臺灣博碩士論文加值系統

知識分享具如何讓組織成員間願意分享知識並保留在組織內，讓知識流通產生延續性，便成為組織領導者所要面臨的挑戰，因此領導者的管理模式對於團隊成員的影響也日顯重要。本研究承上述論點，以台灣某多國籍企業在台子公司為研究對象，探討交易型領導、競爭導向、績效獎酬制度及知識分享的跨層次關係。為了避免共同方法變異的問題，研究問卷分為主管填答和部屬填答兩問卷進行發放，研究共發出150組問卷，有效問卷為134組，有效回收率為88.93％。結果顯示個體層次的交易型領導對競爭導向呈現反向關係，交易型領導對知識分享有顯著的正向關係，且競爭導向對知識分享以及交易型領導之間存在著中介效果。另外，群體層次之績效獎酬制度則在競爭導向以及知識分享間扮演調節角色;換句話說，在高績效獎酬制度的情境下，競爭導向氛圍與組織知識分享間的關係較弱。低績效獎酬制度的情境下，競爭導向氛圍與組織知識分享間的關係較強。此研究結果傳達兩個重要的訊息：首先，領導者不應該忽略群體層次之績效獎酬制度的干擾作用;第二，為達到更佳的知識分享，領導者須關注個體層次之交易型領導與競爭導向的影響。

How to encourage organizational members to share their knowledge and retain the knowledge in the organization, as to ensure continual knowledge circulation, is a challenge facing organizational leaders. Therefore, the effect that leaders’ managerial approaches have on the affiliated team members is imperative. Based on the aforementioned assertions, this study targeted the subsidiary companies of a multinational enterprise in Taiwan to explore the multilevel relationships between transactional leadership, competition orientation, performance-linked incentive, and knowledge sharing. The results showed that at the individual level, transactional leadership was negatively correlated with competition orientation but positively and significantly correlated with knowledge sharing; and competition orientation exerted a mediating effect on the relationship between knowledge sharing and transactional leadership. At the group level, performance-linked incentive exerted a moderating effect on the relationship between competition orientation and knowledge sharing. Accordingly, 2 conclusions are derived: First, leaders should not overlook the interference of performance-linked incentive. Second, leaders should pay attention to the intraorganizational effects of transactional leadership and competition orientation.

中文摘要 I
英文摘要II
目錄III
表目錄Ⅴ
圖目錄Ⅵ
第一章緒論1
1.1研究背景與動機1
1.2研究目的3
1.3研究流程4
第二章文獻探討與假設6
2.1交易型領導6
2.2競爭導向13
2.3績效獎酬制度15
2.4知識分享16
2.5研究假設23
第三章研究方法27
3.1研究架構27
3.2變數操作性定義與衡量28
3.3研究對象37
3.4資料蒐集與抽樣設計38
3.5資料研究分析方法40
第四章資料分析結果47
4.1敘述統計分析47
4.2信度與效度分析49
4.3相關分析58
4.4內部一致性分析60
4.5階層線性模式61
第五章結論與建議68
5.1研究結果69
5.2研究貢獻與建議73
5.3研究限制與未來研究建議76
參考文獻78
附錄一90
附錄二94

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