| 摘要: | 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。
本研究選取具有知識管理系統的台灣企業，每家企業抽取3-10名研發部門員工，採用問卷調查方法，對員工個人知覺進行衡量。問卷採兩階段時程蒐集，在不同時間點分別蒐集不同變數資料，時間共歷時8個月，總計回收有效配對問卷316份。研究資料經過信效度分析，運用階層迴歸模式進行假設驗證。研究結果顯示：1.內隱知識分享對促進外顯知識分享是有幫助的；2.內隱知識分享中介同事信任、主管信任與組織信任對外顯知識分享的關係均獲得支持；3.知識心理所有權顯著調節組織信任對外顯知識分享；4.調節式中介效果顯示，知識心理所有權顯著調節組織信任透過內隱知識分享而對外顯知識分享的間接影響。
本論文認為，員工的信任知覺確實對知識分享有相當程度的影響，但是信任所產生的效果卻是有一定條件的限制。尤其當員工基於自利，為了保護自己擁有的知識，員工的信任知覺對知識分享影響的程度就會產生變化。綜合研究發現，結合理性選擇觀點與社會困境論，對知識分享發生的條件提供比較清楚的理解，這是本研究主要的理論貢獻。最後亦提出管理意涵，提供實務界參考應用。
;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. |
