| DC 欄位 |
值 |
語言 |
| DC.contributor | 企業管理學系 | zh_TW |
| DC.creator | 翁柏登 | zh_TW |
| DC.creator | Bo-deng Weng | en_US |
| dc.date.accessioned | 2014-7-18T07:39:07Z | |
| dc.date.available | 2014-7-18T07:39:07Z | |
| dc.date.issued | 2014 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=100421024 | |
| dc.contributor.department | 企業管理學系 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 全球正處於以知識為基礎的新經濟時代，知識與創新將改變個人、企業、甚至國家，面對知識經濟時代的來臨，團隊若想保持競爭力及競爭優勢，就必須懂得創造知識的價值。本研究主要目的是以五大人格特質與主觀規範為基礎，探討團隊知識分享行為之因素，透過彙整先前研究知識分享之主觀規範前置因素以及運用五種不同人格特質，分析影響知識貢獻與知識接收的各種因素，目的在提供團隊成員一個廣泛多元的思考方向，落實團隊知識分享。
本研究透過網路問卷調查，以參與過工作團隊、學生團隊、網路團隊之團員作為調查對象，共回收368份問卷，有效問卷為308份 (回收率占84%)。本研究以結構方程式進行資料分析，研究結果顯示，測量模型信、效度良好，而在驗證假說檢定方面則發現：(1)對於知識分享構面，主觀規範對於知識貢獻以及知識收集皆為正向顯著關係；(2)對於五大人格特質構面，外向性對知識貢獻、親和性對知識貢獻與知識收集、盡責性對知識貢獻、經驗開放性對知識收集有顯著關係，其餘則無；(3)主觀規範前置因素構面，團隊支持與信任、自我價值感、高階管理支持、共同目標皆對主觀規範形成有正向顯著關係，而團隊隸屬感、團隊公平性則無顯著關係；(4) 在調節效果方面，所屬團隊性質不同對於主觀規範對知識貢獻有調節效果。
| zh_TW |
| dc.description.abstract | This study tries to explore the team member’s behavior on knowledge sharing. On the basis of Big Five and subjective norm, this study examines factors which influence the team member’s knowledge contributing and collecting by integrating antecedents of subjective norm of knowledge sharing in previous studies and using Big Five. Then, according to empirical results, the study provides multi-thinking for the team member to carry out knowledge sharing.
This study collects 368 samples in total by using internet questionnaires. Analyzing upon 308 usable responses by structural equation modelling reveals that the measurement model has good reliability and validity. The empirical results show that (1) for Knowledge Sharing construct, Subjective Norm has significantly positive effect on both knowledge contributing and collecting; (2) for Big Five construct, Extraversion and Conscientiousness toward knowledge contributing and Openness to Experience toward knowledge collecting have significantly positive effect; Agreeableness toward both knowledge contributing and collecting also has. However, Neuroticism has no significant impact. (3) for the construct of antecedents of Subjective Norm, Team Support and Trust, Sense of Self-Worth, Top Management Support and Shared Goal Perceived Behavior Control have a positive relationship with Subjective Norm, but Team Affiliation and Team Fairness haven’t.
| en_US |
| DC.subject | 團隊 | zh_TW |
| DC.subject | 知識貢獻 | zh_TW |
| DC.subject | 知識收集 | zh_TW |
| DC.subject | 知識分享 | zh_TW |
| DC.subject | 五大人格特質 | zh_TW |
| DC.subject | 主觀規範 | zh_TW |
| DC.subject | 因素分析 | zh_TW |
| DC.subject | Team | en_US |
| DC.subject | Knowledge Collecting | en_US |
| DC.subject | Knowledge Contributing | en_US |
| DC.subject | Knowledge Sharing | en_US |
| DC.subject | Big Five | en_US |
| DC.subject | Subjective Norm | en_US |
| DC.subject | Factor Analysis | en_US |
| DC.title | 以五大人格特質理論及主觀規範探討團隊知識分享之影響因素 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |