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研究生:周佳惠
研究生(外文):Chia-Hui Chou)
論文名稱:內、外在激勵與工作滿足對知識分享影響之研究-以組織文化為調節變數
論文名稱(外文):THE IMPACTS OF INTRINSIC AND EXTRINSIC MOTIVATION AND JOB SATISFACTION ON KNOWLEDGE SHARING-ORGANIZATIONAL CULTURE AS A MODERATOR
指導教授:吳啟絹吳啟絹引用關係
指導教授(外文):Chi-Chuan Wu
口試委員:吳啟絹
口試日期:2012-06-26
學位類別:碩士
校院名稱:大同大學
系所名稱:事業經營學系(所)
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:2012
畢業學年度:100
論文頁數:180
中文關鍵詞:內在激勵、外在激勵、工作滿足、知識分享、組織文化
外文關鍵詞:Intrinsic MotivationExtrinsic MotivationJob SatisfactionKnowledge sharingOrganizational Culture
相關次數:
  • 被引用被引用:0
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  • 收藏至我的研究室書目清單書目收藏:2
Francis Bacon(1620)曾說過「知識就是力量」,而隨著時代的變遷,知識在現今競爭激烈的商業環境中看來,確實代表著一股力量,因為它象徵的是企業的競爭力,因為企業擁有知識的多寡將會影響其是否能夠與他人競爭,並在變動的環境中持續生存,而又因知識能在轉移、流通的過程中提升價值,所以,透過知識的分享,企業不僅能擁有強大的競爭力,也可提升整體的組織績效與價值。
然而,知識分享在組織內卻不是一種員工自發性的常見行為,而過去的研究又鮮少將內、外在激勵與工作滿足三者之間的關係與知識分享連結在一起以進行研究。因此,本研究以內、外在激勵與工作滿足為自變數,旨在探討其對於知識分享的影響,以瞭解如何才能促進組織成員進行知識分享,然後因考慮到知識分享為一種組織內成員的行為,故而又進一步以組織文化做為調節變數,以求了解組織文化對此三個變數之間的關係是否具有調節效果。
本研究以金融業為調查對象,總共發放問卷 300 份,其中扣除未回收及無效問卷後,最後回收有效問卷總共 194 份。而後,本研究運用結構方程模式(structural equation modeling,SEM)來進行資料分析及驗證。結果發現,內、外在激勵不僅對於工作滿足具有直接且正向的關係,其中,內在激勵對於知識分享更會直接造成影響,不過,外在激勵則需要透過工作滿足才能對知識分享產生顯著的影響,而組織文化在此三個變數之間則具有調節效果。
Francis Bacon (1620) once said “Knowledge is power”, and with the changing times, in today's competitive business environment, knowledge is indeed a force. It represents a company's competitiveness. The amount of knowledge will affect the competition with other, decide whether one can and continued survival in a changing environment. In addition to, because knowledge can enhance the value in transfer and circulation process, therefore enterprises can have a strong competitive force and enhance the overall organizational performance and value by knowledge sharing.
However, knowledge sharing is not an employee spontaneous behavior of common , and post study rarely to survey extrinsic and intrinsic motivation and job satisfaction in the relationship between. Therefore, This study use Intrinsic and extrinsic motivation and job satisfaction as independent variables to discuss their impact on knowledge sharing and understand how to promote the organization members for knowledge sharing. Finally, because thanking knowledge sharing is behavior of members of an organization, therefore this study further use organizational culture as moderator variable to understand the relationship between organizational cultures of these three variables.
This study use financial industry as respondents and three hundred questionnaires were distributed, resulting in 194 complete and usable responses. Then this study use structural equation modeling for data analysis and validation. The result showed that intrinsic and extrinsic motivation were significantly associated with job satisfaction, among them, intrinsic motivation for knowledge sharing will have a direct impact. However, extrinsic motivation must through job satisfaction to significantly influence knowledge sharing. In addition to, organization culture moderator effect between the three variables.
摘要 i
致謝詞 iii
目錄 iv
表目錄 vi
圖目錄 vii
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 4
第二章 文獻探討 5
第一節 激勵 5
第二節 工作滿足 14
第三節 知識分享 21
第四節 組織文化 27
第三章 研究方法 32
第一節 研究架構 32
第二節 假設推論 33
第三節 研究變項操作性定義 36
第四節 研究對象與測量工具 38
第五節 資料分析方法 40
第六節 前測 41
第四章 研究結果 43
第一節 敘述性統計分析 43
第二節 信度與效度分析 47
第三節 結構方程模式分析 51
第五章 結論與建議 57
第一節 研究結果與研究貢獻 57
第二節 管理意涵 61
第三節 研究限制與未來研究方向 62
參考文獻 64

表目錄
表1激勵的其他定義 5
表2工作滿足的其他定義 15
表3知識分享的其他定義 23
表4組織文化的其他定義 28
表5前測信度統計量 41
表6問卷樣本分佈情形 44
表7研究構面之平均數、標準差、偏態與峰度 46
表8信度分析 47
表9收斂效度 49
表10區別效度 51
表11適配度指標 53
表12研究路徑彙總表 54
表13中介效果分析 55
表14調節效果分析 56
表15假設問題檢視 57


圖目錄
圖1研究流程圖 4
圖2影響工作滿足的前因後果變項 19
圖3研究架構 32
圖4驗證性因素分析 52
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