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系統識別號 U0026-2009201400573500
論文名稱(中文) 人力資源管理實務與知識分享態度影響全面品質管理實務知識分享意圖之研究
論文名稱(英文) The Impacts of Human Resource Management Practices and Attitude of Knowledge Sharing on the Intention to Share Total Quality Management Practices Knowledge
校院名稱 成功大學
系所名稱(中) 企業管理學系
系所名稱(英) Department of Business Administration
學年度 103
學期 1
出版年 103
研究生(中文) 陳昆祥
研究生(英文) Kun-Shiang Chen
學號 R48981122
學位類別 博士
語文別 英文
論文頁數 133頁
口試委員 指導教授-莊雙喜
口試委員-蔡明田
口試委員-史習安
口試委員-呂金河
口試委員-莊立民
口試委員-王瑜琳
中文關鍵字 人力資源管理實務  全面品質管理實務知識分享意圖  知識分享態度  組織氣候  自我決定動機  計劃行為理論 
英文關鍵字 Human resource management practices  Intention to share TQM practices knowledge  Knowledge sharing attitude  Organizational climate  Self-determined motivation  Theory of planned behavior 
學科別分類
中文摘要 本研究的目的是調查何種關鍵因素(包括環境與個人)會影響設籍在台灣高科技產業公司裡的員工們進行全面品質管理實務知識分享活動的意圖。本研究提出結合計劃行為理論和自我決定動機(源起於自我決定理論)的研究模型。在研究過程中,經由ISO 9001:2000所認證的公司裡的員工所填答問卷一共回收367份有效樣本,提供後續統計分析以測試本研究所提出的研究模型。研究方法則採用探索性因素分析與驗證性因素分析來估計與測量研究模型的信度和效度,並進行結構方程建模的方法來檢測所提出的研究模型的模型適配度指標。
從統計分析結果中發現,涵蓋於人力資源管理實務裏的因素,包含假設9 (獎酬與知識分享態度的路徑係數為0.134*, p<0.05),假設12 (工作倫理與知識分享態度的路徑係數為0.139*, p<0.05),假設7 (主關規範與知識分享態度的路徑係數為0.171***, p<0.001),以及假設5 (組織氣候與知識分享態度的路徑係數為0.491*, p<0.001)皆呈現顯著與正向的影響知識分享態度。同時,個人動機性因素(自我決定動機與知識分享態度的路徑係數為0.260***, p<0.001)和計劃行為理論的因素 (知識分享態度、認知行為控制、主觀規範與全面品質管理實務知識分享意圖的路徑係數依序為0.189*, p<0.01、0.241***, p<0.001、0.311***, p<0.001)呈現正相關且顯著影響於高科技產業公司員工的分享全面品質管理實務知識的意圖。從實證結果中也證實,知識分享態度呈現經由認知行為控制以及組織氣候和主觀規範的連結中獲得對全面品質管理實務知識分享意圖有顯著的間接影響效果。
這種現象支持本研究所提議,整合TPB模型和自我決定動機的觀點。這項實證結果得出重要的學術理論與實務上的貢獻,於企業的管理者可應用本研究的成果來建立和設置適當的制度與方法,以鼓勵員工樂意進行全面品質管理實務知識分享的意圖。從本研究所得到的研究成果,可以支持所提出的整合計劃行為理論與自我決定動機理論的假設,未來的研究者可以依照本研究目前的發現,進一步採用不同的變數或收集跨文化的參與者及不同的行業員工,做不同主題的研究與探討,也使本研究所得出的理論架構得以有更廣泛的應用於全面品質管理實務的知識分享領域。
英文摘要 The purpose of this study is to investigate the critical factors, including environmental and personal factors, affecting employees’ attitudes towards and intentions to share total quality management (TQM) practices knowledge in the Taiwanese information technology (IT) industry. A research model was developed based on the theory of planned behavior (TPB) and self-determined motivation (derived from self-determination theory, or SDT). Surveys distributed to 367 employees in Taiwanese ISO 9001:2000-certified firms were used to test the proposed research model. Moreover, confirmatory factor analysis was used to estimate the reliability and validity of the measurement model, and structural equation modeling was performed to test for quality of fit.
The analytical results showed that beliefs concerning human resource management (HRM) practices, including hypothesis 9 (reward and knowledge sharing attitudes, path coefficient=0.134*, p<0.05), hypothesis 12 (work ethic and knowledge sharing attitudes, path coefficient=0.139*, p<0.05), hypothesis 7 (subjective norm and knowledge sharing attitudes, path coefficient=0.171***, p<0.001), and hypothesis 5 (organizational climate and knowledge sharing attitude, path coefficient=0.491*, p<0.001) have a significant and positive relationship to knowledge sharing attitudes. Moreover, personal motivational factors (self-determined motivation and intention to share TQM practices knowledge, path coefficient=0.260***, p<0.001) and TPB factors (knowledge sharing attitude and intention to share TQM practices knowledge, path coefficient=0.189**, p<0.01, perceived behavior control and intention to share TQM practices knowledge, path coefficient=0.241***, p<0.001, and subjective norm and intention to share TQM practices knowledge, path coefficient=0.311***, p<0.001) showed a positive association with IT employees’ intentions to share TQM practices. Furthermore, empirical evidence confirmed that the organizational climate and subjective norms as viewed through the lens of knowledge sharing attitudes and perceived behavior control had a positive if indirect influence on employees’ sharing intentions.
This phenomenon supports the integrate prospective TPB model and self-determined motivation constructs proposed in the study. This empirical result is vital for top managers of firms using TQM strategies who wish to establish norms encouraging employees to share TQM practices with coworkers. The results of this study supported the theoretical integration and proposed motivational perceptions. Future studies may build on these results by using diversity variables, cross-cultural participants, and different industries to examine and expand upon our understanding of TQM practices and the knowledge sharing domain.
論文目次 Table of Contents
Abstract (In Chinese).................................. I
Abstract..............................................III
Acknowledgements (In Chinese).......................... V
Chapter One Introduction............................... 1
1.1 Research background................................ 1
1.2 Research motivations............................... 3
1.3 Research objectives................................ 5
1.4 Research scope and procedure....................... 7
Chapter Two Theoretical Background..................... 9
2.1 HRM Practices...................................... 9
2.2 TQM Practices...................................... 11
2.3 Theory of planned behavior......................... 13
2.4 Self-determination theory.......................... 15
2.4.1 Self-determined motivation....................... 17
2.5 Organizational climate............................. 18
2.6 Knowledge sharing.................................. 20
Chapter Three Research Model and Methodology........... 23
3.1 The conceptual model............................... 23
3.2 Construct definitions and hypothesis development... 25
3.3 Research hypothesis................................ 27
3.4 Development of the constructs, relationships and hypotheses............................................. 29
3.4.1 The relationship between knowledge sharing attitude and intention to share TQM practices knowledge......... 29
3.4.2 The relationship between perceived behavior control and the intention to share TQM practices knowledge..... 30
3.4.3 The relationship between self-determined motivation and the intention to share TQM practices knowledge..... 31
3.4.4 The relationships between organizational climate, perceived behavior control and knowledge sharing attitude............................................... 32
3.4.5 The relationships between subjective norm, intention to share TQM practices knowledge and knowledge sharing attitudes.............................................. 35
3.4.6 The relationship between HRM practices in relation to knowledge sharing attitudes............................ 37
3.4.7 The relationship between training development and knowledge sharing attitudes............................ 37
3.4.8 The relationship between rewards and knowledge sharing attitudes...................................... 38
3.4.9 The relationship between teamwork and knowledge sharing attitudes...................................... 39
3.4.10 The relationship between recruitment and knowledge sharing attitudes...................................... 40
3.4.11 The relationship between work ethic and knowledge sharing attitudes...................................... 41
3.5 Development of measurement items................... 42
3.5.1 Survey measurement............................... 42
3.6 Research methodology and data collection........... 48
3.7 Subjects........................................... 48
3.8 Data analysis methods.............................. 49
3.8.1 Descriptive statistics analysis.................. 49
3.8.2 Validity and reliability of the measurement constructs of internal and external validity........... 50
3.8.3 Instrument reliability........................... 50
3.8.4 Instrument validity.............................. 50
3.8.5 Exploratory factor analysis...................... 51
3.8.6 Confirmatory factor analysis..................... 51
Chapter Four Research Analysis and Results............. 53
4.1 Characteristics of the Sample...................... 53
4.2 Pretest and pilot test............................. 53
4.3 Sampling method and data collection................ 57
4.4 Data analyses, testing and results................. 59
4.4.1 Demographics of respondents...................... 60
4.4.2 Scale reliability and validity................... 62
4.5 Common method variance............................. 65
4.6 Assessment of measurement model.................... 75
4.7 Assessment of structural model..................... 85
4.8 Hypotheses testing................................. 86
4.8.1 Testing the roles of mediators (direct and indirect effect)................................................ 90
4.8.2 Difference between experienced and less experienced employees.............................................. 91
Chapter Five Discussion of Empirical Findings.......... 93
5.1 Conclusion and implications........................ 94
5.2 Theoretical implications........................... 95
5.2.1 Support for theoretical integration.............. 96
5.3 Managerial implications............................ 97
5.4 Limitations and future research.................... 101
5.5 Conclusion and contribution........................ 102
References............................................. 106
Appendix Final questionnaire measurement items......... 127

List of Tables
Table 1. Operational definitions of the constructs..... 25
Table 2. Development of measurement items.............. 44
Table 3. EFA results of pilot test..................... 56
Table 4. T-test compare means of early and later respondents (n=367).................................... 59
Table 5. Demographic profiles of respondents (n=367)... 61
Table 6. Summary of the EFA results (n=367)............ 64
Table 7. Descriptive statistic metrics................. 67
Table 8. Results of Harman’s one-factor test........... 68
Table 9. Correlation matrix............................ 69
Table 10. Overall model fit indices of measurement model.................................................. 76
Table 11. Descriptive statistics of constructs and measurement model fit indices for convergent validity.. 78
Table 12. Summary of psychometric properties of items.. 79
Table 13. Inter-construct correlation and discriminant validity test.......................................... 80
Table 14. Pair-wise discriminant validity analysis of constructs............................................. 81
Table 15. CFA results for differences between two models................................................. 85
Table 16. Overall model fit indices of the structural model.................................................. 86
Table 17. Results of hypothesis testing................ 89
Table 18. Standardized direct, indirect, and total effects................................................ 91
Table 19. Model estimated results for differences between two sample groups...................................... 92

List of Figures
Figure 1. Flow chart of this study..................... 8
Figure 2. Theory of planned behavior model (Ajzen, 1991).................................................. 15
Figure 3. Research model 24
Figure 4. Results of structural equation model analysis............................................... 88
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