A Model Integrating Organizational Culture into Knowledge Sharing and Employee Development

Abstract

While knowledge sharing and employee development are recognized as important drivers of performance of an organization, existing research often examines organizational culture, structure, and knowledge processes separately. Currently there is an emerging need for integrated frameworks explaining how these organizational dimensions create conditions for effective knowledge sharing and continuous learning. This paper aims to create an integrated conceptual model linking organizational culture, management practices, organizational structure, knowledge sharing, and employee development. Drawing from literature oriented towards knowledge management (KM) and human resource management (HRM), the study proposes a framework that explains how characteristics of an organization, including trust, collaboration, communication openness, and learning, together with leadership approaches and structural arrangements shape knowledge related behaviors and learning opportunities for employees. The proposed model is primarily built to emphasize the interconnected nature of cultural and structural factors in enabling and improving knowledge flows within an organization. To evaluate the relevance and applicability of the proposed model, it is examined through empirical research conducted in selected organizations. This phase aims to explore the relationships between the key characteristics and to provide an initial evaluation of the model’s utility in practice. The study offers an integrated perspective that bridges organizational culture, structure, and management with knowledge sharing and employee development, addressing a gap in current KM and HRM research. By demonstrating how these factors interact, the model supports the streamlining of knowledge management processes. It is useful for managers and HR professionals who are trying to create or improve organizational environments that are more supportive of knowledge sharing and continuous employee learning. A comprehensive view of the factors that shape a knowledge-oriented work environment is a starting point for academic discussion and for further verification of the identified influences in business practice.