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系統識別號 U0026-1009201510420300
論文名稱(中文) 組織氣候與精實管理的人才培育對知識分享意願之影響 -以社會認知理論觀點探討
論文名稱(英文) The Study of The Influence on Lean 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 103
學期 2
出版年 104
研究生(中文) 高武靖
研究生(英文) Wu-Jing Kao
學號 N07991034
學位類別 碩士
語文別 中文
論文頁數 75頁
口試委員 指導教授-蔡明田
口試委員-莊立民
口試委員-李國瑋
中文關鍵字 社會認知理論  組織氣候  精實管理  人才培育  知識分享意願 
英文關鍵字 Social Cognitive Theory  Lean Management  Personnel Training  Organization Climate  knowledge sharing willingness 
學科別分類
中文摘要 精實管理系統發源自汽車產業的生產管理模式,多年來,已逐步由生產製造領域擴充至其他的價值活動範疇中,因此像是「精實服務」、「精實辦公室」與「精實物流」等,亦透過精實管理的核心思維「徹底排除浪費進而為客戶創造價值」,持續追求更完善的流程效益與服務品質。
現今組織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。在過去幾十年,由豐田生產制度發展而來的「精實管理」,是將整個生產觀念甚至於管理制度帶入另一個新的發展方向,精實管理主張「造物就是育才」,對組織而言,精實管理帶動人才培育,兩者間不僅不可或缺,甚至形成相輔相成的積極關係。
本研究從精實管理的人才培育這個變數出發,嘗試了解企業透過精實管理的人才培育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。
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、個人及行為,作為探討企業透過推廣精實管理的人才培育形成之組織氣候與組織成員間知識分享之意願,以「推行精實管理的台灣前2000大企業員工」為研究對象,抽樣方式採便利抽樣,共發出360份問卷,回收有效問卷數為303份,有效回收率為84.2%。對於學術理論與假設之驗證,本研究運用SPSS 19.0軟體進行資料統計分析,以迴歸分析對研究假設進行驗證。

根據本研究統計、分析之結果,歸納下列結論:

一、人才培育構面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 SUMMARY
This study on knowledge sharing willingness of organization`s members are based on the three aspects derived from SCT.—environment, persons, and behavior. Discussion among members of the organization as a willingness to share knowledge large structure, it is desirable to establish a suitable analysis of willingness to share knowledge, individuals, environmental and behavioral patterns of the three dimensions. Base on a company through lean management personnel training 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 software to carry on the statistical analysis of data.
According to the results of the statistical analysis of this research, summarized in the following conclusions:
1. Personnel Training structure in the face of Organizational Climate has significant and positive impact.
2. Organizational structure in the face of climate willingness to share knowledge facets has significant positive impact.
論文目次 摘要 ii
誌謝 vi
目錄 vii
表目錄 ix
圖目錄 1
第一章 緒論 2
第一節 研究背景與動機 2
第二節 研究目的 6
第三節 研究範圍 7
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 精實管理 13
第三節 人才培育 15
第三節 組織氣候 16
第四節 知識分享意願 20
第五節 本研究各構面間關係之探討 30
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 35
第三節 研究變項之操作性定義與問卷之設計 35
第四節 資料蒐集方法與研究樣本 39
第五節 研究方法與資料分析 40
第四章 資料分析與結果 42
第一節 問卷樣本結構 43
第二節 敘述性統計分析 47
第三節 因素分析 50
第四節 信度及效度分析 53
第五節 迴歸分析 57
第五章 研究結論與建議 58
第一節 研究結果 58
第二節 研究貢獻 59
第三節 研究限制與未來研究建議 61
參考文獻 63
一、中文部份 63
二、英文部份 65
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