本研究主要針對個案A公司，探討組織承諾與知識分享之關聯性。本研究從相關的文獻探討開始著手，再根據其理論基礎建立本研究之架構與假設，並選用適當的量表為研究工具。本研究以個案公司實際使用過知識管理系統之組織成員為研究對象，計發問卷340份，有效問卷為174份。針對回收的有效樣本174份資料，進行敘述性統計、信度分析、因素分析、t 檢定及變異數分析、相關分析及逐步迴歸分析並根據實證結果提出主要研究結論如下：

一、研究所學歷的受訪者較大學學歷的受訪者在努力承諾上表現更明顯。
二、組織承諾構面中，僅努力承諾在知識分享上有顯著的正向影響；而留職承諾與價值承諾則對知識分享無顯著影響。意即當員工願意付出努力以達成組織目標之際，同時也將會願意與同事進行知識分享。但當員工表現留任承諾與價值承諾之時，卻未必表示員工將與他人進行知識分享。
三、知識分享對價值承諾、努力承諾有顯著的正向影響。意即當組織成員樂意將他所知道的工作知識技術與同事分享時，其對組織的目標與價值的信仰與認同就越強烈；其願意為組織努力的認知就越強烈。

The main purpose of this research is trying to find the relationships among organization commitment and knowledge sharing in A company. This research is begun to set about from relevant references, then set up structure and hypotheses of this research according to its theoretical foundation, select proper scale for study tool. Implement questionnaire investigation for total 340 participants for this study are in the same company who had experience in the knowledge management system. 
To effective 174 materials of sample retrieving, analyze the descriptive statistics reliability analysis, factor analysis, t-test, one way ANOVA, correlation analysis and multiple regression analysis. After the empirical research, the major findings as follows:
(1)	The postgraduate respondents show more effort commitment than undergraduate respondents.
(2) In terms of organizational commitment construct, only “effort commitment” has positive impact on knowledge sharing, but the “value commitment” and “retention commitment” have no significant effect on knowledge sharing. This means when employees are willing to achieve organizational goals with their full support are also willing to share their knowledge with other colleagues. However, for the employees who are merely satisfying their daily responsibilities does not necessarily mean employees will share their knowledge with others.
(3)	Knowledge sharing has positive impact on “value commitment” and “effort commitment”. It means an organization member is willing to share the job know-how with colleague also he has strong belief and acceptance to the goal & merit of an organization.

目錄

目錄   i
表目錄 iii
圖目錄 v
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
第三節 研究對象...3
第四節 研究流程...6

第二章 文獻探討...8
第一節 組織承諾...8
第二節 知識分享...12
第三節 組織承諾與知識分享關聯性...16
第四節 不同人口統計變項在組織承諾與知識分享之差異性...18

第三章 研究方法...20
第一節 研究架構與假說...20
第二節 研究變項操作性定義與衡量...22
第三節 研究對象與範圍...25
第四節 統計分析...25

第四章 資料分析...28
第一節 樣本結構分析...28
第二節 因素及信度分析...32
第三節 差異性分析...34
第四節 研究變項間之相關分析...43
第五節 研究變項間之因果關係...44

第五章 結論與建議...48
第一節 研究結論與發現...48
第二節 管理意涵...50
第三節 研究限制...53
第四節 未來研究方向建議...53

參考文獻...54
一 中文部份...54
二 英文部份...57
附錄一、問卷調查...63

表目錄
表 2-1 組織承諾的定義……..…………………………………………..9
表2-2 知識分享的定義……..…………………………………………13
表3-1 組織承諾之衡量構面與問項…………………………………..23
表3-2 知識分享之衡量問項…………………………………………..24
表4-1 專業屬性分佈狀況……………………………………………..29
表4-2 性別分佈狀況…………………………………………………..29
表4-3 年齡分佈狀況…………………………………………………..30
表4-4 工作之總年資分佈狀況表……………..………………………30
表4-5 教育程度統計…………………………………………………..31
表4-6 組織成員之職等分佈表………………………………………..31
表4-7 組織承諾構面之KMO 值及Bartlett 球形檢定…….…………33
表4-8 組織承諾構面之因素分析….………………………………….33
表4-9 各研究構面之信度分析表……………………………………..34
表4-10 性別對組織承諾及知識分享之差異分析……………………35
表4-11 不同專業屬性在組織承諾之差異分析………………………36
表4-12 不同專業屬性在知識分享之差異分析………………………37
表4-13 不同年齡的組織成員在組織承諾各變項之差異分析………38
表4-14 年齡對知識分享之差異分析…………………………………39
表4-15 年資對組織承諾各變項之差異分析…………………………39
表4-16 年資對知識分享之差異分析…………………………………40
表4-17 教育程度對組織承諾各變項之差異分析……………………41
表4-18 教育程度對知識分享之差異分析……………………………41
表4-19 職等對組織承諾各變項之差異分析…………………………42
表4-20 職等對知識分享之差異分析…………………………………43
表4-21 組織承諾與知識分享的相關係數表…………………………44
表4-22 組織承諾對知識分享之迴歸分析彙整表……………………45
表4-23 知識分享對組織承諾之迴歸分析彙整表……………………46
表4-24 知識分享對組織承諾各變項之複迴歸分析彙整表…………47
表5-1 研究假說驗證彙整表…………………………………………..48

圖目錄
圖 1-1 平台首頁操作畫面………………………………………………4
圖1-2 討論園地操作畫面…………………………………………….. .5
圖1-3 快速搜尋操作畫面………………………………………………6
圖1-4 研究流程圖………………………………………………………7
圖2-1 知識分享模式…..…..…………………………………………..15
圖3-1 研究架構圖…………………………………………………..…20
圖4-1 組織承諾對知識分享之影響分析…………………………….. 45
圖4-2 知識分享對組織承諾構面之影響分析……………………….. 47

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