探討組織氣候、知識分享與工作投入之關係

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/91672

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/91672

Title:	探討組織氣候、知識分享與工作投入之關係
Authors:	黃秋萍;Huang, Chiu-Ping
Contributors:	人力資源管理研究所在職專班
Keywords:	組織氣候;知識分享;工作投入;organizational climate;knowledge sharing;job engagement
Date:	2023-10-16
Issue Date:	2024-09-19 14:09:20 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究主要的目的在於探討企業員工組織氣候、知識分享及工作投入三者之間的現況及關聯性，採用問卷調查法，以台灣某集團企業正式員工及管理人員為研究對象，問卷抽樣方式以簡單便利取樣，透過以網路電子化問卷方式進行樣本蒐集，回收有效問卷209份。正式問卷回收之後，以SPSS21統計套裝軟體進行分析，涉及的分析方法包括：描述性統計分析、Pearson積差相關分析及階層迴歸分析，本研究將組織氣候區分為管控型組織氣候以及人際型組織氣候，依據本研究結果顯示，組織氣候正向影響工作投入；知識分享正向影響工作投入；而知識分享行為於管控型組織氣候與工作投入之間呈現部份中介效果，於人際型組織氣候與工作投入之間則不具有中介效果，希冀藉由本研究結果，可提供於企業界在組織氣候與工作投入之間更廣泛的理解。;The main purpose of this study is to explore the current status and relationships among organizational climate, knowledge sharing, and job engagement among employees in enterprises. A questionnaire survey method was employed, targeting formal employees and managerial personnel in a certain group company in Taiwan. The sampling method for the questionnaire was simple convenience sampling. Data collection was carried out through an online electronic questionnaire, resulting in 209 valid responses. After the collection of the completed questionnaires, analysis was conducted using SPSS 21 statistical software. The analysis methods included descriptive statistical analysis, Pearson′s correlation analysis, and hierarchical regression analysis. This study divides organizational climate into regulatory organizational climate and interpersonal organizational climate. According to the results of this study, organizational climate positively affects work engagement; knowledge sharing positively affects work engagement; and knowledge sharing behavior is related to regulatory organizational climate and work. There is a partial mediating effect between engagement, but there is no mediating effect between interpersonal organizational climate and work engagement. It is hoped that the results of this study can provide a broader understanding of the relationship between organizational climate and work engagement.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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