Purpose

The purpose of this Real Impact Viewpoint Article is to analyze the phenomenon of the Great Resignation from the knowledge management perspective.

Design/methodology/approach

It applies the knowledge-based view of the firm to the notion of the Great Resignation, reviews the extant literature and relies on secondary data.

Findings

The Great Resignation has created numerous knowledge-related impacts on the individual, organizational and national levels. On the individual level, because of an accelerating adoption of freelancing, the future may witness an expansion of the category of the knowledge worker and a growing need for personal knowledge management methods and information technologies. Organizational effects include knowledge loss, reduced business process efficiency, damaged intra-organizational knowledge flows, lower relational capital, lost informal friendship networks, difficulty attracting the best human capital, undermined knowledge transfer processes and knowledge leakage to competition. Countries may also witness the depletion of national human capital.

Practical implications

Managers should learn how to use the available human capital more efficiently; realize the importance of universal succession planning programs; automate knowledge-centric business processes; facilitate knowledge-based IT initiatives by implementing self-functioning virtual communities, including enterprise social networks; restructure organizations to optimize intra-organizational knowledge flows; adjust strategies, products and target markets based on the available human capital; and create telecommuting conditions for people with disabilities who cannot be physically present. Knowledge management scholars are presented with a unique opportunity to convert the numerous theoretical insights accumulated within the boundaries of their discipline into practical application to facilitate the Great Knowledge Revolution.

Originality/value

This viewpoint offers managerial recommendations and inspires future Great Resignation investigations.

中文翻译：

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伟大的辞职：伟大的知识外流还是伟大的知识革命的开始？

目的

这篇真实影响观点文章的目的是从知识管理的角度分析大辞职现象。

设计/方法/方法

它将公司基于知识的观点应用于大辞职​​的概念，回顾了现有的文献并依赖于二手数据。

发现

大辞职在个人、组织和国家层面产生了许多与知识相关的影响。在个人层面，由于自由职业者的加速采用，未来可能会见证知识工作者类别的扩展以及对个人知识管理方法和信息技术的日益增长的需求。组织影响包括知识损失、业务流程效率降低、组织内知识流受损、关系资本减少、非正式友谊网络丢失、难以吸引最佳人力资本、知识转移过程受损以及知识泄漏到竞争中。各国也可能目睹国家人力资本的枯竭。

实际影响

管理者应该学习如何更有效地利用可用的人力资本；认识到普遍继任计划计划的重要性；自动化以知识为中心的业务流程；通过实施自我运作的虚拟社区（包括企业社交网络）来促进基于知识的 IT 计划；重组组织以优化组织内的知识流动；根据可用的人力资本调整战略、产品和目标市场；并为无法亲自到场的残疾人创造远程办公条件。知识管理学者有一个独特的机会，可以将在其学科范围内积累的众多理论见解转化为实际应用，以促进知识大革命。

原创性/价值

这种观点提供了管理建议，并激发了未来的大辞职调查。