عنوان مقاله [English]
Experts in organizations are the most valuable resources and assets. If experts leave the organization, their experience and knowledge of the organization are lost, and cost of regaining the lost experience and knowledge would be considerable. Therefore, over the past recent years, interest in knowledge acquisition (KA) has increased radically, because about 90% of organizational
knowledge is tacit and embedded within employees' minds. We face different types of experts and many different types of knowledge they provide for the organizations.The literature emphasizes the role of personality characteristics in the process of KA. Benbasat and Dhaliwal (1990) believed that one of the important specifications of experts that affect KA process is personality characteristics.The main objective of this paper is to explore the effect of personality type on the knowledge acquisition (KA) techniques.This paper examines KA techniques through an empirical study involving 82 participants who were assessed by six KA techniques in this context.Each technique was implemented by experts in the field of Power Industry; they evaluated the techniques using a questionnaire. Also, Myers-Briggs questionnaire was used to assess personality types consisting of dimensions,
such as extroversion- Introversion, Intuition- Sensing, Feeling- Thinking, perceiving- judging. The results confirmed some relations between the type of personality and KA techniques. As seen, extraversion was positively correlated with interview, card sorting, and twenty- question techniques.Introversion was positively correlated with laddering techniques, diagram-based and repertory grid technique.Intuition was positively correlated with card sorting, repertory grid, twenty questions; sensing was positively correlated with laddering techniques, diagram-based, and interview. Thinking was positively correlated with laddering techniques, diagram-based, twenty questions and card sorting; feeling was positively correlated with interview and card sorting. Perceiving was positively correlated with interview, and judging was positively correlated with laddering techniques, diagram-based, twenty questions, card sorting and repertory grid technique.