Abstract:

Today's society and economy are predominantly knowledge-based, making knowledge and workplace learning essential factors providing organizations with competitive edge. Consequently, knowledge transfer among employees is imperative. University research serves as a critical knowledge source, and university graduates are vital for the organizational knowledge base.
The transition from being a student to becoming an employee as well as changing jobs or organizations is considered a challenge for both the employee and the respective organization. This transition holds relevance due to factors like a high turnover rate during the initial months of a new employment relationship, as well as outcomes like performance, commitment, and knowledge transfer. The effectiveness of onboarding during these transitions can significantly influence the outcomes.
Onboarding is defined as formal and informal practices of organizations to integrate new employees. Its primary objective is to impart necessary skills and behaviors to enable the newcomer's performance and integration. During this transitional phase, knowledge transfer from the organization to the newcomer is typically observed. It is also recognized that newcomers offer new perspectives and knowledge from their university education, making knowledge transfer from the newcomer to the organization likewise important, but lacking research. Moreover, knowledge transfer is considered a facilitator for innovation within organizations, but likewise not investigated in depth yet.
To address this research gap, the following research questions were addressed with interviews. 1) What are barriers and facilitators for knowledge transfer and workplace learning for new employees during onboarding? 2) What are the barriers and facilitators for innovation through new employees during onboarding?
In total, 35 interviews were conducted with university graduates and newcomers from different industries. A semi-structured approach was used in the interviews, allowing for flexibility while maintaining a focus on the research questions. The interviews were coded using Mayring's qualitative content analysis.
Answering the first research question, the initial findings revealed various factors acting as facilitators and barriers to knowledge transfer and workplace learning of newcomers during onboarding. Facilitators are support from colleagues and supervisors. Conversely, barriers include time constraints and an inhibiting organizational climate.
Regarding knowledge sharing from new employees to the organization, facilitators were found to be supportive structures within the organization, whereas a barrier is fear of speaking up. Additionally, facilitators and barriers for innovation through university graduates were identified. Facilitators include a general inclination towards innovation and supporting structures, while barriers include missed opportunities.
The initial findings suggest that university graduates and newcomers have great potential for contributing to knowledge and workplace learning during transitions and onboarding. These results emphasize the importance for onboarding providers to consider various factors that enable knowledge transfer from both the university to the newcomer and vice versa. Given the relevance of these processes in today's knowledge-based society and economy, future research should explore these factors further.

Keywords:

Knowledge transfer, workplace learning, onboarding, university graduates, new employees, organizations.