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系統識別號 U0002-1601201316113800
中文論文名稱 影響隱性知識分享因素之探討-以出版業個案為例
英文論文名稱 A Study of Tacit Knowledge Sharing-The Case of the Publishing Industry
校院名稱 淡江大學
系所名稱(中) 會計學系碩士在職專班
系所名稱(英) Department of Accounting
學年度 101
學期 1
出版年 102
研究生中文姓名 陳泳澐
研究生英文姓名 Yung-Yun Chen
學號 798600184
學位類別 碩士
語文別 中文
口試日期 2012-12-21
論文頁數 82頁
口試委員 指導教授-林谷峻
委員-馬裕豐
委員-謝宜樺
委員-林谷峻
中文關鍵字 知識分享  隱性知識  個人層次  組織文化  團隊層次  工作績效 
英文關鍵字 Knowledge Sharing  Tacit Knowledge  Individual Dimensions  Organizational Culture  Team Dimensions  Job Performance 
學科別分類
中文摘要 本研究旨在探討影響隱性知識分享之因素,由於顯少有以出版業之角度來做探討,因此本研究以出版業做為研究對象,期能提供給企業及後續研究者之參考。
在確定研究動機、擬定研究方向及研究目的後,對國內外之相關文獻加以歸納整理,再根據其理論基礎建立本研究之架構與假說。本研究以出版業內之員工為對象,共發出155份問卷,回收有效問卷為143份,有效回收率為92.26%,並藉由SPSS統計軟體進行敘述性統計、信效度分析、因子分析及迴歸分析。最後根據實證之結果提出主要研究結論如下:
1.個人層次因素之自我效能感對任務績效有顯著影響。
2.個人層次因素之信任與自我效能感對脈絡績效有顯著影響。
3.組織文化因素之程序公平對任務績效有顯著影響。
4.組織文化因素之程序公平對脈絡績效有顯著影響。
5.團隊層次因素之社會網絡下的網絡中心性與社會連帶對任務績效有顯著影響。
6.團隊層次因素之社會網絡下的網絡中心性及領導者的支持對脈絡績效有顯著影響。
英文摘要 The purpose of the study was to investigate tacit knowledge sharing. However, few publishing industries’ position is investigated. Therefore,
this study aims to investigate the internal employees in the publishing industry. Finally, it is expected that the research can be available to the enterprises and the future study.
After determining the research motivation, developing research aspects and research purposes, I have collated and analyzed the relevant literatures, than established the framework and hypotheses of this study in accordance with its theoretical foundation. In the study, the staffs selected in the publishing industry are asked to fill in the survey. Overall, a total of 155 questionnaires issued. To be more precise,143 questionnaires were available in use. The effective recovery rate is 92.26 percent. The descriptive statistics, factor analysis, reliability analysis and regression analysis were by SPSS. After the empirical research, the findings as follows:
1.Individual dimension in self-efficacy has significant impact on the task performance.
2.Individual in trust and self-efficacy have significant impact on the contextual performance.
3.Organization culture in procedural justice has significant impact on the task performance.
4.Organization culture in procedural justice has significant impact on the contextual performance.
5.Team dimension in network centrality and social solidarity of social network have significant impact on the task performance.
6.Team dimension in network centrality of social network and supervisor support have significant impact on the contextual performance.
論文目次 目錄 Ⅳ
表目錄 Ⅴ
圖目錄 Ⅵ
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 研究流程 3
第二章 文獻探討 4
第一節 文化創意產業 4
第二節 知識管理 8
第三節 隱性知識移轉之要素 18
第四節 工作績效 28
第五節 各項因素與知識分享及工作績效之關係 30
第三章 研究方法 34
第一節 研究架構 34
第二節 研究假說 35
第三節 變數操作性定義及衡量 36
第四節 資料分析方法 42
第四章 實證資料分析 45
第一節 樣本結構分析 45
第二節 敘述性統計分析 47
第三節 因素、信度及效度分析 52
第四節 迴歸分析與徑路分析 58
第五章 研究結論與建議 63
第一節 研究結果與發現 63
第二節 研究貢獻 64
第三節 研究限制、未來研究方向與建議 65
參考文獻 66
一、 中文部份 66
二、 英文部份 69
附錄一:前測問卷 77
附錄二:研究問卷 80

表目錄
表 2-1 知識管理之定義.............................................. .8
表 2-2 顯性知識與隱性知識之差異表.................................. 13
表 3-1 個人層次因素量表........................................... .37
表 3-2 組織文化因素量表............................................ 38
表 3-3 團隊層次因素量表........................................... .39
表 3-4 工作績效量表................................................ 40
表 4-1 樣本結構.................................................... 46
表 4-2 個人層次因素各構面敘述統計分析表............................ 47
表 4-3 組織文化因素敘述統計分析表.................................. 48
表 4-4 團隊層次因素各構面敘述統計分析表............................ 49
表 4-5 工作績效敘述統計分析表...................................... 50
表 4-6 KMO與Bartlett球型檢定結果................................... 52
表 4-7個人層次因素之因素分析....................................... 53
表 4-8組織文化因素之因素分析...................................... 54
表 4-9團隊層次因素之因素分析...................................... 55
表 4-10工作績效之因素分析......................................... 56
表 4-11信度檢定結果............................................... 57
表 4-12個人層次因素與任務績效迴歸分析表 ........................... 58
表 4-13個人層次因素與脈絡績效迴歸分析表........................... 59
表 4-14組織文化因素與任務績效迴歸分析表........................... 60
表 4-15組織文化因素與脈絡績效迴歸分析表........................... 60
表 4-16團隊層次因素與任務績效迴歸分析表........................... 61
表 4-17團隊層次因素與脈絡績效迴歸分析表........................... 62

圖目錄
圖: 1-1 研究流程架構圖.............................................. 3
圖: 2-1 知識轉換的四種模式......................................... 15
圖: 2-2 知識的螺旋模式........................................... ..16
圖: 3-1 觀念性研究架構圖 ........................................ ..34
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