Knowledge and practices of knowledge-sharing techniques among health and other sectors employees in the Riyadh region and the factors influencing their implementation

Introduction

Knowledge refers to the practical understanding and skills gained through the application of facts and information acquired through experience1. It serves as an essential resource in organizational services, with the success of societies and economies relying on their ability to effectively managing and utilizing this valuable asset2.

knowledge management (KM) is defined as a collection of principles, tools, and practices that empower organizations and individuals to generate, share, and utilize knowledge in ways that create value and enhance effectiveness^2,3. Efficient KM is considered a vital skill for organizations to thrive and sustain long-term success, achieve business excellence, and secure a competitive advantage in the rapidly changing marketplace^4,5.

Knowledge Sharing (KS) is an essential component of knowledge management and a critical part of performance improvement systems^1,6. KS is a communication-driven process and intentional exchange of knowledge, where experiences and skills are shared between individual workers, teams, departments, and entire organizations^1,2,4,6,7.

In this regard, knowledge can be categorized as tacit or explicit. Tacit knowledge is gained through personal experience and is challenging to express, communicate or share, while explicit knowledge is easily transferable through structured methods like documentation, and information systems, making it easy to share8.

Knowledge sharing is associated with numerous organizational outcomes, including enhanced performance, identification of best practices, resolution of complex issues, prevention of resource wastage, promotion of innovation, increased job commitment and satisfaction, competitive advantage, inter-organizational collaboration, strengthened cross-cultural cohesion, and more9.

Knowledge management and sharing have been extensively explored across various fields, including healthcare1, where there is a growing focus on recognizing knowledge as a vital asset for healthcare organizations3. Health organizations are inherently knowledge-intensive, involving diverse professionals from multiple disciplines who must remain up to date with ongoing advancements in technology and specialized knowledge^5,10. Moreover, the health sector directly affects people's health, well-being, and quality of life, emphasizing the delivery of high-quality services and efficient medical care5. Therefore, healthcare professionals require current, reliable health information to enhance their knowledge and deliver evidence-based services to patients^3,4. Knowledge sharing is a crucial process that enhances their ability to access data and resources for learning, problem-solving, and improving their individual skills and staying updated2.

Healthcare professionals can share knowledge and experiences through various methods, including formal approaches like lectures, training courses, workshops, and conferences, informal methods such as group discussions, meetings, and mentoring, documentation and knowledge repositories such as best practices and Standard Operating Procedures documents, and technology-based methods such as Wikis and blogs3. Global studies among healthcare professionals have reported low levels of knowledge²,⁴ and practice of knowledge sharing¹,³,⁶.

In Saudi Arabia, several studies have examined the factors influencing knowledge sharing within organizations, identifying key elements such as cultural attributes11; organizational learning and self-worth12; as well as individual factors13. However, there remains a substantial gap in the literature regarding empirical assessment of employees’ knowledge of knowledge-sharing mechanisms and their actual engagement in knowledge-sharing practices within the health sector in Riyadh region. This lack of sector-specific evidence limits understanding of how knowledge sharing is operationalized in healthcare settings.

Given that employee involvement in knowledge-sharing activities is essential for the effective dissemination of healthcare knowledge5, understanding knowledge-sharing practices and their influencing factors is vital for developing targeted interventions to enhance knowledge management, improve sharing processes, and ultimately strengthen the performance and quality of healthcare services. The aim of this study was to assess the knowledge and practices of knowledge-sharing techniques among health sector employees in the Riyadh Region, compare them with those in other sectors, and identify the factors influencing the practice of KS.

Study design and setting:

We conducted a descriptive, cross-sectional study in the Riyadh Region, where healthcare services are overseen by the Ministry of Health’s Regional Branch and delivered through facilities managed by health clusters, other government sectors, and the private sector. These services are supported by healthcare professionals and administrative staff across clinical, human resources, financial, logistical, and information technology functions.

Study population and sampling:

The study population included individuals of both sexes employed in the health sector and other sectors in the Riyadh Region, encompassing both the public and private sectors. We utilized a convenience sampling technique, reaching participants through emails and widely used social media platforms among employees in the health and other sectors in Riyadh, such as WhatsApp and Facebook groups. This sampling approach was chosen for its practicality and efficiency in reaching a diverse sample when probability sampling was not feasible due to logistical constraints^12,14. The sample size was determined using OpenEpi, Version 3, an open-source calculator (SSPropor), based on a 95% confidence level, a 5% margin of error, and a 10% non-response rate, resulting in a sample of 427 eligible employees.

The instrument and Data collection:

Data were collected through a self-administered, structured, and pre-coded questionnaire. A comprehensive literature review was conducted to identify various knowledge-sharing techniques and methods, which were categorized into four main categories: formal methods (e.g., workshops, classroom training, conferences), informal methods (e.g., group discussions, meetings, and mentoring), documentation and knowledge repositories (e.g., best practice documents, standard operating procedures documents), and knowledge transfer via technology (e.g., wikis, blogs, and online platforms). The questionnaire consisted of three sections. The first section covered background information, including socio-demographic variables (e.g., age, gender, marital status) and job-related variables (e.g., qualifications, job type, sector). The second section assessed knowledge of knowledge-sharing techniques, where respondents indicated whether each presented technique was considered a knowledge-sharing method by selecting Yes, No, or Don't know. The third section focused on the practice of knowledge sharing, asking respondents whether they had used any of the techniques within the four categories in the past year, with response options of Yes or No. The face validity of the questionnaire was evaluated by a panel of experts in knowledge sharing and training to ensure that the items appeared relevant and appropriate, and internal consistency reliability was assessed using Cronbach’s alpha, which indicated high reliability (0.923). The questionnaire was developed electronically using Google Forms in Arabic and was distributed through official employee emails and social media groups targeting employees in the health and other sectors.

Data analysis:

Statistical analysis was conducted using IBM SPSS Statistics 21. Descriptive statistics were used to summarize categorical variables as percentages and continuous variables as means (± standard deviation) and/or medians (interquartile range), as appropriate. For the knowledge questions, a score of 1 was assigned to "Yes" responses and 0 to both "No" and "Don't know" responses. For the practice questions, a score of 1 was assigned to "Yes" and 0 to "No." Knowledge and practice scores were calculated both overall and for each of the four knowledge sharing categories. The overall knowledge score was categorized into three levels—high, intermediate, and low—using two cut-off points. A new binary variable, "practice of knowledge sharing," was created by grouping respondents into those who had practiced at least one knowledge-sharing technique in the past year ("Yes") and those who had not ("No"). Since the KS categories varied in the number of items and maximum possible scores, the average scores for each category were standardized by dividing them by their respective maximum scores to obtain weighted means, allowing for easier comparison across categories. Group comparisons were performed using the Student’s t-test for normally distributed continuous variables and the Mann-Whitney U test for non-normally distributed continuous variables. Chi-square test and Fisher Exact test were used to compare between proportions. A p-value of less than 0.05 was considered statistically significant.

Ethical Consideration

The study proposal was approved by the institutional review board of Princess Nourah Bint Abdulrahman University (IRB Log Number: 25-0141). Ethical considerations were addressed by obtaining informed consent from all participants prior to completing the electronic questionnaire. Participation in the study was entirely voluntary. Data were collected in an anonymized manner, and participants’ confidentiality and privacy were assured throughout the study.

Results

Data were collected from 427 employees in both the health and non-health sectors in the Riyadh Region during March 2025, resulting in a 100% response rate. The background characteristics of the study participants are presented in Table 1. The majority were between 20 and 40 years of age (45%), followed by those aged 41 to 60 years (36.5%), and a smaller group aged over 60 (18.5%). Male participants comprised 73.3% of the sample, with most participants being married (69.1%). Regarding educational qualifications, a bachelor degree was the most common (60.6%), followed by master degree (19.1%), post graduate diploma (13.3%), and PhD/doctorate/fellowship (7.0%). In terms of job type, administrative staff and paramedical staff represented the largest groups (39.4% and 40.9% respectively), while physicians, dentists, and pharmacists made up 19.7% of the sample. The majority of respondents were employed in the health sector (61.8%), with the remaining 38.2% from the non-health sector.

When the respondents were categorized into three levels of knowledge, over half (52.7%) demonstrated a high level of knowledge regarding knowledge sharing, while 42.5% showed an intermediate level, and only 4.8% were classified as having low knowledge (Table 2). When grouped based on whether they had practiced any method of knowledge sharing in the past year, 97.0% reported having done so, while only 3.0% indicated they had not (Table 2).

Figure 1 illustrates the level of knowledge across various categories of knowledge-sharing techniques among participants from both the health and non-health sectors. In both sectors, the mean score was high for formal techniques (weighted means: Health sector: 0.86; Non-Health sector: 0.78) followed by informal techniques (weighted means: Health sector: 0.75; Non-Health sector: 0.69). For these two KS techniques, the level of knowledge was statistically significantly higher among employees in the health sector compared to those in the non-health sector (all p-values < 0.05). The lowest mean scores were recorded for knowledge sharing through technology (weighted means: Health sector: 0.71; Non-Health sector: 0.68). No statistically significant differences were found between employees of the two sectors regarding knowledge sharing through documents and knowledge repositories or through technology.

Figure 2 presents the practice scores of knowledge sharing among employees in the health and non-health sectors. In both sectors were the practice score was high for formal techniques (weighted means: Health sector: 0.88; Non-Health sector: 0.808), and was low for technology-based techniques (weighted means: Health sector: 0.72; Non-Health sector: 0.61) and informal techniques (weighted means: Health sector: 0.72; Non-Health sector: 0.61). The practice of knowledge sharing through informal techniques was significantly higher among employees in the health sector compared to those in the non-health sector (weighted mean 0.72 versus 0.61; p-value < 0.05). No statistically significant differences were observed in the practice of other knowledge-sharing methods between employees of the two sectors.

The factors associated with the practice of knowledge sharing among participants are presented in Table 3. A significant association was observed between age and knowledge-sharing practice, with participants over 60 years old reporting lower practice rates compared to younger age groups (>60 years: 92.4%, 20–40 years: 97.4%, 41–60 years: 98.7%; p-value < 0.05). The level of knowledge about knowledge sharing also showed a statistically significant association with its practice. Participants with low knowledge were the least likely to engage in knowledge sharing compared to those with intermediate and high knowledge levels (low knowledge: 85.0%, intermediate knowledge: 98.9%, high knowledge: 98.6%; p-value < 0.05).

Gender, qualification level, job type, and sector of work were not significantly associated with the practice of knowledge sharing.

Discussion:

Knowledge sharing, an essential component of knowledge management, refers to the timely and effective exchange of information that enables informed decision-making, strengthens team performance, encourages the generation of new knowledge, and promotes social capital through collaborative learning and dialogue15. This study aimed to assess the level of knowledge and practice related to knowledge sharing among employees in the health sector in the Riyadh Region and to compare these findings with those of employees in non-health sectors, while also exploring the factors associated with the practice of KS in both groups.

Our findings demonstrate higher levels of knowledge and engagement in knowledge-sharing practices compared with previous studies among healthcare professionals, which reported moderate2 to low2 knowledge levels and lower participation rates in sharing or receiving knowledge^{1, 3,6}. High awareness and practice of knowledge sharing in this study may be partly attributed to the Saudi Ministry of Health’s Knowledge Management Department, which promotes a culture of knowledge sharing and utilization across the healthcare sector. More broadly, organizations in Riyadh appear to maintain effective knowledge-sharing systems that support organizational learning and performance.

Our findings indicate that the most well-known and frequently practiced methods of knowledge sharing were formal techniques, including training courses, workshops, seminars, and conferences. Other studies have shown that formal techniques are moderately used by healthcare professionals4. These methods are essential for updating knowledge and staying informed about emerging trends in medical technology5. This is particularly relevant in the medical field, where knowledge evolves rapidly, necessitating continuous learning by healthcare professionals16. The high level of practice in formal techniques observed in our study may be attributed to the growing availability of online training, which has made participation more convenient and accessible17.

Although informal techniques are just as important as formal methods for effective knowledge sharing in healthcare, our study found that they were the least practiced among respondents from both the health and non-health sectors. Findings from other studies are inconsistent. Some reported high levels of informal knowledge sharing^3,15,18,19, while other studies found that healthcare workers did not often share their knowledge with co-workers, particularly in environments where fair and open communication was lacking4. In Saudi Arabia, operating in a multicultural environment with diverse nationalities has been suggested as a barrier to knowledge sharing between employees in organizations^12,20. Weak informal knowledge sharing may create potential knowledge silos, with valuable insights remaining confined to individuals rather than flowing across teams or departments.

This aspect of knowledge sharing is particularly important in the health sector, as it involves the transfer of tacit knowledge related to clinical skills that are essential for delivering effective and safe healthcare. This type of knowledge is difficult to document and cannot be easily conveyed through formal training methods, making it best shared through direct interaction and communication between healthcare professionals^5,12.

The World Health Organization recommends that, for health system professionals to benefit significantly from collaborative knowledge sharing, the process should be interactive, making information more understandable, locally relevant, and inclusive of the perspectives of those affected by health decisions21. Therefore, to ensure the effective sharing of tacit knowledge, organizations should foster a strong knowledge-sharing culture that strengthens collaboration, and improves communication across the organization5.

Another category of knowledge sharing techniques that showed low levels of practice among our respondents was technology-based knowledge sharing. This is despite the significant development of information and communication technologies that have enabled diverse forms of human interaction, including the sharing of knowledge22, and the wide availability of digital platforms, that support various knowledge-sharing activities^5,23. In contrast to our findings, other studies have reported high levels of knowledge sharing through technological tools, among healthcare professionals, reflecting the integration of advanced knowledge management practices into their services^22,24. The situation among employees in the Riyadh Region represents a missed opportunity, as the wide availability of technology and communication channels could enhance knowledge sharing. However, many factors were reported as barriers to technology use among healthcare workers in Saudi Arabia including heavy work schedules and clinical workloads, limited digital skills and training, lack of familiarity or confidence in digital tools, and resistance to change25

To harness the full potential of technology in knowledge sharing, it is essential to raise awareness about the benefits of these tools, provide training for their effective use, and establish clear guidelines to ensure the credibility and reliability of shared information26.

Our results showed that younger employees were more likely to engage in knowledge sharing compared to older employees. This contrasts with the findings of other studies that did not observe a significant association between age and knowledge sharing^12,18. The inconsistency may be attributed to differences in the study populations, particularly if there was limited variation in age groups within those populations12.

Our results also showed that higher levels of knowledge about knowledge sharing methods were associated with greater practice of knowledge sharing. This finding is consistent with other studies, which reported that respondents with greater awareness of knowledge sharing were more likely to engage in sharing their knowledge compared to their counterparts 1,3,27.

The main limitation of this study was the use of convenience sampling techniques as this approach may limit the generalizability of the findings, however the results of the study can inform future research and targeted interventions within the Riyadh health sector. Further, the cross-sectional design limits the ability to establish a temporal relationship between the predictive factors and study outcomes, introducing potential confounding.

Conclusion: Overall, employees in both the health and non-health sectors in the Riyadh Region demonstrated a generally high level of knowledge and practice of knowledge sharing, particularly in formal techniques. Notably, employees in the health sector showed significantly higher knowledge and practice of informal techniques compared to those in the non-health sector, as well as stronger knowledge of formal methods. However, there was limited knowledge and use of technology-based sharing methods and less frequent practice of informal techniques. These findings highlight the need to strengthen the use of informal knowledge-sharing techniques. This could be through fostering a strong knowledge-sharing culture, training and skill development, and recognition and rewarding. Similarly, there is a need to promote greater adoption of technology-based approaches through training and support. Further qualitative research will help address the gap regarding barriers to optimal knowledge sharing within healthcare organizations.

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