企業經營目標，為首重獲利、並著眼於永續發展與經營。然而，並非所有企業均具備達到永續經營的競爭條件，根據研究指出：維繫企業其自身競爭優勢的關鍵資產為智慧資本，而知識則是此項對企業日形重要的智慧資本與無形資產的主要促進力量。因此，有關知識管理的議題與相關的企業內部活動方興未艾，但除了實徵研究的進展有限之外，企業推動知識管理的成效似乎也並未彰顯。
　　本研究以Fiske的關係模式理論為基礎，探討職場在不同企業文化下所孕育出不同的人際關係模式（共同分享、權力排序、平等互惠、與市場訂價），是否影響著企業員工知識分享意願，並進一步探究哪一種關係模式最能鼓舞員工之間的知識分享行為。此外，為求更貼近職場的實際狀況，本研究另加入了二個干擾變數：任務互賴性、與合作時間，以釐清關係模式對於員工知識分享的作用影響上，是否同時受到其它企業內在因素的干擾。
　　本研究使用問卷調查法對於台灣地區的企業員工進行結構化抽樣，以取得其日常工作中與知識分享行為有關的實際資料；並以統計分析對所提出的研究架構進行驗證；數據結果顯示，在理論模式的部份：共同分享以及平等互惠對於員工知識分享的意願，有明顯的正向影響，而市場價格則有略為負面的影響，至於權力排序則沒有顯著的影響力；此外在完整模式的部份，任務互賴性同時對於上述三種關係模式（除權力排序外）影響分享意願的作用上，產生了調節的作用、而合作時間則在共同分享、平等互惠及市場價格對於員工分享意願的影響上產生調節作用。本研究的結果，可讓我們更進一步瞭解員工分享知識的行為，並可作為企業訂定知識管理策略與設計企業內知識分享計劃或活動的參考。

With a view to achieve the ultimate goal of a permanent development, operation, and growth, to any business and enterprise, the strategy of knowledge management must be reinforced, and the sooner the better. In despite of those new and high interests shown toward the organization-embedded knowledge, not much concrete finding has been obtained regarding how and why employees are reluctant to share what they know.
In our research, we proposed to base on the Relations Model Theory to explore how different relation models, cultivated and shaped by different corporate cultures, give their influences on the willingness of knowledge sharing from employees. In the mean time, with a view to get closer to the realistic circumstance in the office, we give it a shot to include additional moderating variables, task inter-dependence, as well as time-of-cooperation, into our full research framework, aiming to see if they will disturb the influencing processes between the four principal relations and the willingness of employees to share their knowledge.
The result reflects the distinct impact from communal sharing and equality matching on the willingness of sharing, while a subtle but negative impact of market pricing on the sharing willingness. There is no clear effect of authority ranking. Furthermore, in the analysis of interaction mode including additional moderators, the result has exhibited that task inter-dependence does moderate the relationship between communal sharing / equality matching / market pricing and the notion of sharing, while time-of-cooperation also adjusts the influencing processes between communal sharing, equality matching, market pricing, and willingness of sharing.
This analysis and study grant us some clues regarding how corporate culture would eventually leverage employees’ intention in sharing their knowledge, and advise the business organizations how they should correctly formulate the knowledge management strategy and activities to augment the knowledge inter-flows between employees.

中文摘要 2
ABSTRACT 3
CHAPTER I: INTRODUCTION 8
1.1. RESEARCH BACKGROUND 8
1.2. RESEARCH MOTIVATION 9
1.3. STATEMENT OF RESEARCH PROBLEM 11
1.4. PURPOSES OF THIS STUDY 11
1.5. OVERVIEW OF CHAPTERS 12
CHAPTER II: LITERATURE REVIEW 14
2.1. KNOWLEDGE SHARING 14
2.2. RELATIONS MODEL THEORY 16
2.3. FACTORS AFFECTING KNOWLEDGE SHARING WILLINGNESS, REPRESENTING EACH RELATION 20
2.4. MODERATORS 29
CHAPTER III: RESEARCH METHODOLOGY 32
3.1. MODEL DEVELOPMENT AND HYPOTHESES 32
3.2. THE MEASUREMENT OF VARIABLES 38
3.3. PRE-TESTING 44
3.4. DATA COLLECTION 45
3.5. DATA ANALYSIS 46
CHAPTER IV: DATA ANALYSIS AND RESULTS 51
4.1. SAMPLE DEMOGRAPHICS / CHARACTERISTICS 51
4.2. ANALYSIS FOR MEASUREMENT MODEL 53
4.3. ANALYSIS FOR STRUCTURE MODEL 58
CHAPTER V: RESEARCH DISCUSSION AND CONCLUSION 65
5.1. DISCUSSIONS 65
5.2. THEORETICAL CONTRIBUTIONS 70
5.3. IMPLICATION FOR PRACTITIONERS 71
5.4. LIMITATIONS AND SUGGESTIONS FOR FUTURE STUDY 72
REFERENCE 74
APPENDIX A: QUESTIONNAIRE FOR SURVEY 86

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