The Impact of Peer Mentoring on Organizational Knowledge Creation and Sharing

Managing organizational knowledge creation and sharing effectively has become an important source of competitive advantage for firms. Peer mentoring is becoming increasingly common and may be an effective way to facilitate knowledge creation and sharing. This article provides an empirical test of the relationship between peer mentoring and knowledge creation and sharing in a high-tech software firm. Results suggested that a peer mentor training course increased perceived levels of peer mentor knowledge and skills. Results also indicated that higher perceived levels of peer mentoring were related to higher perceived levels of knowledge creation and sharing.

[1]  B. Kogut,et al.  Exploring internal stickiness : Impediments to the transfer of best practice within the firm , 2007 .

[2]  Cheri Ostroff,et al.  ORGANIZATIONAL SOCIALIZATION AS A LEARNING PROCESS: THE ROLE OF INFORMATION ACQUISITION , 2006 .

[3]  Terri L. Herron,et al.  Selecting an Audit Software Package for Classroom Use , 2004, J. Inf. Syst..

[4]  Edward C. Taylor,et al.  Relationships among Supervisors' and Subordinates' Procedural Justice Perceptions and Organizational Citizenship Behaviors , 2003 .

[5]  E. Morrison,et al.  NEWCOMERS' RELATIONSHIPS: THE ROLE OF SOCIAL NETWORK TIES DURING SOCIALIZATION , 2002 .

[6]  A. Erez,et al.  EFFECTS OF ROTATED LEADERSHIP AND PEER EVALUATION ON THE FUNCTIONING AND EFFECTIVENESS OF SELF‐MANAGED TEAMS: A QUASI‐EXPERIMENT , 2002 .

[7]  J. Bloodgood,et al.  Citizenship Behavior and The Creation of Social Capital in Organizations , 2002 .

[8]  Terri A. Scandura,et al.  An Investigation of Personal Learning in Mentoring Relationships: Content, Antecedents, and Consequences , 2002 .

[9]  Matthew S. O’Connell,et al.  Leadership and Semiautonomous Work Team Performance , 2002 .

[10]  W. D. Murry,et al.  A Longitudinal Model of the Effects of Team Leadership and Group Potency on Group Performance , 2002 .

[11]  A. Lin.  Knowledge Assets: Securing Competitive Advantage in the Information Economy , 2001 .

[12]  Lisa Abrams,et al.  Using Mentoring and Storytelling to Transfer Knowledge in the Workplace , 2001, J. Manag. Inf. Syst..

[13]  Ellen A. Ensher,et al.  Comparison of Traditional, Step-Ahead, and Peer Mentoring on Protégés' Support, Satisfaction, and Perceptions of Career Success: A Social Exchange Perspective , 2001 .

[14]  Ellen A. Ensher,et al.  Effects of Peer Mentoring on Types of Mentor Support, Program Satisfaction and Graduate Student Stress: A Dyadic Perspective. , 2000 .

[15]  N. Glass,et al.  An experience of peer mentoring with student nurses: enhancement of personal and professional growth. , 2000, The Journal of nursing education.

[16]  K. Walker,et al.  Peer Mentoring Perspectives in GTA Training: A Conceptual Road Map. , 2000 .

[17]  J. Hulland,et al.  Managing An Organizational Learning System By Aligning Stocks and Flows , 2002 .

[18]  S. Mann.  Intellectual Capital: The New Wealth of Organizations , 1999 .

[19]  Mary P. Lahman.  To What Extent Does a Peer Mentoring Program Aid in Student Retention , 1999 .

[20]  Gretchen M. Spreitzer,et al.  Developing Effective Self-Managing Work Teams in Service Organizations , 1999 .

[21]  N. Bontis.  Managing an organizational learning system by aligning stocks and flows of knowledge : an empirical examination of intellectual capital, knowledge management, and business performance , 1999 .

[22]  Roderick E. White,et al.  An Organizational Learning Framework : From Intuition to Institution Author ( s ) : , 2007 .

[23]  Tammy D. Allen,et al.  Newcomer Socialization and Stress: Formal Peer Relationships as a Source of Support☆☆☆ , 1999 .

[24]  T. Scandura.  Dysfunctional Mentoring Relationships and Outcomes , 1998 .

[25]  D. Teece.  Capturing Value from Knowledge Assets: The New Economy, Markets for Know-How, and Intangible Assets , 1998 .

[26]  S. Ghoshal,et al.  Social Capital, Intellectual Capital, and the Organizational Advantage , 1998 .

[27]  Tammy D. Allen,et al.  Formal Peer Mentoring , 1997 .

[28]  Lillian T. Eby,et al.  Alternative Forms of Mentoring in Changing Organizational Environments: A Conceptual Extension of the Mentoring Literature. , 1997 .

[29]  Robert G. Lord,et al.  Implicit theories, self-schemas, and leader-member exchange , 1997 .

[30]  S. McManus,et al.  New Directions for Mentoring Research: An Examination of Related Constructs☆☆☆★ , 1997 .

[31]  R. Grant.  Toward a Knowledge-Based Theory of the Firm,” Strategic Management Journal (17), pp. , 1996 .

[32]  J. Spender.  Making knowledge the basis of a dynamic theory of the firm , 1996 .

[33]  Gabriel Szulanski.  Exploring internal stickiness: Impediments to the transfer of best practice within the firm , 1996 .

[34]  Samuel Aryee,et al.  The Motivation to Mentor among Managerial Employees , 1996 .

[35]  Terri A. Scandura,et al.  Perspectives on mentoring , 1996 .

[36]  James Kohnen,et al.  Creating High Performance Organizations: Practices and Results of Employee Involvement and Total Quality Management in Fortune 1000 Companies , 1996 .

[37]  I. Nonaka,et al.  The Knowledge Creating Company , 2008 .

[38]  Sharon F. Conley,et al.  Teacher mentoring and peer coaching: A micropolitical interpretation , 1995 .

[39]  Ralph E. Viator,et al.  Mentoring in public accounting firms: An analysis of mentor-protégé relationships, mentorship functions, and protégé turnover intentions☆ , 1994 .

[40]  Terri A. Scandura,et al.  Gender Differences in Expected Outcomes of Mentoring Relationships , 1994 .

[41]  Daniel B. Turban,et al.  Role of protégé personality in receipt of mentoring and career success. , 1994 .

[42]  I. Nonaka.  A Dynamic Theory of Organizational Knowledge Creation , 1994 .

[43]  D. Harnish,et al.  Faculty Peer Mentoring: A Strategy for Improving Instruction. , 1993 .

[44]  D. Harnish,et al.  PEER MENTORING IN HIGHER EDUCATION: A PROFESSIONAL DEVELOPMENT STRATEGY FOR FACULTY , 1993 .

[45]  B. Kogut,et al.  Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology , 1992 .

[46]  Terri A. Scandura,et al.  Mentorship and career mobility: An empirical investigation , 1992 .

[47]  Robert F. DeVellis,et al.  Scale Development: Theory and Applications. , 1992 .

[48]  J. Barney.  Firm Resources and Sustained Competitive Advantage , 1991 .

[49]  Ellen A. Fagenson.  The mentor advantage: Perceived career/job experiences of proteges versus non‐proteges , 1989 .

[50]  R. Bies,et al.  Organizational Citizenship Behavior: The Good Soldier Syndrome , 1989 .

[51]  Jean Marshall-Triner.  Mentoring at work: Developmental relationships in organizational life, by Kathy E. Kram. Glenview, IL: Scott, Foresman, 1984. $8.95, paper , 1986 .

[52]  Mary Ann F. Brenden.  Pioneering New Support Systems for Non-Traditional Baccalaureate Students: Interactional Advising and Peer Mentoring. , 1986 .

[53]  Lynn A. Isabella,et al.  Mentoring Alternatives: The Role of Peer Relationships in Career Development , 1985 .

[54]  B. Wernerfelt,et al.  A Resource-Based View of the Firm , 1984 .

[55]  Stephen Hill,et al.  The theory of the growth of the firm , 1981 .

[56]  J. Nunnally.  Psychometric Theory (2nd ed), New York: McGraw-Hill. , 1978 .

[57]  J. V. Maanen,et al.  Toward a theory of organizational socialization , 1977 .

[58]  E. Penrose.  The theory of the growth of the firm twenty-five years after , 1960 .