• 藍色版面
  • 綠色版面
  • 橘色版面
  • 粉紅色版面
  • 棕色版面
帳號:guest(120.119.126.29)          離開系統
字體大小: 字級放大   字級縮小   預設字形  

詳目顯示

研究生: 虞維民
研究生(外文): Wei-Ming Yu
論文名稱: 組織氣候、組織承諾與成員知識分享意願關係之研究
論文名稱(外文): A Study on Relationship among Organizational Climate, Organizational Commitment with Knowledge Sharing Intention
指導教授: 唐國銘
指導教授(外文): Gow-Ming Dong
學位類別: 碩士
校院名稱: 樹德科技大學
系所名稱: 資訊管理研究所
論文出版年: 2007
畢業學年度: 95
語文別: 中文
論文頁數: 103
中文關鍵詞: 組織氣候組織承諾知識管理知識分享意願
外文關鍵詞: Organizational climateOrganizational commitmentKnowledge managementIntention of knowledge sharing
相關次數:
  • 被引用:14
  • 點閱:84
  • 評分:*****
  • 下載:45
  • 書目收藏:7
知識所創造的價值在於分享,唯有分享知識才能對組織產生真正的價值,提高組織競爭力。然而,知識分享行為與人類的本性相違背,成員會擔心自身所擁有的專業知識與他人分享後,會威脅到自己在組織中的地位,因而分享意願不高,使許多組織的知識管理策略最終都成為失敗案例。究其原因除這些組織過於倚重資訊科技,而忽略了成員的態度亦是影響分享行為中重要的關鍵因素之一。根據過去學者的研究,組織氣候代表著組織內的成員,對於所處的組織環境所感受的一種知覺,而組織承諾則是成員對組織認同的一種態度傾向,二者皆會影響成員在組織內的行為。
本研究以南部電子產業的組織成員為研究對象,以探討組織氣候、組織承諾及成員知識分享意願三者之間的影響實証,並檢驗組織承諾在組織氣候與成員知識分享意願中的中介效果。本研究採用問卷調查法,發放紙本及電腦問卷共計638份,有效問卷287份,回收率45%,問卷資料經過徑路分析及層級迴歸分析方法檢驗後,得到以下結論:
1.  組織氣候對組織內成員知識分享意願有正向影響關係。
2.  組織承諾對組織內成員知識分享意願有正向影響關係。
3.  組織氣候對組織承諾有正向影響關係。
4.  組織氣候會透過組織承諾的部份中介效果,影響成員知識分享意願。
The value that knowledge creates lies in sharing; only sharing knowledge will produce real value to the organization as well as improve the competitiveness of organization. However, knowledge sharing behavior violates natural instinct of human that individual is afraid sharing one's knowledge will threaten their position in organization. Hence, most organizational strategies in knowledge management fail due to lack of high motivation of sharing. To look into low motivation of sharing cause, ignorance of members’ attitude, is a key factor to influence the sharing behavior, except these organizations excessively relies on information technology. According to the research in the past, organizational climate represents members in organization have a consciousness toward the organizational environment. The organizational commitment is viewed as the attitude of a member toward the identification within a particular organization. Both will influence member's behavior within an organization.
This research regards member of IT industry as the research object, and adopts the method of questionnaire survey to explore the evidence among organizational climate, organizational commitment and the intention of individual’s knowledge sharing. Through 287 valid questionnaires from 6 companies, we confirm our hypothesis that organizational climate and organizational commitment will affect individuals’ intentions to share knowledge. The empirical findings of the present study are as the following:
1.  There is significant positive affection between organization climates and intention of individual’s knowledge sharing.
2.  There is significant positive affection between organization commitment and intention of individual’s knowledge sharing.
3.  There is significant positive affection between organizational climate and organizational commitment.
4.  Organizational commitment was found to have a significant mediating effect between organizational climate and intention of individual’s knowledge sharing.
中文摘要-------------------------------------------------------  i
英文摘要--------------------------------------------------------  ii
誌謝  -------------------------------------------------------  iv
目錄  -------------------------------------------------------  v
表目錄  -------------------------------------------------------  vii
圖目錄  -------------------------------------------------------  viii
第一章  緒論----------------------------------------------------
第一節  研究背景------------------------------------------------  1
第二節  研究動機------------------------------------------------  2
第三節  研究目的------------------------------------------------  3
第四節  研究流程------------------------------------------------  3
第五節  論文結構------------------------------------------------  5
第二章  文獻探討------------------------------------------------
第一節  組織氣候------------------------------------------------  6
第二節  組織承諾------------------------------------------------  15
第三節  知識分享意願---------------------------------------------  30
第三章  研究方法------------------------------------------------
第一節  假究假說------------------------------------------------  50
第二節  研究架構------------------------------------------------  52
第三節  研究變項操作型定義--------------------------------  ------- 52
第四節  研究工具------------------------------------------------  54
第五節  研究對象------------------------------------------------  60
第六節  資料分析方法---------------------------------------------  61
第四章  資料分析------------------------------------------------
第一節  樣本描述性分析-------------------------------------------  63
第二節  個人屬性與研究變項間之差異性分析--------------------------- 65
第三節  各構面之相關分析----------------------------------------- 73
第四節  組織氣候、組織承諾對知識分享意願之影響分析------------------  75
第五節  組織承諾的中介效果分析------------------------------------  77
第五章  結論----------------------------------------------------
第一節  研究結論------------------------------------------------  82
第二節  管理意涵------------------------------------------------  85
第三節  研究限制與未來研究方向------------------------------------  87
參考文獻  -------------------------------------------------------  89
附錄一  研究問卷------------------------------------------------  98
附錄二  問卷量表題項原文-----------------------------------------  102
[1]任金剛,1996,組織文化、組織氣候及員工效能:一項微觀的探討,國立台灣大學,博士論文。
[2]吳盛,2003,以計劃行為理論探討資訊人員的知識分享行為,國立中山大學,博士論文。
[3]林少龍,繆敏志,2003,”組織實務如何影響組織承諾:直接、間接與交互效果”,Chiao Da Management Review,23期,頁187-209。
[4]林東清,2007,知識管理,智勝文化,台北市。
[5]林育理,2005,組織知識活動氣候對員工知識活動行為影響之研究:一個跨層次模式的驗證,元智大學,博士論文。
[6]林鉦棽,1999,”組織承諾、工作滿足與組織公民行為之研究:各種不同理論模式比較”,中山管理評論,7卷,4期,頁1049-1073。
[7]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,碩士論文。
[8]夏侯欣鵬,2000,信任與權力對組織內知識分享意願影響之研究–以銀行放款部門主管為例,國立政治大學,博士論文。
[9]張瑞當,徐漢祥,倪豐裕,2001,”公平性認知對組織成員工作滿意度與組織承諾影響之實證研究”,中山管理評論,9卷,1期,頁135-163。
[10]許士軍,1972a,”組織氣候與行為動機”,企業與經濟,5期,頁38-43。
[11]許士軍,1972b,”有關黎史(Litwin and Stringer)二氏「組織氣候」尺度在我國企業機構之適用性探討”,國立政治大學學報,26期,頁103-138。
[12]許士軍,1988,管理學,東華書局,台北市。
[13]陳靜怡,2002,組織氣候認知、員工自我導向學習與工作投入之關係研究─以某國際快遞公司為例,國立中山大學,碩士論文。
[14]黃月麗,1989,台北市國民中學校長與教師對組織氣氛知覺差異之研究,國立政治大學,碩士論文。
[15]黃國隆,陳惠芳,1998,”資訊技術、組織價值觀與組織承諾之關係”,管理學報,15卷,3期,頁343-366。
[16]劉常勇,2000,劉常勇管理學習知識庫。http://www.cme.org.tw/know
[18][17]Andersen, A., 2000, 知識管理的第一本書,劉京偉譯,商周出版,台北市。
[17][18]Angle, H. L. & Lawson, M. B., 1993, “Changes in affective and continuance commitment in times of relocation”, Journal of Business Research, vol. 26, pp.3–15.
[19]Ashforth, B. E., 1985, “Climate formation: Issues and extensions”, Academy of Management Review, vol. 10, no. 4, pp. 837-847.
[20]Badaracco, Joseph, 1991, The Knowledge Link: How Firm Compete through Strategic Alliance, Harvard Business School Press, Boston.
[21]Blau, G. J. & Boal, K. B., 1987, “Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism”, Academy of Management Review, vol. 12, no. 2, pp.288-300.
[22]Bock, G. W.,  Zmud, R. W., Kim, Y. G., & Lee, J. N., 2005, “Behavioral intention formation in knowledge sharing: Examining the roles of extrinsic motivators, social-psychological forces, and organizational climate.”, MIS Quarterly, vol. 29, no. 1, pp.87-111.
[23]Buchanan, B., 1974, “Building Organization Commitment”, Administrative Science Quarterly, vol. 19, pp. 533-546.
[24]Cohen, A., 2005, “Dual commitment to the organization and the union: A multi-dimensional approach”, Relations Industrielles, vol. 60, no. 3, pp. 432-454.
[25]Cohen, D., 1998, “Toward a knowledge context: Report on the first annual U.C. Berkeley from on knowledge and firm”, California Management Review, vol. 40, no. 3, pp. 22-39.
[26]Davenport, T. H., 1997, “Saving it’s soul: Human-centered information management”, Harvard Business Review, vol. 72, no.2, pp.119-131.
[27]Davenport, T. H. & Prusak, L., 1999, 知識管理:企業組織如何有效運用知識,胡瑋珊譯,中國生產力中心,台北市。
[28]Dawley, D. D., Stephens, R. D. & Stephens, D. B., 2005, “Dimensionality of organizational commitment in volunteer workers: Chamber of commerce board members and role fulfillment”, Journal of Vocational Behavior, vol 67, pp. 511-525.
[29]Decotiis, T. A. & Summers, T. P., 1987, “A path analysis of a model of the antecedents and consequences of organizational commitment”, Human Relations, vol. 40, no. 7, pp.445-470.
[30]DeLong, D.W. & Fahey, L., 2000, “Diagnosing Cultural Barriers to Knowledge Management”, The Academy of Management Executive, vol. 14, no. 4, pp.113-127.
[31]Denison, D. R., 1996, “What Is the Difference between Organizational Culture and Organizational Climate? A Native’s Point of View on a Decade of Paradigm Wars”,  Academy of Management Review, vol. 21, no. 3, pp. 619-654.
[32]Dessler, G., 1976, Organizational and Management: A contingency approach, Prentice-Hall, Englewood Geiffs, N.Y.
[33]Dixon, N. D., 2001, 知識共享型組織:建置、保存、移轉企業知識庫的五種方法,李淑華譯,商周出版,台北市。
[34]Drucker, P. F., 1999, “ Knowledge-worker productivity: The biggest challenge”, California Management Review, vol. 41, no.2, pp. 79-95.
[35]Eriksson, I.V. & Dickson, G.W., 2000, “Knowledge Sharing in High Technology Companies,” Proceedings of Americas Conference on Information Systems (AMCIS), pp.1330-1335.
[36]Etzioni, A., 1975, A Evaluation of Complex Organizations: On Power, Involvement and their Correlates, Free Press, New York.
[37]Glick, W. H., 1985, “Conceptualizing, measuring organizational and psychological climate:Pitfalls in multilevel research”, Academy of Management Review, vol. 10, pp. 601-616.
[38]Hansen, M.T., 1999, “The search-transfer problem: The role of weak ties in sharing knowledge across organization subunits”, Administrative Science Quarterly, vol. 44, pp.82-111.
[39]Haplin, A. W. & Croft, D. B., 1962, The organizational climate of school, Office of Education, Washington D.C., U.S.
[40]Hendriks, P., 1999, “Why share knowledge? The influence of ICT on motivation for knowledge sharing”, Knowledge and process Management, Vol 6, no. 2, pp. 91–100.
[41]Herzberg, F., Mausner, B. & Snyderman, B., 1959, The Motivation to work, John Wiley, New york.
[42]Hickins, P., 1999, “Xeror shares its knowledge?”, Management Review, vol. 88, no. 8, pp. 40–45.
[43]Hidding, G. & Shireen, M.C., 1998, “Anatomy of a learning organization: Turning knowledge into capital at Anderson Consulting”, Knowledge and Process Management, vol. 5, no. 1, pp. 3-13.
[44]Holtshouse, Dan, 1998, " knowledge Research Issues", California Management Review, vol. 43, no. 3, pp. 277-280.
[45]James, L. R. & Brett, J. M., 1984, “Mediators, moderators and tests for mediation”,  Journal of Applied Psychology, vol. 69, no. 2, pp. 307-321.
[46]Jarvenpaa, S. L. & Staples, D. S., 2001, “Exploring perceptions of organizational ownership of information and expertise”, Journal of Management Information System, vol. 18, no. 1, pp. 151-183.
[47]Kanter, M., 1968, “Commitment and social Organization:A Study of Commitment Mechanisms in Auatopian Communities”, American Sociological Review, vol. 33, pp. 499.
[48]Katz, D.&Kahn, R. L., 1966, The Social Psychology of Organization, John Willey & Sons Inc., N.Y.
[49]Kim, W.C. & Mauborgne, R.A., 1997, “Fair Process: Managing in the Knowledge Economy“, Harvard Business Review. vol. 75, no. 4, pp. 65-75.
[50]Kim, S. and Lee, H., 2004, “Organizational Factors Affecting Knowledge Sharing Capabilities in E-Government,”, Proceedings of the 2004 annual national conference on Digital government research, Seattle, WA, pp.1-11.
[51]Lahti, R. K., and Beyerlein, M. M., 2000, “Knowledge Transfer and Management Consulting: A Look at the Firm,” Business Horizon, vol. 43, no. 1, pp.65-74.
[52]Likert, R., 1967, The Human Organization: Its Management and Value, McGraw-Hill, New York.
[53]Litwin, G. H., & Stringer, R. A., 1968, Motivation and organizational climate, Harvard University, Boston.
[54]Lopez, S. P., Peon, J. M. M., & Ordas, C. J. V., 2004, “Managing knowledge: The link between culture and organizational learning”, Journal of Knowledge Management; vol. 8, no. 6, pp.93-104.
[55]Mathieu, J. E. & Zajac, D. M., 1990, “A Review and Meta analysis of The Antecedents, Correlations, and Consequences of Organizational Commitment”, Psychological Bulletin, vol. 108, pp.171-194.
[56]McMurray, A. J., Scott, D. R. & Pace, R. W., 2004, “The relationship between organizational commitment and organizational climate in manufacturing”, Human Resource Development Quarterly, vol. 15, no. 4, pp.473-488.
[57]Meyer, J. P. & Allen, N. J., 1991, “A three-component conceptualization of organizational commitment”, Human Resource Management Review, vol. 1, pp.61–89.
[58]Meyer, J. P. & Allen, N. J., 1997, Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.
[59]Meyer, J. P. and Herscovitch, L., 2001, “Commitment in the workplace: Toward a general model,” Human Resource Management Review, vol. 11, pp. 299-326.
[60]Meyer, J. P., Stanley D. J., Herscovitch, L. and Topolnytsky L., 2002, “Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences,” Journal of Vocational Behavior, vol. 61, pp. 20-52.
[61]Merx-Chermin, M. and Nijhof, W. J., 2005, “Factors influencing knowledge creation and innovation in an organization”, Journal of European Industrial Training, vol. 29 no. 2/3, pp.135-147.
[62]Moran, E. T., & Volkwein, J. F., 1992, “The cultural approach to the formation of organizational climate”, Australian Journal of Communication, vol. 17, no. 1, pp. 98–112.
[63]Morris, J. H., & Sherman, J. D., 1981, “Generalizability of an organizational commitment model”, Academy of Management Journal, vol. 24, no. 3, pp.512-526.
[64]Morrow, P. C., 1983, “Concept redundancy in organizational research: The case of work commitment”, Academy of Management Review, vol. 8, no. 3, pp.486-500.
[65]Mottaz, C. J., 1988, “Determinants of organizational commitment”, Human Relations, vol. 41, pp.467-482.
[66]Mowday, R. T., Steers, R. M. & Porter, L. W., 1979, “The management of organizational commitment”, Journal of Vocational Behavior, vol. 14, pp. 224-247.
[67]Mowday, R. T., Steers, R. M., & Porter, L. W., 1982, Employee-organization linkages: The psychology of commitment absenteeism, and turnover, Academic Press, San Diego, CA.
[68]Newell, A., 1982, “The Knowledge Level”, Artificial Intelligence, vol. 18, pp.87-127.
[69]Newell, Swan, Galliers, and Scarbrough, 1999, "The intranet as knowledge management tool? Creating new electronic fences", Managing Information Technology Resources In The Next Millennium, Proceeding of the 1999 IRMA International Conference, USA,  17-19 May, pp. 612-619, Hershey, M. Khosrowpour(ed).
[70]Nonaka, Ikujiro and Takeuchi, Hirotaka, 1997, 創新求勝:智價企業論,楊子江,王美音譯,台北市,遠流出版公司。
[71]O’Reilly, C. & Chatman, J., 1986, “Organizational commitment and psychological attachement: The effects of compliance, identification, and internalization on prosocial behavior”, Journal of Applied Psychology, vol. 71, no. 3, pp. 492-499.
[72]Park, H., Ribiere, V. & Schulte, W.D., 2004, “Critical attributes of organizational culture that promte knowledge management technology implementation success”, Journal of knowledge management, vol. 8, no. 3, pp.106-117.
[73]Penley, L. E. and Gould, S., 1988, “Etzioni’s model of organizational involvement: A perspective for understanding commitment to organizations”, Journal of Organizational Behavior, vol. 9, no. 1, pp.43-59.
[74]Polanyi, M., 1966, The Tacit Dimension, Doubleday & Company, Inc.
[75]Pollar, D., 2000,“Becoming Knowledge-Powered: Planning the Transformation,” Information Resources Management Journal, vol. 13, no. 1, pp. 54-63.
[76]Porter, L. W., Steers, R. M., Mowday, R. T. & Boulian, P. V., 1974,  “Organizational commitment, job satisfaction and turnover among psychiatric technicians”, Journal of Applied Psychology, vol. 59, no. 5, pp.603-609.
[77]Quinn, J. B., Anderson, P. and Finkelstein, S., 1996, “Managing Professional Intellect: Making the Most of the Best”, Harvard Business Review, vol.74, pp. 71-80.
[78]Robbins, S. P., 2006, 組織行為,林財丁、林瑞發譯,第八版,台中市,滄海書局。
[79]Randall, D. M., 1987, ”Commitment and the Organization: The Organization Man Revisited”, Academy of Management Review, vol.12, no.3, pp. 460-471.
[80]Ryle, G., 1975, The Concept of Mind, Hutchinson & Co., London.
[81]Salancik G., 1977, “Commitment and the Control of Organizational Behavior and Belief”, New Directions in Organizational Behavior, St. Clair, Chicago.
[82]Schein, E. H.,1992, Organizational culture and Leadership, 2nd ed, Jossey-Bass, San Francisco.
[83]Schneider, B., 1975, “Organizational Climate: An Essay”, Personnel Psychology, vol. 28, pp. 447-479.
[84]Schneider, B. & Bartlett, C. J., 1968, “Individual differences and organizational climate? : The research plan and questionnaire development”, Personnel Psychology, vol. 21, pp. 323-333.
[85]Schneider, B., 1985, “Organizational behavior”, In M. R. Rosenzweig and L. W. Porter (Eds.), Annual Review of Psychology, vol. 34, pp. 573-612.
[86]Scott, S. G. and Bruce, R. A., 1994, “Determinants of innovative behavior: A path model of individual innovation in workplace”, Academy of Management Journal, vol. 37, no. 3, pp.580-607.
[87]Senge, P., 1997, “Sharing knowledge”, Executive Excellence, vol. 14, no. 11, pp.17-18.
[88]Spiegler, I.,2000, ”Knowledge management: A new idea or A recycled concept?” Communications of the AIS, vol. 3, no. 14.
[89]Steers, R. M., 1977, “Antecedents outcomes of organizational commitment”, Administrative Science Quarterly, vol. 22, pp. 46-56.
[90]Stevens, J. M., Beyer, J. M. & Trice, H. M., 1978, “Assessing personal, role, and organizational predictors of managerial commitment”, Academy of Management Journal, vol. 21, no. 3, pp.380-396.
[91]Styhre, A., 2002, “The knowledge-intensive company and the economy of sharing: rethinking utility and knowledge management”, Knowledge and Process Management, vol. 9, no. 4, pp.228-236.
[92]Swailes, S., 2004, “Commitment to change: Profiles of commitment and in-role performance”, Personnel Review, vol. 33, no. 2, pp.187-204.
[93]Sveiby, K. E., 1999, 無形資產致勝策略:微軟、網景、昇陽等成功企業的新財富,莫菲譯,圓智文化,台北市.
[94]Tagiuri, R., & Litwin, G. H., 1968, Organizational Climate: Exploration of a Concept, Boston:Harvard University.
[95]Tampoe, M., 1993, “Motivating knowledge worker: the challenge for the 1990s.”, Long Range Planning, vol. 26, no.3, pp. 49-59.
[96]Teece, D. J., 1998, “Capturing value from knowledge assets : The new economy, markets for know-how, and intangible assets”, California Management Review, vol. 40, no. 3, pp. 55-79.
[97]Van den Hooff, B. and De Ridder, J., 2004, “Knowledge sharing in context: the influence of organizational commitment, communication climate and CMC use on knowledge sharing”, Journal of Knowledge Management, vol. 8, no. 6, pp.117-130.
[98]Van der Spek, R., & Spijkervet, A., 1997, Knowledge Management: Dealing Intelligently with Knowledge. Knowledge Management And Its Integrative Elements, Liebowitz, J., & Wilcox, L.(eds.), CRC Press, New York.
[99]Wallace, J. E., 1997, “Becker’s Side-Bet Theory of Commitment Revisited: Is It Time for a Moratorium or a Resurrection?” Human Relations, vol. 50, no. 6, pp. 727-749.
[100]Wasti, S. A., 2005, “Commitment profiles: Combinations of organizational commitment forms and job outcomes”, Journal of Vocational Behavior, vol. 67, pp.290–308.
[101]Wiener, Y.,1982, “Commitment in Organizations: A Normative View”, The Academy of Management Review, vol. 7, no. 3, pp. 418-428.
[102]Wiig, M. K., 1994, Knowledge management: The central management focus for intelligent-acting organization, Schema Press, Arlington, TX.
[103]Wijnhoven, F., 1998, “Knowledge logistic in business contexts: Analyzing and diagnosing knowledge sharing by logistic concepts”, Knowledge and Process Management, vol. 5, pp. 143-157.
[104]Zack, M. H., 1999, “Developing a knowledge strategy”, California Management Review, vol. 41, no. 3, pp. 125-145.
[105]Zangaro, G., 2001, “Organizational Commitment: A Concept Analysis,” Nursing Forum, vol. 36, no. 2, pp.14-22.
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
* *