知識為組織維持競爭優勢的來源。雖然與知識管理相關的議題很多，但是對所有的組織而言知識分享是不可或缺的。知識雖然可由正式的組織制度來傳播，但是知識更常由組織成員非正式的關係中來傳遞。本研究主要目的在建立一個以社會互動為觀點的知識分享模型，探討個人關係資本與人際互動知覺對於個人知識分享的影響，並加入團隊因素作為調節因素探討個人關係資本對個人知識分享的影響，且探討團隊知識分享對團隊工作績效的影響。本研究採用問卷調查法，針對房屋仲介業共發出60家店的問卷，回收53家店，團隊問卷回收率88.33%，發出332份個人問卷，回收228份問卷，個人問卷回收率68.67%。統計分析發現，個人關係資本與個人知識分享有顯著正向相關，信任、共享認知、互動公平對個人知識分享的正向效果不顯著，團隊知識分享與團隊績效的關係不顯著，賦權領導與團隊凝聚力作為個人關係資本和個人知識分享的調節效果不存在。本研究結果在管理上的意涵為員工之間關係的強度的確會影響其對於個人知識分享的強度。因此，組織可以強化員工之間的關係強度，例如藉由面對面的溝通，正式的會議、非正式的小組討論或降低離職率等措施來增加員工之間的連結程度，以助於組織內的個人知識分享。 Knowledge is the source of competition advantages in the organization. Knowledge sharing is indispensable for all organizations. Although knowledge can be transferred by formal organizational system, it is usually transmitted from the informal relationship. The purpose of the study is to form a knowledge sharing framework from the social interaction perspective. In this model, relational capital and interpersonal perception are expected to have a positive relation to personal knowledge sharing, while team contextual factors have a moderate effect on the relationship between relational capital and personal knowledge sharing. Furthermore, the relationship between team knowledge sharing and team performance is examined. 332 agents and their store managers in the 60 stores in the real estate agent industry participate in this survey. The result shows that relational capital has a significantly positive effect on knowledge sharing. Other hypotheses are not significant in the study. The implication of management is that the strong relationship between employees facilitates the intention of personal knowledge sharing. For enhance the relation between employees, the practices in the organization, face-to-face communication, formal meetings, and practices for lowing turnover rate, can help employees’ knowledge sharing.
