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姓名	吳欣蓓(Hsin-pei Wu)  查詢紙本館藏	畢業系所	人力資源管理研究所
論文名稱	個人與團隊契合、情感性承諾、知識分享行為與團隊績效之關聯－兼論團隊公平知覺的調節效果 (Person-team fit, affective commitment, knowledge sharing behavior, and team performance: perceived team justices as moderators)
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摘要(中)	有別於過去從經濟理性角度來探討知識分享，本研究企圖從情感面的視角來理解知識分享，也就是著重人際間的知識交流，本質上是一種「分享」行為，而不全然是「交換」的結果。本研究從社會認定理論討論團體的組成，並認為個人價值觀與團隊（共享價值觀）文化契合是社會認定的結果，基於認定與情感上的相屬，人們因此願意分享知識，也創造更好的績效。本研究以立意抽樣法，收集72組團隊成員（包含主管）資料，有效樣本數為413份，有效回收率為94.9%，企圖驗證契合度（分別由個人與團隊文化契合、成員價值觀契合度兩者來檢驗）、情感性承諾、知識分享與團隊績效間之關聯性。結果發現，研究變項間皆存在顯著相關，契合度並能預測知識分享與績效，情感性承諾亦是重要的中介變項。此外，本研究認為團隊中還須有支持性的因子來維繫團隊內的良性互動，於是提出團隊成員公平知覺為調節變項，結果發現分配公平、人際公平與資訊公平為促進成員價值觀契合度與知識分享之間關係的顯著調節因子。
摘要(英)	Different from an economic point of view to explore the rational knowledge sharing, this study was an attempt to understand the perspective of knowledge sharing from the emotional side.It means stress on interpersonal knowledge sharing is essentially a kind of "sharing" behavior, but not entirely the "exchange" results. According to social identity theory, person-team fit based on the value congruence and one’s value fit in with team culture may have higher emotional stability which increased capability of team members to work together, to share knowledge, and to create a better performance. Thus this research aimd to explore relations between P-T fit, affective commitment, knowledge sharing and team performance. In order to test hypotheses, data collected from 72 teams were analyzed, including 413 members as our sample, and the effective rate of participants was 94.9%. It was found that variables significantly related to each other, and the reasoning had been also verified. Besides, affective commitment is an important mediator for the model. In addition, we suggest that team justice would be a supportive factor to sustain positive interaction within the team. Therefore we put forward perceived team justice including distributive justice, procedural justice, interpersonal justice and information justice as moderators and the results show that perceived distributive justice, interpersonal justice and information justice moderated the relationship between P-T fit and knowledge sharing.
關鍵字(中)	★ 個人與團隊契合 ★ 團隊公平知覺 ★ 團隊績效 ★ 知識分享 ★ 情感性承諾	關鍵字(英)	★ perceived team justice ★ P-T fit ★ affective commitment ★ knowledge sharing ★ team performance
論文目次	中文摘要 i ABSTRACT ii 誌謝 iii 目錄 iv 圖目錄 vi 表目錄 vii 一、 緒論 1 1-1 研究背景 1 1-2 研究動機與目的 2 二、 文獻回顧與評述 8 2-1 社會認定理論 8 2-1-1 社會認定理論的歷史發展 8 2-1-2 社會認定取徑（social identity approach） 9 2-1-3 社會認定取徑與契合 9 2-1-4 小結 11 2-2 個人與環境契合 11 2-2-1 個人與環境契合的種類 11 2-2-2 個人與環境契合的內容構面與量測 14 2-2-3 國內個人與環境契合研究的進展 14 2-2-4 小結 16 2-3 情感性承諾 17 2-3-1 情感性承諾的定義 17 2-3-2 情感性承諾與群體認同 18 2-3-3 小結 19 2-4 知識分享於知識管理領域中的地位 19 2-4-1 知識管理領域的發展 19 2-4-2 知識分享的地位 22 2-4-3 小結 28 2-5 團隊成員公平知覺 28 2-5-1 組織公平的意涵 28 2-5-2 組織公平氛圍 31 2-5-3 小結 32 2-6 團隊績效 33 2-6-1 團隊的定義 33 2-6-2 團隊績效的衡量 34 2-6-3 小結 34 2-7 個人－團隊契合、情感性承諾、知識分享與團隊績效之關聯 34 2-8 團隊成員公平知覺在個人-團隊契合與知識分享行為間的調節效果 37 2-9 研究架構與研究假設 38 三、 研究方法 40 3-1 研究對象與施測程序 40 3-2 研究工具 41 3-2-1 個人價值觀－團隊文化契合 41 3-2-2 情感性承諾 44 3-2-3 知識分享行為 44 3-2-4 團隊績效 45 3-2-5 團隊成員公平知覺 45 3-2-6 控制變項 46 3-3 統計分析方式 46 四、 統計分析結果 48 4-1 敘述性統計分析 48 4-2 研究變項之相關分析 50 4-3 層級式迴歸分析 53 4-4 小結 60 五、 結論與建議 62 5-1 研究結果討論 62 5-2 研究限制與建議 65 5-3 管理意涵 66 參考文獻 67 附錄一：問卷 82
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指導教授	陸洛(Luo Lu)	審核日期	2010-7-12
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