| Annotation: | Methods. The results were obtained through the use of methods: logical and historical – when studying the process of evolution of theoretical views on the role of sociocultural factors in the process of absorbing knowledge; the method of classifications – when distinguishing the main approaches to determining the main sociocultural factors affecting the process of knowledge transfer and assimilation; general and specific – when establishing the similarities and differences in the existing approaches regarding the decisive socio-cultural factors influencing the success of the knowledge acquisition process. Results. It has been proven that the process of knowledge acquisition and transfer at the company level and at the individual level, depending on national characteristics, is influenced by some other socio-cultural factors that the company can control. It has been established that in modern scientific literature there is no unified approach to determining the decisive socio-cultural factors that positively or negatively affect the process of knowledge acquisition. Among such factors, scientists point out experience, motivation, social connections and social capital, cultural diversity, continuity of learning, trust, openness to change, etc. Such a variety of approaches gives rise to the need to study all the indicated socio-cultural factors of influence on the success of knowledge acquisition in their unity and interrelationship. Novelty. It has been proven that the success of the acquisition process at the company level depends on the ability, desire, and success of knowledge transfer. The ability to acquire knowledge depends on the intellectual level, level of education, experience, and skills of the subject absorbing knowledge; the desire to acquire knowledge depends on motivation, incentives and interest, openness to knowledge, awareness of the value of knowledge, a culture of knowledge; the success of knowledge transfer depends on the effectiveness of learning methods that shape the culture of learning, organizational procedures of knowledge transfer, successful communications, distance, duration of relationships, cooperation, shared beliefs, social ties and social exchange, social integration based on trust, and also on those social filters that a person receiving knowledge puts between himself and knowledge. Practical value. Awareness of the above-mentioned factors can provide an understanding of the complex dynamics that shape the perception of knowledge at the country level and the level of the organization. It is important to recognize the multifacetedness of these influences, how they interact with each other, as well as the vector and extent of these influences, which can be considered a direction for further research. |
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