臺灣博碩士論文加值系統

知識是一種流動的概念，因此知識管理強調的不僅止於純粹的知識蒐集與儲存的工作，同時必需透過在個人之間的流動才能讓知識產生價值。如何使員工樂於分享本身的知識以創造知識價值，避免知識管理流於單純的檔案管理，已成為知識管理重要的議題。本研究以問卷方式調查某醫學中心行政與資訊管理人員，從工作特性、團隊與個人層次來探討影響這些知識工作者知識分享行為的因素，使用的結構性問卷包括有工作特性調查量表、團隊氣候量表、個人利他特質量表與及知識分享行為量表。問卷調查共得227份有效問卷，結果顯示利他主義、工作特性以及團隊氣候中的參與安全感構面對知識分享行為表現有顯著且正向影響效果，同時團隊的參與安全感氣候與個人的利他主義特質對知識分享行為有顯著的交互作用。本研究結果應用於組織落實知識管理的過程中，建議藉由營造團隊氣候方式來促進成員間的知識分享行為，以達成最終創新行為與知識創造的績效。

The concept of knowledge-in-motion brings up the notion that knowledge flows amongst people. Therefore, knowledge management is not only a collection of data and information, but also a process that enables their effective use. How to provide the right environment which allows people to leverage their tacit knowledge has become one of the most important issues in knowledge management. The present study, using a questionnaire survey, aims to investigate the factors related to individuals’ knowledge sharing behaviors. The factors at issues include the team climate, job characteristics, and individual characteristic of altruism. A total of 227 administrators and information managers in a medical center were recruited and administered with the questionnaire package. The results suggested that the degree of altruism, the motivating potential of job characteristics, and the team climate of participative safety significantly and positively related to knowledge sharing behaviors. In addition, knowledge sharing behaviors were significantly influenced by the interaction effect between the individual characteristic of altruism and the team climate of participative safety. The implications for knowledge management suggest that knowledge managers need to recognize the importance of building a participative safety climate to make effective use of corporate knowledge and enable employee to efficiently create knowledge.

目錄
指導教授推薦書…………………………………………………………
口試委員審定書…………………………………………………………
長庚大學博碩士紙本論文著作授權書……………………………………… iii
誌謝…………………………………………………………………………… iv
中文摘要……………………………………………………………………… v
Abstract……………………………………………………………………… vi
目錄………………………………………………………………………………vii
圖表目錄…………………………………………………………………………viii
第一章 緒論……………………………………………………………………- 1 -
第二章 文獻探討………………………………………………………………- 3 -
第一節 知識分享………………………………………………………………- 3 -
第二節 影響知識分享行為的因素……………………………………………- 4 -
第三章 研究方法………………………………………………………………- 8 -
第一節 研究假設………………………………………………………………- 8 -
第二節 研究架構………………………………………………………………- 9 -
第三節 研究對象………………………………………………………………- 10 -
第四節 研究工具………………………………………………………………- 11 -
一、團隊氣候量表………………………………………………………………- 11 -
二、利他主義量表………………………………………………………………- 13 -
三、工作特性量表………………………………………………………………- 13 -
四、知識分享行為量表…………………………………………………………- 14 -
第五節 資料分析…………………………………………………………………- 15 -
第四章 研究結果…………………………………………………………………- 16 -
第一節 樣本群體描述性統計……………………………………………………- 16 -
第二節 相關分析…………………………………………………………………- 18 -
第三節 路徑分析…………………………………………………………………- 19 -
第四節參與安全感、利他主義的交互影響與知識分享行為之關係…………- 22 -
第五章 結論與建議………………………………………………………………- 24 -
第一節 研究結論與討論…………………………………………………………- 24 -
第二節 管理與實務意涵…………………………………………………………- 26 -
第三節 研究限制與建議…………………………………………………………- 28 -
參考文獻…………………………………………………………………………- 29 -
附錄一 正式問卷………………………………………………………………- 34 -


圖表目錄
表 4.1 樣本群體之描述性統計………………………………………………- 17 -
表 4.2 相關分析………………………………………………………………- 19 -
表 4.3 參與安全感、利他主義與知識分享行為變異數分析摘要表………- 22 -

圖 3.1 研究架構………………………………………………………………- 10 -
圖 4.1 路徑分析………………………………………………………………- 21 -
圖 4.2 參與安全感對知識分享行為影響之交互作用 ………………………- 23 -

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