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研究生:賴彥如
研究生(外文):Yen-ru Lai
論文名稱:團隊成員關係資本與知識分享的關係-社會互動觀點
論文名稱(外文):The relationship between team members’ relational capital and knowledge sharing -Social interaction perspective
指導教授:鄭晉昌鄭晉昌引用關係
指導教授(外文):Jihn-Chang Jehng
學位類別:博士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
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:2013
畢業學年度:101
語文別:中文
論文頁數:78
中文關鍵詞:知識分享關係資本信任共享認知互動公平
外文關鍵詞:knowledge sharingrelational capitaltrustsharing cognitiveinteractional justice
相關次數:
  • 被引用被引用:2
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  • 下載下載:156
  • 收藏至我的研究室書目清單書目收藏:2
知識為組織維持競爭優勢的來源。雖然與知識管理相關的議題很多,但是對所有的組織而言知識分享是不可或缺的。知識雖然可由正式的組織制度來傳播,但是知識更常由組織成員非正式的關係中來傳遞。本研究主要目的在建立一個以社會互動為觀點的知識分享模型,探討個人關係資本與人際互動知覺對於個人知識分享的影響,並加入團隊因素作為調節因素探討個人關係資本對個人知識分享的影響,且探討團隊知識分享對團隊工作績效的影響。本研究採用問卷調查法,針對房屋仲介業共發出60家店的問卷,回收53家店,團隊問卷回收率88.33%,發出332份個人問卷,回收228份問卷,個人問卷回收率68.67%。統計分析發現,個人關係資本與個人知識分享有顯著正向相關,信任、共享認知、互動公平對個人知識分享的正向效果不顯著,團隊知識分享與團隊績效的關係不顯著,賦權領導與團隊凝聚力作為個人關係資本和個人知識分享的調節效果不存在。本研究結果在管理上的意涵為員工之間關係的強度的確會影響其對於個人知識分享的強度。因此,組織可以強化員工之間的關係強度,例如藉由面對面的溝通,正式的會議、非正式的小組討論或降低離職率等措施來增加員工之間的連結程度,以助於組織內的個人知識分享。
Knowledge is the source of competition advantages in the organization. Knowledge sharing is indispensable for all organizations. Although knowledge can be transferred by formal organizational system, it is usually transmitted from the informal relationship. The purpose of the study is to form a knowledge sharing framework from the social interaction perspective. In this model, relational capital and interpersonal perception are expected to have a positive relation to personal knowledge sharing, while team contextual factors have a moderate effect on the relationship between relational capital and personal knowledge sharing. Furthermore, the relationship between team knowledge sharing and team performance is examined. 332 agents and their store managers in the 60 stores in the real estate agent industry participate in this survey. The result shows that relational capital has a significantly positive effect on knowledge sharing. Other hypotheses are not significant in the study. The implication of management is that the strong relationship between employees facilitates the intention of personal knowledge sharing. For enhance the relation between employees, the practices in the organization, face-to-face communication, formal meetings, and practices for lowing turnover rate, can help employees’ knowledge sharing.

目錄      
中文提要 ……………………………………………………………… i
英文提要 ……………………………………………………………… ii
誌謝 ……………………………………………………………… iii
目錄 ……………………………………………………………… iv
圖目錄 ……………………………………………………………… vi
表目錄 ……………………………………………………………… vii
一、 緒論………………………………………………………… 1
1-1 研究動機…………………………………………………… 1
1-2 研究問題…………………………………………………… 4
1-3 研究目的…………………………………………………… 5
1-4 概念性研究架構…………………………………………… 5
1-5 論文架構…………………………………………………… 5
二、 文獻探討與研究假設……………………………………… 7
2-1 關係資本…………………………………………………… 7
2-1-1 社會資本…………………………………………………… 7
2-1-2 社會資本的觀點…………………………………………… 7
2-1-3 社會資本的好處與成本…………………………………… 8
2-1-4 關係資本的定義…………………………………………… 9
2-2 知識………………………………………………………… 11
2-2-1 知識的定義………………………………………………… 11
2-2-2 知識的分類………………………………………………… 11
2-3 知識管理…………………………………………………… 12
2-3-1 知識創造、知識移轉與知識分享………………………… 12
2-4 知識分享的前因…………………………………………… 13
2-4-1 關係資本…………………………………………………… 13
2-4-2 信任………………………………………………………… 15
2-4-3 共享認知…………………………………………………… 17
2-4-4 互動公平…………………………………………………… 17
2-5 知識分享的後果…………………………………………… 18
2-5-1 團隊工作績效……………………………………………… 18
2-6 團隊變數調節效果………………………………………… 19
2-6-1 賦權領導…………………………………………………… 18
2-6-2 團隊凝聚力………………………………………………… 19
2-7 小結………………………………………………………… 21
三、 研究方法…………………………………………………… 23
3-1 研究對象…………………………………………………… 23
3-2 研究程序…………………………………………………… 23
3-3 變數衡量…………………………………………………… 24
3-3-1 自變數……………………………………………………… 24
3-3-2 應變數……………………………………………………… 25
3-4 分析方法…………………………………………………… 25
3-4-1 信度分析…………………………………………………… 25
3-4-2 相關分析…………………………………………………… 26
3-4-3 階層線性模式……………………………………………… 26
3-4-3-1 階層線性模式的適用性…………………………………… 26
3-4-3-2 階層線性模式的議題……………………………………… 27
3-4-4 迴歸分析…………………………………………………… 29
四、 分析結果…………………………………………………… 30
4-1 樣本特性…………………………………………………… 30
4-2 團隊層次變數加總的檢驗………………………………… 32
4-3 敘述性統計與相關分析…………………………………… 33
4-4 跨層次分析個人知識分享行為的結果…………………… 34
4-4-1 虛無模式…………………………………………………… 34
4-4-2 隨機迴歸係數模型………………………………………… 34
4-4-3 團隊因素之調節效果驗證………………………………… 36
4-5 迴歸分析…………………………………………………… 37
4-6 小結………………………………………………………… 38
五、 討論與建議………………………………………………… 40
5-1 結果與討論………………………………………………… 40
5-2 管理意涵…………………………………………………… 42
5-3 研究限制與未來研究建議………………………………… 43
5-4 結論………………………………………………………… 44
參考文獻 ……………………………………………………………… 45
附錄一 團隊成員問卷……………………………………………… 58
附錄二 團隊領導者問卷…………………………………………… 61
附錄三 各團隊變數加總驗證rwg值………………………………… 65



圖 目 錄
圖1 概念性研究架構…………………………………………… 5
圖2 研究架構…………………………………………………… 22






表 目 錄
表1 團隊、團隊領導者、團隊成員樣本特徵………………… 31
表2 團隊變數加總rwg值敘述統計量 ………………………… 33
表3 團隊成員變數敘述統計與相關係數……………………… 33
表4 團隊變數敘述統計與相關係數…………………………… 33
表5 個人知識分享隨機模型分析結果………………………… 36
表6 團隊變數賦權領導與團隊凝聚力對個人知識分享行為斜率影響模式分析結果…………………………………………
37
表7 團隊知識分享影響團隊績效迴歸結果…………………… 38
表8 本研究之研究假設驗證結果……………………………… 39

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1. 于若蓉、劉育昇(2004)。薪資制度在工作團隊內的誘因效果:台灣房屋仲介業的實證分析。經濟論文叢刊,第三十二卷第四期,395-416頁。
2. 李春長(2003)。房屋仲介業服務品質之決定模式—SERVQUAL模式之應用。都市與計劃,第三十卷第一期,19-35頁。
3. 李春長、沈佩君(1998)。組織結構、員工工作滿意度與組織承諾對工作績效之影響—以不動產經紀人員為例。台灣土地研究,第十一卷第一期,65-103頁。
4. 李藹慈、洪瑜珮(2009)。師徒功能與房屋仲介業務人員工作績效的關係—自我效能之中介效果。人力資源學報,第九卷第一期,23-43頁。
5. 林妙雀(2009)。社會資本對知識分享與智慧資本影響之研究。組織與管理,91-143頁。
6. 林鉦棽、王政智、江吉文(2005)。職能、社會資本與組織公民行為關係之研究。亞太經濟管理評論,第九卷第一期,49-72頁。
7. 林鉦棽、彭台光(2006)。多層次管理研究:分析層次的概念、理論與方法。管理學報,第二十三卷第六期,649-675頁。
8. 郭幸萍(1999)。模糊綜合評判運用於房屋仲介公司之服務品質績效評估與策略之研究。住宅學報,第十八卷第二期,45-68頁。
9. 劉育昇、于若蓉(2007)。工作團隊內的同儕效果:台灣房屋仲介經紀人的分析。經濟論文叢刊,第三十五卷第二期,183-212頁。
 
1. 組織內部社會資本對知識分享與組織創新影響之研究
2. 壽險業務團隊成員利他主義、自我效能、社會互動、賦權領導與團隊競爭對知識分享行為影響之跨層次研究
3. 組織信任、知識分享與知識心理所有權的關聯-調節式中介效果檢驗
4. 社會互動、知識分享、顧客導向、績效與創新關聯性研究-以台灣之旅行社為例
5. 直銷商組織認同、知識分享、工作投入與工作績效關係之研究─以美商賀寶芙台灣直銷商為例
6. 組織動態能力、組織創新氣候、預應人格特質與知識分享對創新行為影響之跨層次分析
7. 知覺組織支持、知識分享與派外經理人回任適應研究--以台商派駐海外人員為例
8. 團隊斷層、團隊創新氣候對團隊知識分享行為之影響
9. 新產品開發專案模糊性與專案績效關係之研究-知識分享與領導能力之干擾效果
10. 組織文化、領導型態、員工工作價值觀與知識分享關聯性之研究-以TY電纜集團跨國母子公司為例
11. 領導行為與集體效能對知識創造團隊學習影響之研究-以知識分享與團隊認同為中介變項
12. 承諾型人力資源管理措施在組織承諾、知識分享、心理契約及授權領導之影響下,對台灣高科技產業創新績效之影響
13. 農民農業知識分享與移轉:一個農業產銷班之個案研究
14. 文化創意產業研發設計團隊認知風格及知識分享行為對團隊創造力之影響-以共享心智模式為中介變項
15. 跨部門知識分享行為與工作績效間的關係——兼論知識獲取的中介效果及組織文化的干擾效果