Trans-organisational knowledge: the 4I framework revisited

Igor Pyrko, Viktor Dörfler

Research output: Contribution to conferencePaper

Abstract

In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.

Conference

ConferenceBritish Academy of Management Conference 2013
CountryUnited Kingdom
CityLiverpool
Period11/09/1313/09/13

Fingerprint

Organizational knowledge
Knowledge sharing
Communities of practice
Social learning
Reviewing
Organizational level
Levels of analysis
Anomaly
Organizational learning
Organizational boundaries
Institutionalization
Sensemaking
Deinstitutionalization

Keywords

  • communities of practice
  • knowledge sharing
  • 4I framework
  • knowledge management

Cite this

Pyrko, I., & Dörfler, V. (2013). Trans-organisational knowledge: the 4I framework revisited. Paper presented at British Academy of Management Conference 2013 , Liverpool, United Kingdom.
Pyrko, Igor ; Dörfler, Viktor. / Trans-organisational knowledge : the 4I framework revisited. Paper presented at British Academy of Management Conference 2013 , Liverpool, United Kingdom.
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Pyrko, I & Dörfler, V 2013, 'Trans-organisational knowledge: the 4I framework revisited' Paper presented at British Academy of Management Conference 2013 , Liverpool, United Kingdom, 11/09/13 - 13/09/13, .

Trans-organisational knowledge : the 4I framework revisited. / Pyrko, Igor; Dörfler, Viktor.

2013. Paper presented at British Academy of Management Conference 2013 , Liverpool, United Kingdom.

Research output: Contribution to conferencePaper

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T1 - Trans-organisational knowledge

T2 - the 4I framework revisited

AU - Pyrko, Igor

AU - Dörfler, Viktor

PY - 2013/9/12

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N2 - In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.

AB - In this paper we look at the ‘4I framework’ introduced by Crossan, Maurer, & White in the context of social learning, i.e. the type of learning that is by large informal, negotiated in practice, and identity-based. Reviewing literature from five broad areas, namely personal knowledge, organizational knowledge, organizational learning, sensemaking, and communities of practice, suggested that the 4I framework in its current form does not account for knowledge sharing taking place in social learning spaces, such as communities of practice. The reason for this anomaly is that knowledge sharing in such networks does not respect organizational boundaries. Having synthesized this literature, we suggest augmenting the 4I framework by adding a new level of analysis: the trans-organisational level. At this level the typical process of the 4I framework change, interpretation becomes reinterpretation, integration becomes dis- and reintegration and institutionalisation becomes deinstitutionalisation.

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Pyrko I, Dörfler V. Trans-organisational knowledge: the 4I framework revisited. 2013. Paper presented at British Academy of Management Conference 2013 , Liverpool, United Kingdom.