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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/71033

    Title: 組織信任、知識分享與知識心理所有權的關聯-調節式中介效果檢驗;The Relationship Between Organizational Trust, Knowledge-Sharing and Knowledge Psychological Ownership—An Examination of Moderated Mediation Effect
    Authors: 邱漢誠;Chiu,Han-Cheng
    Contributors: 人力資源管理研究所
    Keywords: 信任;知識分享;內隱知識;外顯知識;知識心理所有權;Trust;Knowledge sharing;Tacit knowledge;Explicit knowledge;Knowledge psychological ownership
    Date: 2016-06-24
    Issue Date: 2016-10-13 11:21:17 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 知識是維持企業競爭優勢的策略資源,而知識分享則是知識管理最重要的過程,因此企業應該鼓勵員工分享個人的知識。如果員工願意將自己擁有的知識分享給其他同事,企業將因為知識的累積並增加其價值。根據理性選擇理論的觀點,本論文認為組織中的信任是促進組織成員知識分享的重要因素,組織中員工對同事、對主管,以及對組織決策的信任,將會影響員工分享其知識,包括內隱知識與外顯知識。然而,既然知識是具有價值的資源,自利的天性如何能使員工願意分享自己的知識。社會困境理論的觀點提醒我們,擁有知識的員工知覺知識是屬於員工自己的,或許是基於成本與利益的考量,也或許是基於控制權的動機,都可能使分享知識變成有條件的。
    ;Knowledge is a strategic resource for enterprises to maintain their competitive advantage, and knowledge-sharing is the most important process for knowledge management; therefore, enterprises should motivate employees to share knowledge. If employees are willing to share knowledge with workmates, the enterprise will increase its value because knowledge is accumulated. According to the rational choice theory, this thesis argues that trust, as an essential factor in organization, promotes knowledge-sharing among employees. The trust have in their coworkers, supervisors and the organization’s decision influences knowledge-sharing, including tacit and explicit knowledge. However, knowledge is a valuable resource, how will self-serving human-natured employees be willing to share their knowledge? According to the theory of social dilemmas, employees who possess knowledge are aware that they own the knowledge. Knowledge-sharing is contingent on cost- and interest-based consideration as well as the control right-based motive.
    The sample of this study comprised enterprises which had adopted knowledge management system in Taiwan. In each enterprise, 3 to 10 employees from R&D department were selected to complete the survey which was designed to measure the personal perception of the employees. Data were collected at two points in time over an eight-month period. 316 valid pair-questionnaire were retrieved. The reliability and validity of the research information were analyzed, and the hierarchical regression model was adopted to test the the hypotheses. The research results are: (1) the sharing of tacit knowledge was helpful for the sharing of explicit knowledge; (2)the relationship between the trust in coworkers, trust in supervisors, trust in organization and the sharing of explicit knowledge mediated by the sharing of tacit knowledge; (3) the knowledge psychological ownership significantly moderated the relationship between trust in organization and the sharing of explicit knowledge; (4)Moderated mediation effects further demonstrated that knowledge psychological ownership moderated the strength of the mediated relationships between trust in organization and the sharing of explicit knowledge via the sharing of tacit knowledge.
    This thesis suggests that the trust perception of employees has enormous effects on the sharing of knowledge, but the effects are conditional. In particular, if employees protect their knowledge out of self-serving tendencies, the effects of the trust perception of employees on the sharing of knowledge will change. This study shows that the combination of the rational choice theory and the theory of social dilemmas offers a clearer understanding of the conditions for knowledge-sharing. This is a main theoretical contribution of this study. More implications and references for researchers and practitioners in management are discussed.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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