近年來，國內銀行業受到全球金融風暴的衝擊，面對經營環境紅海競爭，在強調降低成本的前提下，銀行辦理優惠退休，促使資深員工逐漸離開，新進行員人數與比例陸續增加，銀行工作環境的氛圍漸漸的產生些許變化。由於許多新進行員普遍學歷較以往為高，在訓練過程中雖然會主動提問，但是對一些銀行基本業務卻認為過於簡單而未予以重視。到了實際統合運作的時候，基本的操作準則運作不順暢，對問題應變能力經驗也不足；加上新進行員對銀行文化陌生且尚未高度的融入，以及銀行業務量激增、資深員工工作壓力上升，若新進員工一直詢問資深員工銀行相關業務作業流程，此時資深員工難免會出現抱怨而影響了知識分享的意願。
本研究以F銀行從業人員為研究對象，探討人際信任、知識分享動機與知識分享行為的關聯性。本研究採判斷抽樣方式抽取樣本，總計發放330份問卷，回收有效樣本為311份，有效樣本回收率為97.2%。透過敘述性統計、信度分析、效度分析、及結構方程模型(Structural Equation Modeling, SEM)中之偏最小平方估計法(Partial Least Square, PLS)進行分析，其主要研究結果如下：
1.認知型信任對知識分享動機中之互惠有顯著正向影響；情感型信任對知識分享動機中的四個因素組織報酬、互惠、自我效能與樂於助人具有顯著正向影響，其中情感型信任對知識分享動機中之互惠的影響最大。
2.知識分享動機中的自我效能與樂於助人對知識分享行為具有顯著正向影響。
3.情感型信任對知識分享行為具有顯著正向影響。
緣此，建議F銀行可以通過合理的激勵制度，鼓勵員工貢獻出自己的創意與想法，促進員工知識的分享與流通，進而提升知識分享行為。
關鍵字：人際信任、知識分享動機、知識分享行為、偏最小平方估計法。

Abstract:
In recent years, impacted by the global financial turmoil and the Red Sea competition business environment, stressing on the premise of reducing costs, the domestic banking sector conducted preferential retirement to prompt the leaving of senior staffs.  With the proportion of new colleagues increasing, the working circumstance in the banks changes gradually.
Since many new colleagues generally carried higher degree than in the past, they used to question in the training courses but did not pay attention to the basic banking operations.  Therefore, the operation is not smooth and lack of adaptability experience for new colleagues in the actual integration execution period.  Besides, they are not familiar with and used to the banking business culture.  With the increase of banking business loading, senior employees' work pressure rises, and inevitably affect the willingness of their knowledge sharing.
The aims of this thesis was to explore the relationships among interpersonal trust, knowledge sharing motivation and sharing behavior of the employees of F bank and verify the hypothesis proposed in this study.  The questionnaires were issued by judgmental sampling method of 330 questionnaires and 311 effective samples were collected.  The rate of effective sample response is 97.2%.  Descriptive statistics, reliability, validity and partial least square method have been applied in order to examine the proposed research framework.  After the 
empirical research, the major findings were as follows:
1. Cognitive trust has positive impact on the mutually benefit of knowledge sharing motivation.  Affect-based trust has positive impact on all the 4 factors, organizational rewards/ mutually benefit/ self-efficacy/ helpfulness of knowledge sharing motivation.  Affect-based trust has most impact on mutually benefit.
2. Knowledge sharing motivation has positive impact on self-efficacy and helpfulness of knowledge sharing behavior.
3. Affect-based trust has positive impact on knowledge sharing behavior
It is recommended that F Bank can encourage employees to contribute their creativity and ideas, promote the sharing of knowledge sharing and circulation through reasonable incentive system. Setting up certain norms for sharing opportunities and encouraging learning will also made employees feel that their knowledge are valuable to the organization.

目錄     V
表目錄	VII
圖目錄	IX
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	2
第二章	文獻探討	5
第一節	知識分享	5
第二節	人際信任	15
第三節	知識分享動機	16
第四節	研究變項間之關聯	18
第三章	研究方法	21
第一節	研究架構	21
第二節	研究假設	21
第三節	研究變項操作型定義與衡量	22
第四節	研究對象與範圍	25
第五節	統計分析	25
第四章	實證分析結果	27
第一節	樣本結構分析	27
第二節	因素及信度分析	29
第三節	差異性分析	32
第四節	研究變項之因果關係	39
第五章	結論與建議	45
第一節	研究結論與發現	45
第二節	管理意涵	46
第三節	研究限制	47
第四節	後續研究建議	47
參考文獻	49
附錄：正式問卷	59

表目錄
表2 1 知識分享定義之彙整	5
表2 2 銀行從業人員知識分享的相關文獻	9
表3 1 信任之衡量題項	23
表3 2 知識分享動機之衡量題項	24
表3 3 知識分享行為之衡量題項	24
表4 1 性別統計	27
表4 2 年齡統計	28
表4 3婚姻狀況統計	28
表4 4 教育程度統計	28
表4 5 在銀行年資統計	29
表4 6 職稱統計	29
表4 7 【人際信任】之KMO值及Bartlett球形檢定	30
表4 8 【人際信任】之因素分析	30
表4 9 【知識分享動機構面】之KMO值及Bartlett球形檢定	31
表4 10 【知識分享動機構面】之因素分析	31
表4 11 【知識分享行為構面】之KMO值及Bartlett球形檢定	31
表4 12 【知識分享行為構面】之因素分析	32
表4 13 各研究構面信度分析表	32
表4 14 性別在各研究變項之差異分析	33
表4 15 年齡在各研究變項之差異分析	34
表4 16 婚姻狀況在各研究變項之差異分析	35
表4 17 教育程度在各研究變項之差異分析	36
表4 18 銀行年資在各研究變項之差異分析	37
表4 19 職稱在各研究變項之差異性分析	38
表4 20研究構面之信效度表	40
表4 21負荷量－跨負荷量矩陣 (Factor Structure Matrix of Loadings and Cross-Loadings)	41
表4 22相關係數矩陣	43
表4 23 研究模型路徑結果表	44
表5 1 研究假說彙整表	45

圖目錄
圖1 1 研究流程圖	4
圖3 1 本研究架構	21
圖4 1 本研究相關變數之因果關係路徑	44

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