影響個人知識分享行為之探討：跨層次分析驗證模式

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：43

、訪客IP：3.145.74.215

姓名

蕭婉鎔(Wan-Jung Hsiao) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

影響個人知識分享行為之探討：跨層次分析驗證模式
(A Study of Individuals’ Knowledge Sharing Behavior–A Cross Level Analysis)

相關論文

★ 航空運輸業之空服人員甄選成績與工作績效之探討	★ 業務人員職能量表之建立-以某電子科技公司為例
★ 導入目標管理於中高階主管績效考核過程探討之研究-以某化工公司為例	★ 人力資源管理措施變革規劃與實施成效評估
★ 人力資源管理措施與工作態度之相關性研究-以城邦出版控股集團為例	★ 績效衡量指標變革對組織績效之影響探討--以某快餐連鎖企業為例
★ 新創事業產品策略、組織發展與組織能力探討－以A公司為例	★ 資材組織之整合過程與效益評析-以某高科技研究機構為例
★ 壽險業務員人格特質與工作績效之關聯性研究－以國內個案壽險公司為例	★ 業務人員職能與業務績效相關性之研究-以M公司為例
★ 核心職能對工作績效之影響－以C證券公司營業員為例	★ 影響壽險業務員工作投入與工作績效因素之探討
★ 人力資源管理活動規劃與實施方式及成效評估 —以大東紡織組織變革探討為例	★ 管理控制系統與組織績效之關連性分析─以某軟體資訊公司為例
★ 領導力才能評鑑360度回饋制度推動之探討-以某國際運輸公司為例	★ 企業績效管理制度之成效與因素探討

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

雖然有關知識管理的相關議題的研究截至目前為止已有許多學者加以討論與實證，其研究較多聚焦於技術性層次，但隨著人性與社會因素的日漸受到重視，對於知識分享的討論從個人角度重新加以詮釋有其必要性。因此，本研究主要從個人差異、團隊脈絡、組織人力資源管理活動三個不同層次，探討影響個人知識分享行為的前置因子與創造性績效間的關係。在分析方法上則運用階層線性模式來進行研究架構的分析與驗證，區分三個不同層次前置因子對於個人知識分享行為的影響。
研究樣本蒐集自國內天下雜誌調查1000大企業，共獲得46組團隊(包含46位團隊領導者與46位HR人員)及187位團隊成員的有效問卷。研究結果發現，個人特質會對個人行為產生影響，因此職能模式的建立亦是未來知識管理領域研究的另一個方向。除此之外，環境的脈絡效果亦會對隸屬於團隊、組織的個人，產生行為改變的影響，因此組織應更加重視支持情境的塑造，以導引員工的行為，朝向組織目標前進。

摘要(英)

Knowledge has been considered as the important resource to the competitive advantage of an organization. While much of the knowledge management literature was heavily focused on technological issues, this has changed, such that the importance of human and social factors has been increasingly recognized. The paper shifts focus on the idea that the success of any knowledge management initiative is likely to be dependent on people taking an active role in the process. The purpose of this research is to understand the knowledge sharing behavior of employees. The research has identified several antecedents from different perspectives, such as individual differences and contextual environment.
In validating this research with hierarchical linear modeling (HLM), data was collected from 187 employees in 46 different teams. A valid sample includes three different questionnaires: employees, team leader, and HR members. The results show that individual difference such as self-monitor personality and social skill are significantly important to individual’s knowledge sharing behavior. Furthermore, contextual environment is also an important factor that impact on individual’s knowledge sharing behavior. Overall, this research has provided a comprehensive framework of the impact factors of individuals’ knowledge sharing behaviors. Hopefully, it can serve as the foundation for future research.

關鍵字(中)

★ 創造性績效
★ 團隊
★ 跨層次研究
★ 知識分享

關鍵字(英)

★ creative performance
★ team
★ Cross level analysis
★ Knowledge sharing

論文目次

第一章前言 1
第一節研究動機 1
第二節研究問題 4
第三節研究目的 4
第四節概念性研究架構 5
第五節論文架構 5
第二章文獻探討與研究假設 7
第一節知識與知識管理 7
一、知識的定義 7
二、知識管理 9
第二節網絡對知識分享的影響 12
一、社會資本與網絡 12
二、知識網絡 15
第三節個人特質對知識分享的影響 19
第四節團隊情境對知識分享的影響 21
第五節人力資源管理活動對知識分享的影響 23
一、人力資源管理活動的直接效果 23
二、人力資源管理活動對於團隊情境的創造效果 25
第六節知識分享效益探討 27
一、個人層次知識分享效益—知識分享的中介效果 27
二、團隊知識分享程度與創造性績效的關係 29
第七節小結 29
第三章研究方法 31
第一節研究對象 31
第二節研究程序 32
第三節變數衡量 33
第四節分析方法 35
一、一般線性模式(General linear models; GLM)的限制 35
二、階層線性模式(Hierarchical Linear Models; HLM) 37
三、階層線性模式中心化議題 37
第四章分析結果 39
第一節基本特性分析 39
一、樣本結構 39
二、團隊層次變數聚合要件檢視 41
第二節敘述性統計與相關分析 42
第三節個人知識分享行為跨層次之分析結果 43
一、虛無模式(Null Model) 43
二、隨機迴歸係數模式(Random Coefficient Regression Model) 44
三、團隊脈絡因素之直接效果分析 45
四、團隊脈絡因素干擾效果分析 48
五、加入組織層次之人力資源管理活動對知識分享影響效果分析 50
六、個人層次知識分享對創造性績效中介效果(Mediation)檢定 53
七、團隊知識分享程度對個人創造性績效之影響 56
第五章討論與建議 57
第一節結果與討論 57
一、個人自我監控特質與社交能力會對個人知識分享行為產生正向影響 59
二、團隊知覺知識網絡重要性與對知識網絡的偏好會影響個人知識分享行為 59
三、組織提供團隊導向的教育訓練，對個人知識分享行為有正向影響 60
四、個人知識分享行為會提高個人創造性績效 60
五、團隊知識分享程度會影響個人創造性績效 61
第二節管理意涵 61
第三節研究限制 63
第四節結論 64
參考文獻 66
一、中文部分 66
二、英文部分 67
附錄一：問卷調查說明 76
附錄二：團隊成員填答量表 77
附錄三：專案團隊主管填答量表 80
附錄四：人力資源主管填答量表 83
附錄五：回收樣本公司及團隊基本資料 85
附錄六：團隊變數聚合之rwg值 87

參考文獻

王湧水，2006，從內部顧客與角色觀點探討人力資源部門效能：一項跨層次分析模式的檢驗，中央大學人力資源管理研究所，博士論文。
林政賢，2002，團隊氣候、團隊知識創造過程對團隊創新績效影響之研究，東海大學企業管理學系，碩士論文。
林鉦棽、彭台光， 2006，多層次管理研究：分析層次的概念、理論和方法，管理學報，23: 649-675 。
林億明，2002，團隊導向的人力資源管理實務對團隊知識分享與創新之影響－社會資本的中介效果，東吳大學企業管理學系碩士論文。
邱皓政，2002，學校組織創新氣氛的內涵與教師創造力的實踐：另ㄧ件國王的新衣？應用心理研究，15: 191-224。
邱皓政、溫福星， 2007，脈絡效果的階層線性模型分析：以學校組織創新氣氛與教師創意表現為例，教育與心理研究，30(1): 1-35。
高新建、吳幼吾，1997，層級線性模式在內屬結構教育資料上的應用，教育研究資訊，5(2): 31-50。
袁家瑜，2003，專業人員跨組織知識分享意願之研究-以內部稽核人員為例，輔仁大學管理學研究所未出版碩士論文。
陳榮德，2004，組織內部社會網絡的形成與影響：社會資本觀點，國立中山大學人力資源管理研究所博士論文。
黃吉村，2003，研發團隊成員之內隱知的流動與績效，成功大學企業管理系，博士論文。
黃敏萍，2000，跨功能任務團隊之結構與效能：任務特性與社會系絡之影響，台灣大學商學研究所，博士論文。
溫福星，2006，階層線性模式：原理、方法、與應用，台北，雙葉書廊。
齊若蘭. (Collins, J. 原著)，2002，從A到A+，台北，遠流出版社。
Abelson, R. P. 1976. Script processing in attitude formation and decision making. In J.S. Carroll & W. J. Payne (Eds.), Cognition and social behavior. Hillside, NJ: Lawrence Erlbaum, 139-181
Adler, P. S. & Kwon, S. W. 2002. Social capital: prospects for a new concept. Academy of Management Review, 27(1): 17-40.
Adorno, T. W., Frenkel-Brunswik, E., Levinson, D. J., & Standford, R. N. 1950. The authoritarian personality. New York: Harper and Row.
Ahmed, P. K., Lim, K.K., & Loh, A.Y.E. 2002. Learning through knowledge management, Oxford: Butterworth-Heinemann.
Aiken, M., & Hage, J. 1971. The organic organization and innovation. Sociology, 5, 63-82.
Alavi, M., & Leidner, D. E. 2001. Knowledge management and knowledge management systems: conceptual foundations and research issues. MIS Quarterly, 25(1): 107-136.
Allee, V. 1997. 12 Principles of knowledge management. Training and Development, 51: 71-71.
Amabile, T. M. 1988. A model of creativity and innovation in organization. Research in Organizational Behavior, 10: 123-167.
Armstrong, M. 2000. The name has changed but has the game remained the same?. Employee Relations, 22(6): 576-593.
Ancona, D. G., & Caldwell, D. F. 1988. Beyond task maintenance: Defining external functions in groups. Group and Organizational Studies, 13:468-494.
Ashforth, B. 1985. Climate formation: issues and extension. Academy of Management Review, 10: 837-847.
Bandura, A. 1986. Social foundations of thought and action: A social cognitive view. New Haven, CT: Yale University Press.
Baron, R. M., ＆ Kenny, D. A. 1986. The moderator- mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consideration. Journal of Personality and Social Psychology, 51(6): 1173-1182
Beer, M., Eisenstat, R., & Spector, S. 1990. The critical path to corporate renewal. Harvard Business School Press, Boston.
Bettenhausen, K., & Murnighan, J. K. 1985. The emergence of norms in competitive decision-making groups. Administrative Science Quarterly, 30: 350-372.
Blau, P. 1977. Inequality and Heterogeneity. New York: Free Press.
Bontis, N. 2002. Managing organizational knowledge by diagnosing intellectual capital: Framing and advancing the state of the field, pp. 13-44. World Congress on Intellectual Capital Readings—Cutting-edge thinking on intellectual capital and knowledge management from the world’s experts. In N. Bontis (Ed.), Boston: Butterworth-Heinemann.
Bourdieu, P. 1977. Outline of a theory of practice. Cambridge. England: Cambridge University Press.
Boyatzis, R. E. 1982. The competence manager. New York: Wiley.
Bostrom, R. P. 1989. Successful application of communication techniques to improve the systems development process. Information & Management, 16(5): 279-295.
Breiger, R. L. & Ennis, J. G. 1979. Personae and social roles: The network structure of personality types in small groups. Social Psychology Quarterly, 42: 262-270.
Bryk, A. S., & Raudenbush, S. W. 2002. Hierarchical linear models: Application and data analysis methods. 2nd. Newbury Park, CA: Sage.
Buchel, B. & Raub, S. 2002. Building knowledge-creating value networks. European Management Journal, 20(6): 587-96.
Burt, R. S. 1992. Structural holes: The social structure of competition. Cambridge, MA: Harvard University Press.
Choi, B. & Lee, H. 2002. Knowledge management strategy and its link to knowledge creation process. Expert Systems with Applications, 23:173-187.
Chong, L. & Gibbons, P. 1997. Corporate entrepreneurship: The role of ideology and social capital. Group and Organization Management, 22: 10-30.
Cohen, J. 1988. Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ. Eribaum.
Cohen, M. 1995. When people get out of the box: New relationships, new systems. In Howard A (Ed.), The changing nature of work (pp. 365-410). San Francisco: Jossey-Bass.
Coleman, J. S. 1988. Social capital in the creation of human capital. American Journal of Sociology, 94: 13-39.
Cook, K. S. 1982. Network Structures from an Exchange Perspective. pp.177-199. in Social Structure and Network Analysis, Peter V. Marsden and Nan Lin, eds. Beverly Hills: Sage Publications.
Davenport, T. and L. Prusak. 1998. Working Knowledge, Boston, MA: Harvard Business School.
Deutsch, M. 1949. A theory of cooperation and competition. Human Relations, 2: 129-151.
Drucker, P. F. 1993. Post-Capitalist Society. Oxford: Butterworth Heinemann.
Fernandez, R. M., Castilla, E. J., & Moore, P. 2000. Social capital at work: Networks and employment at a phone center. American Journal of Sociology, 105: 1288-1356.
Forrester, R., & Drexler, A. B. 1999. A model for team-based organization performance. Academy of Management Executive, 13(3): 36-49.
Gabbay, S. M. & Zuckerman, E. W. 1998. Social capital and opportunity in corporate R&D: The contingent effect of contact density on mobility expectations. Social Science Research, 27: 189-217.
Garavan, T. N., Gunnigle, P., & Morley, M. 2000. Contemporary HRD research: a triarchy of theoretical perspectives and their prescriptions for HRD. Journal of European Industrial Training, 24(213): 65-93.
Geraghty, K. & Desouza, K. C. 2005. Optimizing knowledge networks. Industrial Management, 47(6): 25-32.
Gersick, C. J. C. 1988. Time and transition in work teams: Toward a new model of group development. Academy of Management Journal, 31: 9-41.
Glick, W. H. 1985. Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of Management Review, 10: 601-616.
Granovetter, M., 1973. The strength of weak ties. American Journal of Sociology, 78: 1360-1380.
Hakansson, H. 1989. Corporate technological behavior: Cooperation and networks. London and New York:Routledge Press, pp.15-28.
Hansen, M. T. 1998. The search-transfer problem: The role of weak ties in sharing knowledge across organization subunits. Working paper, Harvard Business School, Boston, MA.
Hislop, D. 2003. Linking human resource management and knowledge management via commitment: a review and research agenda. Employee Relations, 25(2): 182-203.
Hoegl, M., Parboteeah, K. P. & Munson, C. 2003. Team-level antecedents of individuals’ knowledge networks. Decision Science, 34(4): 741-769.
Hofmann, D. A. 1997. An overview of the logic and rational of hierarchical linear models. Journal of Management, 23: 723-744.
Hofmann, D. A., & Gavin, M. B. 1998. Centering decisions in hierarchical linear models: Implications for research in organizations. Journal of Management, 24: 623-641.
Hofstede, G. 1998. Attitudes, values and organizational culture: disentangling the concepts. Organization Studies, 19(3): 477.
Hooff, B. van den., & De Ridder, J.A. 2004. Knowledge sharing in context, the influence of organization commitment, communication climate and CMC use on knowledge sharing. Journal of Knowledge Management, 8: 117-130.
Hollander, E. W., & Willis, R. H. 1967. Some current issues in the psychology of conformity and nonconformity. Psychological Bulletin, 68: 62-76.
Hox, J. 2002. Multilevel Analysis: Techniques and Applications. Mahwah, NJ: Erlbaum.
Ibarra, H. 1993. Network centrality, power, and innovation involvement: Determinants of technical and administrative roles. Academy of Management Journal, 36: 471-501.
Ives, W., B., Torrey, C., & Gordon. 2002. Knowledge sharing is a human behavior. pp.99-129. In D. Morey, M. Marbury, and B. Thuraisingham (eds.) Knowledge management: classic and contemporary works. Boston:Massachusetts Institute of Technology..
James, L. 1982. Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67:219-229.
James, L. R., Demaree, R. G.., & Wolf, G.. 1984. Estinating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69:85-98.
Janssen, O., 2001. Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction. Academy of Management Journal, 44: 1039-1050
Joshi, A., Liao, H., & Jackson, S. E. 2006. Cross-level effects of workplace diversity on sales performance and pay. Academy of Management Journal, 49(3): 459-481.
Katz, D., & Kahn, R. L. 1978. The social psychology of organizations. New York: Wiley.
Kilduff, M. & Krackhardt, D. 1994. Bringing the individual back in: A structural analysis of the internal market for reputation in organizations. Academy of Management Journal, 37: 87-108.
Kilduff, M. & Tsai, W. 2003. Social networks and organizations. London: SAGE.
Klein, K. J., Lim, B. C., Saltz, J. L. & Mayer, D. M. 2004. How do they get there? An examination of the antecedents of centrality in team networks. Academy of Management Journal, 47(6): 952.
Kozlowski, S. W. J. & Hattrup, K. 1992. A disagreement about within-group agreement: Disentangling issue of consistency versus consensus. Journal of Applied Psychology, 77: 161-167.
Kozlowski, S. W. J., & Klein, K. J. 2000. A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: 3-90. San Francisco: Jossey-Bass.
Krackhardt, D. & Hanson, J. R. 1993. Informal networks and organizational crises: An experimental simulation. Social Psychology Quarterly, 51: 123-140.
Krackhardt, D. 1992. The strength of strong tie: the importance of Philoss in organizations, pp.216-239. Networks and organizations: structure, form, and action. Edited by Nitin Nohria and Robert, G. Eccles, Harvard School Press.
Kreft, I. 1996. Are multilevel techniques necessary? An overview, including simulation studies. Unpublished manuscript, California State University at Los Angeles.
Leana, C. R. & Buren, H. JV. 1999. Organizational social capital and employment practices. Academy of Management, 24(3): 538-556.
Lee, S. M., and Hong, S. 2002. An Enterprise-Wide Knowledge Management System Infrastructure. Industrial Management and Data Systems, 102(1): 17-25.
Lennox, R. D. & Wolfe, R. N. 1984. Revision of the Self-Monitoring Scale. Personality and Social Psychology, 46 (6): 1349-1364.
Litwin, G., & Stringer, N. 1968. Motivation and organizational climate. Boston, MA.: Harvard University Press
Mathieu, J. & Taylor, S. 2007. A framework for testing meso-mediational relationships in organizational behavior. Journal of Organization Behavior, 28: 141-172.
Mayhew, B. H. 1980. Structuralism versus individualism. Part 1: Shadow boxing in the dark. Social Forces, 59: 335-375.
McClelland, D. C. 1973. Testing for competence rather than for “intelligence.” American Psychologist, 1: 1-14.
McCuiston, V. E. & Jamrog, J. J. 2005. Knowledge management implementation: HR executives speak out. Journal of Applied Management and Entrepreneurship, 10(1): 20-40.
McFletcher, D. 1996. Teaming by design: real teams for real people. Chicage, IL: Professional Publishing.
McGrath, J. E. 1964. Social Psychology: A Brief Introduction, New York: Holt, Rinehart & Winston.
McHugh, P. P. 1997. Team-based work systems: Lessons from the industrial relations literature. Human Resource Planning, 20(3): 44-47.
Mears, P., & Voehl, F. 1994. Team Building: A structured learning approach. Delray Beach: St. Lucie Press.
Mehra, A., Kilduff, M., & Brass, D. J. 2001. The social network of high and low self-monitors: Implications for workplace performance. Administrative Science Quarterly, 46:121-146.
Mohrman, S. A., Cohen, S. G., & Mohrman, A. M. Jr. 1995. Designing Team-Based Organizations: New Forms for Knowledge Work. San Francisco: Jossey-Bass.
Moran, T. E. and Volkwein, T. F. 1992. The culture approach to the formulation of organizational climate. Human Relations, 45: 19-29.
Morgeson, F. P., Reider, M. H., & Campionk, M. A. 2005. Selecting individuals in team settings: the importance of social skills, personality characteristics, and teamwork knowledge. Personnel Psychology, 58(3): 583-612.
Mumford M. D, Peterson N. G., & Childs R. A. 1999. Basic and cross-functional skills. In Peterson NG, Mumford MD, Borman WC, Jeanneret PR, Fleishman EA (Eds.), An occupational information system for the 21st century: The development of O*NET (pp. 49-69). Washington, DC: APA.
Mullen, J. 1997. Graduates deficient in soft skills. People Management, 3(22): 18.
Muzio, E., Fisher, D. J., Thomas, E. R., & Peters ,V. 2007. Soft skills quantification (SSQ) for project management competencies. Project Management Journal, 38(2): 30-39.
Nahapiet, J. & Ghoshal, S. 1998. Social capital, intellectual capital, and the organizational advantage. The Academy of Management Review, 23(2): 242-267.
Neuman, J. H. & Baron, R. A. 1998. Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24: 391-419.
Newcomb, T. M. 1961. The acquaintance process. New York: Holt, Rinehart & Winston.
Nieva, V. F., Fleishman, E. A. & Rieck, A. 1978. Team Dimensions: Their Identity, Their Measurement, and Their Relationship, Washington, DC: Advanced Research Resources Organizations.
Nonaka, I. 1994. A dynamic theory of organizational knowledge creation. Organization Science, 5(1): 14-37.
Nonaka, I. & Takeuchi, H. 1995. The Knowledge-Creating Company - How Japanese Companies Create the Dynamics of Innovation, New York, NY.
O'Dell, A., & Grayson, C. J. 1998. If only we know what we know: identification and transfer of internal best practices. California Management Review, 40(3): 154-174.
Okhuysen, G. & Eisenhardt, K.M. 2002. Integrating knowledge in groups: how formal interventions enable flexibility. Organization Science, 13(4): 370-86.
Olesen, K. & Myers, M. D. 1999. Trying to improve communication and collaboration with information technology: An action research project which failed. Information Technology and People, 12(4):317-322.
Pennings, J. M., Lee, K., & Van, Witteloostuijn, A. 1998. Human capital, social capital, and firm dissolution. Academy of Management Journal, 41:425-440.
Robbins. S. P. 2002. Organizational Behavior. 10th ed., Prentice Hall.
Roberts, J. 2000. From know-how to show-how? Questioning the role of information and communication technologies in knowledge transfer. Technology Analysis and Strategic Management, 12(4): 429-443.
Robertson, M. & Hammersley, O.G. 2000. Knowledge management practices within a knowledge-intensive firm: the significance of the people management dimension. Journal of European Industrial Training, 24(24): 241-53.
Robinson, W. S. 1950. Ecological correlations and the behavior of individuals. American Sociological Review, 15: 351–357.
Rosenthal, E. A. 1996. Social networks and team performance. Unpublished doctoral dissertation, University of Chicago.
Sackmann, S. A. & Friesl, M. 2007. Exploring cultural impacts on knowledge sharing behavior in project teams -results from a simulation study. Journal of Knowledge Management, 11(6): 142.
Sawhney, M., & Prandelli, E. 2000. Communities of creation: managing distributed innovation in turbulent markets. California Management Review, Summer: 24-54.
Scarbrough, H. and Carter, C. 2000. Investigating knowledge management, CID, London.
Schein, E. H. 1990. Organizational culture. American Psychologist, 45(2), 109-119.
Schonstrom, M. 2005. Creating knowledge networks: lessons from practice. Journal of Knowledge Management, 19: 17-30.
Scott. 1998. Organizations: Rational, Natural and Open Systems. Englewood Cliffs, NJ: Prentice Hall.
Seufert, A., von Krogh, G. & Bach, A. 1999. Towards knowledge networking. Journal of Knowledge Management, 3: 289-308.
Snyder, M. & Gangestad, S. 1986. On the nature of self-monitoring: matters of assessment, matters of validity. Journal of Personality and Social Psychology, 51: 125-139.
Snyder, M. 1974. Self-monitoring of expression behavior. Journal of Personality and Social Psychology, 30: 525-537.
Snyder, M. 1987. Public appearance/private realities: The psychology of self-monitoring. New York: Freeman.
Spencer, L. M., & Spencer, S. M. 1993. Competence at work: Models for superior performance. New York: Wiley.
Stenmark, D. 2001. Leveraging Tacit Organizational Knowledge. Journal of Management Information Systems, 17(3): 9-24.
Storey, J. and Quintas, P. 2001. Knowledge management and HRM. in Storey, J. (Ed.), Human Resource Management: A Critical Text, Thomson Learning. London.
Swan, J., Newell, S. & Robertson, M. 2000, Limits of IT-driven knowledge management initiatives for interactive innovation processes: towards a community-based approach. Proceedings of the 33rd Hawaii international Conference on System Sciences. Maui, Hawaii, January 2000.
Tesluk, P.E., Farr, J. L., & Klein, S. R. 1997. Influences of organizational culture and climate on individual creativity. The Journal of Creative Behavior, 31(1): 27-41.
Truss, C., Gratton, L., Hope-Hailey, V., Stiles, P., & Zaleska. 2002. Paying the piper: Choice and constraint in changing HR functional roles. Human Resource Management Journal, 12(2): 39-64.
Tsai, W. & Ghoshal, S. 1998. Social capital and value creation: The role of intra-firm networks. Academy of Management Journal, 41: 464-476.
Utterback, J. M. 1971. The process of innovation within the firm. Academy of Management Journal, 14: 75-88.
Vroom, V. 1964. Work and Motivation. New York: Wiley.
Walumbwa, F. O., Lawler, J. J., Avolio, B. J., Jackson, P. W. & Shi, K. 2005. Transformational Leadership and Work-Related Attitudes: The Moderating Effects of Collective and Self-Efficacy Across Cultures. Journal of Leadership and Organizational Studies, 11(3): 2-13.
Wellman, B. 1988. Structural analysis: From method and metaphor to theory and substance. In B. Wellman, & S. D. Berkowitz (Eds.), Social structures: A network approach (pp.19-61). New York: Cambridge University Press.
Wolfe, C. & Loraas. T. 2008. Knowledge sharing: the effects of incentives, environment, and person. Journal of Information Systems, 22(2): 53-77.
Wright, P.M., McMahan, G.C., Scott A. Snell, S.A., & Gerhart, B. 2001. Comparing line and HR executives’ perceptions of HR effectiveness: Services, roles, and contributions. Human Resource Management, Summer, 40(2): 111-123
Yahya S. & Goh, W. 2002. Managing human resources toward achieving knowledge management. Journal of Knowledge Management, 6(5): 457-469.

指導教授

黃同圳(Tung-Chun Huang)

審核日期

2009-5-19

推文