Table 4 Utility and contextual conditions of the four knowledge-conversion modes

Socialization

• Gain local knowledge

• Trainee’s leadership skills

• Strengthen attitudes

• Trainee’s role (mid-/senior-level manager)

• Gain credibility

• Structure of the training program

• Existence of collaborative network

Externalization

• Voice engagement with EIDM (conversion of attitudes)

• Trainee’s leadership

• Show skills in the use of EIDM

• Scope and relevance of intervention project

• Organizational communication culture

Combination

• Necessary for conversion of skills

• Collaborative networking

• Learning culture and practices

• Organizational leadership and support

• Motivation to engage in team work

• Flexible organizational arrangements (i.e., decentralization of decision-making)

Internalization

• A first step toward routinization of the use of EIDM

• Learning processes and practices

• Skills and knowledge resources in the organization

• Organizational upheaval

• CEO leadership