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Business Guidelines for Various Changesto Achieve the Ability to Compete with the World |
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| รหัสดีโอไอ | |
| Creator | Prayawee Meesemkraiseehanart |
| Title | Business Guidelines for Various Changesto Achieve the Ability to Compete with the World |
| Publisher | Buddhist Studies Foundation Wat Buranasiri Matayaram |
| Publication Year | 2567 |
| Journal Title | Journal of Dhamma for Life |
| Journal Vol. | 30 |
| Journal No. | 1 |
| Page no. | 280-294 |
| Keyword | Business strategy, Variety of Change, Achieve Competitiveness |
| URL Website | https://so08.tci-thaijo.org/index.php/dhammalife/index |
| Website title | https://so08.tci-thaijo.org/index.php/dhammalife/article/view/3143 |
| ISSN | 2822-048X |
| Abstract | The purposes of this study were to understand how knowledge is shared in organizations and specifically, the role of reward and social units in knowledge transfer in a multicultural context. In this study, I examined how knowledge is shared and sought to determine possible motivators and inhibitors of knowledge sharing in multicultural organizations in the U.A.E. This study used a quantitative research method with cross-sectional design. Used in social sciences survey research. A survey instrument was prepared with questions for each of the research variables as social units rewards and diversity. The population for this study was First level in Dubai. Sampling for this study consisted of 83 people. Statistics used in the research include percentage, mean, standard deviation, t-test, F-test, Bartlett's test of Sphericity and KMO Measures of Sampling Adequacy, Multiple linear regression. The results of the research found that, this study explored the relationship and impact of monetary rewards, social units and cultural diversity on knowledge sharing multicultural teams. The following multiple regression model was used to describe the relationship between the dependent variable (knowledge sharing, represented by y) and each independent variable (monetary rewards, social units, and cultural diversity, represented by xi) while controlling for the effect of the others: y = 60+b1*x1+b2 *x2+b3 *x3 e; where b = regression weights to minimize the sum of square deviations and e= the residual error. For the null hypothesis was rejected indicating a positive relationship between reward for knowledge sharing and knowledge-sharing behavior in multicultural organizations. The second null hypothesis is not rejected as well (ie., the data do not indicate a positive relationship between managers' membership in social units and knowledge sharing with fellow members of the organization). For the third null hypothesis is also not rejected, indicating there are not sufficient data to conclude there is a positive relationship between the cultural diversity of organization and knowledge sharing within the organization. Findings also revealed a positive relationship between the combined effect of rewards, social units and cultural diversity and knowledge sharing. Understanding the determinants of knowledge-sharing behavior in multicultural organizations, and the barriers and motivators to knowledge sharing, will aid in the design of better knowledge sharing systems in this context. It is recommended that future researchers expand the scope of the study to include more employees of multinational companies within a wider geographical area, supplement the results with qualitative analysis, conduct interviews to provide empirical data based on the perceptions of the first-level managers, and use a different instrument or the questionnaire. Future research could also examine how leadership styles impact knowledge sharing in multicultural contexts. |
