雖然有關知識管理的相關議題的研究截至目前為止已有許多學者加以討論與實證，其研究較多聚焦於技術性層次，但隨著人性與社會因素的日漸受到重視，對於知識分享的討論從個人角度重新加以詮釋有其必要性。因此，本研究主要從個人差異、團隊脈絡、組織人力資源管理活動三個不同層次，探討影響個人知識分享行為的前置因子與創造性績效間的關係。在分析方法上則運用階層線性模式來進行研究架構的分析與驗證，區分三個不同層次前置因子對於個人知識分享行為的影響。 研究樣本蒐集自國內天下雜誌調查1000大企業，共獲得46組團隊(包含46位團隊領導者與46位HR人員)及187位團隊成員的有效問卷。研究結果發現，個人特質會對個人行為產生影響，因此職能模式的建立亦是未來知識管理領域研究的另一個方向。除此之外，環境的脈絡效果亦會對隸屬於團隊、組織的個人，產生行為改變的影響，因此組織應更加重視支持情境的塑造，以導引員工的行為，朝向組織目標前進。 Knowledge has been considered as the important resource to the competitive advantage of an organization. While much of the knowledge management literature was heavily focused on technological issues, this has changed, such that the importance of human and social factors has been increasingly recognized. The paper shifts focus on the idea that the success of any knowledge management initiative is likely to be dependent on people taking an active role in the process. The purpose of this research is to understand the knowledge sharing behavior of employees. The research has identified several antecedents from different perspectives, such as individual differences and contextual environment. In validating this research with hierarchical linear modeling (HLM), data was collected from 187 employees in 46 different teams. A valid sample includes three different questionnaires: employees, team leader, and HR members. The results show that individual difference such as self-monitor personality and social skill are significantly important to individual’s knowledge sharing behavior. Furthermore, contextual environment is also an important factor that impact on individual’s knowledge sharing behavior. Overall, this research has provided a comprehensive framework of the impact factors of individuals’ knowledge sharing behaviors. Hopefully, it can serve as the foundation for future research.
