眾所周知, 知識已成為企業競爭力的重要來源. 在知識管理範疇裡, 知識分享不僅在有效知識管理中扮演一重要角色, 更是促進組織成員知識成長的關鍵所在. 再者, 因為設計乃強調多元性整合且屬於高度知識應用的專業, 所以有關設計師知識分享意願的探究即顯得格外重要. 為此, 本研究主要探討目的為: 1) 探討影響設計師知識分享意願的因素, 與2) 了解台灣企業內部設計師如何進行知識分享. 經由文獻回顧, 研究首先匯整岀知識類型, 人格特質, 權力, 信任, 組織文化等五種可能影響設計師知識分享因素. 其次, 研究以個案訪談方式了解明基電通設計師之知識分享情形, 除上述五種因素外, 研究發現獎勵制度亦可能為影響設計師知識分享的因素之一. 然後, 根據文獻探討與個案訪談結果, 研究建構出影響設計師知識分享意願因素的架構與假設. 再者, 爲進一步確認研究假設, 本研究針對已導入知識管理之23家台灣資訊業廠商的62位設計師進行實證研究. 本研究主要的發現有: 1) 當人格特質較傾向嚴謹性時, 則設計師的知識分享意願會愈高; 2) 當組織文化較傾向保守型時, 則設計師的知識分享意願會愈低; 3) 若公司設置有內在獎勵制度以鼓勵知識分享, 則設計師知識分享的意願會較高. 為能增進設計師知識分享的意願, 最後研究建議, 企業的組織文化應盡量避免傾向保守型文化, 且應考量建立一適合之知識分享獎勵制度, 以提升組織內設計知識的運用.

As we know, knowledge has been treated as one of the main sources of competitiveness for many enterprises. Within the domain of knowledge management, knowledge sharing can not only play a critical role in the effective knowledge management, but also facilitate the knowledge growth of the members of an enterprise. Moreover, the nature of design that is a profession of intensive knowledge application, and designer willingness in knowledge sharing is extraordinarily vital for such a circumstance. Therefore, the objectives of this study include: 1) to explore the factors affecting designer willingness in knowledge sharing, and 2) to discover the designer willingness in knowledge sharing in Taiwan’s Information Industry Firms. Based on literature review, this study extracted five factors, such as the type of knowledge, personality, power, trust, and organizational culture, which might affect the designer willingness in knowledge sharing, Furthermore, this study employed a depth interview with BenQ to realize how BenQ’s designers share their knowledge with others. From the case, this study found out that a reward system could be also treated as a critical factor on affecting the designer willingness in knowledge sharing. Based on the findings of literature review and case interview, this study further constructed a research framework and several hypotheses concerning the factors affecting the knowledge sharing willingness of designers. The framework was tested with data collected from 62 designers of 23 Taiwan’s information industry firms. The findings of this study confirm that: 1) the designer willingness in knowledge sharing is higher when the personality of the designer tends to be conscientious; 2) the designer willingness in knowledge sharing is low when the organizational culture is conservative; 3) the designer willingness in knowledge sharing is high when there is an internal reward system in an enterprise. Lastly, to improve the designer willingness in knowledge sharing, this study suggested that the organizational culture of an enterprise should try to avoid a conservative culture and establish an appropriate knowledge sharing reward system to enhance the utilization of design knowledge in the enterprise.

中文摘要 i
英文摘要 ii
誌 謝iii
目 錄 iv
表 目 錄vii
圖 目 錄 ix

一. 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3 研究範圍 4
1.4 研究流程 5

二. 文獻探討 6
2.1 知識分享意願 6
2.1.1 知識分享 7
2.1.2 知識分享意願 12
2.2 影響知識分享意願因素 13
2.2.1 知識類型與知識分享意願 14
2.2.2 人格特質與知識分享意願 16
2.2.3 權力與知識分享意願 17
2.2.4 信任與知識分享意願 19
2.2.5 組織文化與知識分享意願 20
2.3 設計師之知識分享意願 22

三. 個案訪談 24
3.1 個案訪談方法與工具 24
3.2 明基知識管理 25
3.3 明基設計師之知識分享意願 27
3.4 個案訪談發現 30

四. 研究架構與假設 32

五. 研究設計 38
5.1 研究方法 38
5.2 研究樣本 39
5.3 研究步驟 41
5.4 問卷設計與衡量方式 44
5.5 問卷預試 50
5.5.1 預試對象 50
5.5.2 預試修正 50

六. 研究發現與討論 52
6.1 問卷發現 52
6.1.1 受訪樣本基本資料分析 52
6.1.2 影響設計師知識分享意願之因素 55
6.1.2.1 知識類型 56
6.1.2.2 人格特質 57
6.1.2.3 權力因素 60
6.1.2.4 信任因素 63
6.1.2.5 組織文化 65
6.1.2.6 獎勵制度 68
6.1.2.7 知識分享意願 70
6.1.2.8 影響設計師知識分享意願因素探討 72
6.2 訪談發現 79
6.2.1 企業內部設計師知識分享的方法 79
6.2.2 其他影響設計師知識分享的因素 82

七. 研究結論與建議 84
7.1 研究結論 84
7.1.1 問卷結論 84
7.1.2 訪談結論 88
7.2 研究建議 89
7.2.1 知識分享意願研究的建議 89
7.2.2 管理設計師知識分享意願的建議 91

參考文獻 92

【附錄1】個案訪談問卷 102
【附錄2.1】訪談稿 (一) 103
【附錄2.2】訪談稿 (二) 121
【附錄2.3】訪談稿 (三) 134
【附錄3】影響設計師知識分享意願因素之訪談問卷 (前測版) 147
【附錄4】影響設計師知識分享意願因素之訪談問卷 (正式版) 150
【附錄5】受訪資訊類廠商資訊說明 153
【附錄6】受訪廠商聯絡方式說明 155
【附錄7】Saucier (2002) 32項人格特質形容詞 157
【附錄8.1】統計原始資料 158
【附錄8.3】統計原始資料 160
【附錄8.4】統計原始資料 161
【附錄8.5】統計原始資料 162
【附錄8.6】統計原始資料 163
【附錄8.7】統計原始資料 164
【附錄8.8】統計原始資料 165
【附錄8.9】統計原始資料 166
【附錄8.10】統計原始資料 167
【附錄8.11】統計原始資料 168
【附錄9】自傳與簡歷 169

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