organizational memory
...t does little to aid the organization. Likewise, if memory is easily lost, it cannot be considered very useful. Temporal information and poor retention would result in a system that is less robust and less likely to be relied on. Stein and Zwass (1995) recognize this point. They indicate that organizational memory relies on knowledge that is spatially distributed throughout the processes, individuals, and artifacts of the organization and beyond its boundaries. Researchers and practitioners recognize organizational memory as an important factor in the success of an organization’s operations and its responsiveness to the changes and challenges of its environment (e.g., Stein, 1995; Huber, 1991). One such change occurs when employees leave the organization. Personnel turnover can have a significant influence on organizational memory, because much of the memory is situated in the minds of individuals. While new workers challenge old assumptions and introduce new world views, the knowledge and experience of former employees is equally important in understanding the context and circumstances that contribute to organizational memory. Establishing mechanisms to capture information held by individuals while they are employed by the organization and incorporating it in an automated information system could prove to be especially valuable to organizations. Such a system could relate the collective experiences of individuals, thereby providing background knowledge for understanding organizational policy, procedures, culture, and practices. Walsh and Ungson (1991) posit some advantages of cultivating and expressly maintaining organizational memories. They include the honing of core competencies, increased organizational learning, increased autonomy, integration of organizational actors, and...