| dc.description.abstract | The COVID-19 pandemic has induced significant structural changes in the global economy, necessitating urgent digital transformation across industries. Traditional industries, characterized by their labor-intensive nature, face substantial challenges in this regard. These include difficulties in transferring high-level technical skills, training talent, dealing with complex and strenuous work environments, and bridging knowledge gaps. Without a robust labor and knowledge pool, digital transformation becomes increasingly difficult.
This research focuses on how labor-intensive traditional industries can enhance organizational competitiveness through the mentor-apprentice model combined with knowledge management strategies. Utilizing a case study of Company P, involving employees from its Taiwan and China plants, the study collected 260 responses via an online survey. Seven groups across three hierarchical levels were then selected for detailed interviews to explore employee motivation and willingness to share knowledge. The goal is to understand how the mentor-apprentice model and knowledge management can drive organizational development and boost competitiveness.
Key findings include:
1.Employees generally acknowledge the benefits of the mentor-apprentice system for career development. However, concerns about the impact of personality differences on learning effectiveness suggest a need for personalized teaching approaches.
2.The mentor-apprentice system can enhance job satisfaction and build professional networks. Employees expect emotional support and encouragement, with some preferring practical, innovative learning, and others favoring systematic learning through imitation of senior colleagues.
3.Perceived organizational support varies, indicating a need for increased recognition and appreciation of individual contributions. Knowledge-sharing willingness depends on managerial expectations and the work culture, highlighting the importance of a collaborative and supportive environment.
4.The establishment and application of knowledge bases, systematic training programs, and online learning platforms are seen as effective. Employees have high expectations for acquiring, internalizing, and applying new knowledge, underscoring the importance of innovative applications of knowledge and technology and effective knowledge transfer. | en_US |