「領導者－部屬交換理論」（LMX理論）指出，領導者對待每位部屬的方式並不相同。領導者會將部屬區分為內團體與外團體兩種不同類型，並與之建立的不同交換關係。本研究將以LMX理論為基礎，探討「主管與部屬交換關係的三項重要判準（情感、忠誠、與貢獻）」是否會影響「主管對部屬的信任程度」、「獎酬分配」、與「知識分享」？再者，本研究還欲探討「主管對部屬的信任程度」對「獎酬分配」與「知識分享之關係」的關係，試圖釐清主管管理行為中「獎酬分配」與「知識分享」是否受到「主管對於部屬之信任程度」的影響。
本研究計劃擬採取情境實驗設計（scenario experiment）的研究方法，由研究者依影響主管與部屬交換關係的三個判準（即情感親疏、忠誠高低、及貢獻多寡），設計出八種員工類型腳本，要求受試者根據八種腳本所述之模擬情境來回答有關獎酬分配與知識分享的問題。因此，本研究為2×2×2完全受試者內實驗設計，以具有實際管理部屬之經驗，並擁有制定部屬之薪資獎酬之權責的100位企業主管為對象。本研究發現：
（1）就主管對部屬的獎酬決策（包括金錢獎酬，如年度調薪、獎金分紅；非金錢獎酬，如職位晉升、重要任務指派、決策參與、及公開表揚），以及主管對部屬的知識分享意願與信任程度而言，影響主管與部屬交換關係之三項判準（情感、忠誠、與貢獻）的主要效果均達顯著，亦即主管對於較親近情感、高忠誠、或高貢獻的部屬，的確會給予較多的金錢與非金錢獎酬，對其知識分享意願與信任程度也較高。
（2）「主管對部屬的信任程度」對「獎酬決策」與「主管對部屬的知識分享意願」影響效果顯著，亦即主管對於信任程度較高之部屬，所給予的金錢獎酬與非金錢獎酬，與對其知識分享的意願，相較於對信任程度較低之部屬皆有較高的分配。

According to Leader-Member Exchange (LMX) theory, supervisors treat subordinates differently at varying degrees and levels contingent on whether the latter are considered “insiders” or “outsiders”.  This study, which is based on LMX theory, will examine the effects of the three key determinants (affect, loyalty and contribution) of the exchange relationships between supervisors and subordinates on the degree of trust, reward allocation, and knowledge sharing respectively.  Also this study will examine the effects of the dgree of trust between supervisors and subordinates on the  reward allocation and knowledge sharing respectively.
 
The study used a 2×2×2 scenario experiment design to examine the effects of the three exchange relationship factors between supervisors and subordinates on the degree of trust, reward allocation, and knowledge sharing respectively.  A total of 100 managers who have the experiences of employee managing and reward allocating answered questionnaires regarding their choices about trust, reward allocation and knowledge sharing under a simulated situation involving eight employee types based on the three exchange relationship factors.

The main findings of the study were as follows:

(1)  The main effects of the three exchange relationship factors (affect, loyalty, and contribution) between supervisors and subordinates on the reward allocation decision, the degree of trust, and knowledge sharing were significant, meaning that supervisors allocate more monetary and non-monetary rewards to subordinates with a close affective relationship, high loyalty, or high contribution. Supervisors also have more intention to share knowledge with such subordinates and the degree of trust for supervisors will be more high for such subordinates.

(2)  The effect of the degree of trust between supervisors and subordinates on the reward allocation decision, and knowledge sharing were significant, meaning that supervisors allocate more monetary and non-monetary rewards to subordinates with more highly degree of trust between supervisors and subordinates. Supervisors also have more intention to share knowledge with such subordinates.

目  錄...............................................I
表目錄...............................................II
圖目錄...............................................II
第一章　緒論.........................................1
  第一節　研究背景與動機.............................1
  第二節　研究目的	...................................3
第二章  文獻探討.....................................4
  第一節  主管與部屬的交換關係.......................4
  第二節  信任的內涵.................................15
  第三節　信任與獎酬分配的關係.......................18
第四節　信任與知識分享的關係.........................20
第三章  研究方法.....................................24
  第一節	 研究架構	...................................24
  第二節	 研究設計...................................25
  第三節  研究程序	...................................27
  第四節  研究假設	...................................28
  第五節	 研究對象	...................................30
  第六節  衡量變項與測量工具.........................33
  第七節	 資料分析方法...............................40
第四章	研究結果....................................42
  第一節   情感、忠誠、貢獻之變項的實驗操弄有效性檢定42
  第二節   主管與部屬交換關係之三項判準對獎酬決策、知
           識分享、  與信任程度的影響................43
  第三節   預測變項與效標變項之典型相關分析..........53
  第四節   主管對部屬的信任程度分別對獎酬分配及知識分
           享之影響..................................56
第五章	結論與討論..................................62
  第一節　 結論......................................62
  第二節　 討論......................................65
  第三節　 研究限制..................................71
  第四節   未來研究方向..............................73
參考文獻.............................................74
附　錄...............................................81

表目錄
表2-1-1　「差序管理」的八種原型......................10
表3-5-1  受試者樣本基本資料彙整表....................31
表3-6-1　八種類型部屬的故事腳本內容敘述..............34
表3-6-2　信任量表之信度分析..........................36
表3-6-3　非金錢式量表之信度分析......................38
表3-6-4　知識分享量表之信度分析......................39
表4-1-1  情感、忠誠、與貢獻之變項的實驗操弄效果......42
表4-2-1　情感、忠誠、貢獻對獎酬決策的影響效果之平均數
         與標準差....................................45
表4-2-2　情感、忠誠、貢獻對知識分享與信任程度的影響效
         果之平均數與標準差	..........................46
表4-2-3　K-Means集群分析摘要表.......................46
表4-2-4　情感、忠誠、貢獻對金錢獎酬決策的影響之重複量
         數共變數分析................................48
表4-2-5　情感、忠誠、貢獻對非金錢獎酬決策影響之重複量
         數共變數分析................................50
表4-2-6　情感、忠誠、貢獻對知識分享與信任程度影響之重
         複量數共變數分析............................52
表4-3-1  所有預測變項與所有效標變項間之典型相關分析摘
         要表........................................53
表4-3-2　預測變項與效標變項的典型因素負荷量..........54
表4-4-1　主管評判八類腳本部屬的信任程度之平均數與標準
         差..........................................56
表4-4-2　情感、忠誠、與貢獻對信任程度之影響的分數之平
         均數與標準差................................57
表4-4-3　主管對八類部屬的信任程度對金錢式獎酬分配之影
         響分析......................................58
表4-4-4　主管對八類部屬的信任程度對非金錢式獎酬分配之
         影響分析....................................60
表4-4-5　主管對八類部屬之信任程度對知識分享意願之影響
         分析........................................61

圖目錄
圖3-1-1　研究架構....................................24

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