高績效工作系統與知識分享行為之探討-組織創新氣候之中介效果; The Relationship Between High Performance Work System and Knowledge Sharing Behavior: Mediating Effect of Organization Innovation Climate

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10854

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10854

Title:	高績效工作系統與知識分享行為之探討-組織創新氣候之中介效果;The Relationship Between High Performance Work System and Knowledge Sharing Behavior: Mediating Effect of Organization Innovation Climate
Authors:	許玉琴;Alice Hsu
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	知識分享行為;組織創新氣候;人力資源管理活動;高績效工作系統;organization innovation climate;knowledge sharing behavior;high performance working system;human resources management
Date:	2009-06-08
Issue Date:	2009-09-22 14:08:22 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	有效知識管理最重要的關鍵乃在企業組織內部的成員，願意將其個人的知識與他人分享，因此知識分享成為研究知識管理最重要的議題之一（徐楊順，民90）。而本研究主要動機，是想了解在IC設計產業當中，如何藉由高績效工作系統中的人力資源管理活動影響員工知識分享行為，並且進一步探討，組織創新氣候是否會影響高績效工作系統與知識分享行為間之中介效果。本研究係以台灣地區上市櫃之IC設計產業為調查研究背景，針對90家IC設計公司共發出3150份問卷，回收有效問卷共27家公司47份人力資源人員填答之高績效工作系統問卷及467份員工填答之組織氣候暨組織分享行為問卷，有效樣本回收率為14.8％。本研究是透過因素分析、相關分析及迴歸分析來探討各變數間的關係。經由實證分析，本研究之結果如下：一、實施高績效工作系統中的長期發展人力資源活動的程度增加，員工感知的組織創新氣候與員工知識分享行為是會增加。二、實施高績效工作系統中的短期聚焦人力資源活動的程度增加，員工感知的組織創新氣候與員工知識分享行為是會減少。三、當員工感知的組織創新氣候程度增加，員工知識分享行為的程度亦會增加。四、員工感知的組織創新氣候在高績效工作系統與知識分享行為之間，具有部分中介或完全中介的效果。 The most important key of effective knowledge management is internal member in the organization to be willing to share individual knowledge to other people. Therefore, the knowledge sharing becomes studying one of the most important subjects in knowledge management. (Yang-Shun Xu, 2001). This research is designed to understand how High Performance Work System (HPWS) influences employees’ knowledge sharing behavior and organization innovation climate. Moreover, this study tries to examine if organization innovation climate mediate the positive relationship between high performance working system and employee knowledge sharing behavior. In this research, Taiwan IC design houses are taken as sampling main body. Two versions of questionnaires were used: a target-employee version and HR-employee version. The target employee was asked knowledge sharing behavior and the perceived organization innovation climate. The HR employee was asked the High performance working system. This research had sent 3150 questionnaires to 90 IC design house companies. There are 47 HR-employee version questionnaires for 27 IC design house companies and 467 target-employee version questionnaires. The percentage of valid respondents is 16.8%. After the works of recording and transforming survey data, we proceed statistical analysis, including factor, correlation and regression analysis. Research findings can be summarized as follows, First, the higher degree to adopt HR long-term development activities of High Performance Working System, the more likely the employees would increase their perceived organization innovation climate and knowledge sharing behavior. Second, the higher degree to adopt HR short-term focusing activities of High Performance Working System, the more likely the employees would decrease their perceived organization innovation climate and knowledge sharing behavior. Third, when the degree of employee perceived organization innovation climate increases, the degree of employee knowledge sharing behavior also can increase. Fourth, employees’ perceived organization innovation climate could fully or partially mediate the positive relationship between High Performance Working System and knowledge sharing behavior.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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