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<p>One of the major challenges faced by Human Resources in contemporary organizations is improving Organizational Performance (OP). Although the literature posits that Knowledge Exchange (KE) and Intellectual Capital (IC) can enhance OP, empirical evidence remains limited. This study addresses that gap by examining how organization-level KE (as perceived by top-level staff) influences OP, with IC as a mediating variable. Data were collected via questionnaire from 237 full-time employees across 18 Saudi Arabian real estate organizations. Responses were aggregated to the organizational level, and data were analyzed using SPSS and Structural Equation Modeling (SEM). Results indicate that tacit KE significantly contributes to all three components of IC, whereas explicit KE affects only two. IC positively impacts both operational and financial dimensions of OP. Additionally, while both tacit and explicit KE significantly influence OP, tacit KE shows a stronger effect. This research advances theoretical and empirical understanding in the fields of Human Resource Management and Knowledge Management. Practically, the findings suggest that real estate organizations can enhance OP by fostering employee KE and investing in IC.</p>

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The Role of Intellectual Capital as a Mediator in Investigating the Relationship between Knowledge Exchange and Organizational Performance

  • 期刊论文

  • 发表日期：

    2026年3月13日

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  • Mohamed Mohiya

摘要

One of the major challenges faced by Human Resources in contemporary organizations is improving Organizational Performance (OP). Although the literature posits that Knowledge Exchange (KE) and Intellectual Capital (IC) can enhance OP, empirical evidence remains limited. This study addresses that gap by examining how organization-level KE (as perceived by top-level staff) influences OP, with IC as a mediating variable. Data were collected via questionnaire from 237 full-time employees across 18 Saudi Arabian real estate organizations. Responses were aggregated to the organizational level, and data were analyzed using SPSS and Structural Equation Modeling (SEM). Results indicate that tacit KE significantly contributes to all three components of IC, whereas explicit KE affects only two. IC positively impacts both operational and financial dimensions of OP. Additionally, while both tacit and explicit KE significantly influence OP, tacit KE shows a stronger effect. This research advances theoretical and empirical understanding in the fields of Human Resource Management and Knowledge Management. Practically, the findings suggest that real estate organizations can enhance OP by fostering employee KE and investing in IC.