摘要：Research Question (RQ): How does trust as a factor promote and influence knowledge sharing of employees in organizations? Purpose: The purpose of the article is to examine existing literature on how trust influences or promotes knowledge sharing in organizations. We examined existing research from the USA and EU in the field of trust among employees and its impact on knowledge sharing and the incentives and consequences of knowledge sharing at work. Method: The review of existing scientific research was performed using the guidelines of an integrative literature review. We searched for keywords through the following databases: ABI / INFORM, Business Source Premier,dLIB,EBSCO,ScienceDirect,Scopus,Springer Link,Web of Science. From the search,we found 23 articles with keywords related to knowledge sharing and trust in organizations. The review included articles that were younger than ten years,published in indexed journals with an impact factor above 1. The articles had to refer to the working population,articles that included research from the EU and USA that focused on quantitative,qualitative,or mixed methods and published in English and Slovenian,respectively. Results: Through an integrative review of research studies from the EU and USA,we examined the incentives for knowledge sharing,trust,and the consequences of knowledge sharing. We found that in all regions,the most significant element is that the organization has such an organizational culture among employees that encourages trust and leads to the exchange of implicit and explicit knowledge. In an intensive environment,this facilitates the organization to respond to change because it creates new knowledge,is innovative,and competitively. Organization and society: The review of articles and findings help the organization,especially leaders, to strive to create an organizational culture at a level that creates trust among employees,leading to knowledge exchange and creation of new knowledge,with the goal of being and working in a changing environment. Originality: The research offers findings from the EU and the USA,on the specific incentives for knowledge sharing,the importance of trust in sharing,and the consequences of knowledge sharing and knowledge creation for organizations. Limitations/Future Research: The research is limited due to the number of articles reviewed,the geographical research context,and journal indexation and age. At the same time,other factors or hinder knowledge sharing could be taken into account. This would lead to a better and more comprehensive view of the issue of the influence of various factors on knowledge sharing. that help .
其他摘要：Raziskovalno vprašanje (RV): Kako dejavnik zaupanje spodbuja in vpliva na izmenjavo znanja zaposlenih v organizaciji? Namen: V članku nameravamo predstaviti,kako dejavnik zaupanje vpliva ali spodbuja izmenjavo znanja v organizaciji. Nameravamo proučiti obstoječe raziskave s področja zaupanja med zaposlenimi in vplivanje le tega na izmenjavo znanja ter spodbude in posledice izmenjave znanja, ki so na delovnem mestu v EU in ZDA. Metoda: Pregled obstoječih znanstvenih raziskav smo opravili po smernicah integrativnega pregleda literature. Po ključnih besedah smo iskali preko baz: ABI/INFORM,Business Source Premier,dLIB,EBSCO,ScienceDirect,Scopus,Springer Link,Web of Science in smo s ključnimi besedami povezanimi z izmenjavo znanja in zaupanjem v organizaciji pridobili 23 člankov. V pregled smo vključili članke,ki so stari 10 let ali mlajši in so objavljeni v indeksiranih revijah s faktorjem vpliva nad 1,vzorec v raziskavah se nanaša na delovno populacijo v gospodarstvu, raziskave so opravljene z vzorcem iz EU in ZDA,upoštevajo se samo kvantitativne,kvalitativne in mešane metode ter članki objavljeni v angleškem oziroma slovenskem jeziku. Rezultati: Skozi integrativni pregled člankov,kjer so bile raziskave opravljene smo preučevali spodbude za izmenjavo znanja,zaupanje,izmenjavo znanja,posledice izmenjave znanja. Ugotovili smo,da je v EU in ZDA najpomembneje,da je v organizaciji prisotna organizacijska kultura med zaposlenimi,ki spodbudi zaupanje na spoznanju in čustvih ter vodi v izmenjavo implicitnega in izrecnega znanja. To pa v intenzivnem okolju pripomore,da se organizacija odzove na spremembe,ker ustvarja novo znanje,je inovativna in konkurenčna. Organizacija in družba: Omenjeni pregled člankov in ugotovitve pripomorejo v organizaciji, predvsem voditeljem,da strmijo k ustvarjanju organizacijske kulture na nivoju,ki med zaposlenimi ustvarja zaupanje,ki vodi v izmenjavo znanja in ustvarjanje novega znanja,s ciljem biti in delovati v spremenljivem okolju inovativno in konkurenčno. Originalnost: Raziskava ponuja neposredne zbrane ugotovitve iz EU in ZDA,katere so spodbude za izmenjavo znanja,pomen dejavnika zaupanje pri izmenjavi in posledice izmenjave znanja in ustvarjanja znanja za organizacijo.. Omejitve/nadaljnje raziskovanje: Raziskava je omejena,saj bi bilo lahko preučenih več člankov iz različnih regij in tudi za daljše časovno obdobje. Hkrati pa bi lahko upoštevali tudi druge dejavnike,ki pripomorejo ali pa zavirajo izmenjavo znanja. Tako bi prišli do boljšega in celovitejšega pogleda na problematiko vpliva različnih dejavnikov na izmenjavo znanja.
关键词：knowledge;trust;knowledge exchange;employees;organization;encouragement;tacit knowledge;explicit and implicit knowledge
其他关键词：znanje;zaupanje;izmenjava znanja;zaposleni;organizacija;spodbuda;tiho znanje;izrecno in implicitno znanje
