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研究生:羅益華
研究生(外文):I-Hwa Luo
論文名稱:知識分享意願之研究:探討團隊支持,情感承諾,及組織氣候之影響
論文名稱(外文):The Study of Intention to Share Knowledge: RevisitingPerceived Team Support, Affective Commitment, and Organizational Climate
指導教授:劉玉雯劉玉雯引用關係
指導教授(外文):Yu-Wen Liu
學位類別:碩士
校院名稱:國立中興大學
系所名稱:高階經理人碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:英文
論文頁數:59
中文關鍵詞:Intention to share knowledgePerceived team supportAffective commitmentClimate for initiative
外文關鍵詞:Intention to share knowledgePerceived team supportAffective commitmentClimate for initiative
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Abstract

To vie in today’s ever-increasing competitive knowledge-based economics environments, team-based design has recently become one of core issues as well as a main organizational structure design. However, little is known about how to intensify knowledge sharing reciprocally among team members. This study aimed to revisit the salient factors of perceived team support, affective commitment, and climate for initiative using multilevel approach. Convenience sampling method was used for data collection. Questionnaires were delivered to 101 sampled teams employed by 97 organizations in Taiwan. Each questionnaire package contained copies of team member questionnaires and one copy of the leader questionnaire. After the elimination of invalid questionnaires, there were 73 team-leaders coupled with 426 team-members from 73 organizations. The sample varied in different functional work teams in various departments (e.g. production, sales, marketing, human resources, research & design, and finance). Hierarchical linear modeling (HLM) was used to examine the relationship between climate for initiative and team members’ intention to share knowledge. The results indicated that climate for initiative contributes to team member’s intention of knowledge sharing. Additionally, perceived team support and affective commitment were both related to individuals’ intention to share knowledge respectively. The results also supported the mediating role of affective commitment in the relationship between perceived team support and intention to share knowledge. Cumulatively, this study contributes to the literature by advancing the understanding the motivational drivers, such as perceived team support and affective commitment that underlie individuals’ intention to share knowledge within teams.
Contents

1. Introduction 1
1.1 View in process of knowledge management 1
1.2 Reinforce to share knowledge 3
1.3 Need for intention to share knowledge 3
1.4 Purpose of the study 4

2. Literature Review 6
2.1 Intention to share knowledge 6
2.2 Perceived team support and intention to share knowledge 8
2.3 Perceived team support and Affective commitment 10
2.4 Affective commitment and Intention to share knowledge 11
2.5 Mediation 13
2.6 Climate for initiative of Organizational Climates 14

3. Methods 17
3.1 Research Framework 17
3.2 Hypotheses 18
3.3 Measures 18
3.3.1 Perceived team support 18
3.3.2 Affective commitment 19
3.3.3 Intention to share knowledge 19
3.3.4 Climate for initiative 20
3.3.5 Control variables 20
3.4 Sample and procedure 21
3.4.1 Sample 21
3.4.2 Procedures 28
3.5 Data analysis methods 28
3.5.1 Analysis of reliability and validity 29
3.5.2 Pearson product-moment correlation coefficient (PMCC) 29
3.5.3 Hierarchical linear modeling (HLM) 29

4. Results 30
4.1 Outcome of test reliability 30
4.2 Outcome of test content validity 30
4.3 Outcome of test construct validity 31
a) Convergent validity 31
b) Discriminant validity 32
4.4 Correlations analysis 33
4.5 Outcome of test Hypotheses by hierarchical regression 34
4.6 Outcome of test mediating effect 35
4.7 Hierarchical linear modeling (HLM) analysis 36
4.7.1 Test null model 36
4.7.2 Random-coefficient regression model 37
4.7.3 Intercepts-as-outcomes model 38
4.8 Summary of results for Hypotheses testing 40

5. Conclusions 41
5.1 Discussion 41
5.1.1 A multilevel perspective 41
5.1.2 Practical implications 41
5.1.3 Suggestions to the management 42
5.2 Limitations 42

References 44

Appendix
1. Diagram of Standardized Loadings 53
2. Diagram of T-values 54
3. Questionnaires 55
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