臺灣博碩士論文加值系統

本研究主要以成員的觀點，來探討組織變革的認知及認知是否對組織學習行為、組織承諾及知識分享產生影響關係。此外，知識分享是否會隨著組織學習行為與組織承諾有所不同，因此本研究亦將以組織學習行為與組織承諾為中介變數做進一步的分析。研究係以行政院暨其所屬公部門(機關)具公務人員身分之成員為對象，共發放1500份問卷，回收826份問卷，剔除填答不完整之無效問卷79份，有效問卷747份，有效問卷回收率49.8%，並透過SEM來驗證研究變項之影響關係。
實證結果顯示組織變革認知對組織學習行為產生正向顯著影響；組織學習行為在組織變革認知與知識分享間產生中介效果；組織承諾在組織學習行為與知識分享間產生中介效果；且隨著員工個人部分特性的不同，在組織變革認知、組織學習行為、組織承諾對知識分享上有明顯的差異。

The study mainly takes the viewpoints of civil staff members to investigate the perception of organizational change, and whether the perception has caused any impacts on organizational learning behavior, organizational commitment and knowledge sharing. Besides, the study investigates whether knowledge sharing varies with organizational learning behavior and organizational commitment. Therefore, the study also takes organizational learning behavior and organizational commitment as the mediating variables in the deeper analysis. Taking the staff members of Different Departments under the Executive Yuan as the targets, the study distributed 1,500 questionnaires to them, and collected 826 questionnaires in return. Having deducted 79 invalid questionnaires with incomplete answers, there were 747 valid questionnaires received, achieving a return rate of valid questionnaires at 49.8%. Through the use of SEM, the study proves the relationship of impacts among research variables.

The proved results show that the perception of organizational change has significant positive impacts on organizational learning behavior. Between the perception of organizational change and knowledge sharing, organizational learning behavior causes mediating effects. And between organizational learning behavior and knowledge sharing, organizational commitment causes mediating effects. Since different staff members have varied individual characteristics, significant difference can be found in the perception of organizational change, organizational learning behavior and organizational commitment towards knowledge sharing.

摘 要 I
Abstract II
誌 謝 III
目 錄 V
表目錄 VII
圖目錄 IX
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 研究流程與論文結構 5
第二章 文獻探討 7
第一節 組織變革認知相關文獻探討 7
第二節 組織學習相關文獻探討 21
第三節 組織承諾相關文獻探討 31
第四節 知識分享相關文獻探討 36
第五節 各構面關係探討 46
第三章 研究設計與方法 53
第一節 研究架構與假設 53
第二節 變數之操作性定義與衡量 56
第三節 問卷調查與有效樣本結構 60
第四節 資料分析方法 63
第五節 因素分析與信、效度分析 65
第七節 研究限制 79
第四章 研究結果與分析 81
第一節 各研究變數之描述性統計分析 81
第二節 研究架構整體模式分析 83
第三節 不同員工特性在各研究變數上之差異性分析 97
第四節 研究假設與實證結果 107
第五章 結論與建議 109
第一節 結論 109
第二節 建議 114
參考文獻 119
中文部分 119
英文部分 122
網路資料 135
附錄(本研究問卷) 137

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