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研究生:羅志強
研究生(外文):CHIH-CHIANG LO
論文名稱:人口結構與知識移轉:組織文化調節效果之研究
論文名稱(外文):Organizational Demography and KnowledgeTransfer:The Moderating Effects of Organizational Culture
指導教授:陳心田陳心田引用關係
學位類別:碩士
校院名稱:明志科技大學
系所名稱:工程管理研究所
學門:工程學門
學類:綜合工程學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:70
中文關鍵詞:人口結構組織文化知識移轉
外文關鍵詞:demographic structureorganizational cultureknowledge transfer
相關次數:
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本研究承襲知識移轉績效的研究面向,從「人口結構」與「組織文化」的觀點,來探討下列三個問題:(1)人口結構狀態是否會影響知識移轉績效? (2)組織文化是否會影響知識移轉績效? (3)組織文化是否會改變人口結構狀態對知識移轉績效的關係? 為回答上述問題,本研究總共收集1282份有效問卷,同時對台灣260家企業為研究對象,應用階層迴歸模型來進行實證,實證結果如下:

(一)人口結構相關變項之實證結果發現:
(1)組織成員間性別的組成狀態與知識移轉績效無顯著關係。
(2)組織成員間的教育程度組成狀態與知識移轉績效無顯著關係。
(3)組織成員間年齡的組成狀態與知識移轉績效無顯著關係。
(4)組織成員間年資的組成狀態與知識移轉績效無顯著關係。

(二)組織文化相關變項之實證結果發現:
相對於官僚型的組織文化來說,支持型的組織文化與創新型的組織文化,知識移轉績效較高。

(三)人口結構與組織文化相關變項交互作用之實證結果發現:
(1)相對於官僚型的組織文化來說,支持型的組織文化且組織成員中教育程度組成愈異質的狀態下,其知識移轉績效較高。
(2)相對於官僚型的組織文化來說,創新型的組織文化且組織成員中年資組成愈異質的狀態下,其知識移轉績效較低。
This study follows the direction derived from the research on the performance of knowledge transfer and from the perspectives of “demographic structure” and “organizational culture” works on the following three issues: (1) will demographic structure affect the performance of knowledge transfer? (2) will organizational culture affect the performance of knowledge transfer? and (3) will organizational culture change the way demographic structure might affect the performance of knowledge transfer? In order to address the above issues, this research has collected 1282 questionnaires (samples) and analyzed 260 Taiwanese enterprises and corporations, based on regression modeling, for empirical studies and found the results below:
By controlling the demographic structure as parameter: There is no noticeable relationship between genders of the members of the organization and the performance of knowledge transfer. There is no noticeable relationship between the educational background and levels of the members of the organization and the performance of knowledge transfer. There is no noticeable relationship between the ages of the members of the organization and the performance of knowledge transfer. There is no noticeable relationship between the seniority of the members of the organization and the performance of knowledge transfer.
By controlling the organizational culture as parameter: In relation to the hierarchical organizational culture, an organizational culture that is supportive and innovative has higher performance of knowledge transfer.
By controlling the interaction of demographic structure and organizational culture: In relation to the hierarchical organizational culture, an organizational culture that is supportive and has more diverse educational background among its members has higher performance of knowledge transfer. In relation to the hierarchical organizational culture, an organizational culture that is innovative and has more diverse educational background among its members has lower performance of knowledge transfer.
論文指導教授推薦書 i

論文口試委員審定書 ii

明志科技大學學位論文授權書 iii

博碩士論文電子檔案上網授權書 iv

誌謝 v

中文摘要 vi

英文摘要 vii

目錄 viii

圖目錄 x

圖目錄 xi

第一章 緒論 1

第一節 研究動機 1
第二節 研究問題 2
第三節 章節架構 5

第二章 文獻探討 7

第一節 組織文化 7
第二節 人口結構 14
第三節 知識移轉 17

第三章 研究方法 32

第一節 研究架構 32
第二節 研究假說 33

第三節 問卷設計與施測方法 38
第四節 變項的操作型定義及衡量 39
第五節 控制變項 41

第四章 分析與討論 43

第一節 問卷與樣本分析 43
第二節 信度與效度及敘述性統計分析 44
第三節 人口結構與知識移轉關係之分析 48
第四節 組織文化與知識移轉關係之分析 50
第五節 人口結構與組織文化交互作用對知識移轉關係之影響 50

第五章 結論與管理意涵 55

第一節 研究結論 55
第二節 管理意涵 56
第三節 研究限制 58
第四節 未來研究方向 58

參考文獻 60

附錄 研究問卷 66
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