勞動力不足是現今企業在人力資源上面臨的一大問題，隨著人口高齡化，當年長及擁有特殊專精的技能知識工作者退休或離職時，這些專業知識亦隨之帶走消失或轉移至競爭對手處；隨著世代交替，人口結構的改變以及人力的快速流動，也凸顯中高齡專業技術工作者的專業知識傳承無以接續的問題。這些中高齡工作者的技術養成通常透過師徒制口耳相傳及個人經驗累積，更增加專業知識傳承的難度，這對於擁有技術能力即等於擁有競爭力的高科技產業來說，所造成的負面影響難以用金錢計數。 本研究以質性研究方法中的訪談法來探討影響中高齡知識分享的前因，並聚焦於探討組織文化、團隊內的人際互動、人力資源管理措施和個人能力此四個面向對中高齡專業技術工作者知識分享意願與行為的影響。訪談結果發現，知識分享自我效能對於中高齡專業技術工作者知識分享意願的影響最大，此外，組織文化、團隊內的人際互動及人力資源管理措施亦會對中高齡專業技術工作者的知識分享意願與行為產生舉足輕重的影響。 ;Nowadays, organizations suffer from insufficient labor and frequent loss of human resource. Especially when middle-aged workers with special expertise retire or resign, critical knowhow may not preserve in the organization. Organizations also face the problems of passing down professional knowledge to succeeding generations. Since middle-aged workers have developed their professional knowhow and expertise via informal mentoring, it increases the challenges of passing the professional knowledge down. Thus, the purpose of this research is to explore antecedents which affect middle-aged professional workers’ knowledge-sharing intentions and behaviors. By using qualitative interview approach, the present study categorizes 4 types of antecedents which can determine middle-aged professional workers’ knowledge sharing intention and behaviors: organizational culture, interaction of team, human resource management measurements, and personal capabilities. The results show that knowledge sharing self-efficacy is comparatively more influential antecedent than others. Moreover, organizational culture, interaction of team, and human resources management are also critical to determine knowledge sharing intentions and behaviors among these middle-aged specialists.
