臺灣博碩士論文加值系統

本研究以行政院所屬人事人員為研究對象，目的在於了解人事人員對知識分享平台的接受度以及在虛擬實務社群的環境，人事人員的知識分享行為影響因素。為了解人事人員對知識分享平台的接受度，採用Davis的科技接受模式(TAM)為基礎，以了解人事人員對知識分享平台有用性及易用性之看法，及這種看法對知識分享行為是否產生顯著的差異。為了解在虛擬實務社群的環境，人事人員的知識分享行為影響因素，採用Ajzen的計劃行為理論(TPB)作為理論基礎，以了解人事人員知識分享的態度、主觀規範及知覺行為控制等因素，對知識分享行為是否產生顯著的差異。研究結果顯示：1、知覺有用性及知覺易用性與知識分享態度具有高度相關。2、知覺有用性及知覺易用性之間具有中度相關。3、知識分享態度、知識分享主觀規範及知覺行為控制之間有顯著相關。4、知覺有用性及知覺易用性之間有顯著相關。5、知識分享態度、知識分享主觀規範及知覺行為控制對知識分享行為均無顯著影響。研究建議：1、因本研究各構面對實際知識分享行為並無顯著差異，建議增加知識分享行為意圖構面，以瞭解知識分享行為意圖對實際知識分享行為是否有顯著差異。2、可將討論熱絡之差假勤惰、待遇核薪等類知識，彙集為知識物件以供取用或提供類似Wikipedia機制，由眾人共同致力知識的創造與擴散。

The goal of this study, which the Executive Yuan personnel staffs are for the study target, is aimed to understand the acceptance status of the knowledge-sharing platform, as well as the influence factors of the knowledge-sharing behavior for the personnel staffs under the virtually practice community environment.
First of all, in order to understand the acceptance status of the knowledge-sharing platform for the study target, Davis’s Technology Acceptance Model (TAM) is adapted as the foundation to understand the opinions of the usefulness and the suitability of the knowledge-sharing platform for the personnel staffs, as well as those whether some conspicuous differences occur at the knowledge-sharing behavior or not.
Next, in order to understand the influence factors of the knowledge-sharing behavior for the study target under the virtually practice community environment, Ajzen’s Theory of Planned Behavior (TPB) is adapted as the foundation to understand the influence factors of the attitude, subjected norms, perceived behavioral control, etc, of the knowledge-sharing for the personnel staffs, as well as those whether some conspicuous differences occur at the knowledge-sharing behavior or not.
After this study, the result is described as follows.
1. High correlation appears on the perceived usefulness and the perceived suitability with the knowledge-sharing attitude.
2. Moderate correlation appears between the perceived usefulness and the perceived suitability.
3. The correlation occurs among the knowledge-sharing attitude, the knowledge-sharing subjective norms, and the perceived behavioral control.
4. The correlation occurs among the perceived usefulness and the perceived easy of use.
5. No conspicuous influence occurs among the perceived usefulness, the perceived suitability, the knowledge-sharing attitude, the knowledge-sharing subjective norms, and the perceived behavioral control for knowledge-sharing behavior.
Therefore, some suggestions are described in the following.
1. Since no conspicuous influence occurs at all aspects for actual knowledge-sharing behavior after this study, the aspect of the knowledge-sharing intention is suggested as a addition in order to understand whether some conspicuous differences appear for actual knowledge-sharing behavior.
2. Some knowledge, such as the popular merit assessment, the salary, etc, can be integrated as the knowledge objects pools, as well as can be provided for some systems, such as Wikipedia, on purpose of the creation and the diffusion of the knowledge widely.

目錄..............................................I
附表目錄...................................................Ⅱ
附圖目錄...................................................Ⅲ

目錄

第一章 緒論.........................................1
第一節 研究背景.....................................1
第二節 研究目的與研究假設....................................3
第三節 研究範圍與限制....................................5

第二章 文獻探討..................................7
第一節 知識分享...................................7
第二節 計劃行為理論.......................................19
第三節 科技接受模式.........................................22

第三章 研究方法......................................29
第一節 研究對象............................................29
第二節 研究工具.................................29
第三節 資料蒐集方式................................ 44
第四節 資料分析方式............................... 44

第四章 研究結果與討論............................... 47
第一節 基本資料與問卷之敘述性統計分析...................... 47
第二節 基本資料與各構面間的相關性分析......................52
第三節 基本資料與構面及構面與知識分享行為之分析....... 57
第四節 各構面間之共變異數分析............................58

第五章 結論與建議..........................................61
第一節 結論.........................61
第二節 建議....................................63

參考資料.......................................65

附錄1.............................................67
附錄2..............................................69

附表目錄
表 1 實務社群的元素.................................12
表2 知識轉移的阻力及解決方法............................18
表3 相關複製性研究.....................................25
表4 理性行為理論、計劃行為理論與科技接受模式比較表…….26
表5 驗證相關研究..............................26
表6 擴展相關研究..................................27
表7 精煉相關研究................................28
表8 人事業務知識分享平台知識點數表………………………….31
表9 人事業務知識分享平台成員知識等級表…………………….32
表10 問卷的結構定義..................................42
表11 各變項之信度表..............................42
表12 標準廻歸權重...............................43
表13 機關(構)基本資料分析表...................47
表14 樣本基本資料分析表..................................47
表15 各構面填答統計表..................................48
表16知識分享行為次數統計表................49
表17-1發問問題排名次序表.......................50
表17-2回答問題排名次序表........................51
表17-3評價回答排名次序表.........................51
表17-4評價知識排名次序表.............................51
表17-5參與覆核知識排名次序表....................51
表18 變項的相關(Pearson Correlation) ......................52
表19 廻歸加權表...........................57
表20 構面的共變異數...................................58
表21 構面的相關係數.................................58
表22 研究假設之結果彙整表.......................60

附圖目錄
圖1 研究架構................................4
圖2 四種知識轉換模式...............................8
圖3 知識架構............................16
圖4 計劃行為理論..........................................20
圖5科技接受模式........................................23
圖6科技接受模式發展的時間順序................25
圖7 人事知識分享平台首頁....................................33
圖8 人事知識分享平台首頁(續) ...........................33
圖9 發問問題的操作介面................................34
圖10 發問問題的操作介面(續) ....................34
圖11回答問題、覆核知識、評價知識及評價最佳解答介面……35
圖12 父社群已解決知識查詢.......................35
圖13 父社群發問中知識查詢........................36
圖14 子社群已解決知識查詢...............................36
圖15 個人基本資料.....................................37
圖16 個人發問紀錄.....................................37
圖17 個人點數紀錄.....................................38
圖18 知識點數表........................................38
圖19 成員等級表...........................39
圖20 不分類高手排行.................................40
圖21分類高手排行.........................................40
圖22 研究架構結果......................................60

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