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研究生:劉富能
研究生(外文):Fu-neng Liu
論文名稱:組織文化、組織環境、知識轉移與知識管理績效關係之研究—以電子製造業為例
論文名稱(外文):Relative Investigation of Organizational Culture, Organizational Environment, Knowledge Transfer and The Performance of Knowledge Management---Take The Electronics Industry for Example
指導教授:蔡明田蔡明田引用關係
指導教授(外文):MING-TIEN TSAI
學位類別:碩士
校院名稱:國立成功大學
系所名稱:工學院工程管理專班
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:2008
畢業學年度:96
語文別:中文
論文頁數:116
中文關鍵詞:知識轉移知識管理績效組織文化組織環境
外文關鍵詞:and Knowledge management performanceKnowledge transfer abilitiesOrganizational environmentOrganizational culture
相關次數:
  • 被引用被引用:1
  • 點閱點閱:176
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:5
知識經濟時代已來臨,「知識經濟的創新泉源,在於人的智慧;產業的優質競爭力,就在於源源不絕的腦力」。知識經濟時代應靠腦力賺錢,而非靠勞力賺錢,知識已成為企業最重要的經濟資產。要在對手環視,競爭激烈的環境下脫穎而出,做好知識管理已是刻不容緩;以知識管理為後盾,進而提高組織創造力與組織績效,凸顯組織的競爭優勢是現今企業的首要之務。本研究主旨是探討組織文化、組織環境、知識轉移與知識管理績效之間的關連性研究。
經由文獻回顧與研究各學者的論述後,確認研究變數與研究架構,並分析相關變數間的關係,推論出研究假設。本研究以台灣電子製造業為母體樣本,以問卷調查的方式發出430份問卷,有效回收問卷206份,有效問卷回收率為47.9%,本研究以此樣本來進行統計分析。
對於理論架構與研究假設的驗證,本研究採用複迴歸分析與變異數分析(MANOVA)來考驗各構念因素間之互動關係,並以徑路分析來驗證各變數之間的關係。
經實證研究結果顯示,企業組織若想提升組織創造力與組織績效,必須重視企業組織文化的塑造,重視組織架構與資訊科技環境的建立,以及致力於知識的轉移,進而以知識管理為後盾來達成組織目標。本研究結論如下:
1、企業組織應塑造支持型與創新型的組織文化,應避免官僚型的組織文化以促成知識的取得、分享、傳遞。支持型與創新型的組織文化對於組織創造力與績效也有積極性影響。
2、組織結構與資訊科技可以促成知識的轉移,資訊科技對知識管理績效有著積極提升效果。
With the emerging Knowledge-based Economy, “The originality of Knowledge-based Economy is come from human wisdom; The good competition ability is base on ceaseless cerebration.” Knowledge is the most important resource. To be a winner in the violent competition, how to improve and manage knowledge well is the most important issue. The purpose of this research is to investigate the relationship among organizational culture, organizational environment, knowledge transfer strategy, and knowledge management.
The research variables are obtained and hypotheses are proposed in building up the research framework. The research samples come from 430 Taiwan electronics companies. There are 206 samples collected with a rate 47.9% of response. These 206 samples are analyzed statistically.
It aims to verify the relationships between the constructs used in this study by the analysis of Multiple Regression and MANOVA and testify the relationships between the constructs of this research framework through Path Analysis.
The existence of the interrelationship among the variables in the framework was proved by this study after the empirical examination. The conclusions presented that corporates and organizations should pay attention on organizational culture building and organizational environment modeling in order to increase knowledge management performance.
目 錄
國立成功大學 i
摘 要 i
Abstract ii
謝 誌 iii
目 錄 iv
表目錄 viii
圖目錄 xi
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第三節 研究範圍 3
第四節 研究流程與論文架構 3
第二章 文獻探討 6
第一節 組織文化 6
一、 組織文化的定義 7
二、 組織文化的類型 8
第二節 組織環境 11
一、 組織結構 11
二、 資訊科技 13
第三節 知識轉移 17
一、 知識的特性 18
二、 知識的分類 19
三、 知識的取得、分享與傳遞 22
四、 知識轉移的策略 27
第四節 知識管理績效 29
一、 組織創造力 29
二、 組織績效 36
第三章 研究設計與方法 37
第一節 研究架構 37
第二節 研究假設的衡量變數 39
第三節 研究假設 44
一、 組織文化與知識轉移之關係 45
二、 組織環境與知識轉移之關係 47
三、 組織文化與知識管理績效之關係 48
四、 組織環境與知識管理績效之關係 50
五、 知識轉移與知識管理績效之關係 51
六、 知識轉移作為中介變數之假設 52
第四節 抽樣方法與樣本 53
一、 抽樣對象與方法 53
二、 樣本基本資料分析 54
第五節 資料分析方法 55
一、 敘述性統計分析 55
二、 因素分析 56
三、 信度分析 56
四、 徑路分析 57
五、 變異數分析(ANOVA) 57
六、 多元迴歸分析(複迴歸) 57
第四章 研究結果 58
第一節 各研究構念資料的敘述統計分析 58
第二節 因素分析 60
一、 企業文化 61
二、 組織環境 62
三、 知識轉移 63
四、 知識管理績效 64
第三節 信度分析 65
第四節 相關性分析 66
一、 組織文化與知識轉移之典型相關分析 66
二、 組織環境與知識轉移之典型相關分析 69
三、 組織文化與知識管理績效之典型相關分析 71
四、 組織環境與知識管理績效之典型相關分析 74
五、 知識轉移與知識管理績效之典型相關分析 75
第五節 複迴歸分析 78
一、 組織文化對知識轉移的迴歸分析 78
二、 組織環境對知識轉移的迴歸分析 80
三、 組織文化對知識管理績效的迴歸分析 82
四、 組織環境對知識管理績效的迴歸分析 85
五、 知識轉移對知識管理績效的迴歸分析 87
第六節 徑路分析 90
一、 知識轉移為組織文化與知識管理績效之中介變數分析 90
二、 知識轉移為組織環境與知識管理績效之中介變數分析 93
第五章 結論與建議 97
第一節 研究結論 97
一、 組織文化對知識轉移之影響 97
二、 組織環境對知識轉移之影響 98
三、 組織文化對知識管理績效之影響 98
四、 組織環境對知識管理績效之影響 99
五、 知識轉移對知識管理績效之影響 99
六、 知識轉移、組織文化與知識管理績效之關連性 100
七、 知識轉移、組織環境與知識管理績效之關連性 100
第二節 研究貢獻 101
一、 學術理論上的研究貢獻 101
二、 對企業實務界的建議 101
第三節 研究限制 102
一、 研究理論的限制 102
二、 回收樣本的問題 102
三、 一般性的限制 102
第四節 後續研究建議 103
參考文獻 104
附錄 研究問卷 113
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