Designing a Model of Human Resource Behavioral Values Adherence Within the Framework of Knowledge Management Implementation

Abstract

The present study aimed to identify and design the components of a human resource behavioral values adherence model within the framework of knowledge management implementation in organizational settings. This study was conducted using a qualitative research approach with an applied objective and thematic analysis method. Data were collected through documentary review and semi-structured interviews with 19 experts, university professors, organizational managers, and specialists in the fields of management, organizational behavior, human resource management, and knowledge management. Participants were selected using purposive and criterion-based sampling until theoretical saturation was achieved. The interviews focused on identifying the behavioral, managerial, ethical, and organizational factors influencing adherence to behavioral values in the context of knowledge management implementation. Data analysis was conducted using thematic analysis based on the Braun and Clarke approach, and coding procedures were performed with the assistance of MAXQDA20 software. To ensure trustworthiness, the criteria proposed by Lincoln and Guba, including credibility, confirmability, transferability, and dependability, were employed throughout the research process. The findings revealed that the proposed model consists of several interrelated dimensions and thematic domains influencing the adherence of human resources to behavioral values in knowledge management environments. The extracted themes included organizational culture and ethical orientation, trust and knowledge interactions, effective leadership and management, organizational belonging and motivation, organizational trust and transparency, responsibility and professional discipline, collaboration and teamwork, organizational innovation and creativity, organizational support, prevention of organizational discrimination, strengthening reward systems, role modeling and behavioral guidance, support for knowledge-oriented behavior, conflict management, empowerment and development of knowledge–behavioral skills, facilitation of knowledge management, and continuous organizational learning. The results indicated that successful implementation of knowledge management requires an integrated behavioral ecosystem emphasizing ethical communication, trust-building, collaborative learning, participatory leadership, motivational reinforcement, and supportive organizational infrastructures. The study concluded that behavioral value adherence represents a fundamental prerequisite for effective knowledge management implementation. Sustainable knowledge-oriented organizations require not only technological infrastructures but also value-centered managerial systems, ethical organizational cultures, collaborative communication patterns, and continuous learning mechanisms. Strengthening behavioral values among employees and managers can improve organizational trust, knowledge sharing, innovation capability, and long-term organizational effectiveness.