二十一世紀的今天，知識已成為企業經營中最重要的資本，如何有效的管理，將是企業能否維持競爭優勢之關鍵。Danvanport & Prusak(1998)指出要成功地掌握與轉移知識，除了與技術知識特質有關外，公司的文化也是成功的決定關鍵。過去，人力資源為組織的核心資源(吳秉恩，1996)；在知識經濟的時代，「人」為知識的載具及運用者，更為組織首要的核心資源(尹哲庸，1999)。是以，如何建構知識導向的人力資源體系與塑造適合組織知識管理的文化，實為現今企業的重要課題。
本研究藉由歸納整理各學者對知識活動下人力資源管理措施與文化特徵的看法，據此編列問卷，進行探索性實證研究，以人力資源管理的角度切入，探討人力資源管理者可採行哪些措施以求能對知識管理有顯著的效益，並藉由實證資料的蒐集與分析，歸納出知識導向文化的特徵與類型，進而瞭解人力資源管理措施與知識導向文化特徵之關係。另外，由於企業存在於環境之中，為一開放系統，不但會受外部環境的影響，亦會受內部環境因素的影響，內外環境因素兩者是相關的，故本研究也加入產業環境因素與企業特性之探討，期能發現企業特性對於人力資源管理措施與知識導向文化特徵與類型的關係。本研究透過實證調查結果，得到以下之研究發現：
一、知識導向的組織文化特徵與類型
1.特徵：專業與開放、強調創新、主動學習、經驗分享、主動學習、緊密合作、關係與和諧、信任與自主及資訊提供充分的文化。
2.類型：支持與學習型、自主獨立型、傳統保守型及專業取向型。
二、知識活動下的人力資源管理措施，包括：潛能導向的雇用、員工為中心的發展、自主團隊的運作、扁平式的組織結構、團隊基礎的評估、注重創新的評估、重視員工前程發展與獎勵創新與知識分享的激勵制度。
三、不同的企業特性，其人力資源管理措施及知識導向文化特徵也會有所不同。
四、人力資源管理措施與知識導向文化特徵兩者間具有正向關係與影響。
五、企業特性會對人力資源管理措施與知識導向文化的關係具有干擾效果。
六、就企業特性、人力資源管理措施與知識導向文化類型的關係而言，可以發現到以下的現象：
1.企業的競爭策略不同，其文化類型也存有顯著差異。
2.不同的產業環境變動性及公司集中化程度會使得文化類型存有顯著差異。
3.當人力資源管理措施比較重視潛能導向的雇用、員工為中心的發展、自主團隊的運作、績效評估內容重視員工的創意與團隊合作的精神、重視員工的前程發展及設計多種誘因激勵制度時，其企業文化會比較偏向知識導向文化類型中的「支持與學習型」，但若企業在這些人力資源管理措施的採行程度較低時，其所形成的企業文化會比較偏向「傳統保守型」的文化類型。

In the 21th century, knowledge has become the most important capital for success of a business. Therefore, effective management of organizational knowledge may be one of the ultimate determinants of the businesses competitive advantage. According to Davenport and Prusak (1998), a knowledge-friendly culture is the key point to transfer knowledge successfully. In the past, human resource was the core resource in an organization, and now, because "human" is the user of knowledge, it becomes much more important in the knowledge economy era. Thus, how to build a knowledge-oriented human resource system and form an appropriate culture, which is suitable for knowledge management, has become one of the most important issues for a company.
This thesis adopts the empirical survey approach. All questions in the survey questionnaire were summarized from the literature about human resource management policies and characteristics of culture in knowledge projects to find out what human resource functions can do to benefit the knowledge management. In addition, this study also tries to conclude the characteristics and types of knowledge-oriented culture from the statistic analysis of empirical data. Then, through the advanced analysis, I try to understand the relationships between human resource policies and characteristics of knowledge-oriented culture. Besides, business is an open system, it will not only affected by external environment, but also affected by internal environment. As a result, industrial environment and characteristics of organizations were considered in this study to find out the effects of organizational characteristics on human resource management and knowledge-oriented culture.
After statistic analyzes, the results are summarized as following:
1. The characteristics and types of knowledge-oriented culture:
(1) Characteristics: professionalism and openness, emphasis on innovation, initiative of learning, experience sharing, boundryless cooperation, relationship and harmony, trust and autonomy, and information providing.
(2) Types: supportive and learning culture type, autonomous and independent culture type, traditional and conservative culture type, and professionalism- oriented culture type. .
2. The policies of human resource management in knowledge programs: Potential-oriented employment, employee-centered development, self-directed team operation, horizontal organization structure, team-based evaluation, innovation-emphasized, concerning career development, reward innovation and sharing knowledge.
3. Differences of human resource management policies and characteristics of knowledge-oriented culture were due to differences of organizational characteristics.
4. There is a positive relationship and effect between human resource management policies and knowledge-oriented culture characteristics.
5. The characteristics of organization have the moderating effects on the relationship between human resource management policies and knowledge-oriented culture characteristics.
6. The relationship between the characteristics of organization, human resource management policies, and knowledge-oriented culture types:
(1)Different competitive strategy of company has different culture type.
(2)The change of industrial environment and the degree of centralization of a company will make a significant difference on culture type.
(3)Different policies of human resources management lead to different culture types.

Considering the results mentioned above, some suggestions are made for both firms and further researches in this field

第一章 緒 論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 5
第二章 文獻回顧 7
第一節 知識管理 7
第二節 知識導向之組織文化 19
第三節 知識活動下的人力資源管理 35
第四節 人力資源管理與知識導向文化的關係 45
第五節 影響人力資源管理與組織文化的企業特性 48
第三章 研究方法 51
第一節 研究架構 51
第二節 研究變項的操作性定義與衡量 53
第三節 資料蒐集方法與樣本特性分析 57
第四節 資料分析方法 61
第四章 實證資料分析與討論 63
第一節 量表構面建立與信度分析 63
第二節 企業特性、人力資源管理措施與知識導向文化特徵的相關性與差
異分析 71
第三節 企業特性與人力資源管理措施對知識導向文化特徵之影響性分析
與討論 90
第四節 知識導向文化的類型 136
第五節 企業特性、人力資源管理措施與知識導向文化類型 144
第五章 結論與建議 149
第一節 結 論 149
第二節 建議 154
第三節 研究限制 156
參考文獻 157
附錄一：因素分析結果 171
附錄二：調查問卷 174

一、中文部份
尹哲庸，1998，技術環境、組織特質與企業人力資源管理策略關係之研究-以台灣地區資訊電子業為例，私立輔仁大學管理學研究所碩士論文。
王如哲，2000，知識管理的理論與應用—以教育領域及其革新為例，台北：五南圖書。
王柏年，1998，高科技產業革新性人力資源管理制度與組織創新之關係研究，國立中山大學人力資源管理研究所未出版碩士論文。
王耀德，1997，技術系統與人力資源管理措施的配合對企業組織績效的影響，國立交通大學管理科學研究所未出版碩士論文。
史孟蓉、劉瑞瓏，1999，「一個建構學習性組織之知識管理整合模型」，中華民國科技管理研討會論文集，科技管理學會。
伍家德，1990，企業技術政策與新產品發展績效相關之研究，國立政治大學企業管理研究所未出版碩士論文。
江玲譯，1984，塑造企業文化，台北：經濟與生活出版事業。(Deal & Kennedy原著)。
何耀宗，2000，知識產業中知識管理系統之研究—工業技術研究院產業資訊服務知識管理系統先導專案之個案研究，中原大學企業管理研究所未出版碩士論文。
吳有順，2000，網路社群知識分享過程之研究—以企業管理教學網站為例，國立政治大學企業管理研究所未出版之碩士論文。
吳明隆，2000，SPSS統計應用實務，台北：松崗。
吳秉恩，1994，「策略性人力資源管理」，世界經理文摘，91期：53-64。
吳思華，1996，策略九說：策略思考的本質，台北：臉譜文化公司。
宋偉航譯，1998，智慧資本：資訊時代的企業利基，台北：智庫。(Thomas A.S.原著)。
李介民譯，日經商業部編，1999，3M: 創意之神的企業傳奇，台中：晨星。
李文哲，1999，臺灣製造業經營環境、經營策略、關鍵成功因素與廠商研發行為相關性之研究，國立中央大學企業管理研究所未出版之碩士論文。
李國光、丁上發、白榮吉，2000，「企業知識管理建構模式之探討」，科技管理研討會論文集。
林大容譯，1999，智慧資本：如何衡量資訊時代無形資產的價值 ，臺北： 麥田。(Edvinsson, L., & Michael S.原著)。
段世龍，1998，組織學習導向的人力資源管理，國立中山大學人力資源管理研究所未出版碩士論文。
胡瑋珊譯，1999，知識管理：企業組織如何有效運用知識，臺北：中國生產力。(Davenport T. H. & Prusak L.原著)。
孫顯嶽，1998，組織特性、績效評估與員工態度關係之研究，國立中央大學人力資源管理研究所未出版碩士論文。
張文菁，2001，企業特性、人力資本、產業環境以及組織績效之相關性研究，中山大學人力資源管理研究所未出版碩士論文。
張火燦，1996，策略性人力資源管理，台北：揚智文化。
張玉文，2000，「知識管理的重要角色」，遠見知識管理別冊3，280-282。
張玉文、莊素玉，2000，張忠謀與台積的知識管理，台北：遠見。
張君強，1999，專業服務業知識管理之研究----以會計師事務所為例，國立政治大學企業管理研究所未出版碩士論文。
張重昭、陳銘慧，「1999，台灣高科技產業技術引進模式與組織學習過程之研究」，第四屆企業跨國經營管理研討會論文集，台北，73-115。
莫菲譯， 1999，無形資產致勝策略 微軟、網景、昇陽等成功企業的新財富，臺北：圓智文化。(Sveiby, K. E.原著)。
許世卿，1999，不同組織結構對組織公正與組織公民行為關係之影響，國防管理學院資源管理研究所碩士論文。
許?痝荂A1998，企業環境、管理才能與人力資源管理效能相關性之研究，國立中山大學人力資源管理研究所未出版之碩士論文。
許強，1999，吸收能力，網路關係與企業創新之關聯，國立政治大學企業管理研究所未出版碩士論文。
許淑君，1997，競爭策略、人力資源管理系統與組織績效之研究，國立中山大學人力資源管理研究所未出版碩士論文。
連麗真，1999，電子商務資源中心(http://www.ecpress.com.tw/default.asp.).
陳世運，1999，「知識管理探討」，今日會計，74期：33-47。
陳玉玲，1998，組織內人力資本的蓄積–智慧資本管理之觀點，國立中央大學人力資源管理研究所未出版碩士論文。
陳忠仁，1994，文化差異程度與國際技術移轉績效關效之研究-以在台外資企業為例，私立中原大學企業管理研究所未出版碩士論文。
陳昱維，1999，消費品產業中知識管理之研究-以寶僑與聯合利華為例，國立政治大學企業管理研究所未出版碩士論文。
陳順宇，1998，多變量分析，台北：華泰。
傅振焜譯， 1994，後資本主義社會，台北：時報。(Peter Drucker原著)。
彭德中譯，河野豐弘著，1980，改造企業文化—如何使企業展現活力，台北：遠流。
游玉梅，1999，「知識管理--二十一世紀人力資源發展的新策略(下)」，公務人員月刊，41期：39-47。
湯明哲，1999，知識建構優勢，台積董事長張忠謀與台積的知識管理，104-110，台北：天下遠見出版公司。
湯皓宇，2000，行政機關知識型組織之研究－以台北市政府為個案，國立政治大學公共行政研究所未出版之碩士論文。
黃文輝，2000，技術知識特質、組織文化因素與內、外部技術網路之研究－以光電產業為例，輔仁大學管理學研究所未出版之碩士論文。
黃俊英，1995，多變量分析，七版，台北：華泰。
黃英忠，1998，現代管理學，台北：華泰。
黃家齊，2000，「人力資源管理系統內部契合與組織績效之關聯性研究」，中山管理評論，8卷3期: 511-536。
黃博聲，1998，專業分工、知識管理與創新之關係研究，國立政治大學企業管理研究所碩士論文。
楊國安、何永福，1999，人力資源策略管理，台北：三民。
楊清閔，2000，知識活動下的人力資源策略，國立政治大學企業管理研究所未出版碩士論文。
溫金豐，1998，人力資源系統構形與組織績效關係之研究 : 以高科技廠商為例，國立中山大學企業管理研究所未出版博士論文。
廖川億，1996，研究發展團隊特性與創新績效關係之研究，國立中山大學人力資源管理研究所未出版碩士論文。
廖盈昇，1999，企業文化對於知識管理應用之影響：國內企業之實證研究，國立中正大學資訊管理研究所未出版碩士論文
廖純綺，2000，人力資源管理系統、競爭策略與組織績效之研究，國立中山大學人力資源管理研究所未出版碩士論文。
廖福祥，2000，知識管理發展組織核心能耐之研究--以某半導體封裝公司為例，國立雲林科技大學企業管理研究所未出版碩士論文。
廖肇弘，2000，「善用知識管理系統創造企業智慧」，管理雜誌，310期：38-40。
劉京偉譯，勤業管理顧問公司著，2000，知識管理的第一本書，台北：商周。
劉怡君，1994，企業文化與人事制度控制型態之關係研究 : 以在台多國籍企業為例，國立中山大學企業管理研究所未出版之碩士論文。
劉常勇，2000，知識管理學習網站，http://www.cme.org.tw/know/。
劉淑娟，2000，台灣資訊硬體產業知識管理之實證研究，國立雲林科技大學企業管理研究所未出版碩士論文。
劉權瑩，1999，資訊服務業知識管理之研究-以台灣HP與台灣IBM為例，國立政治大學企業管理研究所碩士論文。
樂為良譯，Bill Gates著，1999，數位神經系統：與思考等快的明日世界，臺北：商業周刊出版。
蔡敦浩、周德光，1994，「技術能力的形成與發展」，產業科技研究發展管理論文集，經濟部技術處，237-264。
黎士群，1999，組織公平、信任與知識分享行為之關係性研究-以Unix系統管理人員為例，銘傳大學管理科學研究所未出版碩士論文。
謝宗宏，1995，知識資源乃組織競爭優之關鍵因素的探討-以資源基礎觀點，國立交通大學管理科學研究所碩士論文。
謝榮禧，2000，策略性人力資源管理及組織文化與知識管理之關係—以趨勢科技產品開發程序為例，國立雲林科技大學企業管理研究所未出版碩士論文。
譚大純、劉廷揚、蔡明洲，1999，「知識管理文獻之回顧與分類」，中華民國科技研討會論文集，第一集：623-636。
龔詩哲，1999，組織文化及經營策略與企業進行電子商務應用關係之研究，大葉大學資訊管理研究所未出版碩士論文。
二、英文部份
Alavi, M., & Leidner. D. E. 1999. Knowledge management system: issues, challenges, and benefits. Communications of the AIS, 1(7) : 1-37.
Allee, V. 1997. The Knowledge Evolution: Expanding Organizational Intelligence. Boston: Butterworth-Heinemann.
Anthony,W. P., Pamela L.Perrewe, P. L., & Kacmar, K. M. 1996. Strategic Human Resource Management. Harcourt Brace & Company.
APQC. 1999. http://www.aqpc.org/best/km/whatiskm.htm.
Apostolou D., & Mentzas G. 1999. Managing corporate knowledge: a comparative analysis of experience in consulting firms. Knowledge and process management 6(4): 129-138.
Argote, L., 1999, Organizational Learning: Creating, Retaining, and Transferring knowledge. Boston, Mass. Kluwer Academic Publishers.
Barney, J. B. 1986. Organizational culture: can it be a source of sustained competitive advantage? Academy of Management Review, 11(3): 663.

Bartlett, C., & Ghoshal. S. 1995. Rebuilding behavioral context: turn process reengineering into people rejuvenation. Sloan Management Review, 7(1):11-23.
Beer, M., Spector, B., Lawrence, P., Mills, D., & Walton. 1985. Human Resource Management: A general Manager's perspective. New York: Free Press.
Berry, M., & Gordon S. L. 2000. Mastering Data Mining: The Art and Science of Customer Relationship Management. New York: John Wiley, Inc.
Bontis, N. 1999. Managing organizational knowledge by diagnosing intellectual capital: Framing and advancing the state of the field. International Journal of Technology Management, 18(5-8): 433-463.
Bonora, E.A., & Revang, O. 1991. A strategic framework for analying professional service firms—developing strategies for sustained performance. Strategic Management Society Interorganizational Conference. Toronto, Canada.
Brink, T. L. 1991. Corporate cultures: a color coding metaphor. Business Horizons, 34(5): 39-44.
Burns, L., & Stalker. G.M. 1961. The Management of Innovation. London: Tavistock Publications.
Cameron, K.S. 1985. Cultural congruence strength and type: relationship to effective. In E. Robert and Quinn.(eds.), Beyond Rational Management, 142-143.
Charles W. L., & Jones. G. R. 1989. Strategic Management Theory. N.Y. Houghton Mifflin Company.
Cleveland, J. N., Kevin R. M., & Richard E. W. 1989. Multiple Uses of Performance Appraisal：Prevalence and Correlates. Journal of Applied Psychology, 74: 130-135.
Cook, S. D. N., & Yanow. D. 1993. Culture and organizational learning. Journal of Management Inquiry, 2(4): 373-390.
Cook, R. A. & Rousseau, D. M. 1988. Behavioral norms and expectations: a quantitative approach to the assessment of organization culture. Group and Organizational Studies, 13(3): 245-273.
Costin, H. I. 1996. Management development and training: a TQM approach. Fort Worth: Dryden Press.
Damanpour, F. 1991. Organizational innovation :a meta-analysis of effects of determinants and moderators. Academy of Management Journal, 34(3): 555-590.
Dave, Z. 2000. Have you shared a bright idea today? Training, 37(7): 65-68.
Davenport, T., & Prusak. L. 1998. Working Knowledge: How Organizations Manage What They Know. Harvard Business School Press.
Davenport, T. H., De Long. W, & Beers. M. C. 1998. Successful knowledge management projects. Sloan Management Review, 39(2): 443-57.
De Long, D. W., & Liam. F. 2000. Diagnosing cultural barriers to knowledge management. Academy of Management Executive, 14(4): 113-127.
Deal, T. E. & Kennedy A. A. 1984. Corporate Cultures. N.Y. Common wealth Publishing.
Delaney, J. T., & Huselid. M. A. 1996. The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4): 949-969.
Delery, J. E.& Doty, D.H. 1996. Modes of theorizing in strategic humanresource management: tests of universalistic, contingency, and configurational performance predicitions. Academy of Management Review, 39(4): 802-835.
Dessler, G. 1994. Human Resource Management. 6th ed. Prentice Hall.
Denison, P. R., & Spreitzer, G. M. 1991. Organizational culture and organizational development: a competing values approach. Research in Organizational Change and Development, 5: 1-21.
Deshpande, R., & Webster, F. E. 1989. Organizational culture and marketing: Defining the research agenda, Journal of Marketing, 53: 3-15.
Dobson, J. 1990. The role of ethics in golbal corporate culture. Journal of Business Ethics, 9(6): 481-488.
Duncan, R.1972. Characterisitics of organizational environments and perceived environmental uncertainty. Administrative Science Quarterly. 17: 313-327.
Dyer, W. G. 1985. The cycle of cultural evolution in organization. In R. H. Kilmann, M. I. Saxton, R. Serpa(Eds.). Gaining control of the corporate culture. San Francisco: Jossey-Bass.
Earl, M. J. 1997. Knowledge as Strategy：Reflections on Skandia International and Shorko Films. In Prusak, Laurence ed., Knowledge in Organizations. Butterworth-Heinemann.
Ganesh, D.B. 1998. Managing knowledge through people. Knowledge and Process Management, 5(3): 165-171.
Gardner, M. P. 1985. Creating a Corporate Culture for the Eighties. Business Horizons. 28: 59-63.
Gibert, M., & Gordey-Hayes M. 1996. Understanding the Process of Knowledge Transfer to Achieve Successful Technological Innovation. Technovation, 16(6): 365-385.
Glasser, P. 1998. The knowledge factor—knowledge Management. CIO Magazine, 12(6): 108-114.
Gomez, L. R., Balkin, D. D., & Cardy, R. L. 1995. Managing Human Resources. Prentice Hall International, Inc.
Greengard, S. 1998. Storing, shaping and sharing collective wisdom. Workforce, 77(10): 82-88.
Greengard, S. 1998. How to make KM a reality. Workforce, 77(10): 90-92.
Greengard, S. 1998. Will your culture support KM? Workforce, 77(10): 93-95.
Guns, B. 1998. The faster learning organization： gain and sustain the competitive edge. San Francisco, Calif. Jossey-Bass Publishers.
Harem, T., Von Krogh, G., & Roos, J. Managing Knowledge-Perspectives on Cooperation and Competition. SAGE Publications.
Hedlund, G. 1994. A model of knowledge management and the N-form corporation. Strategic Management Journal, 15: 73-90.
Herriegel, D., Slocum, J. W., & Woodman, R. W. 1986. Organizational Behavior. West Publishing, New York.
Hickins, M. 1999. Xerox shares its knowledge. Management Review, 88: 40-45.
Howells, J. 1996. Tacit knowledge, innovation and technology transfer. Technology Analysis and Strategic Management, 8(2): 91-106.
Huselid, M. A., 1995. The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3): 635-672.
James, L. R., & Jones. A. P. 1976. Organizational structure: a review of structural dimensions and their conceptual relationships with individual attitudes and behaviors. Organizational Behavior And Human Performance, 16: 74-113.
Jauch, L. R, & Glueck. W. F. 1989. Strategy Management & Business Policy. McGraw-Hill Book Company.
Jones, A. P., & James. L. R. 1979. Psychological climate: dimensions and relationships of individual and aggregated work environment perceptions. Organizational Behavior And Human Performance, 23: 201-250.
Jones, S. 1996. Developing a learning culture : empowering people to deliver quality, innovation, and long-term success. London, New York : McGraw-Hill Book Co.
Joseph, F. H., Rolph, E. A., Ronald, L. T., and William. C. B. 1995. Mulitivariate data analysis. New Jersey.
Kimball, F. 1998. Shedding light on knowledge work learning. The Journal for Quality & Participation, 21(4)：8-16.
Kim, W. C., & Mauborgne R. A. 1998. Procedural justice, strategic decision, and the knowledge economy. Strategic Management Journal, 19: 323-338.
King, N., & Anderson, N. 1995. Innovation and change in organizations. London & New York.
Klunk, S. W. 1997. Conflict and the dynamic organization. Hospital Material Management Quarterly, 19(2): 37-44.
Knapp, E. M. 1998. Knowledge Management. Business & Economic Review, 44(4): 3-6.
Koudsi, S. 2000. Actually, it is like brain surgery. Fortune, 141(6): 233-235.
Liedtka, J. M., Haskins, M. E., Rosenblum, J. W., and Weber, J. 1997. The Generative Cycle: Linking Knowledge and Relationship. Sloan Management Review, 39(1): 47-58.
Liebowitz , J. 1999. Key ingredients to the success of an organization’s knowledge management strategy. Knowledge and Process Management, 6(1): 37-40.
Louisa, W. 1999. Making knowledge stick, Management Review, 88(5): 24-29.
Lengnick-Hall,C. A., & Lengnick-Hall,M. 1988. Strategic human resources management: a review of the literature and a proposed typology. Academy of Management Review, 43: 13-29.
Martin, J., & Siehl, C. 1983. Organizational culture and counter-culture: an uneasy symbiosis. Organizationl Dynamics, 12(2): 52-64.
Martin, B. 2000. Knowledge management within the context of management: an evolving relationship. Singarpore Management Review, 22(2): 17-36.
Marilyn, M. 1998. Knowledge management at HP consulting. Journal of knowledge management, Autumn, 71-77.
Martell, K.D., & Carroll, S.J. Jr. (1995). The role of HRM in supportinginnovation strategies: Recommendations on how R&D managers should be treated from an HRM perspective. R&D Management, 25(1): 91-104.
Martinez, M. N. 1998. The collective power of employee knowledge. HRMagazine, 43(2): 88-94.
McManis, G.L., & Leibman, M.S. Corporate Culture: what it can and cannot do. Personnel Administrator, 33(12): 24-29.
McGill, M.E, & Slocum, J. W. 1993. Unlearning the organization. Organizational Dynamics, 22(2): 67-79.
Miles, R. E, & Snow, C. C. 1978. Organization Strategy structure and Process. New York: McGraw-Hill.
Mills, D., and Friesesn, B. 1992. The learning organization. European Management Journal, 10(2): 146-156.
Milkovich, T. G., & Newman, M. J. 1999. Compensation. N.Y.: McGraw-Hill.
Mintzberg, H. 1983. Power In and Around Organizations, Englewood. Cliffs. NJ: Prentice-Hall.
Mumford, A. 1992. Individual and organizational learning: the pursuit of change. Management Decision. 30(6): 143-148.
Michael, H. 1999. Xerox shares its knowledge. Management Review, 88(8): 40-45.
Nijhof, W. J. 1999. Knowledge management and knowledge dissemination. In Academy of Human Resource Development. Conference Proceedings: Knowledge Management (ED 431948).
Nonaka, L., & Takeuchi, H. 1995. The Knowledge-creating company. New York: Oxford University Press.
O’Dell, C. S., Essaides, N., Jackson, C., & Grayson, Jr. 1998. If Only We Knew What We Know: The Transfer of Internal Knowledge and Best Practice. New York: Free Press.
Ouchi, W. G. 1981. Theory Z: How American businessman meet the Japanese challenge. Reading, M.A.: Addison-Wesely.
Peters,T. J., & Waterman, R. H. 1982. In Search of Excellence. New York: Harper and Row.
Petrock, F. 1990. Corporate culture enhances profits. HR Magazine, 35(11): 64-66.
Pettigrew, A. 1979. On studying organzaitonal culture. Administrative Science Quarterly, 24: 570-581.
Pfeffer, J. 1998. Seven practices of successful organization. California Management Review, 40(2): 96-105.
Pfeffer, J., & Robert. I. S. 1999. Knowing "what" to do is not enough: turning knowledge into action. California Management Review, 42(1): 83-108.
Pfeffer, J., & Robert. I. S. 2000. The knowing-doing gap : how smart companies turn knowledge into action. Boston, Mass: Harvard Business School Press.
Polanyi, M. 1967. The Tacit Dimension. New York: M. E. Sharp Inc.
Prusak, L. 1997. Knowledge in organizations. New York: Butterworth-Heinemann.
Quintas, P. 1997. Knowledge management: a strategic agenda. Long Range Planning, 30(3): 385-391.
Quinn, J. B. 1992. Intelligent Enterprise. New York: The Free Press.
Quazi, A. M., & O'Brien D. 2000. An empirical test of a cross-national model of corporate social responsibility. Journal of Business Ethics, 25(1): 33-51.
Robbins, S. P. 1990. Organization Theory: Structure, Design, and Application. New Jersey: Prentice-Hiss.
Roberts B. 2000. Pick employees’ brains. HR Magazine, 45(2): 115-120.
Robert, J. F. 1999. Knowledge management in global organizations in the 21st century. HRMagazine, 44(11): 54-55.
Robert, S. 1999. Librarians as knowledge management agents. Econtent, 22(4): 63-65.
Sandow, D., & Rhodes, L. 1996. The wizard’s curtain: a reply from oregon. Human Resource Development Quarterly, 7(2): 185-192.
Sathe, V. 1985. How to decipher and change corporate culture. In R. H. Kilmann, M. I. Saxton, R. Serpa, & associates(Ed.), Gaining control of the corporate culture. San Francisco: Jossey-Bass.
Sarvary, M. 1999. Knowledge management and competition in the consulting industry. California Management Review, 41: 95-107.
Schuler, R. S. 1994. Personnel and human resource management, New-York: West-Publishing company.
Schuster, J. P., Carpenter, J., & Kane, M. P. 1997. The Power of Open-Book Management: Releasing the True Potential of People’s Minds,Hearts, and Hands. NY: John Wiley and Sons.
Schein, E. 1985. Organisational Culture and Leadership-A Dynamic View. San Francisco, CA: JolleyBass Publishers.
Schein, E. H. 1996. Three cultures of management: The key to organizational learning. Sloan Management Review, 38(1): 9-21.
Seviby, K. E. 1997. The New Organizational Wealth; Managing and Measuring Knowledge-based Assets. San Francisco: Berrett-Koehler.
Sinkula, J. M., Baker, W. E., & Noordewier, T. 1997. A framework for market-based organizational learning: Linking values, knowledge and behavior. Journal of the Academy of Marketing Science, 25(4): 305-318.
Smith, K. 1995. Interactions in knowledge systems, foundations, policy implications and empirical Methods. STI Review, 16: 69-102.
Solomon, C. M. 1994. HR Facilitates the Learning Prganization Concept. Personnel Journal, 73(11): 56-66.
Stamps, D. 1998. Learning ecologies. Training, 35(1): 32-38.
Stata, R. 1989. Organizational learning –the key to management innovation. Sloan Management Review, Spring: 63-73.
Stauffer, D. 1999. Why people hoard knowledge. Across the board, September.
Stewart, T.A. 1997. Intellectual Capital: The New Wealth of Organizations. New York: Bantam Doubleday Dell Publishing Group, Inc.
Stiener, G. A. 1979. Strategic Planning. New York: Free Press.
Sparrow, J. 1998. Knowledge in organizations : access to thinking at work. London ; Thousand Oaks, Calif. : SAGE Publications.
Tichy, N. M., Fombrun, C. J., & Devanna, M. A. 1982. Strategic Human Resource Management. Sloan Management Review, Winter, 47-61.
Tobin, D. R. 1996. Transformational learning : renewing your company through knowledge and skills. New York: John Wiley and Sons.
Toffler, A. 1990. Powershift: Knowledge, Wealth and Violence at Edge of the 21st Century. NY: Bantam Books.
Tushman, M. L. & O'Reilly, C. A. 1996. Winning Through Innovation-A Practical Guide to Leading Organizational Change and Renewal. Harvard Business School Press, Boston.
Ulrich,D. 1998. Intellectual capital = competence * commitment. Sloan Management Review, winter, 15-26.
Valle, R., Sanchez, R., and Sanchez, A. 1999. Human resource management and business strategy links: an empirical study. International Journal of Human Resource management, 10(4): 655-671.
Verespej, M. 1999. Knowledge management: system or culture? Industry Week, 248(15): 20-21
Wallach, E. J.1983. Individuals and organizations: the cultural match. Training and Development Journal, Feb, 45-76.
Watson, S. 1998. Getting to 'aha! . Computer world, 32(4): S1-S2.
Wiig, K. M. 1993. Knowledge management foundations : thinking about thinking : how people and organizations create, represent, and use knowledge. Arlington, Tex.: Schema Press.
Watson, R.T., Ho, T.H., & Raman, K.S. 1994. A Forth Dimension of Group Support Systems. Communications of the ACM, 37(10): 45-55.
Willmott, H., & Wilkinson , A. 1994. Making Quality Critical：New Perspective on Organization Change. London：Routledge.
Zeleny, M. 1988. Knowledge as a new form of capital. Human Systems Management, 8(1): 45-58.