在經營環境日趨激烈、企業本身的資源又有限的情況下，企業必須透過知識分享和其他組織合作獲得知識，進而提升組織本身的競爭優勢。然而有些組織能有效率的從事知識分享，有些組織卻無法如此順利，因此本研究據此對知識分享做進ㄧ歩的研究。 過往學者在探討知識分享大多從社會資本下雙方的連結程度著手，認為彼此的互動程度與緊密關係便決定組織是否能有效的從事知識分享，然而，有些學者認為單純用連結程度來解釋過於簡單，因此他們認為除了考慮連結程度外，還加上了社會資本下的關係構面─即信任，來探討知識分享。因此，本研究利用此兩構面來對知識分享做更進ㄧ歩的研究。其中，在關係構面本研究使用鑲嵌的觀念，至於知識分享則是將其區分為兩個動作─搜尋知識以及轉移知識，且分別以獲得不同類型知識代表之。 實證分析係針對台灣前兩千大電子產業為研究主題，而將填答者設定為組織內部研發部門經理填寫。本研究採用郵件方式進行問卷調查，經催收與整理後，共得183份，有效回收率達38.95%。應用結構方程式模型實證的研究結果顯示，本研究的衡量模型與結構模型皆具備良好的配適度，模型中共有6條假說，在P<0.05的情況下，共有5條獲得支持。 本研究藉由對知識分享做更詳細的探討，應更能正確且完整的說明組織應如何有效率的透過知識分享獲得知識，俾以作為後續從事知識分享的研究者和實務界之參考。 A organization gains competitive strength through knowledge-sharing in the competitive market. Some of them can share knowledge effectively, but some can’t. Therefore, we will study the issue for detail according the situation. Most studied knowledge-sharing from the structure dimension of social capital in previous literature, which thought that the degree of interaction and closeness between them will decide to share knowledge successfully. However, some scholars thought it was too simple to explain knowledge-sharing successful clearly, so they added the relational dimension of social capital-trust- to discuss. Therefore, we will use the two dimensions to do our research further. There are two points in our study: one is that embeddedness relationship represents relational dimension, the other is that different kinds of knowledge represent the result of knowledge-sharing. The empirical study aims at top 2000 electronic enterprises selected from the directories of the 2005 Chinese Credit top 2000 firms in Taiwan. The research unit is R&D department, and mailing of questionnaire is distributed to the R&D manager. Raising the total response to 183, this produced a final response rate of 38.95%. 11.85%. After using structural equation model (SEM) to analyze returned questionnaires, the results show fine goodness of fit in structural model. In addition, 5 hypotheses are supported in p-value<0.05. In conclusion, the theoretical framework model concerning the influence of the knowledge-sharing shall be measured by understanding relationship between teams. We hope this research will contribute to further studies and provide some suggestions for implementing management of the knowledge-sharing.
