Development of an organisational memory scale

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dc.contributor.author Dunham, Annette en
dc.coverage.spatial Sydney, Australia en
dc.date.accessioned 2016-08-12T03:44:58Z en
dc.date.issued 2007-12-06 en
dc.identifier.citation 21st Australian and New Zealand Academy of Management (ANZAM) Conference. 06 Dec 2007 en
dc.identifier.uri http://hdl.handle.net/2292/29962 en
dc.description.abstract In many countries, people are retiring earlier than ever before and the retirement of the baby boom generation over the next two decades further intensifies the impact of this trend. Accompanying this development, are fears about the potential loss of organisational knowledge or memory which may equate to the loss of the organisation’s competitive advantage. Organisations, while recognizing that older workers often possess valuable “organisational memory” seem to also assume these same workers will readily divest themselves of their knowledge. Encouraging experienced workers to act as a mentor to younger or less experienced workers, is often mentioned in the management and related literature as a way of capturing and retaining valuable organisational knowledge. However, employees (including older workers) in the possession of considerable organisational memory, may, or may not be willing to divulge their knowledge to others, for a number of reasons. This poster presents initial results from the first of a series of studies designed to examine the relationship between organisational memory in the individual and propensity to mentor. It outlines the development and exploratory factor analysis of an “Organisational Memory” scale that taps the individual’s own resources in terms of organisational knowledge and expertise. Subsequent studies in the proposed research aim to help organisations more effectively target potential mentors for the purposes of retaining organisational knowledge, while also identifying the relevant costs and benefits of mentoring perceived by those individuals. By doing so it is hoped organisations will have a clearer understanding of how they can minimize costs while emphasising the benefits of such a relationship for the potential mentor. In contrast to the “development outcomes” focus of much of the mentoring literature, these studies give attention to the “knowledge sharing role of mentoring, while also touching on developmental outcomes, in this case, for the mentor en
dc.description.uri https://www.anzam.org/events/types/events-conference/ en
dc.relation.ispartof 21st Australian and New Zealand Academy of Management (ANZAM) Conference en
dc.rights Items in ResearchSpace are protected by copyright, with all rights reserved, unless otherwise indicated. Previously published items are made available in accordance with the copyright policy of the publisher. en
dc.rights.uri https://researchspace.auckland.ac.nz/docs/uoa-docs/rights.htm en
dc.title Development of an organisational memory scale en
dc.type Conference Poster en
dc.rights.accessrights http://purl.org/eprint/accessRights/OpenAccess en
pubs.elements-id 525842 en
pubs.org-id Medical and Health Sciences en
pubs.org-id Population Health en
pubs.org-id Health Systems en
pubs.record-created-at-source-date 2016-04-06 en


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