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研究生:翁柏登
研究生(外文):Bo-deng Weng
論文名稱:以五大人格特質理論及主觀規範探討團隊知識分享之影響因素
指導教授:洪秀婉洪秀婉引用關係
指導教授(外文):Shiu-wan Hung
學位類別:碩士
校院名稱:國立中央大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:90
中文關鍵詞:團隊知識貢獻知識收集知識分享五大人格特質主觀規範因素分析
外文關鍵詞:TeamKnowledge CollectingKnowledge ContributingKnowledge SharingBig FiveSubjective NormFactor Analysis
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全球正處於以知識為基礎的新經濟時代,知識與創新將改變個人、企業、甚至國家,面對知識經濟時代的來臨,團隊若想保持競爭力及競爭優勢,就必須懂得創造知識的價值。本研究主要目的是以五大人格特質與主觀規範為基礎,探討團隊知識分享行為之因素,透過彙整先前研究知識分享之主觀規範前置因素以及運用五種不同人格特質,分析影響知識貢獻與知識接收的各種因素,目的在提供團隊成員一個廣泛多元的思考方向,落實團隊知識分享。
  本研究透過網路問卷調查,以參與過工作團隊、學生團隊、網路團隊之團員作為調查對象,共回收368份問卷,有效問卷為308份 (回收率占84%)。本研究以結構方程式進行資料分析,研究結果顯示,測量模型信、效度良好,而在驗證假說檢定方面則發現:(1)對於知識分享構面,主觀規範對於知識貢獻以及知識收集皆為正向顯著關係;(2)對於五大人格特質構面,外向性對知識貢獻、親和性對知識貢獻與知識收集、盡責性對知識貢獻、經驗開放性對知識收集有顯著關係,其餘則無;(3)主觀規範前置因素構面,團隊支持與信任、自我價值感、高階管理支持、共同目標皆對主觀規範形成有正向顯著關係,而團隊隸屬感、團隊公平性則無顯著關係;(4) 在調節效果方面,所屬團隊性質不同對於主觀規範對知識貢獻有調節效果。

This study tries to explore the team member’s behavior on knowledge sharing. On the basis of Big Five and subjective norm, this study examines factors which influence the team member’s knowledge contributing and collecting by integrating antecedents of subjective norm of knowledge sharing in previous studies and using Big Five. Then, according to empirical results, the study provides multi-thinking for the team member to carry out knowledge sharing.
This study collects 368 samples in total by using internet questionnaires. Analyzing upon 308 usable responses by structural equation modelling reveals that the measurement model has good reliability and validity. The empirical results show that (1) for Knowledge Sharing construct, Subjective Norm has significantly positive effect on both knowledge contributing and collecting; (2) for Big Five construct, Extraversion and Conscientiousness toward knowledge contributing and Openness to Experience toward knowledge collecting have significantly positive effect; Agreeableness toward both knowledge contributing and collecting also has. However, Neuroticism has no significant impact. (3) for the construct of antecedents of Subjective Norm, Team Support and Trust, Sense of Self-Worth, Top Management Support and Shared Goal Perceived Behavior Control have a positive relationship with Subjective Norm, but Team Affiliation and Team Fairness haven’t.

目錄
中文摘要 I
英文摘要 II
誌謝 III
目錄 IV
表目錄 VII
圖目錄 IX
第一章、緒論 1
1.1研究背景與動機 1
1.2研究目的 4
1.3研究流程 5
第二章、文獻探討 6
2.1團隊知識分享 6
2.1.1知識分享的定義 6
2.1.2知識分享的動機 7
2.1.3知識貢獻與知識收集 10
2.1.4知識分享之相關研究 11
2.2主觀規範 11
2.2.1主觀規範的定義 11
2.2.2主觀規範構面 12
2.2.3知識分享與主觀規範前置因素 13
2.2.4主觀規範之相關研究 16
2.3人格特質 16
2.3.1人格特質的定義 17
2.3.2人格特質的分類與發展 17
2.3.3五大人格特質 18
2.3.4五大人格特質之相關研究 20
第三章、研究方法 22
3.1抽樣方式與抽樣對象 22
3.2資料分析方法 22
3.2.1敘述性統計分析 22
3.2.2因素分析 23
3.2.3信度檢定 23
3.2.4效度檢定 23
3.2.5假設驗證 24
3.3變數定義與衡量 25
3.4問卷設計與內容 28
3.5問項資料與因素分析 36
3.5.1問項統計資料 36
3.5.2因素分析 38
3.6研究架構 42
3.7研究假說 44
第四章、資料分析 51
4.1樣本資料分析 51
4.2測量模型之信效度分析 54
4.2.1信度分析 56
4.2.2效度分析 57
4.3結構方程模式與調節效果之測量分析 62
4.3.1模型配適度檢定 62
4.3.2研究假說驗證與結果 63
第五章、結論與建議 70
5.1研究結果 70
5.2管理意涵 74
5.2.1對理論的貢獻 74
5.2.2對實務的貢獻 75
5.3研究限制與未來研究建議 76
參考文獻 78
附錄一問卷 86

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