臺灣博碩士論文加值系統

企業面臨經濟全球化及知識化快速發展的環境，唯有不斷的創新、追求更佳的績效，才能保有競爭優勢。創新策略的實行，必須透過知識管理活動，讓組織有系統地獲得、創造及整合知識資源，而知識所創造的價值在於分享，唯有分享知識才能對組織產生真正價值，提高組織競爭力。
知識管理可說是從知識分享開始，組織推動知識管理的最大障礙在此，最終能獲成功的關鍵也在此。既然推動知識分享是如此的重要及困難，於是如何引發組織成員產生知識分享的意圖，並促進知識分享行為，最後達到知識分享的成效，成為一個相當重要且值得深入探討的議題。然而，知識分享行為與人類的本性相違背，成員會擔心自身所擁有的專業知識與他人分享後，會威脅到自己在組織中的地位，因而造成分享意願不高，使許多組織的知識管理策略最終都成為失敗案例。究其原因除這些組織過於倚重資訊科技，而忽略了成員的態度亦是影響分享行為中重要的關鍵因素之一。
本研究主要在探討影響知識分享意圖相關因素，先以文獻探討取得相關理論依據後，提出組織承諾、信任關係及期望報酬三個影響因素，並以高雄市高中職軍訓教官為研究對象，探討這些因素與個人「知識分享態度」之間的關係，並檢驗「知識分享態度」對於「知識分享意圖」之影響。
本研究採用便利抽樣法進行研究樣本的抽取，總共發出326份問卷，回收有效問卷276份，問卷回收率為85%。本研究資料經過多變量分析方法，以驗證各研究構面的影響關係。問卷資料經過分析後得到以下結論：
ㄧ、個人對知識分享的組織承諾，對知識分享態度無顯著的影響。
二、個人對知識分享的信任關係，對知識分享態度有顯著的影響。
三、個人對知識分享的期望報酬，對知識分享態度無顯著的影響。
四、個人的知識分享態度，對知識分享意圖有顯著的影響。

Enterprises are faced with the rapid economic globalization and knowledge-based development environment, the only constant innovation and the pursuit of better performance, in order to maintain competitive advantage. Implementation of innovative strategies must be through the knowledge management activities, enabling organizations to systematically acquire, create and integrate knowledge resources,and knowledge is to share the value created, only the sharing of knowledge to produce real value to the organization to improve organizational competitiveness.
The knowledge management may say that is starts from the knowledge share, the organization promotes the knowledge management the biggest barrier here, to be able to attain the successful key finally also in this. Since the promotion of knowledge sharing is so important but also so difficult, therefore how to initiate organizes the member to have the knowledge share intention, and promotes the knowledge share behavior, finally achieves the knowledge share the result, becomes one quite importantly, and is worth the subject which discusses thoroughly. However, the knowledge sharing behavior and contrary to human nature, fear for their members will have expertise to share with others, it will threaten their position in the organization, resulting willingness to share is not high, so many organizations, knowledge management strategy has become failures. One of the reasons, in addition to these organizations rely too heavily on information technology, while ignoring the attitude of the members, but also affect the sharing behavior in important key factor.
This research mainly in the discussion influence knowledge share intention correlation factor, first obtains the correlation theories basis after the literature discussion, proposed that the organizational commitment , the trusting relationship and the expected return three influencing factors, and take the Kaohsiung city military instructors in senior high school as the objects of study, discusses these factors with individual “the knowledge share manner” between relations, and examines “the knowledge share manner” regarding “the knowledge share intention” the influence.
This research used convenience sampling methods of sample extraction, a total of 326 questionnaires sent, 276 valid questionnaires, the questionnaire return rate was 85%. After this study, multivariate data analysis methods to verify the dimensions of the research relationship. After analyzing the questionnaire data obtained the following conclusions:
The organization commitment and the expected return to the knowledge share manner is not remarkable influence. The trusting relationship to the knowledge share manner is remarkable influence. The knowledge share manner will have to the knowledge share intention remarkable influence.

第一章 緒論
第一節 研究背景1
第二節 研究動機2
第三節 研究目的4
第四節 研究範圍5
第五節 研究流程6
第二章 文獻探討
第一節 知識與知識管理7
第二節 知識分享13
第三節 理性行為理論理17
第四節 知識分享的影響因素20
第三章 研究方法
第一節 研究架構30
第二節 研究假設31
第三節 問卷題項設計發展34
第四節 研究對象及資料蒐集39
第四章 資料分析
第一節 研究前測分析40
第二節 樣本結構分析41
第三節 信度與效度43
第四節 結構方程式結果分析44
第五章 結論與建議
第一節 研究結論45
第二節 研究建議48
參考文獻
中文部分50
英文部分51
附錄
附錄A 問卷調查內容57
表次
表1-1 研究範圍5
表3-1 組織承諾之衡量問項35
表3-2 信任關係之衡量問項36
表3-3 期望報酬之衡量問項37
表3-4 知識分享態度量問項37
表3-5 知識分享意圖之衡量問項38
表4-1 前測樣本資料信度整理40
表4-2 樣本基本資料描述41
表4-3 正式問卷資料信度整理43
表4-4 假說及驗證分析結果44
圖次
圖1-1 研究流程7
圖2-1 資料、資訊、知識和智慧關係圖9
圖2-2 知識管理活動12
圖2-3 知識轉換的模式15
圖2-4 理性行為理論架構17
圖2-5 期望理論之簡化模型28
圖3-1 研究架構30
圖4-1 結構方程式因徑係數結果分析44
圖4-2 結構方程式t 値結果分析44

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