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研究生:劉星汝
研究生(外文):Hsing-Ju Liu
論文名稱:團隊內的信任與知識移轉行為
論文名稱(外文):Trust and Knowledge Transfer Behaviors in Workteams
指導教授:黃敏萍黃敏萍引用關係
學位類別:碩士
校院名稱:元智大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:82
中文關鍵詞:人際信任知識移轉行為知識分享行為知識接收行為社會網絡
外文關鍵詞:Interpersonal TrustKnowledge Transfer BehaviorKnowledge Sharing BehaviorKnowledge Receiving BehaviorSocial Network
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在現今企業中,團隊(Team)大量被應用在各種工作任務上,而團隊成員之間透過溝通互動交流知識的行為,會直接影響團隊績效的好壞,使得近年來團隊內知識移轉行為(knowledge transfer behavior)的研究逐漸受到重視。完整的知識移轉行為包含知識分享者(knowledge sharer)的知識分享行為(knowledge sharing behavior),及知識接收者(knowledge receiver)的知識接收行為(knowledge receiving behavior),過去已有學者研究證實知識分享者及知識接收者進行知識移轉行為的動機與心理考量是不同的,需要分開做討論。另外,也有大量文獻支持信任(trust)對二種知識移轉行為有正面的顯著影響,然而信任是一種複雜的心理狀態,過去的研究通常僅將人際信任當做一種整體的概念來進行探討,而忽略了其背後有不同的機制,例如:有研究指出「信任他人」(trustfulness)與「受他人信任」(trustworthiness)有著不同的機制,對團隊效標有不同的預測效果。

因此,為了能更進一步地解釋信任與知識移轉行為的關係,本研究認為有必要將「信任他人」與「受他人信任」的不同機制、「知識分享行為」與「知識接收行為」的不同心理動機,分開討論比較,才能釐清信任影響知識移轉行為背後的機制為何。

本研究以二個實證研究,驗證成員於團隊內的信任對其知識移轉行為之各項假說。研究一收集102名團隊成員的資料,並以行為論的觀點來驗證各成員之人際信任與其知識分享行為、知識接收行為之關係,以及其相對影響效果為何。研究二收集71個企業團隊,380名團隊成員,並採角色論之觀點,先界定出團隊中的知識分享者及知識接收者。再分別分析不同知識移轉角色的人際信任是否有明顯之不同,以驗證信任與知識移轉行為之關係。

研究結果大致支持本研究的各項假說,亦即信任與知識移轉行為正相關:其中成員受團隊內其他成員的信任,與其知識分享行為有較為顯著的正向相關;而成員信任團隊內的其他成員,則與其知識接收行為有較為顯著的正向相關。據此,討論本研究結果在理論與團隊管理實務上之意涵。
Today, teams applied to various kinds of tasks in organizations. Studies show that the knowledge exchange through communication between team members will directly influence team performance; hence there are more managers and scholars who pay attention to researches about knowledge transfer behavior in teams.

Knowledge transfer has two sub-processes: knowledge sharing and knowledge receiving, and the motives of the two sub-processes are different. In addition, a large number of researches support that trust positively impacts on knowledge sharing and knowledge receiving. However, trust is a complicated psychological situation; the researches in the past usually treat trust as a whole concept and ignore the different mechanisms of trust. For example, trustfulness and trustworthiness are different mechanisms of trust, and they impact different indexes of team performance.

This research discusses how the two mechanisms of trust- trustfulness and trustworthiness, differently impact the motives of two sub-processes of knowledge transfer- knowledge sharing and knowledge receiving, and therefore explain more about the relationship between trust and knowledge transfer behavior.

This research tests the hypotheses with two empirical studies. Study one collects 102 data of team members to test the relationship of trust and knowledge transfer behavior of every team members. Study two collects 380 data of team members from 71 teams, and defines the knowledge sharers and knowledge receivers of the teams, then analyzing if the different knowledge roles have the different trust relationship, and prove the relationship of trust and knowledge transfer behavior.

Results almost support all hypotheses of this research, which is that trust and knowledge transfer behavior are positively related, trustfulness is more related to knowledge receiving behavior, and trustworthiness is more related to knowledge sharing behavior. Based on these results, we discuss the implications and suggest some future researches.
第一章 緒論. 1

第二章 文獻探討. 4

第一節 團隊內的知識移轉. 4

壹、 知識的特性. 5

貳、 知識移轉、知識分享與知識接收行為. 6

參、 影響知識移轉的影響因素. 7

第二節 團隊內的人際信任. 10

壹、 人際信任的組成及定義. 11

貳、 信任他人、受他人信任. 14

第三節 團隊內的信任與知識移轉行為的關係. 16

壹、 進行知識分享行為的考量. 16

貳、 進行知識接收行為的考量. 18

第三章 研究一:團隊成員的人際信任與知識移轉行為. 23

第一節 研究方法. 25

壹、 研究對象. 25

貳、 研究程序. 28

參、 研究工具. 29

肆、 資料分析. 33

第二節 研究結果. 34

壹、 各類變項內之相關分析. 34

貳、 各類變項間之相關分析. 34

參、 信任與知識移轉行為的區段迴歸分析. 37

第四章 研究二:團隊內不同知識移轉角色的人際信任. 38

第一節 研究方法. 38

壹、 研究對象. 38

貳、 研究程序. 41

參、 研究工具. 42

肆、 資料分析. 46

第二節 研究結果. 47

壹、 各類變項內之相關分析. 47

貳、 各類變項間之相關分析. 48

參、 不同知識移轉角色的人際信任. 50

第五章 討論與建議. 53

第一節 研究結果. 53

第二節 理論意涵. 56

第三節 研究限制及未來研究方向. 58

第四節 管理實務意涵. 61

參考文獻. 62

附錄. 69
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1. 13. 鄭仁偉、黎士群(2001),組織公平、信任與知識分享行為之關係性研究。人力資源管理學報,第1卷第2期,頁69-93
2. 12. 廖述賢、費吳琛、王儀雯(2006),信任關係、工作滿足與知識分享關聯性之研究。人力資源管理學報,第6卷第3期,頁23-44。
3. 10. 董玉娟(2004),知識分享意願影響前因之研究:威脅之情境效果。人力資源管理學報,第4卷第3期,頁117-137。
4. 9. 楊中芳、彭泗清(2001),人際信任的構念化:一個人際關係的觀點。楊中芳主編,中國人的人際關係、情感與信任 ── 一個人際交往的觀點,台北:遠流。
5. 8. 黃家齊、許雅婷(2006),團隊成員人格特質對知識分享及創新績效之影響── 個人與團隊層次的分析。管理學報,第23卷第2期,頁149-170。
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