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研究生:周逸君
研究生(外文):Zhou, Yi-Jun
論文名稱:人力資源管理措施、組織認同對知識分享意願之影響–以組織公平為調節變數
論文名稱(外文):The Effect of Human Resource Management Practices and Organizational Identification on Knowledge Sharing Willingness –Organizational Justice as Moderator Variable
指導教授:廖曜生廖曜生引用關係
指導教授(外文):Liao, Yao-Sheng
口試委員:蔡玲瓏陳慶樑
口試委員(外文):Tsai, Ling-LongChen, Cing-Liang
口試日期:2017-06-14
學位類別:碩士
校院名稱:國立屏東大學
系所名稱:企業管理學系碩士班
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:2017
畢業學年度:105
語文別:中文
論文頁數:95
中文關鍵詞:人力資源管理措施組織認同知識分享意願組織公平
外文關鍵詞:Human Resource Management PracticesOrganizational IdentificationKnowledge Sharing WillingnessOrganizational Justice
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在知識經濟時代,企業的競爭是以知識為武器的競爭。大部分公司都努力成為學習型組織並進行策略性知識管理,期待知識可以在公司內儲存、傳播與創新,但是,管理者往往忽略了員工分享的意願會決定知識管理策略能否在組織內落實,而組織的人力資源管理措施、組織認同、組織公平,會影響到員工分享知識的意願。本研究對我國五家大型電子公司內製造研發部門206名組織成員採問卷調查進行研究,探究成員對人力資源管理措施、組織認同、知識分享意願與組織公平之間關係,並根據結果,探究其實務內涵與學術意義,以作為企業界實際應用或是後續研究的參考。研究結果如下:
一、人力資源管理措施與組織認同存在正向關係
二、人力資源管理措施與知識分享意願存在正向關係
三、組織認同對知識分享意願有正向關係
四、組織認同對人力資源管理措施與組織成員知識分享意願具有完全中介效果
五、組織公平對人力資源管理措施與組織認同不具有調節作用

後續研究者可植基於本研究,將研究範圍擴大到其他部門,以完整了解電子公司整體組織成員在人力資源措施、組織認同、組織公平、知識分享意願的差異與不同部門間的相互影響。其次,現代的產業為不同產業鏈之間的競爭,將相關議題延伸到不同公司之間的關係,如上下游如何進行知識分享與知識分享意願如何形成等等,或許是可進行的方向。最後,台灣將來勢必以知識為競爭核心,相關議題在不同產業不同規模的公司,結果或有不同,期待後續研究者能建立不 同產業在相關議題的本土研究,以作為產業競爭時的參考。
The effect of Human Resource Management Practices and Organizational Identification on Knowledge Sharing Willingness – Using Organizational Justice as Moderator Variable

In the era of knowledge economy, knowledge becomes a competitive weapon. Many companies are trying to become learning organizations and conduct strategic knowledge management .The willingness of employees to share knowledge will determine whether knowledge management strategies can be implemented in the organization.The aim of this study is to investigate the relationship among human resource management practices, organizational identification, knowledge sharing willingness and organizational justice . Especially, the effect of human resource management practices and organizational identification on knowledge sharing willingness. 206 employees from 5 electronics companies participated in this research. Findings showed that
(1) human resource management practices positively associated with organizational identification
(2) human resource management practices positively associated with knowledge sharing willingness
(3) organizational identification positively associated with knowledge sharing willingness
(4) organizational identification fully mediated the relationship between human resource management practices and knowledge sharing willingness
(5) organizational justice did not moderate the relationship between human resource management practices and organizational identification.
Future researchers can investigate staffs worked in other departments to further understand the relationship under different context. Also, scholars can examine whether staffs from different departments have various attitudes toward the foregoing variables. Besides, modern industries faced competitions from diverse business chain, it is worthy of conducting relative researches by exploring different companies. Specifically, to study whether upstream of industries will share their knowledge to downstream business or measure their willingness of sharing knowledge. It is expected knowledge will be a core competence in taiwan. Therefore, comparing enterprises in different industries or enterprises in different sizes would be also meaningful.
致謝 ⅰ
摘要 ⅱ
Abstract ⅲ
目錄 ⅳ
表次 v
圖次 vi

第一章 緒論
第一節、研究動機與景 1
第二節、研究目的 3
第三節、研究流程 3

第二章 文獻探討
第一節、人力資源管理措施 5
第二節、組織認同 10
第三節、知識分享意願 14
第四節、組織公平 18
第五節、各變項相互關係探討 23

第三章 研究方法
第一節、研究架構與研究假說 29
第二節、抽樣設計 30
第三節、操作型定義與問卷設計 31
第四節、資料分析方法 39

第四章 研究結果
第一節、基本資料分析 43
第二節、信度與效度分析 46
第三節、相關係數分析 55
第四節、描述性統計 55
第五節、迴歸分析 62
第六節、背景變項對各變項之差異分析 68
第七節、研究假說檢定 76
第八節、假說結果 77

第五張 結論與建議
第一節、結論 78
第二節、管理意涵 80
第三節、研究範圍、限制與建議 82

參考文獻 84
附錄:問卷 92

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