如何東方不敗： 以傳統師徒傳承結合知識管理，強化組織競爭

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题名:	如何東方不敗：以傳統師徒傳承結合知識管理，強化組織競爭
作者:	林沛涵;Lin, Pei-Han
贡献者:	人力資源管理研究所在職專班
关键词:	師徒制;知識分享;知識管理;知識移轉;Apprenticeship/Mentorship;Knowledge sharing;Knowledge management;Knowledge transfer
日期:	2024-07-19
上传时间:	2024-10-09 14:44:21 (UTC+8)
出版者:	國立中央大學
摘要:	受到新冠肺炎COVID-19疫情的影響，已對全球經濟造成了結構性的巨大改變，產業面對數位轉型趨勢已刻不容緩，然傳統產業屬於勞動力密集的市場，技術性高本傳承就不易，再加上年輕人多嚮往高科技產業不願進入傳統產業，造成產業面臨著一系列挑戰，包括技術性高傳承不易、人才培訓困難、環境複雜艱苦以及知識斷層等問題，少了人力庫和知識庫，何談數位轉型。此研究主要探討在勞力密集的傳統產業，如何透過師徒技術傳承順應時勢結合知識管理方式，來強化企業的組織競爭力。因此透過個案Ｐ公司台灣廠及大陸廠員工參與線上記名問卷，總計收回260份，再從中抽7 組分三個階層依序進行員工晤談計畫，透過質性訪談探討員工動機及知識分享意願度，以瞭解如何利用師徒技術傳承和知識管理來促進組織發展及提高競爭力。研究結果發現：(1)員工普遍肯定師徒制對職涯發展的益處，但對個性差異影響學習效果有顧慮，需個性化教學。(2)師徒制能提升工作成就感及建立人脈，員工期待情感支持和鼓勵，有些偏向實踐中學習和創新，有些認為模仿資深者有助系統化學習。(3)感知組織支持存在差異，需增加對個人貢獻的認可和表揚。分享意願依賴主管期望及工作文化，強調合作與支持氛圍。(4)知識庫的建立與應用、系統性訓練課程和線上學習平台被認為有效。員工對新知識的吸收、內化與應用有較高期望，強調知識和技術的創新應用及知識傳承的重要性。因此，以傳統師徒傳承結合知識管理，進而可強化組織競爭。;The COVID-19 pandemic has induced significant structural changes in the global economy, necessitating urgent digital transformation across industries. Traditional industries, characterized by their labor-intensive nature, face substantial challenges in this regard. These include difficulties in transferring high-level technical skills, training talent, dealing with complex and strenuous work environments, and bridging knowledge gaps. Without a robust labor and knowledge pool, digital transformation becomes increasingly difficult. This research focuses on how labor-intensive traditional industries can enhance organizational competitiveness through the mentor-apprentice model combined with knowledge management strategies. Utilizing a case study of Company P, involving employees from its Taiwan and China plants, the study collected 260 responses via an online survey. Seven groups across three hierarchical levels were then selected for detailed interviews to explore employee motivation and willingness to share knowledge. The goal is to understand how the mentor-apprentice model and knowledge management can drive organizational development and boost competitiveness. Key findings include: 1.Employees generally acknowledge the benefits of the mentor-apprentice system for career development. However, concerns about the impact of personality differences on learning effectiveness suggest a need for personalized teaching approaches. 2.The mentor-apprentice system can enhance job satisfaction and build professional networks. Employees expect emotional support and encouragement, with some preferring practical, innovative learning, and others favoring systematic learning through imitation of senior colleagues. 3.Perceived organizational support varies, indicating a need for increased recognition and appreciation of individual contributions. Knowledge-sharing willingness depends on managerial expectations and the work culture, highlighting the importance of a collaborative and supportive environment. 4.The establishment and application of knowledge bases, systematic training programs, and online learning platforms are seen as effective. Employees have high expectations for acquiring, internalizing, and applying new knowledge, underscoring the importance of innovative applications of knowledge and technology and effective knowledge transfer.
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