowledge base and effective knowledge transfer practices : a perspective from China

机译：航运业的知识管理：人员流动对组织知识基础和有效知识转移实践的影响：中国的观点

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The severe shortage of skilled and qualified personnel in the shipping industry has been addressed in various ways. This thesis looks into the issue from a new perspective where high mobility in the shipping industry is seen as a vehicle of knowledge flows that can be used for knowledge transfer. The rationality of this approach is that knowledge has been considered the most important asset that an organisation can possibly use as a leverage to gain competitive advantage, and the fact that knowledge management practices have been successfully applied into industries such as the pharmaceutical, oil and gas industries where skill shortages have been a major obstacle for development. It is argued that while an organisation cannot stop personnel leaving, it is possible, by utilising effective knowledge management practices, to retain part of the knowledge held by such personnel.udAs there is a dearth of research on knowledge management in the shipping industry, the objective of this thesis is to explore the appropriate application of knowledge management practices to the industry. This is achieved by (i) identifying the components of an organisational knowledge base (OKB); (ii) examining the effects of human mobility on the OKB; and (iii) investigating management practices for effective knowledge transfer in the shipping industry. A conceptual framework is established to address these three research questions.udIn order to empirically validate the research models, a sample of Chinese shipping companies (ship owners, manning companies, ship managers) was selected for a mail survey. The mail survey generated a 60 per cent response rate in which 166 valid questionnaires were returned. A wide range of statistical techniques such as reliability, t-test, ANOVA, Pearson‟s correlation, factor analysis (PCA), and multiple regression, was employed to analyse the data collected from the mail survey.udThe study made a number of findings. First, an OKB consists of fourteen knowledge components with four dimensions, and the perceived importance of these components vary according to business sectors, fleet sizes, and respondents‟ total work experience. Secondly, all personnel movements except those of ratings are considered critical to the OKB. Such perceived effects can be predicted by two of the three factors regarding current workforce stability (total preferred workforce, total stability and optimism). Finally, effective knowledge transfer practices are comprised of fourteen elements from three main management domains, that is, culture, leadership, and technology. A multiple regression analysis finds that current management practices (a four-factor solution) do not explain perceived effective knowledge transfer practices. It is found, however, that some elements are affected by the establishment of a knowledge management department or the designation of a chief knowledge officer, and that there are correlations between information communication technology related practices and the current/preferred means of communication.udIt is suggested that through the identification of the composition of an OKB, an organisation should provide a supportive culture, strong leadership, and relevant resources to manage its knowledge asset through effective knowledge transfer, given the impacts that high human mobility has on the OKB
机译：已经以各种方式解决了航运业中熟练和合格人员的严重短缺。本文从一个新的视角研究了这个问题，在航运业中，高机动性被视为知识流的一种载体，可以用于知识转移。这种方法的合理性是，知识被认为是组织可以用来获得竞争优势的最重要资产，并且知识管理实践已成功应用于制药，石油和天然气等行业技能短缺一直是发展的主要障碍的行业。有人争辩说，虽然组织不能阻止人员离开，但可以通过有效的知识管理实践来保留这些人员持有的部分知识。 ud由于航运业对知识管理的研究不足，本文的目的是探索知识管理实践在行业中的适当应用。这可以通过（i）识别组织知识库（OKB）的组成部分来实现； （ii）研究人员流动对OKB的影响； （iii）调查管理实践，以在航运业进行有效的知识转移。为解决这三个研究问题，建立了一个概念框架。为了对研究模型进行实证验证，我们选择了一个中国船运公司（船东，配员公司，船运管理人）样本进行邮件调查。邮件调查产生了60％的答复率，其中返回了166个有效问卷。大量的统计技术，例如可靠性，t检验，方差分析，皮尔逊相关性，因子分析（PCA）和多元回归，被用来分析从邮件调查中收集的数据。发现。首先，OKB由具有四个维度的十四个知识部分组成，并且这些组成部分的重要性根据业务部门，车队规模和受访者的总工作经验而有所不同。其次，除等级外，所有人员流动均被视为对OKB至关重要。可以通过与当前劳动力稳定度有关的三个因素中的两个因素来预测这种感知效果（总优先劳动力，总体稳定度和乐观度）。最后，有效的知识转移实践包括来自三个主要管理领域的十四个要素，即文化，领导力和技术。多元回归分析发现，当前的管理实践（四要素解决方案）不能解释公认的有效知识转移实践。但是，发现某些因素会受到知识管理部门的建立或首席知识官的任命的影响，并且信息通信技术相关的实践与当前/首选的通信方式之间存在关联。建议通过确定OKB的组成，鉴于人员流动性高对OKB的影响，组织应提供支持文化，强大的领导力和相关资源，以通过有效的知识转移来管理其知识资产

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    Fei J;

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