從相依理論探討員工知識分享意圖之研究

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胡勝雄(Sheng-hisung Hu) 查詢紙本館藏

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資訊管理學系

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從相依理論探討員工知識分享意圖之研究

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摘要(中)

隨著知識經濟的來臨，知識成為企業獲得競爭優勢不可或缺的重要因素之一，而知識可以經過分享的動作，進而獲得指數的成長和經驗，因此可以知識組織內知識分享的重要性，所以本研究希望能了解組織員工分享因素之探討，並將知識分成顯性的資訊產品以及隱性的專家知識，藉此了解員工在進行分享時，對於不同類型的知識是否有不同的看法。
本研究延伸了Constant et al. (1994) 所提出的理論，以「相依理論」為基礎，希望能了解員工在進行知識分享時，個人的社會價值傾向，以及分享者和被分享者的相依程度，比如分享者對被分享者的信任，分享者對組織的承諾和是否認為其所創造出來的知識是屬於公司的等等因素對分享意圖之影響。
研究結果發現：
1. 信任、組織承諾和組織擁有權會影響知識分享之意圖。
2. 組織承諾會影響員工所創造出來的知識之組織擁有權。

關鍵字(中)

★ 知識分享
★ 信任
★ 組織承諾
★ 相依理論
★ 社會價值傾向
★ 組織擁有權

關鍵字(英)

★ social value orientation
★ independent theory
★ trust
★ organizational commitment
★ organization ownship
★ knowledge sharing

論文目次

目錄 I
圖目錄 III
表目錄 IV
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 2
第三節研究程序 2
第二章文獻探討 4
第一節社會交換理論與知識分享 4
第二節社會價值傾向 6
第三節相依理論 10
第四節信任 15
第五節組織承諾 22
第三章研究模型與研究方法 32
第一節研究架構 32
第二節研究假說 33
第三節研究變數之定義與操作化 40
第四節問卷設計 44
第五節研究設計 45
第六節資料分析方法 45
第四章資料分析 47
第一節樣本回收 47
第二節樣本基本特性分析 48
第三節問卷量表之信度、效度檢定 49
第四節研究假說的實質關係檢定 55
第五章結論及建議 64
第一節研究結果及討論 64
第二節實務意涵 67
第三節研究限制 68
第四節未來研究方向 69
參考文獻 71
一、中文部份 71
二、英文部份 72
附錄一　前測問卷 81
附錄二　正式問卷 83

參考文獻

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指導教授

范懿文、范錚強
(Yi-Wen Fan、Cheng-Kiang Farn)

審核日期

2004-7-1

推文