Providing a model of competencies of knowledge-oriented employees in improving the knowledge management of government agencies
Sepehr Kheybari
1
(
Department of Industrial Management, Technology and Information Technology, Faculty of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran
)
seyed zabiholah Hashemi
2
(
Department of Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran
)
Keywords: Knowledge Workers, Competencies of Knowledge Workers, Organizational Knowledge Management, Governmental Organizations.,
Abstract :
Extended Abstract
Providing a Model of Competencies of Knowledge-Oriented Employees in Improving the Knowledge Management of Government Agencies
Introduction
In today’s dynamic and competitive global business environment, information and knowledge serve as key drivers of organizational success, providing a competitive edge to entities that adapt to evolving knowledge boundaries (Rajabpour & Soheili Nik, 2021). Knowledge and human resources are increasingly recognized as critical factors for achieving competitive advantage in complex settings (González-Masip, 2023). Governmental organizations, facing rapid environmental changes and heightened competition, must leverage modern knowledge management tools to enhance knowledge flow and reproduction, ensuring sustained performance and survival (Rezaian, Nezafati, & Bagheri, 2018). The primary challenge for successful organizations lies in creating and retaining strategic knowledge to differentiate themselves from competitors (Petrov & Samosudova, 2020). Effective knowledge management implementation requires an efficient information system, often referred to as a human resource alignment system in management literature (Yastreb, 2022). This technology-driven platform enables organizations to share existing and new knowledge among employees at reduced costs through virtual activities (Dăniloaia & Turturean, 2024). In governmental organizations, where human capital is the cornerstone of success, managing human resources effectively is vital for knowledge management. Within this context, individuals with superior competencies in acquiring, integrating, and applying knowledge—termed “knowledge workers”—play a pivotal role. Despite their significance, there remains a gap in understanding the optimal competency model for knowledge workers to enhance organizational knowledge management in the public sector. This study addresses the research problem of identifying these competencies, given their necessity for improving organizational efficiency and adaptability. Therefore, the objective of this research is to propose a competency model for knowledge workers that strengthens knowledge management in governmental organizations, contributing to both theoretical insights and practical applications in public administration.
Case Study
The case study of this research centers on a governmental organization operating in the field of information technology within Tehran Province. This entity plays a pivotal role in enhancing public services and advancing knowledge management through the provision of digital services and the development of IT infrastructure. Due to the knowledge-intensive nature of its operations, assessing the competencies of its employees and their influence on knowledge management is of paramount importance. This study seeks to evaluate the factors affecting employee competencies and to offer actionable recommendations for improving knowledge management practices within the organization. The choice of governmental organizations as the focus of this research is grounded in their essential role in the management, development, and dissemination of knowledge at a national level, coupled with an urgent need to strengthen the competencies of knowledge workers to boost organizational efficiency and elevate the quality of public services. Moreover, the distinct structural, procedural, and cultural characteristics that set governmental organizations apart from the private sector underscore the importance of exploring the competency dimensions of knowledge workers in this specific context. Such an examination can yield critical insights for crafting more effective human resource management policies in the public sector.
Theoretical Framework
Knowledge workers are individuals who engage in activities such as planning, research, analysis, organization, storage, distribution, marketing, transfer, and trade of information, as well as the creation of knowledge. They utilize their intellect to transform ideas and concepts into products, services, or processes (Yen et al., 2024). Knowledge workers, or knowledge-based employees, are rapidly becoming a significant segment of the workforce in all developing countries (Mohammed et al., 2020). This is because, ultimately, it is the intellectual capital of knowledge workers that drives creativity and innovation in organizational outputs (Dong et al., 2024). The characteristics and self-perception of knowledge workers play a crucial role in defining organizational commitment and shaping human resource management practices aimed at attracting and retaining them. Since knowledge workers often operate in teams facing task-related challenges and consider the long-term success of the organization in the information age to be more critical than the establishment of core competencies, new human resource management systems and skills are essential for recruiting and managing these employees (Zhou et al., 2024).
Methodology
This research adopts a deductive approach and is applied and quantitative in nature. The study was conducted within the timeframe of the year 2025. A descriptive-survey method was employed to explore the research objectives. The literature review was carried out through library research, encompassing both Persian and international sources, including books, articles, and specialized journals. Additionally, relevant documents from governmental organizations were examined to provide contextual depth to the study.
For primary data collection, a structured questionnaire was utilized. The validity of the questionnaire was established through expert evaluation by a panel of academics and professionals in knowledge management and human resources. Its reliability was confirmed with a Cronbach’s alpha coefficient of 0.94, indicating a high level of internal consistency. The statistical population comprised managers, unit heads, and senior experts from governmental organizations in Tehran’s IT sector. A sample of 156 individuals was selected using purposive cluster sampling, ensuring that participants possessed relevant experience and knowledge. The sample size was determined to be adequate, achieving a statistical power above 0.8 and a significance level close to zero, thus ensuring robust analytical outcomes. Data analysis was conducted using SPSS version 27 for descriptive statistics and SmartPLS version 3 for structural equation modeling. A significance level of α=0.01α=0.01 was applied to test the hypotheses.
Ethical considerations were strictly observed throughout the study. Informed consent was obtained verbally from all participants prior to their involvement. In cases where verbal consent was provided, the process of responding to the questionnaire was carefully conducted and subsequently confirmed to ensure participant agreement. This procedure adhered to established ethical principles and research ethics guidelines, safeguarding participant rights and confidentiality.
Discussion and Results
The study examined the competencies of knowledge workers in governmental organizations, focusing on four key components: knowledge, skills, abilities, and personality. Using SPSS for descriptive statistics, the demographic analysis revealed that the majority of respondents were aged between 35 and 50 years, with diverse levels of education and work experience. Hypothesis testing was conducted using the Kolmogorov-Smirnov test for normality and structural equation modeling (SEM) with SmartPLS. The results confirmed that all four components significantly influence knowledge worker competencies, with knowledge and skills demonstrating the strongest impact. Findings indicate that knowledge enhances expertise, skills improve professional efficiency, abilities strengthen problem-solving and decision-making, and personality traits foster effective communication and teamwork. Statistical tests validated the meaningful relationships between these factors and overall competency levels. To improve knowledge management in governmental organizations, it is essential to develop training programs that enhance technical knowledge, professional skills, cognitive abilities, and personal attributes. Strengthening these competencies will lead to enhanced organizational efficiency, better decision-making, and improved performance in the public sector.
Conclusion
In line with the findings of this study, the four components of knowledge, skills, abilities, and personality play a significant role in shaping the competencies of knowledge workers. This finding aligns with the results of Rajabpour & Soheili Nik, 2021, who demonstrated that specialized knowledge and practical skills are two fundamental pillars of effective performance in knowledge-based organizations. Furthermore, the results of the present study corroborate the findings of Mohammed et al., 2020, who emphasized the impact of individual traits such as self-confidence, responsibility, and communication skills on enhancing human resource interactions and productivity. Similarly, González-Masip, 2023 highlighted that combined individual competencies play a crucial role in the success of employees in digital governmental environments. Additionally, Dong et al., 2024showed that knowledge workers, through their intellectual capital, enhance creativity and innovation in organizational outputs, which is consistent with this study’s findings regarding the role of knowledge and skills. Moreover, Venketsamy & Lew, 2022 pointed out the importance of intrinsic and extrinsic motivations in the innovative behavior of knowledge workers, which aligns with the results of this study concerning the influence of personality and abilities. Furthermore, Zhang-Zhang & Varma, 2022 emphasized the significance of strategic people management in dynamic and complex environments, demonstrating that the competencies of knowledge workers can serve as a competitive advantage in such contexts, which is in line with this study’s findings on the comprehensive role of competency components. Additionally, Yen et al., 2024 stated that knowledge workers play a fundamental role in digital transformation by converting ideas into products and services, which corresponds with the impact of knowledge and skills on improving knowledge management in governmental organizations as found in this research. Lastly, Zhou et al., 2024 highlighted the role of knowledge leadership in fostering innovative behavior among knowledge workers, showing that abilities and personality traits can be enhanced through organizational support, which also matches the findings of the present study regarding the influence of abilities and personality on the competencies of knowledge workers.
The findings underscore the critical importance of all four components-knowledge, skills, abilities, and personality-in enhancing the competencies of knowledge workers. To improve knowledge management in governmental organizations, it is imperative to strengthen each of these elements simultaneously. Organizations should prioritize training programs that enhance technical knowledge, develop practical skills, bolster problem-solving abilities, and foster positive personality traits. Strengthening these competencies will lead to enhanced efficiency, more effective decision-making, and superior organizational performance in the public sector.
Contribution of authors
All authors have participated in this research in equal proportion.
Ethical approval
Ethical approval was not required for this study as it did not involve any medical intervention or sensitive personal data. However, all ethical principles, including informed consent and confidentiality, were strictly followed.
Conflict of interest
No conflicts of interest are declared by the authors.
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