Valuing of knowledge in organizations: conceptions of the individuals at the work context

Abstract

This study aims to analyze the different ways by which organizational members perceive and experience the valuing of knowledge in the work context. We conducted a phenomenographic research with HR professionals that have by principle to promote a shared vision of knowledge among the various groups in the organization. From the narratives emerged five conceptions of the valuing of knowledge to the work context. These conceptions portrayed different ways of conceiving the knowledge valued and how to behave in relation to it, regarding the socio-spatial-temporal context (LATOUR, 2012) and the individuals’ focal awareness (MARTON; BOOTH, 1997). The findings reveal that: i) the phenomenon is multidimensional, given the relationship of the individual with the various levels of social interaction in the organization; ii) the different levels of social interaction influence the various conceptions of knowledge value, due to the importance given to each group/ dimension; iii) the mechanisms of identification, organizational identity and iv) the mechanism of power are used for aligning the individual and organization, in the construction of the phenomenon; and v) there is a fitting between the conceptions of valuing knowledge and the different types and organization models – management model and organizational structure.

Keywords
Valuing of knowledge; Organizational knowledge; Phenomenographic method; Sociology of association; Organizational identity