影響個人知識分享行為之探討：跨層次分析驗證模式

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蕭婉鎔(Wan-Jung Hsiao) 查詢紙本館藏

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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)

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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

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指導教授

黃同圳(Tung-Chun Huang)

審核日期

2009-5-19

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