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研究生:溫家毓
研究生(外文):Wen Chia-Yu
論文名稱:知識分享意願與能力對知識創造的影響:以因果模糊性為干擾變數的一整合性研究架構
論文名稱(外文):Synergistic effects of knowledge sharing intension and capability on knowledge creation: An integrated framework and the moderating effect of causal ambiguity
指導教授:沈慶龍沈慶龍引用關係
指導教授(外文):Ching-Lung Shen
學位類別:碩士
校院名稱:國立屏東科技大學
系所名稱:企業管理系所
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:2013
畢業學年度:101
語文別:中文
論文頁數:258
中文關鍵詞:知識分享意願知識分享能力因果模糊性知識創新
外文關鍵詞:Knowledge sharing intentionKnowledge sharing capabilityCausal ambiguityKnowledge creation
相關次數:
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知識管理的相關議題,近年來已廣受實務界與學術界的重視。其中,知識分享更是知識管理成功的關鍵,了解那些因素促進了或妨礙了組織成員間的知識分享,成為值得加以探討的議題。本研究期能透過此一整合性的研究架構,對知識分享與知識創造,有一更深入與廣泛的洞察,因而在學術上作出些許的貢獻,並驗證「知識分享能力」對後續研究的研究意涵。
本研究針對高科技產業及零售服務業採等比例配額抽樣對員工發放問卷,並以郵寄問卷的方式行實證。問卷一共寄發900份,有效回收問卷為536份,回收率59.56%。另外,本研究使用線性結構方程模式(SEM)、ANOVA分析及T-test來進行實證並驗證本研究所提出之各項假設。
本研究結論發現:(1)組織成員的知識分享意願,將正向影響組織的知識創新。(2)組織成員的知識分享能力,將正向影響組織的知識創新。(3)具有公平、創新性與情感的組織氣候,將正向影響組織成員的知識分享意願。(4)組織成員具有較高的動機傾向,將正向影響其知識分享的意願。(5)組織成員具有較高的情緒智商,將正向影響其知識分享的能力。(6)溝通媒介的豐富性,將正向影響組織成員在知識分享上的能力。(7)組織具有較高的知識管理導向,將正向影響其組織成員在知識分享上的能力。(8)組織擁有的知識,其品質將正向影響組織成員知識分享的能力。(9) 知識的因果模糊性將在知識分享意願與能力,對知識創新的影響過程中,產生調節效果。(10)人口統計變數對各變數間部分具有顯著差異。除了提供學術的理論驗證外,並提出實務上的建議。

Recently, academy and practitioners have devoted much attention to the area of knowledge management, and more specifically the knowledge sharing, as the crucial factor to the competitive advantage and success of the organization, since knowledge sharing can enhance the organizational learning and thereafter knowledge creation. To identify which factors will promote or inhibit the knowledge sharing within members becomes the most important strategical issue for the organization. This study is expected to make some contributions for the previous literature by constructing an integrated research framework and offering a deeper and broader insight on the knowledge sharing and knowledge creation. This might call attention to the influencing effect of knowledge sharing capability for the future studies.
The research object will be targeted in high-tech industry and retail services.900 copies of the questionnaire were mailed to respondents, and 536 effective returned questionnaires were collected with 59.56% effective recovery rate. This study adopted Structural Equation Modeling (SEM) as the statistical analysis method to test the hypotheses and examine the structural model. Generally, the model fit is acceptable.
After we use SEM to analyze, we discover the conclusions of this research indicate that; (1)members for knowledge sharing intention has positive impact on knowledge creation. (2) members for knowledge sharing capability has positive impact on knowledge creation. (3) With fairness, innovation and emotion organizational climate has positive impact on knowledge sharing intention. (4)members for high propensity motivation has positive impact on knowledge sharing intention. (5) members for high emotional intelligence has positive impact on knowledge sharing capability. (6) The richness of communication media has positive impact on knowledge sharing capability. (7) members for high knowledge management guide has positive impact on knowledge sharing capability. (8) organizations has the knowledge, quality has positive impact on knowledge sharing capability. (9) knowledge of causal ambiguity in the knowledge sharing intention and capability on the impact of knowledge innovation process, a regulatory effect..(10) the demographic characteristics have apparent difference between all variables. Based on the research results, research and practical implications are addressed.

目錄
摘要 I
Abstract III
謝誌 V
目錄 VI
圖表索引 VIII
第壹章 緒論 1
第一節研究背景 1
第二節研究動機 4
第三節研究目的 7
第四節研究流程 8
第貳章 文獻探討 9
第一節 理論依據 9
第二節 知識分享意願之前因因子 16
第三節 知識分享能力之前因因子 39
第四節 因果模糊性 61
第五節 知識創造 65
第參章 研究方法 73
第一節 研究架構 73
第二節 研究假設 75
第三節 研究變項之操作性定義與測量 89
第四節 研究對象與抽樣架構 98
第五節 資料分析方法 101
第肆章 資料分析 109
第一節 問卷回收基本資料分析 109
第二節 量表之內部一致性分析 114
第三節SEM線性結構關係模式分析 115
第四節 人口統計變數對各變數的差異分析 147
第伍章 結論與建議 184
第一節 研究結論 184
第二節 實務建議 197
第三節 研究限制 203
第四節 對後續研究的建議 204
參考文獻 205
附錄 問卷 243
作者簡介 247


圖表索引
圖1-1 本研究流程圖 8
圖2-1 SECI流程 69
圖2-2 知識螺旋成長圖 70
圖2-3 知識創造活動 71
圖3-1本研究架構 74
圖4-1 初始測量模式 119
圖4-2 驗證性因素分析(CFA)比較法-模式一 133
圖4-3 驗證性因素分析(CFA)比較法-模式二 134
圖4-4 本研究SEM之結構模式一 137
圖4-5 關係連結對知識分享意願與知識創造之干擾效果模式 138
圖4-6 特質模糊性對知識分享意願與知識創造之干擾效果模式 138
圖4-7 關係連結對知識分享能力與知識創造之干擾效果模式 139
圖4-8 特質模糊性對知識分享能力與知識創造之干擾效果模式 139
圖4-9 標準化路徑係數 144
圖4-10 「知識分享意願」干擾效果標準化路徑係數 145
圖4-11 「知識分享能力」干擾效果標準化路徑係數 146
圖5-1 結構模式之路徑係數結果 196
表2-1 影響「知識分享」之前因因子 14
表2-2 相關知識分享意願定義整理 19
表2-3 知識分享意願構面彙整 21
表2-4 相關組織氣候定義整理 24
表2-5 組織氣候構面彙整 28
表2-6 相關動機傾向定義整理 31
表2-7 相關自主權定義整理 35
表2-8 自主權構面彙整 37
表2-9 相關能力定義整理 41
表2-10 情緒智商的定義 43
表2-11 情緒智商構面彙整 45
表2-12 情緒智商相關研究 46
表2-13 相關溝通媒介的定義整理 49
表2-14 溝通媒介豐富性構面彙整 51
表2-15 相關知識品質定義整理 58
表2-16 知識品質構面整理 60
表2-17 相關因果模糊性定義整理 62
表2-18 因果模糊性構面彙整 64
表2-19 相關知識創造定義整理 67
表3-1 「組織氣候」之測量題項 90
表3-2 「動機傾向」之測量題項 90
表3-3 「自主權」之測量題項 91
表3-4 「情緒智商」之測量題項 92
表3-5 「溝通媒介豐富性」之測量題項 93
表3-6 「知識管理導向」之測量題項 94
表3-7 「知識品質」之測量題項 95
表3-8 「知識分享意願」之測量題項 95
表3-9 「知識分享能力」之測量題項 96
表3-10 「因果模糊性」之測量題項 96
表3-11「知識創造」之測量題項 97
表4-1 問卷回收狀況 109
表4-2 樣本結構分析 112
表4-3 各構面之內部一致性 114
表4-4 SEM模式中各潛在變數之觀察變數 116
表4-5 初始測量模式適配指標 120
表4-6 量表之組合信度分析 122
表4-7 量表之效度分析 124
表4-8 各構面之相關係數 127
表4-11 共同方法變異模式分析之比較 135
表4-12 結構模式適配指標結果 140
表4-13 修正後結構模式適配指標結果 141
表4-14 結構模式之結合模式與結構模式適配度指標 142
表4-15 結構模式路徑係數 143
表4-16 性別在組織氣候上之差異分析(t檢定) 148
表4-17 產業類別對組織氣候之影響(ANOVA檢定) 148
表4-18 職級對組織氣候之影響(ANOVA檢定) 149
表4-19 性別在動機傾向上之差異分析(t檢定) 150
表4-20 年齡在動機傾向上之差異分析(ANOVA檢定) 151
表4-21 產業類別對動機傾向之影響(ANOVA檢定) 151
表4-22 服務部門對動機傾向之影響(ANOVA檢定) 152
表4-23 職級對動機傾向之影響(ANOVA檢定) 153
表4-24 性別在自主權上之差異分析(t檢定) 154
表4-25 產業類別對自主權之影響(ANOVA檢定) 155
表4-26 員工人數對自主權之影響(ANOVA檢定) 155
表4-27 服務部門對自主權之影響(ANOVA檢定) 156
表4-28 職級對自主權之影響(ANOVA檢定) 157
表4-29 服務年資對自主權之影響(ANOVA檢定) 157
表4-30 性別在情緒智商上之差異分析(t檢定) 158
表4-31 產業類別對情緒智商之影響(ANOVA檢定) 159
表4-32 職級對情緒智商之影響(ANOVA檢定) 160
表4-33 教育程度在溝通媒介豐富性上之差異分析(ANOVA檢定) 161
表4-34年齡在溝通媒介豐富性上之差異分析(ANOVA檢定) 161
表4-35 產業類別對溝通媒介豐富性之影響(ANOVA檢定) 162
表4-36 員工人數對溝通媒介豐富性之影響(ANOVA檢定) 163
表4-37 服務年資對溝通媒介豐富性之影響(ANOVA檢定) 164
表4-38 產業類別對知識管理導向之影響(ANOVA檢定) 165
表4-39 員工人數對知識管理導向之影響(ANOVA檢定) 166
表4-40 職級對知識管理導向之影響(ANOVA檢定) 167
表4-41 服務年資對知識管理導向之影響(ANOVA檢定) 167
表4-42 性別在知識品質上之差異分析(t檢定) 168
表4-43 職級對知識管理導向之影響(ANOVA檢定) 169
表4-44 員工人數對知識分享意願之影響(ANOVA檢定) 170
表4-45 職級對知識分享意願之影響(ANOVA檢定) 171
表4-46 年齡在知識分享能力上之差異分析(ANOVA檢定) 172
表4-47 產業類別對知識分享能力之影響(ANOVA檢定) 173
表4-48 員工人數對知識分享能力之影響(ANOVA檢定) 174
表4-49 服務年資對知識分享能力之影響(ANOVA檢定) 175
表4-50 產業類別對因果模糊性之影響(ANOVA檢定) 176
表4-51 員工人數對因果模糊性之影響(ANOVA檢定) 177
表4-57 員工人數對知識創造之影響(ANOVA檢定) 181
表4-58 職級對知識創造之影響(ANOVA檢定) 182
表4-59 服務年資對知識創造之影響(ANOVA檢定) 183
表5-1 本研究驗證結果一覽表 184
表5-2 人口統計變項在各研究變數上之差異一覽表 190
表5-3 人口統計變項在各研究變數上之差異一覽表(續) 191

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