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Penelitian ini bertujuan untuk menganalisis pengaruh knowledge sharing dan pemberdayaan pegawai terhadap kinerja pegawai melalui kepuasan kerja sebagai variabel intervening pegawai di Dinas Pemberdayaan Perempuan, Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten Pekalongan. Populasi yang digunakan dalam penelitian ini adalah seluruh pegawai di Dinas Pemberdayaan Perempuan, Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten Pekalongan yang berjumlah 105 orang. Jumlah sampel yang digunakan adalah 84 orang yang dipilih dengan Slovin secara proporsional random sampling. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa knowledge sharing dan pemberdayaan pegawai berpengaruh positif dan signifikan terhadap kepuasan kerja dan kinerja pegawai. Kepuasan kerja juga berpengaruh signifikan terhadap kinerja pegawai. Hasil penelitian juga menunjukkan bahwa kepuasan kerja memiliki peran mediasi dalam memediasi knowledge sharing dan pemberdayan pegawai terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis peran kepemimpinan digital, knowledge sharing baik secara langsung maupun tidak langsung melalui perilaku inovasi terhadap kinerja pegawai pada pegawai Kecamatan se-Kabuptaen Pemalang. Populasi yang digunakan pada penelitian ini adalah pegawai ASN sebanyak 217 responden. Sampel yang digunakan menggunakan rumus slovin sebanyak 141 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa kepemimpinan digital berpengaruh positif dan signifikan terhadap kinerja pegawai, knowledge sharing berpengaruh positif dan signifikan terhadap kinerja pegawai. Kepemimpinan digital berpengaruh positif dan signifikan terhadap perilaku inovasi, knowledge sharing berpengaruh positif dan signifikan terhadap perilaku inovasi. Perilaku inovasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Perilaku inovasi dapat memediasi pengaruh kepemimpinan digital terhadap kinerja pegawai dan perilaku inovasi dapat memediasi pengaruh knowledge sharing terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis peran pengembangan kompetensi digital dan knowledge sharing baik secara langsung maupun tidak langsung melalui inovasi terhadap optimalisasi layanan publik pada pegawai Kecamatan Se-Kabupaten Pemalang. Populasi yang digunakan pada penelitian ini adalah pegawai ASN sebanyak 217 responden. Sampel menggunakan rumus slovin sebanyak 141 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa pengembangan kompetensi digital berpengaruh positif dan signifikan terhadap optimalisasi layanan publik, knowledge sharing berpengaruh positif dan signifikan terhadap optimalisasi layanan publik. Pengembangan kompetensi digital berpengaruh positif dan signifikan terhadap inovasi, knowledge sharing berpengaruh positif dan signifikan terhadap inovasi. Inovasi berpengaruh positif dan signifikan terhadap optimalisasi layanan publik. Inovasi dapat memediasi pengaruh pengembangan kompetensi digital terhadap optimalisasi layanan publik dan inovasi dapat memediasi pengaruh knowledge sharing terhadap optimalisasi layanan publik.

Knowledge must be managed effectively to facilitate transfer between individuals, groups, and organizations. The Informatics Engineering study program currently lacks a system for knowledge management. Currently, the study program facilitates offline discussion forums for the sharing of knowledge gained by lecturers and students. These offline discussion forums require significant costs, time, and space, often resulting in delays in knowledge sharing. This research focused on the analysis and design of a Knowledge Management System to meet the needs of Informatics Engineering students at Universitas PGRI Madiun. The system development method used was the Knowledge Management System Lifecycle (KMSL). In this study, the TIF KMS system using the KMSL method has been successfully built. The results of testing using the Blackbox Testing method showed that 5 scenarios and 18 cases were successfully executed as expected with a 100% success rate. Based on the system test results, the TIF KMS is ready to proceed to the implementation stage. Future implementation can be done by developing additional features such as a digital library

Effective collaboration is a strategic imperative for contemporary organizations, yet its success hinges critically on team dynamics and underlying psychological factors like Trust and Psychological Safety. The purpose of this Systematic Literature Review (SLR) was to synthesize empirical research published between 2020 and 2025 to clarify how these psychological factors influence collaboration and team performance. Following the PRISMA guidelines, a rigorous search on Google Scholar using keywords such as "team performance," "psychological factors," and "collaboration" resulted in the final inclusion of 15 articles for in-depth synthesis. Findings confirm that Trust is the most vital psychological construct, acting as a crucial mediator: it successfully transmits the positive effects of Transactional Leadership on employee performance and, conversely, mediates the detrimental effect of Toxic Leadership leading to Employee Silence. Leadership Soft Skills and Emotional Intelligence are identified as primary antecedents that build perceived trustworthiness, which, in turn, significantly reduces Turnover Intention. The review also highlights emerging contexts: trust is now influenced by Agent-Related Factors in Human-AI Teams (HATs), and unconventional factors like Corporate Comedy are found to positively contribute to Group Cohesion. However, contradictory findings regarding trust's role in Knowledge Sharing suggest a significant research gap. This SLR concludes that building psychological capital is fundamental to effective collaboration and recommends that future research utilize Structural Equation Modeling (SEM) to validate conceptual frameworks and employ mixed-methods approaches to resolve contextual conflicts within the literature.

The purpose of this research is to determine the influence of knowledge sharing and innovative work behavior on organizational innovation capability. This research design uses a quantitative approach with a survey method. This approach is used to measure the influence of knowledge sharing variables and innovative work behavior on innovation capability. This research was conducted at the PDAM Kolaka Regency office, Southeast Sulawesi Province. The population of this study was 30 employees of PDAM Kolaka Regency, Southeast Sulawesi Province. In this research, primary data sources are used in the form of survey results by distributing questionnaires to obtain information and responses related to knowledge variables, innovative work behavior and employee innovation capabilities. To test the hypothesis, this research uses PLS-SEM with the help of the Smart-PLS version 3.0 application.  The research results show that there is no influence between knowledge sharing and innovative work behavior on organizational innovation capability .  

This study investigates the role of knowledge management (KM) capabilities in enhancing managerial decision-making within organizational settings. Using a systematic review approach, ten peer-reviewed journals published between 2019 and 2024 were analyzed to identify key themes, patterns, and empirical findings related to knowledge management implementation and its influence on decision-making processes. The review reveals that strong knowledge management capabilities particularly in knowledge acquisition, storage, sharing, and utilization significantly contribute to improving the accuracy, speed, and strategic quality of managerial decisions. The findings also show that organizations with well-developed knowledge management infrastructures, supported by digital technologies and a culture of knowledge sharing, demonstrate greater adaptability, innovation, and problem-solving effectiveness. This study concludes that knowledge management capabilities are essential for strengthening evidence-based decision-making and enhancing organizational competitiveness. Implications for managers emphasize the need to invest in knowledge management systems and foster collaborative knowledge practices. Suggestions for future research include expanding the scope to cross-industry comparisons and integrating knowledge management with emerging technologies such as AI-based decision support systems..

This research aims to analyze the role of knowledge management in improving organizational performance. This research uses a qualitative method with a literature review approach, examining various national and international scientific journals published between 2019 and 2025. Data was obtained thru documentation techniques from secondary sources such as Google Scholar, ResearchGate, ScienceDirect, and SpringerLink. Analysis was conducted using content analysis and thematic synthesis methods to identify patterns of relationships between knowledge management dimensions and organizational performance. The research results indicate that effective knowledge management implementation has a positive impact on improving organizational performance, both in terms of operational efficiency, innovation, and competitive advantage. The four main dimensions of knowledge management that play the most significant role are knowledge creation, knowledge storage, knowledge sharing, and knowledge application. Additionally, organizational culture, transformational leadership, and employe commitment are key supporting factors for the successful implementation of knowledge management. Thus, it can be concluded that the systematic and integrated management of knowledge is an important foundation for organizations to achieve superior and sustainable performance in the digital age.

The study aims to analyze the influence of Self-esteem, narcissism, Knowledge Sharing, professional skepticism, and Educational Level on Auditor Performance. The research was conducted with auditors at the Public Accounting Firm Jojo Sunarjo & Partners to understand how psychological characteristics, professional behaviour, and educational background contribute to optimal auditor performance. The study included 202 active auditors. Data analysis was carried out using the Partial Least Squares Structural Equation Modeling (PLS-SEM) approach with SmartPLS version 4.0. The results show that Self-esteem, Knowledge Sharing, Professional Skepticism, and Educational Level positively influence Auditor Performance. Meanwhile, Narcissism has an adverse effect on Auditor Performance. These findings highlight the importance of personality traits and professional conduct in supporting the quality of auditor performance.

Penelitian ini bertujuan untuk menganalisis pengaruh knowledge sharing dan work ability terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui komitmen organisasi sebagai mediasi. Populasi yang digunakan dalam penelitian ini adalah pegawai di Badan Layanan Umum - Unit Pelaksana Teknis Dinas Trans Semarang sebesar 1257 orang, dengan ukuran jumlah sampel sebesar 100 responden. Teknik pengambilan sampel yang digunakan adalah proportionate random sampling. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian diperoleh jika knowledge sharing berpengaruh positif dan signidikan terhadap kinerja pegawai, work ability berpengaruh positif dan signidikan terhadap kinerja pegawai, dan komitmen organisasi berpengaruh positif dan signidikan terhadap kinerja pegawai. Knowledge sharing berpengaruh positif dan signidikan terhadap komitmen organisasi, dan work ability berpengaruh positif dan signidikan terhadap komitmen organisasi. Hasil uji mediasi diperoleh bahwa komitmen organisasi dapat memediasi pengaruh knowledge sharing terhadap kinerja anggota, dan komitmen organisasi dapat memediasi pengaruh work ability terhadap kinerja anggota.

This research explores the relationship between self-leadership, knowledge sharing, and innovative work behavior within higher education institutions. In the context of globalization and digitalization, innovation is essential for enhancing the competitiveness of educational entities. Self-leadership is pivotal as it motivates individuals to pursue goals independently, while knowledge sharing acts as a mediator that fosters collaboration and information exchange among individuals. The study employs a literature review methodology to analyze various relevant sources, revealing that the development of self-leadership and a culture of knowledge sharing significantly enhances innovative work behavior, ultimately contributing to improved educational quality and institutional competitiveness. The findings offer valuable insights for academic leaders aiming to cultivate an environment conducive to innovation.

MSMEs are the business entities that contribute the most to employment in Indonesia. During the 1997 crisis, MSMEs were able to survive and become models in the case of economic crises. However, during the Covid-19 Pandemic, MSMEs are allegedly the most affected. The Indonesian government uses MSMEs to revive economic conditions that have been slumped during the Covid-19 Pandemic. In the midst of the boom, MSMEs in Indonesia, especially the invasion of imported products, need to find solutions in maintaining the sustainable performance of MSMEs. Innovation is needed by paying attention to open innovation and knowledge sharing so that MSMEs can rise again. This research is located in Surakarta, Indonesia with a saturated sample format of 50 Batik MSMEs. Data was obtained from Surakarta Batik MSMEs in the period of October to November 2024. Perseption measuarement in sustainable innovation peroformance, open innovation and knowledge sharing variable.  The analysis tool uses path analysis equipped with t-test, F-test, determination coefficient, correlation test and Sobel test. The sobel test is used to determine the role of variable intervening. Before the analysis, the data is tested using data quality testing (validity and reliability). The findings shown that open innovation significant positive on knowledge sharing. Open  innovation and knowledge sharing have a significant positive effect on sustainability innovation performance. Direct effect, more effective in improving the sustainable innovation performance.  Another finding shows that although open innovation is directly more effective in influencing the sustainable innovation performance. Sobel test, show that knowledge sharing is more emphasized as an intervention although the influence is effective if it is carried out by choosing direct effect. The results of this study contribute to sustainable innovation performance in MSMEs Batik.

This research aims to examine and analyze the influence of knowledge sharing and intrinsic motivation on the Pemalang Regency Industry and Trade Service’s non-state civil servant employees.. This research was carried out using a quantitative approach, data was collected through distributing questionnaires and a sample of 79 non-ASN employees at the Pemalang Regency Industry and Trade Department. The sampling technique uses the census method or saturated sample, while data analysis in this research uses path analysis. The results of the analysis show that knowledge sharing has a positive and significant effect on employee performance. Intrinsic motivation has a positive and significant effect on employee performance. Knowledge sharing has a positive and significant effect on job satisfaction. Intrinsic motivation has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. The results of the path analysis test stated that job satisfaction was proven to have a mediating role only in the influence of knowledge sharing on employee performance.

Developments in the business world are currently increasing rapidly, as seen from the many companies that have sprung up with various fields of development in the current business world. In carrying out its business activities, a company certainly requires various resources. Human resources are one of the resources that exist in a company in addition to other resources such as capital, materials and machines. Companies also need human resources, namely employees. Employees are an important resource for the company, because they have talent, energy and creativity that are needed to achieve company goals (Erwina & Mira, 2019).

Along with the times, the establishment of the company will be more difficult to maintain its existence. This is influenced by the existence of intense business competition. From this reality, if a company does not have the ability to develop itself, it cannot be denied that there is a possibility of business setbacks. As for one form of effort that can be applied by companies to improve their competence or performance in order to survive in the business competition that occurs and encouragement to have the ability to adapt to the business environment is in the form of implementing the concept of learning organization in which this concept can support the goal of maintaining the company's survival as expected. business actors and employees. The method used in this study is literature review with a qualitative approach using analytical techniques in the form of descriptive analysis. As for the research that has been done, the results show that there is a high level of urgency from the variables of HR Quality, Organizational Culture, Knowledge Sharing, and Technology for the Creation of a Learning Organization.

Knowledge sharing is a very important part of knowledge management. This article is a literature study on the factors that influence knowledge sharing in organizations. Based on a literature study conducted on the results of research on the factors that influence knowledge sharing in organizations, several factors that influence knowledge sharing are found. These factors are then analyzed and categorized based on aspects of organizational control. Factors that are within the control of the organization amounted to 13 factors. Then this article discusses more about the factors that are within the control of the organization and steps that can be taken by the organization to increase knowledge sharing.    

Knowledge sharing is a process in which individuals exchange theirknowledge (implicit and explicit) and they create new knowledge together.Knowledge is an valuable source for organizations that cause to survive incompetitive environment and can be used to achieve competitive advantage.Knowledge can be available to individuals and organizations, therefore,there must exit conditions in the organization that people be able to sharetheir knowledge with other individuals. In such situation, organizationscan improve employees performance and also organizationsperformance.This paper explores the antecedents and consequencesknowledge sharing.This study argued that social interaction ties, shared vision and trustshould be associated with knowledge sharing. Next, theconceptualrelationship between knowledge sharingand individual performance,organizational performance, and organization competitive has beenestablished.