跨部門知識分享行為與工作績效間的關係——兼論知識獲取的中介效果及組織文化的干擾效果; Research on the Relationship between Trans-Department Knowledge Sharing and Job Performance of Employees—Explaining the Mediating Effect of Knowledge Acquisition and the Moderating Effect of Organizational Cultural

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Title:	跨部門知識分享行為與工作績效間的關係——兼論知識獲取的中介效果及組織文化的干擾效果;Research on the Relationship between Trans-Department Knowledge Sharing and Job Performance of Employees—Explaining the Mediating Effect of Knowledge Acquisition and the Moderating Effect of Organizational Cultural
Authors:	黃思哲;Huang,Si-zhe
Contributors:	人力資源管理研究所
Keywords:	知識分享行為;知識獲取;工作績效;組織文化
Date:	2013-07-01
Issue Date:	2013-08-22 11:35:03 (UTC+8)
Publisher:	國立中央大學
Abstract:	随着知识经济的到来，国家、地区、组织间的竞争逐渐从有形物质产品的竞争转向无形的知识与技术的竞争，而掌握相关知识与技能的人才则成为竞争中具有决定意义的因素。本研究從個體的層面出發，探討員工跨部門的知識分享行為與其績效之間的關係，以及在這個關係中，員工對知識的獲取是否會產生影響。此外，由於組織內每一個員工都受到文化與知識分享關系的影響，本研究探索在不同的文化氛圍中，跨部門的知識分享行為的不同及對其他員工所分享的知識獲取，與員工績效的關系。在整理知識分享相關文獻后，建構本研究的研究工具並針對A 公司不同部門的員工進行研究。資料分析研究結果顯示：員工如果在企業內，越頻繁的與其他部門的同事分享知識與經驗，自己也越能從中獲得別人所分享的知識。不管員工對跨部門知識進行傳遞，還是進行吸收，都能提高員工工作績效的同時，提升員工的人際關係。雖然員工在跨部門間進行知識分享行為，但是這些知識如果員工沒辦法獲取到的話，則無法對其工作績效產生正面的影響。員工在公司內分享與獲取知識確實會受到組織文化的影響，因此組織應該創造信任支持的文化氛圍，以促進員工的分享行為。With the advent of the knowledge economy competitions among countries, areas and organizations gradually change from the tangible material goods into intangible knowledge and technology. So the personnel who acquire relevant knowledge and skills have become a decisive factor in the competition. The purpose of this research is to discuss the relationship between trans-department knowledge sharing and job performance of employees, and the Mediating Effect of Knowledge Acquisition in this relationship .Also to find out whether the organizational cultural will influence the knowledge acquisition The results of the research are：First, the more frequently employees share knowledge, the more knowledge they acquisition. Second, both knowledge sharing and knowledge acquisition have positive impacts on the double dimensions of job performance. Third, knowledge acquisition totally plays the mediating role between trans-department knowledge sharing and job performance. Last, organizational cultural also plays the moderating role between knowledge sharing and knowledge acquisition, therefore, the organization should establish an atmosphere of trust and support, to reinforce knowledge sharing behavior of employees.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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