系統識別號 | U0002-1607200907051800 |
---|---|
DOI | 10.6846/TKU.2009.00558 |
論文名稱(中文) | 影響知識分享意願之因素探討 |
論文名稱(英文) | The study of factors that influence the knowledge sharing |
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 | 97 |
學期 | 2 |
出版年 | 98 |
研究生(中文) | 蕭秀娟 |
研究生(英文) | Hsiu-Chuan Hsiao |
學號 | 795600385 |
學位類別 | 碩士 |
語言別 | 繁體中文 |
第二語言別 | |
口試日期 | 2009-07-01 |
論文頁數 | 64頁 |
口試委員 |
指導教授
-
林谷峻
指導教授 - 羅雁紅 委員 - 邴傑民 委員 - 謝雅惠 委員 - 陳佳慧 |
關鍵字(中) |
專業封閉性 組織變革 不確定性 信任 知識分享意願 |
關鍵字(英) |
individuals’ profession conservatism organization reform trust the willingness of knowledge sharing |
第三語言關鍵字 | |
學科別分類 | |
中文摘要 |
提升員工「知識分享的意願」是企業維持永續經營安定的因素,本研究對象為台灣肉品加工業,經營時面對市場同質競爭者不斷竄出,品牌知名度絕對優勢漸漸式微,為面對環境改變,公司內部力圖振作規劃,但大規模改造讓傳承知識的中堅幹部負擔沉重,短期產出效果有限,亟待建立有效之知識分享機制與途徑以解決困境。本研究從探討個人「專業封閉性」、團隊「信任」及組織「變革」三角度對知識分享意願之影響,進而了解公司推動知識分享所面臨的障礙因素。 本研究以問卷抽樣,回收資料透過探索性因素分析、因素分析、高層訪談後確立各變數關係,最後以結構方程模式(Structural Equation Modeling)統計軟體(LISREL)分析驗證各假說。 研究結果發現知識擁有者其專業封閉性越高,當組織政策要求必須配合分享時,有顯著的分享意願,但專業封閉性對信任則無顯著影響。另組織變革不確定性越高,團隊不信任亦越高,不利知識分享意願。本研究建議個案企業能藉由良好的溝通及資訊的傳遞,期以降低員工面對組織變革的不安全感,並建置以「信任」為基礎的知識分享平台,將個人知識推衍成組織知識,是企業決勝未來關鍵。 |
英文摘要 |
Improving the willingness of knowledge sharing among the work force is key to sustainable operations for businesses. The target company in the research is a Taiwanese meat processing company. It continuously challenged by growing number of like competitors in the market. And its once overwhelming leadership the brand used to enjoy declines. In order to face the changing environment, the management tries hard launching new programs to improve the process and efficiency of knowledge sharing. However, due to the heavy loading of this transition on intermediate management who is responsible to deliver the knowledge, the effectiveness of the large-scale reforms is limited. The research explores the relationship among “individuals’ profession conservatism”, interaction between team “trust” and organization “reform”. And what are the influences on the willingness of knowledge sharing, offering suggestions to organizations when establishing the framework of knowledge sharing for productive learning. The research is carried out through a questionnaire, of which the data fed back go through explorative factor analysis, factor analysis and top managemers interviews before setting up variable relationships and, eventually, the LISREL statistical software analysis is used to verify the hypothesis. The research finding indicates that, if the “trust” exist among individuals, the more “individuals’ profession conservatism” one possesses, the more “inherent knowledge” sharing. However, the level of willingness in sharing exposed knowledge is not influenced by either “trust” or “individuals’ profession conservatism”. Also, the more uncertainty posed by organization reform, the less trust among the team members, and this uncertainty is not in favor of willingness of knowledge sharing. The research hereby suggests that businesses who wish to have sustainable operations must build trust among intermediate management who is responsible for knowledge delivering, so that the communication and transparency of knowledge can be enhanced. |
第三語言摘要 | |
論文目次 |
誌謝辭................................................ I 摘要.................................................. II Abstract.............................................III 目錄.................................................. V 表目錄................................................ VII 圖目錄................................................ VIII 第一章 緒論.......................................... 1 第一節 研究動機與背景................................. 1 第二節 研究目的....................................... 3 第三節 研究流程....................................... 5 第四節 研究範圍....................................... 8 第二章 文獻探討....................................... 9 第一節 知識分享意願................................... 9 第二節 專業封閉性..................................... 13 第三節 組織變革不確定性............................... 17 第四節 信任........................................... 19 第五節 專業封閉性與組織變革不確定性以信任為中介變項之相關研究.................................................... 22 第三章 研究方法....................................... 24 第一節 研究架構....................................... 24 第二節 變數操作型定義................................. 25 第三節 研究對象及資料分析方法......................... 30 第四章 研究結果....................................... 32 第一節 樣本結構分析................................... 32 第二節 測量模型分析................................... 35 第三節 研究變項相關分析............................... 42 第四節 複迴歸分析..................................... 44 第五節 整體模型衡量分析............................... 45 第五章 結論........................................... 48 第一節 研究討論與結果................................. 48 第二節 管理意涵....................................... 48 第三節 研究貢獻與限制................................. 51 第四節 研究建議....................................... 53 參考文獻.............................................. 55 壹、中文參考文獻...................................... 55 貳、外文參考文獻...................................... 57 |
參考文獻 |
王多智,1992,「國小美勞科教師教育專業能力之研究」,台灣師範大學工業教育研究所碩士論文。 王淑纁,2005,「性格到信任:同事對偶關係中的知識分享歷程」,國立台灣大學心理系研究所未出版之論文。 余明助,2006,「組織變革不確定感與員工作態度關係之研究-以組織溝通和員工信任為中介變數」,人力資源管理學報,第6卷第2期:089-110。 吳振昌(2006),預期組織變革不確定感對員工工作反應影響之研究,國防管理學院資源管理學系研究所碩士論文。 李俊湖,1999,「國小教師專業成長與教師效能關係之研究」,台灣師範大學教育研究所論文。 沈介文,陳月娥,周毓敏,陳銘嘉,2005,「以團隊歷程觀點探討團隊結構與績效之關聯-以團隊信任為中介變相」,人力資源管理學報,第5卷第3期:075-090。 汪金城,2001,「研發機構知識分享機制之研—以工研院光電所研發團隊為例」,政治大學公共行政研究所碩士論文:1-46。 邱妍馨,2009,「財會人的新職能挑戰」,會計研究月刊,第282期:67-92。 邱皓政,2003,量化研究與統計分析:SPSS中文視窗版資料分析範例與解析。 邱皓政,2008,結構方程式模型:LISREL的理論、技術與應用。 許芳銘,張志舜,2006,「與解決問題有關的知識分享互動模式-以認知觀點」,Chiao Da Management Revew,第 26卷第2期:187-214。 郭順成、趙必孝、王喻平、陳榮德(2004),「政府組織再造策略對員工組織承諾與工作投入影響之研究-以精省為例」,人力資源管理學報,第14卷第1期。 陳家聲,蘇建勳,戴芸,2001,「研發機構知識管理之個案研究」,2001 人力資源論文發表會論文集,中華民國人力資源發展協會主辦。 陳家聲、方文昌、蔡儀華,2005,「企業員工知識分享效能之質性研究-以知識接收者的觀點」,人力資源管理學報,第5卷第1期:029-051。 黃政傑,1994,課程設計,台北,東華書局。 黃家齊,林信明,2006,「團隊導向人力資源管理活動及社會資本對團隊知識分享與創新之影響」,台大管理論叢,第16卷第2期:101-130。 楊德明,2005,「稽核人員知識分享與技術學習對專業能力影響之研究-以中油 公司為例」,大葉大學國際企業管理系碩士論文。 劉貞妤,2003,「差序氣氛對部屬工作態度與行為之影響」,國立東華大學企業管理研究所碩士論文。 劉麟書,2001,「人際信任整合模型之研究」,銘傳大學管理科學研究所碩士論文。 潘能靜,1993,「神經質人格與內外向人格兩人格向度的身心機制與身心反應之 症狀和疾病間的關係」,中原大學心理學系碩士論文。 鄭仁偉、黎士群,2001,「組織公平、信任與知識分享行為之關係性研究」,人力資源管理學報,第1卷第2期:69-93。 黎士群,1998,「組織公平、信任與知識分享行為之關係性研究-以Unix系統管理人員為例」,私立銘傳大學管理科學研究所碩士論文。 Amy C. Edmondson, 2008, The competitive Imperative of Learning,Harvard Business review ,July 2008:60-69. Bagozzi, R. P. & Yi, Y. (1988). On the evaluation of Structural equation models. Journal of the Academy of Marketing Scinece. 16:74-94. Brockmann, E. N. and Anthony, W.P. 2002,Tacit knowledge and strategic decision making, Group and Organization Management,27(4):436-455. Costa, P. T. and McCrae, R. R. 1985. The NEO Personality Inventory: Manual Form S and Form R, Odessa, FL:Psychological Assessment Resources. Davenport, T. H. and Prusak, L. 1998. Working knowledge. Boston:Harvard business School press. Deluga, R. J. 1994, Supervision Trust Building, Leader-Member Exchange and Organizational Citizenship Behaviour. Journal of Occupational & Organizational Psychology. Dec 94, Vol. 67 (4): 315-326. Ding, L., Velicer, W., and Harlow, L. (1995). Effect of estimation methods, number of indicators per factor and improper solutions onstructural equation modeling fit indices. Structural Equation Modeling,Vol. 2: 119-143. Dixon, M. N. 1999, The organizational learning cycle . Gower Publishing Company Ltd. Dixon, M. N. 2002, The neglected receiver of knowledge sharing. Ivey Business Journal,March/April:35-40. Dyer, J. H., and Nobeoka, K. 2000. Creating and managing a high-performance knowledge-sharing network: The Toyota case. Strategic Management Journal. (21):345-367. Ellemers, N., Gilder, D. D., and Haslam, S. A. 2004. Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of Management Review, 29(3):459-478. Elsbach, K. D. and Bhattacharya, C. B. 2001. Defining who you are by what you’re not:Organizational disidentification and the National Rifle Association. Organization Science, 12(4):393-413. Eriksson, V. I., and Dickson, W. G. 2000. Knowledge sharing in high technology companies. Freeman, R. E. 1984. Strategic management:A stakeholder approach. Boston:Pitman. Gene Milbourn, Jr. 2006. Teaching the Job Stress Audit to Business School Students: Causes, Measurement, Reduction. Journal of American Academy of Business, Cambridge. Vol. 8, (2): 44-50. Gist, M. E. and Mitchell, T. R. 1992. Self-efficacy: A Theoretical Analysis of its Determinants and Malleability, Academy of Management Review 17(2):183-211. Golden-Biddle, K. and Rao, H. 1997. Breachs in the boardroom:Organizational identity and conflicts of commitment in a nonprofit organization. Organizational Science, (8):593-611. Hall, G. E. and Jones H. L. 1976,Competency-base Education: A process for the improvement of education, NJ: Prentice-Hall. Harry, S. L. 1999. Knowledge management in practice: An exploratory case study. Technology Analysis & Stragegic Management, 11(3):359-374. Hendricks, P. 1999. Why share knowledge? The influence of ICT on the motivation for knowledge sharing. Knowledge and process management. 6(2):91-100. Hodge, B. J., and Johnson, H. J. 1970. Management organizational behavior. New York: John Wiley & Sons. Hui, C. and Lee, C. 2000. Moderating Effects and Organization-based Self-esteem on Organizational Uncertainty: Employee Response Relationships. Journal of Management. Vol. 26, No. 2, 215-232. Ipe, M. 2003. Knowledge sharing in organizations:A conceptual framework. Human resource deveploment review. 2(4):237-359. Janz, B. D., Colquitt, J. A., and Noe, R. A. 1997. Knowledge worker team effectiveness: The role of autonomy, interdependence, team development, and contextual support variables. Personnel Psychology, 50(4):877-904. Knowles, M. S. 1970. The modern practice of adult education: A systematic Approach to education, NY: Cambridge book Co. Kogut, B., and Zander, U. 1996. What firms do? Coordination, identy and learing. Organization Science, 7(5):502-518. Lamsa A. M. and Pucetaite, R. (2006) Development of Organizational Trust among Employees from a Contextual Perspective. Business Ethics. A European Review. Vol. 15, (2): 130-139. Liebowitz, J. 2004. a knowledge management strategy for the jason organization: A case study. Journal of Computer Information Systems, XLIV(2):1-5. Makino, S., and Delios, A. 1996. Local knowledge transfer and performance: Implications for alliance formation in Asia. Journal of International business Studies, 27(5):905-927. McAshan, H. H. 1979. Competency-base Education and Behavioral Objectives, NJ:Educational Technology Publications. McCauley, D. P. and Kuhnert, K. W. 1992. A Theoretical Review and Empirical Investigation of Employee Trust in Management. Public Administration Quarterly, 16(3):265-283. McCrae, R. R. 1990. Controlling neuroticism in the measurement of stress. Stress Medicine,( 6): 237-241. Nancy, M. N. 2000. Common knowledge:How companies thrive by sharing what they know. Boston:Harvard business school press. Nonaka, I. and Takeuchi, H. 1994. A dynamic theory of organizational knowledge creation. Organizational Science, 5(1):14-37. Nonaka, I., Toyama, R. and Konno, N. 2000. SECI, Ba and leadership: A unified model of dynamic knowledge creation. Long range Planning 33(1):5-34. Norman. W. T. 1963. Toward and adequate taxonomy of personality Attributes:Replicated factor structure, Journal of Abnormal and Social Psychology (66):574-583. Petrash, G. 1996. Dow’s journal to a knowledge value management culture:European Management Journal, 14(4):365-373. Quinn, J. B. and Anderson, P. & Finkelstein, S. 1996. Managing professional intellect:Making the most of the best. Harvard business review, March-April:71-80. Raines-Eudy, Ruth. (2000). Using structural equation modeling to test for differential reliability and validity: An empirical demonstration. Structural Equation Modeling, 7(1):124-141. Robbins, S. P. 2002. Organizational Behavior. Prentice-Hall. S. Lichtenstein and A. Hunter, 2005. Proceedings of the 13th European Conference on Information Systems, Paper presented at Information Systems in a Rapidly Changing Economy, Receiver Influences on Knowledge Sharing. ECIS 2005, Regensburg, Germany:4. Schabracq, M., and Cooper, C. 1998. Toward a phenomenological framework for the study of work and organizational stress. Human relations,( 51):625-648. Schulz, M., and Jobe, L. A. 2001. Condification and tactitness as knowledge management strategies: An empirical exploration. Journal of High Technology Management Research, 12(1):139-165. Senge, P. 1997. Sharing knowledge. Executive Excellence, 14(11):17-18. Senge, P. 1998. Sharing knowledge. Executive Excellence, 15(6):11-12. Sharma, N. and Patterson, P. G. 1999. The impact of communication effectiveness and service quality on relationship commitment in consumer, professional services. The journal of services marketing, 13(2):151-170. Spencer, L. M. and Spencer, S. M. 1983. Competence at work: Models for superior performance, NY: John Wiley & Sons. Spender,J. C. 1996. Making Knowledge the basis of a dynamic theory of the firm. Strategic Management Journal, 17(Winter Special Issue):45-62. Storseth, F. 2004. Maintaining work motivation during organizational change. International Journal of Human Resource management, 4:267-287. Sveiby, K. E. 1997. The new organization wealth. San Francisco, CA:Berrett Koehler. Torshen, K. P. 1977. The Mastery Approach to Competency base Education, NY: Academic Press. Tsoukas, H. 1996. The firms a distributed knowledge system: A constructionist approach. Strategic Management Journal, 17(Winter Special Issue):11-25. Vakola, M. and Nikolaou, I. 2005. Attitudes towards organizational change: What is the role of employees' stress and commitment? Employee Relations. Vol. 27(2):160-174. Werts, C. E., R, L. Linn, and K. G. Joreskog(1974). “Instraclass Reliability Estimates: Testing structural Assumptions,” Educational and Psychological Measurement, (34): 25-33. Wijnhoven, F. 1998. Knowledge logistic in business contexts:Analyzing and diagnosing knowledge sharing by logistics concepts. Knowledge and process management, (5):143-157. Zaheer, A., Mcevily, B., and Perrone, V. (1998). Does Trust Matter? Exploring the Effects of Interorganizational and Interpersonal Trust on Performance. Organization Science. Vol. 9(2):141-159. Zucker, L. G. 1986. Production of trust: Institutional sources of economic structure, 1840-1920. Research in Organizational Behavior,(18):53-111. |
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