臺灣博碩士論文加值系統

母公司如何將知識有效移轉至子公司，以提升知識移轉績效已成為多國籍企業之重要議題。由於知識具有黏性且難以移轉，當母公司欲將知識移轉到子公司時，移轉的程度會隨著公司所面臨的情境而有所不同。有鑒於過去研究大多探討在多國籍企業的情境下，如何成功地將知識移轉，然而，這些過去的研究並未將情境變數納入考量整合為一完整的架構，或是將研究結果一般化成為多國籍企業的理論。因此，本研究有以下四個目的：(1)探討知識黏性的來源，(2)探討知識移轉成功之要素，(3)探討知識黏度對於知識移轉成功之影響，(4)探討影響黏度對於知識移轉成功之情境變數。本研究藉由回顧過去文獻提出七個研究假設，並實證研究所提出之研究架構。本研究結果指出：
1. 知識特性、移轉動機與移轉管道的豐富程度會對於知識黏度有顯著影響。當知識之內隱程度、複雜程度與專業化程度較低、員工有較高的內部與外部移轉動機與公司提供豐富而多元之移轉管道時，知識黏度會被降低。
2. 知識移轉成功因素彼此之間相互影響。較高的知識移轉之執行程度與知識移轉之內化程度會導致較佳的知識移轉績效表現。
3. 知識黏度與知識移轉成功因素之間呈現倒U型關係。特定範圍以內之知識黏度，會激發員工解決問題之能力，因而提升知識移轉成功程度；然而超出此一範圍，更高的知識黏度則會減低知識移轉成功程度。
4. 知識移轉之情境變數，會影響知識黏性與知識移轉成功兩者之間的關係。當知識黏度很高時，較高的組織學習能力與組織所提供較佳支援基礎建設，會提升知識移轉績效；當知識黏度很高時，子公司對母公司有較高的依賴程度與子公司有較高的社會鑲嵌程度，會提升知識移轉績效。

Promoting the effectiveness of knowledge transfer from parent firms to their subsidiaries is one of the most critical issues for MNC operations. However, since knowledge is always sticky and difficult to transfer, the degree of knowledge trans-fer is contingent upon various types of contextual variables. Thus, this study at-tempts to investigate the origins of knowledge stickiness and the determinants of knowledge transfer success. Based on a series of expert interviews and focus group discussions, this study develops a comprehensive construct to identify the relation-ships among the origins of knowledge stickiness and knowledge transfer success. Two constructs, including organization-specific contextual factors and rela-tion-specific contextual factors, are adopted and their moderating effect on the rela-tionship between knowledge stickiness and knowledge transfer success is evaluated. A series of expert interviews and a questionnaire survey are employed to obtain re-sponses from executives and senior managers concerning their perspectives on various research variables. Finally, a series of multivariate statistical analyses are conducted to empirically test the research hypotheses developed in this study.
The results indicate that the levels of tacitness, complexity and specificity of knowledge have positive impacts on knowledge stickiness. Knowledge transfer mo-tivation has a positive effect on the richness of knowledge transmission channels and both knowledge transfer motivation and richness of knowledge transmission channels have negative effects on knowledge stickiness. In addition, an inverted-U relationship is found between knowledge stickiness and knowledge transfer success, including knowledge transfer implementation, institutional internalization and knowledge transfer performance. Fourth, the organizational context variables of the subsidiary, including subsidiary learning capability and supportive infrastructure serve as moderating variables which suppress the negative influences of knowledge stickiness on knowledge transfer performance. Finally, subsidiary relational context variables, including headquarter-subsidiary dependency, subsidiary social em-beddedness, and cultural distance between the host country and home country, serve as moderating variables for the relationship between knowledge stickiness and knowledge transfer performance. The results of this study offer a new cutting edge that provides a useful reference for academicians to modify existing knowledge transfer models and provide further empirical validations.

CONTENT I
LIST OF TABLES IV
LIST OF FIGURES VII
ABSTRACT VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background 1
1.2 Research Motivation 3
1.3 Research Objectives 8
1.4 Research Procedure 8
1.5 The Structure of this Study 9
CHAPTER TWO LITERATURE REVIEW 12
2.1 Theoretical Background of Knowledge Stickiness and Knowledge Transfer Success 12
2.2 Definition of Measurement Constructs 16
2.2.1 The Definition of Knowledge Stickiness 16
2.2.2 The Origins of Knowledge Stickiness 17
2.2.3 Knowledge Transfer Success 21
2.2.4 Knowledge Transfer Contingencies 25
2.3 Hypothesis Development 30
2.3.1 The Interrelationship among the Origins of Knowledge Stickiness 30
2.3.2 The Interrelationship between Knowledge Stickiness and Knowledge Transfer Success 35
2.3.3 The Moderating Role of Organizational Competency Context on the Relationship between
Knowledge Stickiness and Knowledge Transfer Performance 41
2.3.4 The Moderating Role of the Competency of Relational Context on the Relationship
between Knowledge Stickiness and Knowledge Transfer Success 45
2.3.5 The Success of Knowledge Transfer 47

CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 52
3.1 The Conceptual Model 52
3.2 Construct Measurement 53
3.2.1 The Origins of Knowledge Stickiness 53
3.2.2 The Competence of Organization-specific Factors 57
3.2.3 The Competence of Relation-specific Factors 59
3.2.4 Knowledge Transfer Success 61
3.2.5 Firm and Respondent Information 64
3.3 Questionnaire Design 65
3.4 Sampling Plan 65
3.5 Data Analysis Procedures 66
3.5.1 Descriptive Statistical Analysis 66
3.5.2 Purification and Reliability of the Measurement Constructs 66
3.5.3 Interrelationships between Research Variables 67
CHAPTER FOUR DISCRIPTIVE ANALYSIS AND RELIABILITY TESTING 70
4.1 Descriptive Analysis 70
4.1.1 Response Rates 70
4.1.2 Characteristics of Knowledge Transfer Cases, Sample Firms and Respondents 72
4.1.3 MeasurementResults for Relevant Research Variables 74
4.2 Exploratory Factor Analysis 82
4.2.1 Knowledge Characteristics 83
4.2.2 Transfer Motivation 85
4.2.3 Richness of Transmission Channel 86
4.2.4 Knowledge Stickiness 87
4.2.5 Knowledge Transfer Implementation 88
4.2.6 Knowledge Tranfser Institutional Internalization 89
4.2.7 Knowledge Tranfser Performance 91
4.2.8 The Competence of Organizational Context 92
4.2.9 The Competence of Relational Context 94
CHAPTER FIVE RESEARCH ANALYSIS AND RESULTS 97
5.1 The Influence of Knowledge Characteristics and Transfer motivation on
Richness of Transmission Channel and Knowledge Stickiness 97
5.1.1 The Influence of Transfer Motivation on Richness of the Transmission Channel 98
5.1.2 The Influence of Knowledge Characteristics, Transfer Motivation and Richness of the Transmission Channel on Knowledge Stickiness 99
5.2 The Interrelationships among Knowledge Transfer Success Factors 102
5.3 The Influence of Knowledge Stickiness on Knowledge Transfer Success 106
5.4 The Moderating Role of Subsidiary’s Organizational Competence on
Knowledge Transfer Success 111
5.4.1 The Moderating Effects of Learning Capability for the Influence of Knowledge Stickiness
on Knowledge Tranfer Success 112
5.4.2 The Moderating Effects of Supportive Infrastructure for the Infleunce of Knowledge Stickiness on Knowledge Transfer Success 118
5.5 The Moderating Role of Subsidiary Relational Competence on Knowledge Transfer Success 126
5.5.1 The Moderating Role of Headquarter-subsidiary Dependency for the Influence of
Knowledge Stickiness on Knowledge Trasnfer Success 126
5.5.2 The Moderating Role of Cultural Distance for the Relationship of Knowledge Stickiness
on Knowledge Transfer Success 132
5.5.3 The Moderating Role of Social Embeddedness for the Influence of Knowledge Stickiness
on Satisfaction 138
CHAPTER SIX CONCLUSIONS AND SUGGESTIONS 147
6.1 Conclusions 147
6.2 Managerial Implications 155
6.3 Future Research Directions 162
REFERENCES 164
APPENDIX A QUESTIONNAIRE 176
APPENDIX B COMPARISONS OF FACTOR SCORES BETWEEN TAIWAN AND CHINA 188

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