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. 2014 May 2;9:53. doi: 10.1186/1748-5908-9-53

Table 4.

Utility and contextual conditions of the four knowledge-conversion modes

Conversion modes Utility Contextual conditions
Socialization
• Gain local knowledge
• Trainee’s leadership skills
• Strengthen attitudes
• Trainee’s role (mid-/senior-level manager)
• Gain credibility
• Structure of the training program
• Existence of collaborative network
Externalization
• Voice engagement with EIDM (conversion of attitudes)
• Trainee’s leadership
• Show skills in the use of EIDM
• Scope and relevance of intervention project
• Organizational communication culture
Combination
• Necessary for conversion of skills
• Collaborative networking
• Learning culture and practices
• Organizational leadership and support
• Motivation to engage in team work
• Flexible organizational arrangements (i.e., decentralization of decision-making)
Internalization
• A first step toward routinization of the use of EIDM
• Learning processes and practices
• Skills and knowledge resources in the organization
• Organizational upheaval
    • CEO leadership