The purpose of the thematic paper is to learn about the factors of knowledge sharing during job rotation in an organization to improve the processing of knowledge sharing that could help improve and influence job satisfaction due to job rotation, complementing the data collection from the qualitative analysis method. through interviews and collected from 20 employees who work in Siamkraft industrial co., Ltd and have experience of changing jobs in 3 years. The outcome of this thematic paper, which offers 3 issues in the knowledge sharing process that should be recommended for circulating in the workplace in the organization, are knowledge sharing processing, time (time period) and sharing tools that can help improve and influence satisfaction at work.
INTRODUCTION 1
Even with the knowledge exchange process between the sender and the receiver in this area, which means that the employees who have been replaced are the obstacle that makes them feel like they don't want to move. Of all these problems that hinder the process of job rotation, knowledge transfer is decisive in solving it.
LITERATURE REVIEWS 3
Job Rotation 3
- Position Rotation 4
- Task rotation 5
The process of job rotation can be divided into two types, namely job rotation and position rotation, which can be described in the following details. Both types of job rotation process can motivate employees to stay longer with the organization, which can encourage employees to better understand the other task or position they have been assigned for rotation. Job rotation is one of the tools used for internal development in the organization.
The job rotation process helps challenge and motivate employees and provides tangible benefits to the organization. Job rotation also increases for each individual to gain more work experience in different parts of the company and broaden their perspectives (Huang, 1999). Good job rotation management will affect employee satisfaction with job rotation.
Job Satisfaction 6
So, job rotation in an organization still has different ways to choose and each organization also has many ways to rotate its employees, which also affect employee satisfaction in job rotation. As already mentioned, many literature reviews show an unusually large influence of job satisfaction on employee motivation, while the level of motivation affects productivity and also the performance of business organizations. So the causes and factors that reduce the quality of work performance if employees are not ready to do their work.
One of the key factors is about the processing of management in knowledge sharing in the organization or knowledge sharing which will help employees to be more satisfied if the processing of knowledge sharing is well managed which leads to the employees being more highly satisfied in their work.
Knowledge Sharing 7
For knowledge sharing in job rotation, it means that knowledge exchange in job rotation will be most effective if the employees on both sides who have been rotated have the full ability to transfer their knowledge to each other. In summary, there is still more literature that mentions job switching factors on job satisfaction, which are shown in the table below. The Effects of Job Rotation on Motivation: A Survey of Managers in Automotive Organizations (Kurtulus. K., 2010).
Job rotation: An effective tool to transfer tacit knowledge within an enterprise (Honglei L., Congjie Y., 2015). Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment (Wen-Hsien H., Ching. Sheng.C., Ying-Ling S., Rong-Da L., 2009). From the table, the factor of knowledge sharing on job rotation shows the greatest effect on job rotation, so this research will discuss this factor with the representatives of private employees who worked in the large Thai company for find the factors that can help knowledge. sharing in the organization goes well and makes all employees increase their job satisfaction.
RESEARCH METHODOLOGY 11
The Data Collection 11
To help the organization to improve their existing knowledge sharing or the training program that can influence the employees to have more satisfaction in job rotation. In the current knowledge sharing or training program in the organization, it still does not work well in the perspective of most interviewees. For the time processing or the period of job rotation process, the thing that has the most impact for knowledge sharing is a time of period.
According to the framework, the framework shows the key success factors that help to improve the knowledge sharing in the organization consist of three aspects which are the processing of knowledge sharing, timing between knowledge sharing. With this, three aspects will influence the knowledge sharing in the organization that can make job rotation the job rotation. With these three parts, it can help to develop the knowledge sharing process and help effectively during the transition in job rotation which leads to the employees being more satisfied in their work.
FINDINGS AND DATA ANALYSIS 12
Process of knowledge sharing 13
Based education or previous job also one with a high impact factor for each employee in the process of knowledge sharing. Moreover, the college who are willing to give their time to help or manage In the existing process of job rotation that has no specific timing or time period among knowledge sharing in job rotation also with the timing that is not acquired in job rotation, employees do has the time limit to clear the old responsibilities and take on the new role and responsibilities. After launching the qualitative question to the selected employees to reflect on their perspective in knowledge sharing factors that help to improve their job satisfaction in job rotation.
In knowledge sharing process or training program in the organization found that there is a lot of gap to improve in terms of three aspects derived from the interview, namely processing of knowledge sharing, Period (timing) and Tools. First, from the key findings found, in each process of job rotation can be separated into 4 processes which are selection process, notification process, knowledge sharing process and rotation process. Set a specific and adequate timeline for knowledge sharing or training program to be highly effective for them.
Even if they have been rotated several times (2-3 times on average), they may have lost another moment between job change and knowledge sharing. The future research for this thematic paper can emphasize on each key finding from this thematic paper in the areas of in-depth understanding and development to improve the process of knowledge sharing and will help the organization to provide commitment to the employees in the areas of job rotation to increase job satisfaction.
Period of time (Timing) 15
Tools for knowledge sharing 17
In current knowledge sharing in job rotation, employees used their own experiences for each other by sharing verbally without specific data, or the type of data that became the norm. The main finding implies that the three aspects are related to the knowledge sharing factors. Therefore, this chapter will provide the conclusion and recommendation for this study. In job rotation, the process of knowledge sharing and timing are strongly related in many aspects, such as the processing of sharing, the processing of notifications, and the processing of selecting employees to rotate.
Provide the specific program or establish a standard work for each role and responsibility for good and easy management under knowledge sharing. The effects of individual motivations and social capital on employees' tacit and explicit knowledge sharing intentions. The impact of perceived enjoyment, perceived mutual benefits and knowledge power on students' knowledge sharing through Facebook.
CONCLUSION AND RECOMMENDATIONS 20
Conclusion 20
Of these three aspects, if these three aspects can be combined and provided to good management for effective practice for the job rotation process, it would have a great impact on processing and make more satisfactory to all employees. Reflection from employees shows that this processing requires virtually formality and employees need to know their status in each process. Employees should have more process and be willing to be part of the decision making process also needing their opinion for the user to choose the rotation job including their education, manager, colleague to be included with their opinion in choosing the job and then making the decision.
Moreover, the other major pain point of the employees which also includes the knowledge background, also with the employees' perception about the job that they have been rotated will not be related to their background and will not allow them to work well after the rotation process that they miss between job rotations. that because of. The existing tools used, the presentation and discussion still did not fully reflect the best tools for the employees who needed more specific tools for each task. Some positions require specific tools to gain deeper insight over a longer period of time, so that the job description becomes clear in detail. This will help to gain a more positive perspective in the job rotation process and increase employee job satisfaction.
Recommendations 21
- Selection process 21
- Notification process 22
- Knowledge sharing or training program 22
Early notification, Too early to notice the employees who were selected to rotate to prepare to get the new job before rotation and give timing to find more information about their new role and responsibilities. Provide the sensible knowledge by using the management information system to collect and rearrange knowledge and data for sharing between job rotation to help employees access the data and gain more knowledge on their own. There are several limitations and barriers in this thematic paper which are. Firstly, the limitation of the group of the interviewer selected from the single company which is Siamkraft industry co., Ltd in only Bangkok area also with the employees selected to interview only 20 employees divided into 4 sections which are Technical Solutions, New Product Development Solutions, Sales Managers and Marketing Department.
Second, most of the interviewees have the same knowledge base and have been working for many years even with the age group of the interviewees. Finally, a broader positioning and interview-based work area may be required in this thematic paper. Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment.
