系統識別號 | U0002-1601201316113800 |
---|---|
DOI | 10.6846/TKU.2013.00494 |
論文名稱(中文) | 影響隱性知識分享因素之探討-以出版業個案為例 |
論文名稱(英文) | A Study of Tacit Knowledge Sharing-The Case of the Publishing Industry |
第三語言論文名稱 | |
校院名稱 | 淡江大學 |
系所名稱(中文) | 會計學系碩士在職專班 |
系所名稱(英文) | Department of Accounting |
外國學位學校名稱 | |
外國學位學院名稱 | |
外國學位研究所名稱 | |
學年度 | 101 |
學期 | 1 |
出版年 | 102 |
研究生(中文) | 陳泳澐 |
研究生(英文) | Yung-Yun Chen |
學號 | 798600184 |
學位類別 | 碩士 |
語言別 | 繁體中文 |
第二語言別 | |
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 |
關鍵字(中) |
知識分享 隱性知識 個人層次 組織文化 團隊層次 工作績效 |
關鍵字(英) |
Knowledge Sharing Tacit Knowledge Individual Dimensions Organizational Culture Team Dimensions Job Performance |
第三語言關鍵字 | |
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. |
第三語言摘要 | |
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 |
參考文獻 |
一、中文部份 1.王祿旺、張善智(2001),人力資源管理(頁361),台北市︰普林帝斯霍爾. 2.司徒達賢(2001),策略管理新論,台北:智勝文化。 3.呂理群(2009),專業人員知識分享、核心能力及工作績效之關聯性研究-以中小型會計師事務所為例,淡江大學會計學系碩士在職專班論文。 4.李美玲(2001),組織內部知識分享之研究,國立台灣師範大學工業科技教育研究所碩士論文,。 5.吳有順(2000),網路社群知識分享過程之研究–以企業管理教學網站為例,未出版碩士論文,國立政治大學,台北市。 6.吳明隆(2007),SPSS操作與應用:問卷統計分析實務,台北:五南。 7.林東清(2009),知識管理,第三版,台北:智勝文化。 8.林志成(1997),陰陽權變組織文化理論之初步建構–以我國民小學為例,未出版博碩士論文,國立政治大學,台北市。 9.周中理、李炯東(2009),網絡關係、創新策略與經營績效關係之探討–以橡膠輸送帶製造業為例,第3屆管理與決策學術研討會特刊,175-194。 10.胡龍騰(2009),公共組織成員知識之實證研究,初版,台北:五南圖書。 11.施維明(2006),公務機構知識管理與組織效能關係之研究–以高雄市政府建設局為例,未出版碩士論文,國立高雄師範大學,高雄市。 12.馬曉雲(2000),知識管理實務應用,台北:華彩軟體。 13.陳永隆(2001),知識管理系列,資策會教育訓練處數位教材。 14.陳義明(2005),學校經營管理與領導,台北:心理出版社。 15.陳輝征(2006),高雄市國小教師工作價值觀、學校組織文化與其知識分享意願關係之研究,未出版碩士論文,國立中正大學,嘉義縣。 16.陳必碩(2004),工作價值觀、工作動機與知識分享行為關係之研究–以台灣高科技員工為例,國立台灣大學商學研究所博士論文。 17.張德銳(1994),教育行政研究,台北:五南。 18.張朝旭(2004),知識管理與實務研究,初版,彰化市: 長隄。 19.張吉成、周談輝(2004),知識管理與創新,台北:全華圖書。 20.張火燦、劉淑寧(2002),從社會網絡理論探討員工知識分享,人力資源管理學報秋季號,2(3),101-113。 21.曾運明(2009),知識分享對部門績效之實證研究–以M公司工程部門為例,玄奘大學國際企業學系碩士在職專班碩士論文。 22.黃英忠、溫金豐與董玉娟(1997),台商派駐大陸人員的工作調適–組織社會化觀點,兩岸三地人力資源管理與勞工問題學術研討會,管理科學學會主辦。 23.黃毅志(1998),社會階層、社會網絡與心理幸福,台灣社會學刊,21,171-210。 24.黃瓈慧(2009),組織變革、領導型態、組織文化與工作績效之研究–以台灣南部三所大學為例,國立成功大學企業管理學系碩士論文。 25.黃姬棻(2009),護理人員之薪資制度與領導風格知覺對工作績效之影響-組織承諾及工作投入之中介效果分析,國立中央大學人力資源管理研究所碩士論文。 26.楊政學(2004),壽險業知識管理實務探討︰模式構建與個案研究,商業科技季刊,5(1),1-23。 27.楊棍智(2002),知識分享之研究–以社會交換之觀點,義守大學管理研究所碩士論文。 28.溫金豐、錢書華(2002),報酬結構、認知公平與研發人員績效關係之研究︰以某高科技研究機構為例,人力資源管理學報2002年春季號,2(1),19-35。 29.劉淑娟(2000),台灣資訊硬體產業知識管理之時正研究,未出版碩士論文,國立雲林科技大學,雲林縣。 30.劉常勇(1999),知識管理與企業發展,劉常勇管理學習知識庫,取自http://cm.nsysu.edu.tw/~cyliu 31.潘建銘(2006),領導傾向、內部行銷與工作士氣對工作績效之影響-以銀行為例,國立成功大學高階管理碩士在職專班碩士論文。 32.謝瓊嬉(2001),應用層級分析法求解工程部門人力規劃,成功大學製造工程研究所碩士論文。 33.謝素禎(2008),社會網絡、社會資本、知識社會化對知識分享影響之研究–以銀行業為例,國立成功大學高階管理碩士在職專班碩士論文。 34.譚大純(2001),知識管理文獻之回顧與前瞻–以知識作業及知識策略為分類基礎,管理評論,20(4),93-135。 35.羅家德(1997),為什麼矽谷能擊敗一二八公路區:以人際關係網絡觀點探討網絡式組織的優勢,中山管理評論,5(2),287-314。 36.龔義能(2004),知識管理、組織基礎機制與組織效能之研究–空軍部隊之實 證,未出版碩士論文,私立義守大學,高雄市。 37.龔振源(2008),以理性行動理論探討內部稽核人員知識分享意圖,未出版碩士論文,國立成功大學,台南市。 二、英文部份 1.Blau, P.M.(1964),Exchange and power in social life, New York: John Wieley and Sons. 2.Bock, G.W., Zmud, R.W., Kim, Y.G..,& Lee, J.N.(2005),Behavioral intention formation knowledge sharing: examining roles of extrinsic motivators, social-psychological forces, and organizational climate, MIS Quarterly,29(1),87-111. 3.Borman, W. C. & Motowidlo, S. J.(1997),Task performance and contextual performance︰The meaning for personnel selection research, Human Performance,10(2),99-109. 4.Brass, D.J.,& Burkhardt ,M.E.(1992),Centrality and power in organizations, in Nohria ,N. ,Exxles ,R.G.(Eds.), Networks and organization︰Structure, form, and action(pp.191-215),Boston︰Harvard Business School Press,. 5.Brass, D.J.(1995),A social network perspective on human resources management, Research in Personnel and Human Resources Management,13,39-79. 6.Brian, P.H. (2001),Value development and learning organizations, Journal of Knowledge Management,5(1),19-32. 7.Brazelton, J.& Gorry ,G.A(2003),Creating a Knowledge-Sharing Community: If You Build It, Will They Come? Communications of the ACM,46(2),23-25. 8.Burt, R.S.(1992),The social structure of competition, in N. Nitin & G.E. Robert(Eds.),Networks and organizations︰Structure, form and action(pp.57-91),Cambridge︰Harvard Business School Press. 9.Cabrera, A., Collins, W.C. & Salgado, J. F.(2006),Determinants of individual engagement in knowledge sharing, International Journal of Human Resource Management,17(2),pp.245-264. 10.Cabrera, E.F. & Cabrera, A.(2005),Fostering knowledge sharing through people management practices, International Journal of Human Resource Management,16(2),pp.720-735. 11.Chua,R.Y.J.,Ingram,P., & Morris,M.(2008),From the head and the heart︰Locating cognition-and affect-based trust in managers’ professional networks, Academy of Management Journal,51(3), pp.436-452. 12.Currie, G. & Kerrin, M.(2003),Human resource management and knowledge management :Enhancing knowledge sharing in a Pharmaceutical Company. International Journal of Human Resource Management,14(6), pp.1027-1045. 13.Constant,D., Kiesler,S.,& Sproull,L.(1994),What’s mine is ours, or is it? A study of attitudes about information sharing, Information Systems Research, 5(4), pp.400-421. 14.Davenport, T. H. and Prusak, L.(1998),Working knowledge: How organizations manage what they know, Boston: Harvard Business School Press. 15.Devries,D.,Morrison,A.,Shullman, S., & Gerlach, M.(1981),Performance Appraisal on The Line, New York︰John Wiley& Sons. 16.Degenne,A. & Forse, M.(1999),Introducing social networks, London︰Sage Publications. 17.Durham C C., Knight D., and Locke E.A.(1997),Effects of leader role, Team-set goal difficulty, efficacy, and tactics on team effectiveness, Organizational Behavior and Human Decision Processes,72(2), pp.203-231. 18.Drucker, P.F.(1993),Post-Capitalist Society, Oxford: Butterworth Heinemann. 19.Erickson ,B.H.(1988),The relational basis of attitudes, In B. Wellman & S.D. Berknwitz (Eds.),Social structures︰A network approach(pp.99-121),Cambridge︰Cambridge University Press. 20.Freeman, L.(1979),Centrality in social networks︰Conceptual clarification, Social Networks,1(3).pp.215-239. 21.Fischer,C.S.(1977),Networks and places︰Social relations in the urban setting, New York︰The Free Press. 22.Flamholtz,E.J.(2001),Corporation culture and the bottom line, European Managing Journal,19(3),pp.268-275. 23.Folger,R., & Konovsky,M.A.(1989),Effects of procedural and distributive justice on reactions to pay raise decisions, Academy of Management Journal,32(1),pp.151-130. 24.Gartner, G.(1997),Meeting the intranet challenge: technologies, organizations, processes. Inside Gartner Group This Week, XIII(49),pp.1-4. 25.Gemünden, H. G. ,T. Ritter & P. Heydebreck(1996),Network configuration and innovation success:An empirical analysis in German High-Tech Industries, International Journal of Research in Marketing, 13(5),pp.449-462. 26.Granovetter, M.(1973),The strength of weak tie, American Journal of Sociology,78(6),pp1360-1380. 27.Grant,K.A.(2007),Tacit knowledge revisited-we can still learn from Polanyi, The Electronic Journal of Knowledge Management,5(2), pp.173-180. 28.Haythornthwaite, C.(1996),Social network analysis︰An approach and technique for the study of information exchange, Library and Information Science Reseach,18(4),pp.323-342. 29.Herzberg B.M.(1959),The motivation to work, New York: John Wiley. 30.Hendriks, P.(1999),Why share knowledge? The influence of ICT on motivation for knowledge sharing, Knowledge and Process Management, 6(2), pp.91-100. 31.Holland,B.K(1989),Motivation and job satisfaction, Journal of Property Management,54(5),pp.32-36. 32.Hsu,M.H., Ju,T.L., Yen,C.H., & Chang,C.M.(2007),Knowledge sharing behavior in virtual communities: The relationship between trust, self-efficacy, and outcome expectations, International Journal of Human Computer Studies,65(2),pp.153-169. 33.Ibarra,H.(1993),Network centrality, power and innovation involvement:Determinants of technical and administrative roles. Academy of Management Journal,36(3),pp.471-501. 34.Inkpen, A.C. (1996),Creating knowledge through collaboration, California Management Review,39(1),pp.123-140. 35.Jones, G. and J. George(1998), The experience and evolution of trust: Implications for cooperation and teamwork, Academy of Management Review,23,pp.531-546. 36.Kankanhalli,A.,Tan,B.C.Y.,&Wei,K.K.(2005),Contributing knowledge to electronic knowledge repositories: an empirical investigation, MIS Quarterly,29(1),pp.113-143. 37.Kim,W.C and Mauborgn,R.A.(1997),Fair process︰Managing in the knowledge economy, Haevard Business Review,75(4),pp.65-75. 38.Klein H.J.(1989),An integrated control theory of work motivation, Academy of Management,14(2),pp.150-172. 39.Kollock, P. (1999),The Economies of On-line Cooperation: Gifts and public goods in cyberspace. In Smith, M.A., & Kollock, P. (Eds), Communities in Cyberspace(pp.220-239). London: Routledge. 40.Kubo,I.,Saka,A,&Pam,S.L.(2001),Behind the scenes of knowledge sharing in a Japanese Bank, Human Resource Development International, 4(4),pp.465-485. 41.Kulkarni,U., Ravindran,S., &Freeze,R.(2007),A knowledge management success model:Theoretical development and empirical validation, Journal of Management Information Systems,23(3),pp.309-347. 42.Lin. H.F. and Lee. G.G.(2004),Perceptions of senior managers toward Knowledge-sharing behaviour, Management Decision,42(1), pp.108-125. 43.Lin. H.F. and Lee. G.G.(2005),Impact of organizational learning and knowledge management factors on e-business adoption, Management Decision,43(2),pp.171-188. 44.Lind,E.A. and Tyler,T.R.(1988),The social psychology of procedural justice .New York︰Plenum Press. 45.Luiz Antonio Joia & Bernardo Lemos(2010).Relevant factors for tacit knowledge transfer within organizations. Journal of Knowledge Management, 14(3),410-427. 46.Milkovich, G.T. & Boudreau, J.W.(1991),Human resource management,6th ed.︰94.IL︰Richard D. Irwin. 47.Mitchell, J.C.(1969),Social networks and urban situations, England︰Manchester University Press. 48.McAllister, D.J., Affect and cognition-based trust as foundations for interpersonal cooperation in organizations, Academy of Management Journal,38(1), pp.24-59. 49.Mishra, A.K.(1996),Organizational responses to crisis: The centrality of trust, In R.M. Kramer, & T.R. Tyler(Eds.),Trust in organizations: Frontiers of theory and research(pp.261-287), Thousand Oaks, CA: Sage Publications,. 50.Moorman,R.H. (1991),Relationship between organization justice and organizational citizenship behaviors:do fairness perceptions influence employee citizenship?, Journal of Applied Psychology, 76(6),pp.845-855. 51.Ng Kok-Yee and Chua Roy Y.J.(2006),Do I contribute more when I trust more ?Differential effects of cognition-and affect-based trust, Management and Organization Review,2(1),pp.43-66. 52.Niehoff,B.P. & Moorman.R.H(1993),Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior, Academy of Management Journal,36(3), pp.527-556. 53.Nonaka,I and Takeuchi,H.,(1995),The Knowledge-Creating Company: How Japanese companies greate the Dynamics of innovation . New York: Oxford University Press. 54.Nonaka, I.(2002),The strategy management of intellectual capital and organizational knowledge. New York: Oxford University Press. 55.O’Reilly,C.A.Ⅲ.(1991),Organizational behavior︰Where we’ve been, where we’ve going, Annual Review of Psychology,42,pp.427-458. 56.Pfeffer,J.(1998),The Human Equation :Building profits by putting people first. Boston: Harvard Business School Press. 57.PLAUT International Management Consulting(2000),A Guide to Successful Knowledge Management. Middlesex:PLAUT International Offices. 58.Powell,W.W.(1990),Neither market nor hierarchy︰Network forms of organization, Research in Organizational Behavior,12,pp.295-336. 59.Randall M.L., Bormann, C. A., and Birjulin A.(1999),Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior, Journal of Organizational Behavior,20(2),pp.159-174. 60.Schein, E.H.(1990),Organizational Culture, American Psychologist, 45(2),pp.109-119. 61.Senge, P.(1997),Sharing Knowledge, Executive Excellence,15(6), pp.11-12. 62.Shin,S.K., Ishman,M. &Sander,G.L.(2007),An empirical investigation of socio-culture factors of information sharing in China, Information & Management,44(2),pp.165-174. 63.Srivastava,A., Bartol, K.M.& Locke, E.A.(2006),Empowering leadership in management team︰Effects on knowledge sharing, efficacy, and performance, Academy of Management Journal,49(6),pp.1239-1251. 64.Stauffer, D.(1999),Why people hoard knowledge, Across the Board, 36(8),pp.16-31. 65.Truran, W. R.(1998),Pathways for knowledge: how companies learn through people engineering, Management Journal,10(4),pp.15-20. 66.UNESCO (1982), Cultural industry: A challenge for the future of culture. Paris: UNESCO. 67.Van den Hooff, B. and De Ridder,J.(2004).Knowledge sharing in context: The influence of organizational commitment, communication climate and CMC use on knowledge sharing. Journal of Knowledge Management, 8(6),pp.117-130. 68.Wallach,E.J.(1983),Individuals and organization: The culture match, Training and Development Journal,37(2),pp.29-36. 69.Widén-Wulff,G. & Ginman,M.(2004),Explaining knowledge sharing in organizations through the dimensions of social capital, Journal of Information Science,30(5),pp.448-458. 70.Wiig, K. M.(1997), Knowledge management: Where did it come from and where will it go? Expert systems with applications, Pergamon Press/Elsevier,13(1),pp.1-14. 71.Wolfe, C. & Loraas, T.(2008),Knowledge sharing: the effects of incentives, environment, and person, Journal of Information Systems, 22(2),pp.53-77. 72.Wu, W. L., Hsu, B. F. & Yeh, R.S.(2007),Fostering the determinants of knowledge transfer: A team-level analysis, Journal of Information Science,33(3),pp.326-339. 73.Zack, H.M.(1999), Managing codified knowledge, Sloan Management Review,40(4),pp.45-58. 74.Zárraga,C. & Bonache,J.(2003),Assessing the team environment for knowledge sharing︰An empirical analysis, International Journal of Human Resource Management,14(7),pp.1227-1245. |
論文全文使用權限 |
如有問題,歡迎洽詢!
圖書館數位資訊組 (02)2621-5656 轉 2487 或 來信