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研究生:趙齊祥
研究生(外文):Chi-Hsiang Chao
論文名稱:以資本觀點探討資訊人員知識貢獻行為之研究
論文名稱(外文):Exploring Knowledge Contribution Behaviors of IS Personnel from Capital Perspective
指導教授:林杏子林杏子引用關係
指導教授(外文):Cathy S. Lin
學位類別:碩士
校院名稱:國立高雄大學
系所名稱:資訊管理學系碩士班
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:127
中文關鍵詞:創造力組織氣候社會資本心理資本知識貢獻自我效能知識貢獻
外文關鍵詞:CreativityOrganizational climateSocial CapitalPsychological CapitalKnowledge Contributing Self-EfficacyKnowledge Contributing
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在現今的競爭環境中,企業競爭力是建基於個人及組織的知識上,而非傳統的經濟資源。知識資源的策略性管理一直是維持競爭優勢的關鍵,其中,知識的分享貢獻更被視為最基本的動力所在。然而,在知識管理活動中,知識的分享貢獻雖然是其中一項重要的核心,但卻也是最為困難的一環,因為知識不同於一般的商品,會因分享而失去擁有的權力,反之則能藉由分享貢獻的行為與意願擴大知識的價值。由於知識的資源策略和組織內的成員息息相關,因此本研究嘗試從「心理資本」、「社會資本」、「人力資本」及「結構資本」等各種重要資產角度出發,並以「知識貢獻」為其探討核心,研究對象選擇資訊人員,並從實體企業和虛擬實務網絡中,取得有效樣本數212與160筆。資料分析工具則採用SPSS 15.0與Smart PLS 2.0。
最後從本研究的分析結果發現,強化成員間在工作上的溝通表達能力、促動個體發揮創造力,與他人建立良好緊密的關係及豐富本身內在的心理資源(例如知識自我效能、樂觀、恢復力與希望),皆有助於提升組織成員的知識貢獻意圖;此外,建立合適的正向氛圍(例如創新支持、合作與歸屬),並且在管理制度上採取適當的措施加以配合,將有利於提供組織成員健全的知識貢獻環境。
In the modern competitive environment, the competitive advantage is resulting from the knowledge of individuals and organizations, not from the traditional capital. The strategic management of knowledge resources is one of the key factors for sustainable competitive advantages. In particular, knowledge sharing and contributing are perceived to be the most essential process for knowledge management, and most of these activities focus on the person who holds the knowledge to be shared. However,in the knowledge management activities, knowledge sharing and contributing are seen an important central part, yet it is also the most difficult piece, the reason is knowledge is not like the tangible products that we’ll lose them if we share them with other people. In contrast, we can enhance the value of knowledge by sharing. Because knowledge resource strategy is relative to everyone in an organization, this study has set base by the perspective of “Human Capital”, ‘‘Structural Capital’’, ‘‘Social Capital’’, and ‘‘Psychological Capital’’ and has made knowledge contributing behavior as its’ model.The research samples are categorized into business team members and electronic network of practice members, and they are all IS personnels.There are 372 effective samples, including 212 in the physical business environment and 160 in the network of practice websites, and SPSS 15.0 and Smart PLS 2.0 were adopted to analyze the collected data.
In conclusion, it has positive influences on employee intention of knowledge contributing by reinforcing the cooperative work relationship within employees,
activating and strengthening their creativity and communicating abilities, and fostering employees’ positive psychological resources (ex. optimism, hope,
knowledge self-efficacy and resilience). In addition, it is helpful for knowledge contributing contexture by building up a positive organizational climate (ex.
innovative, cooperative, and affiliative climate) and adopting proper managerial system.The present study offered some suggestions to practical field and academic
field.
《論文目錄》
第壹章、緒論1
第一節、研究背景1
第二節、研究動機與目的4
第三節、研究目的5
第四節、研究流程6
第貳章、文獻探討7
第一節、資訊人員的各資本關鍵要素8
(一)資訊人員的重要人力資本變數8
(二)資訊人員的重要結構資本變數9
(三)資訊人員的重要社會資本變數11
(四)資訊人員的重要心理資本變數13
第二節、知識貢獻(Knowledge Contributing; KC)16
(一)知識的內涵16
(二)知識分享到知識貢獻17
(三)知識貢獻相關研究20
(四)知識貢獻的定義22
(五)知識貢獻的意圖與行為25
第三節、知識貢獻自我效能(Knowledge Contributing Self-Efficacy)25
(一)理論基礎—自我效能理論與層次觀點26
(二)知識貢獻與自我效能28
第四節、正向心理資本(Positive Psychological Capital)29
(一)心理資本變數29
(二)心理資本變數與知識貢獻自我效能的關係33
(三)心理資本與知識貢獻意圖的關係35
第五節、創造力(Creativity)36
(一)創新與創造力36
(二)創造力的定義與衡量37
(三)個人創造力與知識貢獻自我效能38
第六節、關係模式(Relational Models Theory; RMT)39
(一)關係模式與知識分享40
(二)關係模式與知識貢獻42
第七節、組織氣候(Organizational Climate)44
(一)組織氣候的定義44
(二)組織氣候與知識分享貢獻的關係45
(三)組織氣候與心理資本的關係46
(四)組織氣候與創造力的關係46
(五)組織氣候與社會資本的關係47
第參章、研究方法50
第一節、研究變項50
第二節、研究對象53
第三節、前導研究與資料分析方法56
第肆章、資料分析58
第一節、資料蒐集58
第二節、敘述性統計59
第三節、結構方程模式分析64
(一)初步信度分析64
(二)衡量模式分析(Measurement Model) 67
(三)模型解釋力74
(四)結構模式(Structural Model)分析75
第伍章、結論與建議82
第一節、研究結論82
(一)知識貢獻行為82
(二)知識貢獻意圖82
(三)知識貢獻自我效能83
(四)組織氣候對心理、人力與社會資本的作用84
第二節、研究貢獻與建議85
(一)學術貢獻85
(二)實務貢獻86
第三節、研究限制與未來研究87
參考文獻90
附 錄106
附錄一、企業問卷106
附錄二、網路問卷112

《表目錄》
表1-1、知識分享成功案例1
表1-2、實施知識貢獻運作機制的案例2
表2-1、社會資本定義11
表2-2、知識分享的各種觀點18
表2-3、知識貢獻相關研究彙整23
表3-1、關係模式的操作型定義及問項來源50
表3-2、組織氣候的操作型定義及問項來源51
表3-3、心理資本的操作型定義及問項來源52
表3-4、四種實務群體54
表3-5、實務社群與團隊之差異55
表3-6、研究樣本網站重要性56
表4-1、樣本回收狀況(企業資訊人員)58
表4-2、人口統計變項之敘述性統計61
表4-3、研究構念平均值與標準差63
表4-4、研究構念之信度分析64
表4-5、研究構念的衡量模式分析結果(實體企業)68
表4-6、研究構念的衡量模式分析結果(虛擬網絡)70
表4-7、研究構念的衡量模式分析結果(總樣本)72
表4-8、實體企業樣本(N=212)構念之相關係數及萃取變異量(AVE 值)73
表4-9、虛擬網絡樣本(N=160)構念之相關係數及萃取變異量(AVE 值)74
表4-10、總樣本(N=372)構念之相關係數及萃取變異量(AVE 值)74
表4-11、研究構面之解釋變異量(R Square 值)75
表4-12、結構模型分析結果彙整78

《圖目錄》
圖1-1、研究流程圖7
圖2-1、正向心理資本15
圖2-2、社會認知理論的三構面交互作用觀點26
圖2-3、概化能力不同的自我效能27
圖2-4、不同層次之自我效能28
圖2-5、研究模型49
圖4-1、實體企業樣本結構模式分析結果76
圖4-2、虛擬網絡樣本結構模式分析結果77
圖4-3、總樣本結構模式分析結果78
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