| DC 欄位 |
值 |
語言 |
| DC.contributor | 資訊管理學系 | zh_TW |
| DC.creator | 顏伯旭 | zh_TW |
| DC.creator | Yen Po-Hsu | en_US |
| dc.date.accessioned | 2013-8-21T07:39:07Z | |
| dc.date.available | 2013-8-21T07:39:07Z | |
| dc.date.issued | 2013 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=100423012 | |
| dc.contributor.department | 資訊管理學系 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 本研究以小組個案討論為實驗環境，探討不同獎賞方式與知識分享意圖的關係，並且了解獎賞方式對於個人知覺自主性以及知覺能力感的關係，另外也探討三種基本心理需求與獎賞方式是否能有效預測知識分享意圖。
本研究採用實驗室實驗法，以國立中央大學資訊管理研究生共96人為實驗樣本。分成無獎賞、任務型伴隨獎賞以及績效型伴隨獎賞三組實驗情境，2人為一組閱讀個案以及回答個案問題，實驗後有94份有效樣本。實驗數據透過實驗後問卷收集，並以敘述性統計、ANOVA檢定以及複迴歸分析資料，結果如下：
1.相較於無獎賞組別，有獎賞組別之實驗參與者其個人知覺能力感較高。
2.相較於有獎賞組別，無獎賞組別之實驗參與者其個人知覺自主性較高。
3.相較於無獎賞以及績效型伴隨獎賞，任務型伴隨獎賞方式之實驗參與者其個人知識分享意圖較低。
4.相較於獎賞方式，個人知覺自主性以及知覺能力感較能顯著預測個人知識分享意圖。
根據上述結果，本研究建議若組織欲增加成員知識分享意圖，應以增加組織成員知覺自主性以及知覺能力感為主要方式，使其自發性知識分享為最終目標，若未達成，可採用獎賞機制鼓勵成員知識分享，但是本研究結果顯示，獎賞雖然能提高知覺能力感，卻會削弱知覺自主性，因此獎賞方式的拿捏極為重要。此外，若組織採用獎賞機制，績效型伴隨獎賞為較佳的獎賞方式，其知識分享意圖較任務型伴隨獎賞組高。 | zh_TW |
| dc.description.abstract | This study focuses on exploring the relationships of reward, knowledge sharing intention, perceived competence and perceived autonomy. In addition, the study explores whether the different ways of reward and three basic psychological needs can effectively predict knowledge sharing intention.
Laboratory experiment method is employed in this study. Valid data were collected from 94 students. Several major findings of this study include:
1.Comparing with the no reward group, participants in the reward groups demonstrate higher perceived competence.
2.Comparing with the reward groups, participants in the no reward groups demonstrate higher perceived autonomy.
3.Comparing with no reward group and performance-contingent reward group, participants in task-contingent reward group show lower knowledge sharing intention.
4.Perceived autonomy and perceived competence significantly predict knowledge sharing intention for participants in the performance-contingent reward group and task-contingent reward
In order to promote knowledge sharing atmosphere in organizations, managers can enhance employees’ perceived autonomy as well as their perceived competence. In addition, reward is an effective mechanism for enhancing employees’ knowledge sharing intention. However, the results also show that although rewards can improve the perceived competence, it will weaken the perceived autonomy. So, it is crucial to find the balancing point before adopting reward strategy. Comparing with task-contingent reward, performance-contingent reward mechanism can better serve organization on achieving its goal. | en_US |
| DC.subject | 獎賞制度 | zh_TW |
| DC.subject | 知識分享意圖 | zh_TW |
| DC.subject | 知覺自主性 | zh_TW |
| DC.subject | 知覺能力感 | zh_TW |
| DC.subject | 知覺歸屬感 | zh_TW |
| DC.subject | 自我決定理論 | zh_TW |
| DC.subject | Reward | en_US |
| DC.subject | Knowledge sharing intention | en_US |
| DC.subject | Perceived autonomy | en_US |
| DC.subject | Perceived competence | en_US |
| DC.subject | Perceptive relatedness | en_US |
| DC.subject | Self-determined theory | en_US |
| DC.title | 獎賞方式與知識分享的關係－實驗室研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The relationship between reward and knowledge sharing - laboratory experiment | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |