臺灣博碩士論文加值系統

知識就是新力量，在這知識經濟時代中任何產業都已開始將知識視為基礎，而知識是企業獲得持續競爭優勢的重要資源，也是個人及整體經濟的主要資源。人們從事知識分享對於促進知識的創造有重要的影響，但學者們也認為分享知識並不符合人性，尤其當知識對人們來說是有價值且為重要的競爭資源，因此組織在推動知識管理是有困難的。
本研究的目的將從組織員工的角度，探討個人因素和社會因素對知識分享意圖及行為之影響及瞭解高科技產業與金融服務業內產業間變數的差異。本研究以發放問卷的方式蒐集資料，進行結構方程模型為主的資料分析方法檢驗理論模型。研究結果顯示組織成員在「個人激勵」構面對「知識分享意圖」、「知識分享意圖」構面對「知識分享行為」的檢定結果有正向影響，而社會規範及社會網絡對知識分享意圖不顯著。群組分析結果顯示兩個產業知識分享模型是有差異的。

Knowledge is power. In the era of knowledge economy, many companies have viewed knowledge as the important resource to get the sustained competitive advantages. Sharing knowledge has an important effect on boosting the creation of knowledge, but some scholars think sharing knowledge is not humane, especially when the knowledge is valuable and important competitive resources. The study aims to explore the influence of personal motivation factors and social factors on the intention and behaviors of knowledge sharing from employees’ views. The research model includes various constructs based on social exchange theory, motivation, and theory of planed behavior.
Research results from the field survey of 406 employees form two industries show that personal motivation is the major determinant of the individual's attitude toward knowledge sharing. Self-efficacy and anticipated extrinsic rewards are two factors believed by many as the important motivating factors for knowledge sharing. Contrary to common belief, the results of this study show that the social norm and network are not significantly related to the knowledge sharing.

目錄
Abstract II
誌謝 III
目錄 IV
表目錄 V
圖目錄 VII
第一章 緒論 1
第一節 研究背景 1
第二節 研究目的 2
第三節 研究流程 3
第四節 論文結構 5
第二章 文獻探討 6
第一節 知識分享(Knowledge Sharing) 6
第二節 計畫行為理論(Theory of Planned Behavior) 15
第三節 個人激勵(Personal Motivation) 18
第四節 社會規範(Social Norm) 19
第五節 社會網絡(Social Network) 20
第三章 研究設計與研究方法 22
第一節 研究架構 23
第二節 研究假設 24
第三節 研究假設及研究變數定義 27
第四節 問卷設計與抽樣方法 29
第五節 資料分析法 34
第四章 實證研究結果分析 37
第一節 整體信度分析 37
第二節 項目分析 40
第三節 驗證性因素分析及效度分析 65
第四節 結構方程模式 70
第五節 多群組分析 73
第五章 結論與建議 78
第一節 實證研究結果 78
第二節 研究貢獻 80
第三節 管理意涵 80
第四節 研究限制 81
第五節 後續研究及建議 82
參考文獻 83

表目錄
表2-1 近代學者對知識之定義 7
表2-2 知識之分類 8
表2-3 知識之類型 8
表2-4 知識之種類 9
表2-5 知識之分類架構 9
表2-6 近代學者對知識分享之定義 10
表2-7 近代學者在知識分享研究之文獻整理 11
表2-8 個人激勵相關之研究 18
表2-9 社會規範之相關研究 19
表2-10 社會網絡之相關研究 21
表3-1 本研究之假設關係 27
表3-2 變數之操作型定義 28
表3-3 理論模型中變數測量之量表參考來源 32
表3-4 問卷回收率 33
表4-1 整體信度統計量 37
表4-2 產業別分布表 37
表4-3 性別分布表 37
表4-4 年齡分布表 38
表4-5 教育程度分布表 38
表4-6 職位分布表 38
表4-7 服務年資分布表 39
表4-8 組織性質分布表 39
表4-9 知識分享行為之項目分析表 40
表4-10 社會連帶之項目分析 43
表4-11 情感型人際信任之項目分析表 43
表4-12 認知型人際信任之項目分析表 44
表4-13 互惠之項目分析表 45
表4-14 知識分享意圖之項目分析表 46
表4-15 自我效能之項目分析表 46
表4-16 期望報酬之項目分析表 47
表4-17 本研究問卷刪題情形與後續各衡量題目 48
表4-18 修改後知識分享行為之項目分析表 52
表4-19 兩個不同產業對知識分享行為之獨立T檢定 53
表4-20 修改後社會連帶之項目分析表 54
表4-21 兩個不同產業對社會連帶之獨立T檢定 54
表4-22 修改後情感型人際信任之項目分析表 55
表4-23 兩個不同產業對情感型人際信任之獨立T檢定 55
表4-24 修改後認知型人際信任之項目分析表 57
表4-25 兩個不同產業對認知型人際信任之獨立T檢定 57
表4-26 修改後互惠之項目分析表 59
表4-27 兩個不同產業對互惠之獨立T檢定 59
表4-28 修改後知識分享意圖之項目分析表 60
表4-29 兩個不同產業對知識分享意圖之獨立T檢定 61
表4-30 修改後自我效能之項目分析表 62
表4-31 兩個不同產業對自我效能之獨立T檢定 62
表4-32 修改後期望報酬之項目分析表 64
表4-33 兩個不同產業對期望報酬之獨立T檢定 64
表4-34 驗證性因素分析表 65
表4-35 區別效度檢驗表 69
表4-36 整體模式之配適度 71
表4-37 研究假設驗證結果彙總表 72
表4-38 兩群組之參數限制表 74
表4-39 群組分析之CMIN表 75
表4-40 群組分析之RMR, GFI表 75
表4-41 群組分析之Baseline Comparisons表 76
表4-42 群組分析之RMSEA表 76
表4-43 群組分析之AIC表 77
表4-44 群組分析之ECVI表 77

圖目錄
圖1-1 研究流程圖 4
圖2-1 知識管理方程式 10
圖3-1 研究架構圖 23
圖3-2 知識分享假設架構 27
圖4-1 修正後之研究模式SEM檢定圖 72

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