在現今知識經濟時代下，企業的財富來在於知識的創造與分享。Drucker (1998) 認為挖掘並利用既有的知識領域，是目前企業界促進組織知識創新所須致力的工作。然而，大部份的知識是蘊藏在知識工作者的腦內而不易被分享，因此組織必須設法讓員工將所擁有的知識、經驗或資訊傳遞與分享給其他成員，使知識得以廣泛地在組織內流通、擴散與儲存，進而創造企業的核心價值(林鉦棽、蕭淑月、何慧清，2005)。 Spencer（2003）認為員工分享知識通常是不自然的行為。究竟是什麼因素讓知識擁有者願意將自己的寶貴的知識分享給別人？本研究嘗試從不同的觀點去解讀知識分享，逐步了解不同觀點的基本假設與其理論基礎，並嘗試從組織層面(知識導向文化、資訊科技)、個人知識分享動機及知識特性，分別去驗證不同因素對於知識分享行為的影響。 本研究採取個案研究並利用便利抽樣方式選取365位個案公司員工作為研究樣本，在控制性別、學歷與工作的基礎上，應用迴歸分析模型來進行實證，根據其驗證結果如下。冀望歸納出相關建議，以提供個案公司及後續研究之參考。 1.知識導向文化可以激發知識分享行為。 2.組織之資訊科技能力有助於知識分享行為的展現。 3.互利主義與利他主義的分享動機對知識分享行為有正向的影響。 4.知識特性部分的驗證未得到研究支持。 Nowadays in knowledge economy, the exploitation and sharing of knowledge play a predominant part in the creation of wealth. Drucker (1998) thought the enterprises should devote to explore and utilize the existing knowledge to promote the innovation of knowledge. However, most of the knowledge embedded in the brains of knowledge workers is not easy to be shared. Therefore, the firms try to encourage the knowledge workers to share and communicate their valuable knowledge, experience and information with others, so that the knowledge can be circulated, extended and stored broadly within the organization. After that, we can expect to leverage the core value though knowledge sharing. Spencer (2003) believed that employees share actively what they have known is unnatural behavior. Then what can we do to make the knowledge owner willing to share their precious knowledge? Thus, the present work interprets knowledge sharing and figures out the assumptions and basis of various perspectives, and exaimes the effects of organizational factors (knowledge-oriented culture and technology capability), personal motivations and the characteristics of knowledge on the behavior of behavior of knowledke sharing. To this end, the present work uses a case study and adopts a sample of 365 workers from a company by controlling their gender, education and service year. Based on the regression analysis, the empirical results show that：1. The knowledge-oriented culture inspired the knowledge sharing behavior. 2. The technology capability supported the knowledge sharing behavior. 3. The higher the inclination of altruism and mutualism was, the higher the inclination of knowledge sharing behavior was. 4. Our results didn’t support the hypothesis of the characteristics of knowledge. It is expected that the findings and suggestions can serve as a reference for the company practices and further studies.
