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博碩士論文 etd-0908110-111852 詳細資訊
Title page for etd-0908110-111852
論文名稱
Title
社會網絡與知識分享意願關係之研究-以心理擁有感為調節變項
The Relationship of Social Network and Knowledge Sharing Willingness: The Moderating Effect of Psychological Ownership
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
79
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2010-07-21
繳交日期
Date of Submission
2010-09-08
關鍵字
Keywords
知識分享意願、心理擁有感、社會網絡、工作諮詢網絡
Knowledge Sharing Willingness, Advice Network, Social Network, Psychological Ownership
統計
Statistics
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中文摘要
在科技變遷快速的環境中,企業今日的競爭優勢明日可能已不復存在,因此,組織唯有透過不斷學習與創新才能夠永續經營,而要達到組織的學習與創新,需要將傳遞在各部門、群體與個人中的知識整合與運用。組織內知識分享的成功與否關鍵,就在員工是否願意將知識分享與交流,而知識的創造始於人際間的互動,知識分享更是建立在人際關係的基礎上。本研究主要目的在於以社會網絡的觀點,來探討員工的知識分享意願。此外,過去在心理擁有感的研究中證實,心理擁有感能夠激發員工積極正向的工作態度,因此,本研究亦將探討員工的心理擁有感對工作諮詢網絡程度中心性與知識分享意願關係之調節作用。
本研究以高科技產業之生產或技術相關部門做為研究團體對象,填卷對象為工程師、副工程師及其主管,有效問卷共計7家公司、13個部門及159位員工,針對此樣本,以社會網絡分析軟體Ucinet與層级迴歸分析(Hierarchical Regression Analysis)進行分析後發現,心理擁有感和知識分享意願成顯著相關,而心理擁有感對諮詢網絡內向程度中心性與分享學習機會上具有調節效果。具體之研究結果如下:
一、組織內部工作諮詢網絡中,網絡程度中心性高者對其知識分享意願不具影響性。
二、心理擁有感對知識分享意願具有正向顯著影響。
三、心理擁有感對組織內部工作諮詢網絡程度中心性與知識分享意願具有部份調節效果。
Abstract
The technology is changing fast in current business environment, today’s success maybe will be gone by tomorrow. Therefore, the organization needs to keep learning and innovating to survive. To become a willing sharing and creation organization, the firm needs to gather all the knowledge in department, group and each employee. The key success of knowledge sharning is the employee’s willingness of sharning knowledge. The knowledge is created through people’s interation and the knowledge sharing is built on people’s relation. The purpose of this rearch is to explor the employee’s knowledge sharing willingness through social network approach. In the other hand, the psychological ownership could bring positive work attitude. Therefore the moderating effect of psychological ownership to social network and knowledge sharing willingness will be discussed as well.
The target groups of this study are production or technology related departments of high technology companies. The samples are engineers, deputy engineers and supervisors. The total valid samples are 7 companies, 13 departments and 159 employees. Research method includes social network analysis software Ucinet and Hierarchical Regression Analysis. The result shows psychological ownership could raise the engineers’ knowledge sharing willingness and moderate the relationship between in-degree centrality of advice network and knowledge sharing willingness. The findings are as follows:
1. Network degree centrality of internal advice network does not affect knowledge sharing willingness.
2. Psychological ownership positively and significantly affected knowledge sharing willingness.
3. Psychological ownership as the moderator positively and significantly affected the network degree centrality of internal advice network and knowledge sharing willingness partially.
目次 Table of Contents
目 錄
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 4
第三節 研究目的 10
第四節 研究流程 10
第二章 文獻探討 13
第一節 社會網絡 13
第二節 知識分享意願 18
第三節 心理擁有感 24
第三章 研究方法 28
第一節 研究架構 28
第二節 研究假設 29
第三節 研究變項操作性定義與衡量工具 29
第四節 研究對象與資料蒐集 34
第五節 資料分析方法 39
第四章 分析結果與討論 41
第一節 網絡分析 41
第二節 研究變項間之相關分析 48
第三節 層級迴歸分析 50
第四節 假設檢驗結果 56
第五章 結論與建議 57
第一節 結論 57
第二節 建議 59
第三節 研究限制及後續研究建議 61
參考文獻 63
附錄一 研究問卷 69
附錄二 人員代號表 72

表 目 錄
表1-1-1 知識分享相關研究主題之整理 3
表1-2-1 93年-97年國內各業生產總額(名目金額) 4
表1-2-2 93年-97年國內製造業生產總額(名目金額) 5
表1-2-3 知識分享相關研究之整理 7
表1-2-4 心理擁有感相關研究之整理 9
表2-1-1 社會網絡相關研究之整理 18
表2-2-1 知識分享行為構面 20
表2-3-1 心理擁有感相關研究之整理 26
表3-3-1 工作諮詢網絡問卷 31
表3-3-2 知識分享意願問卷 31
表3-3-3 心理擁有感問卷 32
表3-3-4 問卷前測分析結果 33
表3-4-1 群體公司來源與有效總人數 34
表3-4-2 人員代號表範本 35
表3-4-3 員工樣本之次數分配 37
表3-4-4 樣本變異數分析 38
表4-1-1 C公司受訪者之工作諮詢網絡程度中心性 43
表4-1-2 C公司E23員工之個人屬性資料 44
表4-1-3 C公司E13員工之個人屬性資料 44
表4-1-4 C公司受訪者之個人屬性分配表 44
表4-1-5 諮詢網絡平均指標值-依職位區分 47
表4-1-6 諮詢網絡平均指標值-依公司服務年資區分 48
表4-1-7 諮詢網絡平均指標值-依任職部門年資區分 48
表4-2-1 構面之相關性檢定 50
表4-3-1 工作諮詢網絡對知識分享意願各構面迴歸分析表 51
表4-3-2 心理擁有感對知識分享意願各構面迴歸分析表 52
表4-3-3 工作諮詢網絡、心理擁有感對分享個人知識迴歸分析表 53
表4-3-4 工作諮詢網絡、心理擁有感對分享學習機會迴歸分析表 54
表4-3-5 工作諮詢網絡、心理擁有感對鼓勵他人學習迴歸分析表 55
表4-4-1 假設檢驗結果表 56
表5-1-1 工作諮詢網絡與個人屬性彙整表 57

圖 目 錄
圖1-4-1 研究流程圖 12
圖2-2-1 知識分享模式 21
圖3-1-1 研究架構圖 28
圖4-1-1 社會網絡圖-工作諮詢網絡之請教網絡(以C公司為例) 45
圖4-1-2 社會網絡圖-工作諮詢網絡之被請教網絡(以C公司為例) 45
圖4-1-3 社會網絡圖-工作諮詢網絡之業務討論網絡(以C公司為例) 46
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