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研究生:劉建國
研究生(外文):LIU CHIEN KUO
論文名稱:國軍組織知識分享導入模型之研究
指導教授:榮泰生榮泰生引用關係
學位類別:碩士
校院名稱:輔仁大學
系所名稱:管理學研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:93
中文關鍵詞:知識分享意願組織文化知識移轉管道可行性創新型回收率研討會座談會
外文關鍵詞:knowledge share 、organizatioculture、 transfer channel of knowledgeknowledgecomputerfuture
相關次數:
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本研究在探討應如何建立一適合之環境,以提高國軍組織成員知識分享意願,以能累積知識、經驗,達到降低人員訓練成本及因應環境之目的。
(一)瞭解國軍分享知識行為之動機因素。
(二)探討國軍知識分享推行之可行性研究。
(三)建構一個適合成立知識與資訊交流中心的分享文化
(四)透過分享動機、文化之探討,推導出一適合國軍組織知識分享環境。
(五)就知識管理的實務與角度,藉由本研究的成果,作為國軍組織導入知識管理時,可供參考價值與推動的方向。

實證研究以國防部飛彈司令部之軍官、士官、士兵為樣本,進行知識分享環境相關研究,計發放500份問卷,回收486份,回收率為97.2%,對於國軍知識分享模型導入之研究實務貢獻整理如下:

(一)、適當激勵方式:開放個人進修管道及給予充足時間, 並鼓勵組織成員參與學習,另在知識分享誘因中,針對志願役及義務役人員,分別設置不同激勵機制,消除個 人保留知識之慾望,提升知識分享意願。
(二)、建立便利之分享機制:單位電腦之配置、快速網路環境之架設,網站內容專業化及多樣化,並提供網站上傳、下載功能,將可使人們不因時間及空間限制而獲得 許多新知,並藉由及時討論達到知識分享加乘效果。
(三)、有效知識移轉管道:軍方組織中可藉由設置聊天室、休息室、聚餐及座談會,定期由教官及專家召集相同專長人員實施研討會及教育訓練,並鼓勵資深人員在 工作中隨時的教導、傳授專業知識以彙整、流傳知識。
(四)、 建立知識分享組織文化:創新型文化在研究中可促進知識分享行為的產生,為創 造一個樂於分享的文化,使組織成員均將知識分享視為常態,故國軍組織應將有之文化加以塑造成樂於分享之創新型文化,以因應外界環境之改變及挑戰。
Abstract

This research is focus on the establishment of a harmony environment to motivate military personnel to share their knowledge with their collogue. The aim is, by accumulating knowledge and experiences, to decrease training cost and to shorten servicemen and servicewomen in their adjustment of military life. The objectives of this research can be divided into following aspects:

1. Identify factors of motivation in relation to knowledge share in the military environment.
2. Investigate the possibility of implementation of knowledge share in the ROC Defense Forces.
3. Establish an atmosphere to facilitate knowledge and information exchanged.
4. Through the investigation of culture and motivation factors to generate a generic knowledge shared model dedicated to the Defense Force.
5. Practically, the result of this research can be provided to the military as a direction while in the implementation of knowledge management.

Totally 500 copies of questionnaire had been sent to the officers, non-commission officers and enlisted men/women within ROC Missile Command. 486 copies (or 97.2%) were returned and examined as the valid samples which provided valuable information for this research:

1. Proper motivation: It is essential to provide military personnel with broad ways of pursuing higher education. Due to the difference between professional and civil service, two separate motivation mechanisms should be applied in order to eliminate the unwilling of their shared in knowledge base.
2. Convenient knowledge shared mechanism: With the advantage and application of computer hardware, software, internet, and intranet, people can acquire new information at anywhere and anytime. Through real time discussions, knowledge can further be optimized.
3. Efficient transfer channel: Defense Force, by all means, can utilize many occasions such as assembly, conference, training session, meeting etc., to educate and encourage military personnel the ways and wills to share their knowledge and experiences, further to wide spread the benefits of knowledge share.
4. Establish knowledge share organization: This research has found that an innovated culture can facilitate the behavior of knowledge share. People are willing to share their knowledge only if they are in a harmony environment. It is important to the Defense Forces to shape their organization into an innovated culture and knowledge share environment in order to compete with the challenge and change in the future.
目錄
第壹章 續論
一、研究背景............................................1
二、研究動機............................................2
三、研究目的............................................4
四、研究步驟............................................4
五、研究流程............................................5
六、研究範圍及對象.......................................6
第貳章 文獻探討
一、知識分享.............................................7
二、組織文化.............................................23
三、知識分享動機.........................................31
四、影響知識分享推動之因素................................33
五、小結................................................40
第參章 研究方法與研究設計
一、研究架構.............................................41
二、研究變數.............................................42
三、研究假設.............................................44
四、問卷調查與樣本抽選設計.................................48
五、問卷設計..............................................49
六、研究方法..............................................50
七、前測問卷分析結果.......................................52
第肆章 研究結果與分析
一、樣本基本分析...........................................57
二、信度及效度分析.........................................63
三、對知識分享的影響之實證分析...............................65
第伍章 結論與建議
一、 研究結論..........................................71
二、 實務貢獻..........................................74
三、 研究限制..........................................76
四、 後續研究建議.......................................76
參考文獻
附錄一 「知識分享」調查問卷..................................85
附錄二 知識分享行為與自變數殘差圖...........................89











































圖目錄
圖1-1-1研究流程圖......................................................5
圖2-1-1知識管理重要元素架構圖.............................14
圖2-1-2知識創造模式圖…………………………….17
圖2-2-1知識分享模式圖…………………………….40
圖3-1-1知識分享架構圖…………………………….41
圖4-3-1迴歸標準殘差圖……………………………..68
表目錄
表2-1-1知識之定義綜整……………........................ 8
表2-1-2知識分類綜整表…………….......................10
表2-1-3內隱知識與外顯知識特性差異表..……….12
表2-1-4知識分享觀點綜整表…………...................19
表2-1-5知識分享行為的類型……………………...23
表2-2-1組織文化的定義………….…........................24
表2-2-2組織文化類型……………….......................26
表2-3-1知識分享實務構面.......................................39
表3-5-1個人內在動機前測結……….…………..…53
表3-5-2外部環境前測結果.………….……………54
表3-5-3組織文化前測結果.………….…………….55
表3-5-3組織分享行為前測結果…….……………..55
表4-1-1性別基本資料分佈表……….……………..57
表4-1-2役別基本資料分佈表……….…………..…58
表4-1-3階級基本資料分佈表……….…………..…58
表4-1-4學歷基本資料分佈表……….…………..…59
表4-1-5服務年資基本資料分佈表….…………..…59
表4-1-6職務基本資料分佈表……….…………..…59
表4-1-7專長基本資料分佈表…..…….……………60
表4-1-8各研究變項與題項平均值與標準差…...…61
表4-2-1正式問卷結果信度分析表…..………….…64
表4-3-1研究變數相關矩陣………..…………….…66
表4-3-2變異數分析………………………………...68
表4-3-2知識分享行為因素迴歸分析………...……70
表5-1-1研究假說檢定綜整表………….…….…….71
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