知識分享一直是探討知識管理成效的重要議題。過去研究探討了許多包含企業、營利組織、非營利組織等不同組織型態下的知識分享行為，卻鮮少將焦點放在大學的研究團隊中。大學研究團隊組成性質與實施目的皆有別於一般企業組織，其成員進行知識分享行為究竟基於何種價值觀、態度與動機，將是本研究關注的重點。本研究採用質化研究取向的研究方法，透過實地觀察法、深度訪談法以及系統資料進行資料的蒐集，並以一個實施知識管理逾六年的研究室作為個案探討的對象，探討研究室成員在使用知識管理平台的特定情境下所進行的知識分享行為，受到哪些因素所影響，並參考組織行為學的觀點將影響知識分享的因素分為個體、團體及組織三個層面。研究結果發現，影響知識分享的因素在個體層面中包含有主觀價值、工作態度、自我滿足、分享主義、自我評價、行為抗拒及行為能力等七項因素；在團體層面中包含有分享氣氛、互動、同儕刺激、團體文化、同儕情誼、社會期許、關係差異、領導風格、信任等九項因素；在組織層面中包含有工作模式與環境、組織文化、系統功能、知識管理制度以及知識內容等五項因素。最後，研究進一步探討上述這些影響因素之間彼此的交互關係，提出一個影響組織成員知識分享的概念性架構，並進一步分析建立其理論命題，以提供後續研究者改善與建議。

Knowledge sharing has been an important issue to the outcomes of Knowledge Management. Although research in the past dealt with many subjects, such as firms and profit and non-profit organizations, the focus has never been on the research team in the university. . This research adopts qualitative oriented research method to investigate the differences of the nature and goals of a research team in the university by participant observation, in-depth interview and secondary data collection. The members of a research lab in the university which has implemented knowledge management in the past six years were observed to find out what factors affecting their knowledge sharing behaviors when using the KM platform under particular situations. Based on the views of organizational behaviors, the factors affecting knowledge sharing were divided into three levels: individual level, group level and organization level. The research found out that the factors influencing knowledge sharing in individual level are subjective value, working attitude, self-satisfaction, altruism, self-evaluation, behavioral resistance and ability. In the group level, the factors are sharing atmosphere, interaction, peer stimulation, group culture, peer affection, society expectation, relationship difference, leadership style and trust. In the organization level, the factors are working pattern and environment, organization culture, system function, KM institution and knowledge content. Finally, the interaction among factors is discussed and a conceptual framework of the knowledge sharing among members is presented. Suggestions and improvements toward future research are then provided.

致謝 III
摘要 IV
ABSTRACT V
圖目錄 VIII
表目錄 IX
第一節、研究背景 1
第二節、研究動機 2
第三節、研究目的 3
第二章、文獻探討 5
第一節、知識 5
第二節、知識管理 10
第三節、知識分享 17
第四節、知識分享與組織行為 24
第三章、研究方法與步驟 27
第一節、研究流程 27
第二節、研究對象 30
第三節、實地觀察法之實施步驟 32
第四節、深度訪談方法與工具 33
第五節、資料整理與分析 35
第六節、資料編碼 37
第七節、三角驗證 40
第四章、個案簡介 41
第一節、個案對象 41
第二節、組織特性 43
第三節、成員特性 44
第四節、知識管理系統簡介 44
第五節、成員在知識管理中所扮演的角色 50
第六節、系統累積資料（前10） 52
第五章、研究發現 53
第一節、個體層面 55
第二節、團體層面 74
第三節、組織層面 91
第六章、綜合討論 107
第一節、組織與成員之間的價值槓桿 108
第二節、團體激勵的效應 109
第三節、知識需求與能力的差距 111
第四節、組織對於個體的影響 113
第五節、團體的文化、氣氛與互動 116
第六節、組織知識分享的演進 118
第七章、結論 120
第一節、研究成果 120
第二節、研究貢獻 128
第三節、研究限制與未來研究 132
中文參考文獻 134
英文參考文獻 135
附錄一、訪談組織成員（研究生）題目大綱 140
附錄二、訪談組織領導者（指導教授）題目大綱 142

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