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系統識別號 U0026-0702201408180500
論文名稱(中文) 以社會認知理論觀點探討人力資源管理、組織氣候對知識分享意願之影響
論文名稱(英文) The Study of the Influence on Human Resource Management, Organizational Climate, Knowledge Sharing Willingness on The Social Cognitive Theory
校院名稱 成功大學
系所名稱(中) 工程管理碩士在職專班
系所名稱(英) Institute of Engineering Management (on the job class)
學年度 102
學期 1
出版年 103
研究生(中文) 俞晨光
研究生(英文) Chen-Kuang Yu
學號 N07991212
學位類別 碩士
語文別 中文
論文頁數 94頁
口試委員 指導教授-蔡明田
口試委員-蔡惠婷
口試委員-莊立民
口試委員-李國瑋
口試委員-連勇智
中文關鍵字 社會認知理論  人力資源管理  組織氣候  知識分享意願 
英文關鍵字 Social Cognitive Theory  Human Resource Management  Organization Climate  knowledge sharing willingness 
學科別分類
中文摘要 現今組織實施策略管理,所採用的策略須和企管功能的人力資源系統互相配合,員工不再是組織達成目標的工具而已,而是組織內最重要的資產。員工的生理、心理,更是對組織的績效具有重要的影響,而人力資源管理會透過各種社會機制,如組織氣候、組織文化,對員工態度造成影響。因此本研究從人力資源管理這個變數出發,嘗試了解人力資源管理是否有助於形成較佳的組織氣候。組織成員彼此間若維持良好的關係,成員間將願意互相分享與協助關於工作的一切,對企業的營運絕對有幫助,尤其是專業知識。知識在組織中不同於有形的物品,因著分享而喪失擁有權,反而會藉由分享的行徑擴大知識本身的質量。

在知識飛快躍進的時代,知識成為組織競爭力的主要來源,唯有知識才是個人及總體經濟的關鍵資源,能提供持續性的競爭優勢。然而知識常存在於個體當中,藉由人際互動傳遞知識,才能為企業組織創造利潤和新的價值,因此知識的分享與傳遞,益顯重要,更是組織內的橋梁,並可進一步提供組織動能。而組織內的「個人」與「環境」,將是知識分享的重點。

本研究乃以社會認知理論所提出之三個構面_環境、個人及其行為,作為探討組織成員間知識分享意願之大架構,期望建立一適於分析知識分享意願中,個人、環境與行為三構面之模式。並以「推行人力資源管理的台灣前2000大企業員工」為研究對象,抽樣方式為便利抽樣法,研究範圍包含台灣北、中、南,總共發出360份問卷,總計回收有效問卷數為303份,有效回收率為86%。對於學術理論與假設之驗證,本研究運用SPSS 19.0 與Amos 17.0 軟體進行資料統計分析,以迴歸分析對研究假設進行驗證,並以線性結構模式佐證整體模式的配適度。

根據本研究統計、分析之結果,歸納下列結論:

一、人力資源管理構面對於組織氣候有顯著且正向影響
1、人力資源管理子構面-招募任用對於組織氣候有顯著且正向影響
2、人力資源管理子構面-訓練發展對於組織氣候有顯著且正向影響
3、人力資源管理子構面-績效薪酬對於組織氣候有顯著且正向影響
二、組織氣候構面對知識分享意願構面有顯著正向的影響
英文摘要 As the trend to implement strategic management in the organization business strategic and Human Resource systems of business administration function have to work in coordination. Employees are not tools to achieve the objective of organization anymore, but important asset of organization. Both of employee’s psychology and physiology are important. Human Resource Management work systems will impact on employee's attitude through all kinds of social mechanisms, like organization climate or organization culture. Therefore, this study start from Human Resource Management work systems, trying to understand if Human Resource Management can help to develop fine organization climate.People who have fine relationship and help each other in an organization will be helpful to an organization, because they will have better sharing willingness about job .Knowledge is not like the generally goods that we’ll lose it if we share them with other person. In contrast, we can enhance the worth of knowledge by sharing.

Knowledge has been an important source of organizational competitiveness in the knowledge rapid progress era ; knowledge will provides a sustainable competitive advantage of business success and significant resource for our organization and the whole economy. However, knowledge exists among individuals. Knowledge is often transmitted through social interaction, which could create profits and new values for enterprise organizations.Knowledge sharing and transmission becomes important in enterprise organizations.Knowledge sharing is also about bridging situations of organizational interdependencies and thereby supporting ongoing organizational activities. The environment and people of the organization are the main factors of knowledge sharing.

This study on knowledge sharing willingness of organization`s members are based on the three aspects derived from SCT.—environment, persons, and behavior. Aimed at a proper analysis of knowledge sharing willingness in terms of these three aspects persons, environment,and behavior.Base on activities in the Human Resource Management regardless of category in Taiwan, TOP 2000 company employees, method by simple random sampling, research range includes the North, Central, South area of Taiwan. Total 360 questionnaires. The valid questionnaire count is 303 copies and the effective rate is 86%.This research used SPSS 19.0 and Amos17.0 software to carry on the statistical analysis of data. Regression analysis verified the research hypotheses and linear structure model corroborated the overall model fit

According to the results of the statistical analysis of this research, summarized in the following conclusions:

1. In Human Resource Management structure has significant positive influence on
Organization Climate.
a).In Human Resource Management sub structure- Recruitment and Selection has
significant positive influence on Organization Climate.
b).In Human Resource Management sub structure- Training and Development has
significant positive influence on Organization Climate.
c).In Human Resource Management sub structure- Performance Appraisal、Career
Planning、Compensation and Benefits has significant positive influence on
Organization Climate.
2. Organization Climate has significant positive influence on knowledge sharing willingness.
論文目次 目錄
摘要 i
Abstract ii
誌謝 iv
目錄 v
表目錄 vii
圖目錄 ix
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第三節 研究範圍 6
第四節 研究流程 8
第二章 文獻探討 9
第一節 社會認知理論 9
第二節 人力資源管理 13
第三節 組織氣候 18
第四節 知識分享意願 24
第五節 本研究各構面間關係之探討 33
第三章 研究設計與方法 37
第一節 研究架構 37
第二節 研究假設 39
第三節 研究變項之操作性定義與問卷之設計 39
第四節 資料蒐集方法與研究樣本 44
第五節 研究方法與資料分析 46
第四章 資料分析與結果 54
第一節 樣本結構分析 54
第二節 敘述性統計分析 59
第三節 因素分析 63
第四節 信度及效度分析 67
第五節 迴歸分析 71
第六節 結構方程模式之分析 74
第五章 研究結論與建議 78
第一節 研究結果 78
第二節 研究貢獻 79
第三節 研究限制與未來研究建議 80
參考文獻 82
一、中文部份 82
二、英文部份 85
附錄:問卷 92

表目錄
表1-3-1 研究範圍 7
表2-1-1 三角互動論(Triadic Reciprocality)之交互作用 11
表2-1-2 社會認知理論的相關研究 12
表2-2-1 人力資源管理演進 15
表 2-3-1 組織氣候定義整理 19
表 2-3-2 組織氣候構面整理 21
表2-4-1 知識分享相關研究 26
表2-4-2 依知識特性與容易學習程度分類知識分享行為 32
表 3-3-1 人力資源管理操作型定義 40
表3-3-2 人力資源管理問項 41
表3-3-3 組織氣候操作型定義 42
表3-3-4 組織氣候問項 42
表3-3-5 知識分享意願操作型定義 43
表3-3-6 知識分享意願問項 44
表3-4-1 知識分享意願操作型定義 45
表3-5-1 KMO 值之參考標準 47
表3-5-2 信度衡量範圍 48
表3-5-3 絕對適配檢定表 51
表3-5-4 增量適配檢定表 52
表3-5-5 精簡適配檢定表 53
表4-1-1 性別分析表 54
表4-1-2 婚姻分析表 54
表4-1-3 婚姻分析表 55
表4-1-4 教育程度分析表 55
表4-1-5 公司產業別分析表 56
表4-1-6 職務類別分析表 56
表4-1-7 服務年資分析表 57
表4-1-8 階級分析表 57
表4-1-9 公司人數規模分析表 58
表4-1-10 公司地點分析表 58
表4-2-1 招募任用之敘述性統計分析表 59
表4-2-2 訓練發展之敘述性統計分析表 60
表4-2-3 績效薪酬之敘述性統計分析表 60
表4-2-4 組織氣候之敘述性統計分析表 61
表4-2-5 知識分享意願之敘述性統計分析表 62
表4-3-1 KMO值與Bartlett球型檢定表 63
表4-3-2 人力資源管理構面之因素分析 64
表4-3-3 組織氣候構面之因素分析 65
表4-3-4 知識分享意願構面之因素分析 66
表4-4-1 信度衡量範圍 67
表4-4-2 人力資源管理構面信度表 68
表4-4-2 組織氣候構面信度表 69
表4-4-3 知識分享意願構面信度表 70
表4-5-1 人力資源管理對組織氣候線性迴歸分析表 72
表4-5-2 招募任用對組織氣候線性迴歸分析表 72
表4-5-3 訓練發展對組織氣候線性迴歸分析表 72
表4-5-4 績效薪酬對組織氣候線性迴歸分析表 73
表4-5-5 組織氣候對知識分享意願線性迴歸分析表 73
表4-6-1 收斂效度分析表 74
表4-6-2 整體適配度檢定表 76
表4-6-3 內在結構適合度分析表 77
表5-1-1 研究假設之實證結果彙整 78

圖目錄
圖1-4-1 研究流程 8
圖2-1-1 社會認知理論架構 10
圖2-2-1 人力資源策略模型 17
圖2-2-2 組織氣候、文化與生產力模型 18
圖2-4-1 知識管理概念公式 24
圖2-4-2 馬斯洛需求層級、赫茲柏格雙因子理論關聯模型 30
圖3-1-1 研究架構 39
圖4-6-1 本研究結構方程模式路徑分析結果 77
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