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研究生:羅偉元
研究生(外文):LO, WEI-YUAN
論文名稱:知識分享行為前因之探討:跨層次中介分析
論文名稱(外文):Exploring the Antecedents of Knowledge Sharing Behavior: A Multilevel Analysis of Mediating Effects
指導教授:陳宥杉陳宥杉引用關係林俊佑林俊佑引用關係
指導教授(外文):CHEN, YU-SHANLIN, CHUN-YU
口試委員:董澤平陳意文王美雅劉仲矩陳宥杉林俊佑
口試委員(外文):DONG, TSE-PINGCHEN, YI-WENWANG, MEI-YALIU, CHUNG-CHUCHEN, YU-SHANLIN, CHUN-YU
口試日期:2021-04-26
學位類別:博士
校院名稱:國立臺北大學
系所名稱:企業管理學系
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:2021
畢業學年度:109
語文別:中文
論文頁數:162
中文關鍵詞:知識分享行為組織學習文化社會資本創意自我效能組織認同跨層次分析
外文關鍵詞:knowledge sharing behaviororganizational learning culturesocial capitalcreative self-efficacyorganizational identificationcross-level analysis
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知識是組織價值的主要來源,而創造組織價值則取決於組織蒐集和運用知識的能力。且激烈的競爭性、複雜性、動態和快速變遷的環境,組織更須依賴提升知識分享等相關能力,以能維繫競爭優勢和永續成長。本研究由社會認知理論、自我效能理論、及社會認同理論之觀點,探討組織層次的組織學習文化、社會資本,及個人層次的創意自我效能與組織認同,對個人知識分享行為的影響。並以創意自我效能及組織認同作為中介變項,分別檢視其中是否具有跨層次之中介效果。本研究之研究對象為我國各級政府行政機關之公務人員,採問卷調查法,共發放40個政府機關,1,200份問卷。最終回收有效問卷909份,回收率為 75.75%。續以SPSS、AMOS及多層次研究之階層線性模型(HLM)進行分析。相關假設模型檢測後發現,組織學習文化、社會資本、創意自我效能、與組織認同,均會正向影響知識分享行為。且創意自我效能與組織認同會分別跨層次部分中介組織學習文化、社會資本、與知識分享行為間之正向關係。本研究由公部門職場情境進行跨層次實證研究,同時納入組織因素與個人因素,類推檢視不同地域及行業之理論模型。知識鑲嵌於組織網絡中並為個人所掌握,且知識分享是一自我驅動的行為,故在此實證論點之下,組織應建構具有遠景並互相維繫的組織環境,以增強員工的自我效能和認同態度,進而能自主性的參與有益於組織的協作行為或活動。本研究之分析發現與見解,拓展並補足相關研究之缺口,提供爾後對知識分享行為進行跨層次整合分析參考。
Drawing on Social Cognitive Theory, Self-Efficacy Theory, and Social Identity Theory, this multilevel research investigates the influences of organizational learn-ing culture, social capital, creative self-efficacy, and organizational identification on knowledge sharing behavior of public sector employees. 909 valid respondants from 40 Taiwan government agencies were surveyed. After measuring the data using SPSS, SEM, and HLM, the results demonstrate that organizational learning culture, social capital, creative self-efficacy, and organizational identification had signifi-cantly positive influences on knowledge sharing behavior respectively. Additionally, the relationships between organizational learning culture, social capital, and knowledge sharing behavior were partially mediated by creative self-efficacy and organizational identification. The empirical findings illustrate a theoretical inquiry and a practical understanding that the organization should create a favorable organi-zational context so as to reinforce employees’ self-efficacy and attitude, and in turn, to engage in collaborative behaviors or activities. The research also provides useful insights for future cross-level integration analysis on the relation of organizational and indivisual factors and personal behavior leading to benefits for the organization.
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 12
第三節 研究章節安排與步驟 13
第二章 文獻探討與研究假設 15
第一節 知識分享行為(KNOWLEDGE SHARING BEHAVIOR) 15
第二節 組織學習文化(ORGANIZATIONAL LEARNING CULTURE) 20
第三節 社會資本(SOCIAL CAPITAL) 24
第四節 創意自我效能(CREATIVE SELF-EFFICACY) 28
第五節 組織認同(ORGANIZATIONAL IDENTIFICATION) 30
第六節 構念關係探討與假設推論 33
第三章 研究方法 51
第一節 研究假說與架構 51
第二節 研究對象與抽樣設計 52
第三節 研究構念之操作性定義與衡量 53
第四節 研究量表之資料分析 58
第四章 資料分析與研究結果 61
第一節 預試問卷分析 61
第二節 敘述性統計及相關分析 63
第三節 共同方法變異檢驗 66
第四節 信效度分析 67
第五節 假說模型驗證 73
第五章 結論與建議 91
第一節 結論 91
第二節 理論與實務意涵 97
第三節 研究限制與未來研究建議 106
參考文獻 111
一、中文參考文獻 111
二、英文參考文獻 112
三、網路參考資料 157

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三、網路參考資料
公務人力發展學院年度訓練成果總報告。2020年4月14日。取自https://www.hrd.gov.tw/1122/2142/4546/Lpsimplelist。

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