Abstract:
The need to understand the determinant of a successful performance of knowledge transfer cannot be underestimated in Arabian organization; few researches had been conducted in the Arabian public sector, and even less in other developing countries.
This study investigates the relationship between the organizational elements and the performance of knowledge transfer, four main independent variables were identified, organization culture, organization structure, human resources and reward or incentives policy, and these were tested against knowledge transfer performance, to achieve an in-depth empirical study the petroleum sector of Sudan was chosen for a case study (Sudanese petroleum corporation, Greater Nile. Petrodar, Heglieg, petronas and Sudapet) between (2000 to 2006). Purposive sampling method is used to collect the data from respondents through personal questionnaire, 120 respondents from the senior staff were used for the purpose of this study.
Factor and reliability analyses performed and regression analysis conducted to test the hypothesis. The result revealed that there is a ksignificant relationship between some variables (organizational culture, job satisfaction and communication flow) and the performance of knowledge transfer, therefore, it is necessary for organizations to consider some of the elements that show a relationship between the tested variables in implementing acknowledgement strategy in an organization, however, certain variables that did not show any relationship should not be isolated or ignored, as they are still very important for some organizations.
