臺灣博碩士論文加值系統

本研究希望利用階層線性模式(HLM, Hierarchical linear modeling)，針對製造業與服務業的行銷部門員工進行實證，以探討知覺社會賦閒與知識分享行為的關係、知覺社會賦閒與人際幫助行為的關係、人力資源管理活動與知識分享行為的關係、人力資源管理活動與人際幫助行為的關係、人力資源管理活動對知覺社會賦閒與知識分享行為的關係之調節效果以及人力資源管理活動對知覺社會賦閒與人際幫助行為的關係之調節效果。
本研究採便利性抽樣方式選取公司及其員工與主管為施測對象，並以對偶方式蒐集資料，受測對象為企業行銷團隊，問卷區分為主管及員工兩部份，總計發出247套紙本問卷，成套有效問卷為40份，成套有效問卷回收率為16.2%。另外在電子問卷方面，成套有效問卷為3份，合計共蒐集43位有效主管問卷與285位有效員工問卷。
經由實證分析可得到以下研究結果：一、知覺社會賦閒與知識分享行為有顯著的負向關係。二、知覺社會賦閒與人際幫助行為有顯著的負向關係。三、人力資源管理活動中的員工訓練以及績效導向薪酬對知識分享行為有顯著的正向關係。四、人力資源管理活動中的員工訓練以及績效導向薪酬對人際幫助行為有顯著的正向關係。
在這個研究當中，除了同時驗證知覺社會賦閒和人力資源管理活動對員工知識分享行為的影響，以及知覺社會賦閒和人力資源管理活動對員工人際幫助行為的影響，也是在相關領域當中，極少數率先使用階層線性模式做為實證分析的工具，最後並證實了知覺社會賦閒對知識分享行為以及人際幫助行為的負向關係。簡言之，本研究對知覺社會賦閒對知識分享行為與人際幫助行為的影響進行了完整且全面的多層級探討。另外，本研究分別從公司員工以及主管來取得樣本資訊，如此一來更能夠公正、客觀地呈現的研究成果，多管道的資料蒐集方式亦是本研究的努力和重要貢獻。

The study aims to figure out how the perceived social loafing behavior affects employees’ knowledge sharing behavior and interpersonal helping behavior. In addition, the study was aimed to discuss whether human resource management practices could be an effective strategy moderating the relationships between perceived social loafing, knowledge sharing behavior and interpersonal helping behavior. The questionnaires were developed to collect data from a sample of marketing teams. Employees and managers were selected by convenience sampling. The data were collected using dyad-approach. Besides the invalid or incomplete questionnaires, there were 43 valid marketing team questionnaires. Valid data include 43 questionnaires from managers and 285 from team members. Moreover, hierarchical linear modeling (HLM) technique was utilized for data analysis.
The conclusions of the study are as follows. First, perceived social loafing has a negative effect on knowledge sharing behavior and interpersonal helping behavior. Second, human resource management practices, in terms of training and performance-orientation pay explained between-organization variance of knowledge sharing behavior. Third, human resource management practices, in terms of training and performance-orientation pay explained between-organization variance of interpersonal helping behavior. Finally, I concluded with a brief discussion of the interpretation and implications of the results in the context of multilevel modeling.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第四節 章節架構 5
第二章 文獻探討與假設推導 6
第一節 知覺社會賦閒與知識分享行為之關係 6
一、知識分享行為 6
二、社會賦閒 11
三、知覺社會賦閒對知識分享行為的影響 14
第二節 知覺社會賦閒與人際幫助行為之關係 15
一、人際幫助行為 15
二、知覺社會賦閒對人際幫助行為的影響 18
第三節 人力資源管理活動(HRM practices) 19
第四節 人力資源管理活動與知識分享行為 23
第五節 人力資源管理活動與人際幫助行為 24
第六節 知覺社會賦閒、人力資源管理活動與知識分享行為 26
第七節 知覺社會賦閒、人力資源管理活動與人際幫助行為 27
第三章 研究方法 28
第一節 研究架構 28
第二節 研究假設 29
第三節 研究變數衡量 30
一、知覺社會賦閒 30
二、知識分享行為 30
三、人際幫助行為 30
四、人力資源管理活動 31
第四節 問卷設計 32
第五節 抽樣方法 35
一、研究對象 35
二、問卷發放與回收情形 35
三、樣本基本資料 36
四、無反應偏差檢定(Non-response bias) 38
五、共同方法變異(CMV, Common method variance) 38
第六節 資料分析方法 39
一、敘述性統計分析 39
二、因素分析 39
三、信度與效度分析 39
四、相關性分析 39
五、階層線性模式(HLM, Hierarchical linear modeling) 40
第四章 實證分析結果 41
第一節 變數的轉換及信度、效度分析 41
一、知覺社會賦閒 41
二、人力資源管理活動 42
三、知識分享行為 45
四、人際幫助行為 46
五、區別效度分析 47
六、相關係數表 47
第二節 階層線性模式(Hierarchical linear modeling)分析 49
一、知覺社會賦閒對知識分享行為的HLM分析結果 49
二、知覺社會賦閒對人際幫助行為的HLM分析結果 52
第三節 研究假設驗證結果整理 56
第五章 結論與建議 57
第一節 研究結論 57
一、知覺社會賦閒與知識分享行為 57
二、知覺社會賦閒與人際幫助行為 57
三、人力資源管理活動與知識分享行為 57
四、人力資源管理活動與人際幫助行為 58
五、知覺社會賦閒、人力資源管理活動與知識分享行為 58
六、知覺社會賦閒、人力資源管理活動與人際幫助行為 59
第二節 研究貢獻 59
一、知覺社會賦閒的新主題 59
二、對知識分享行為進行多層級之探討 60
三、對人際幫助行為進行多層級之探討 60
四、多管道的資料來源 60
第三節 研究建議 61
第四節 研究限制 63
參考文獻 65
附錄A 79
附錄B 82

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