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系統識別號 U0026-2906201210390500
論文名稱(中文) 探討研發人員之回饋尋求行為對其知識分享意願之影響
論文名稱(英文) Exploring the Effect of R&D Employees’ Feedback Seeking Behavior on their Willingness of Knowledge Sharing
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系碩博士班
系所名稱(英) Department of Industrial and Information Management
學年度 100
學期 2
出版年 101
研究生(中文) 趙祁敏
研究生(英文) Chi-Min Chao
學號 r36991129
學位類別 碩士
語文別 中文
論文頁數 104頁
口試委員 指導教授-鄭詩瑜
口試委員-王維聰
口試委員-姜定宇
中文關鍵字 回饋  回饋尋求行為  知識分享意願 
英文關鍵字 feedback  feedback seeking behavior  willingness of knowledge sharing 
學科別分類
中文摘要 由於時代的轉變,台灣已從原本的勞力密集產業走向知識密集的產業。員工的知識成為了企業重要的競爭優勢來源。然而,在員工分享知識之後,往往不了解知識接收者是否有充分吸收分享者給予的知識。知識分享者本身的特性、對尋求回饋的認知以及尋求回饋的頻率,是否會影響其知識分享意願,即成為了本研究想要探討的問題。因此,本研究目的有以下兩點:(1)知識分享者的回饋尋求行為,對於其知識分享意願之影響;(2)組織提供的回饋管道,在知識分享者之回饋尋求行為與其知識分享意願之間之調節作用影響。
本研究分成兩大部分,第一部份是質性訪談,第二部份是問卷量化研究。本研究首先訪談11位來自不同公司的研發人員,將回饋管道分成「正式回饋管道」以及「非正式回饋管道」兩部份。然後,本研究根據訪談結果與文獻資料設計問卷,並對研發人員進行問卷施測。本研究共發放354份問卷,回收333份有效問卷,有效問卷回收率為94.07%,並利用SPSS進行階層迴歸分析。
本研究發現,除了認知成本之外,個體的回饋尋求行為各構面,皆會正向影響到員工的知識分享意願。而正式回饋管道對回饋尋求頻率與知識分享意願間關係,具有負向調節效果。另外,本研究發現,當個體所任職的公司研發部門數較多時,個體會有較低的知識分享意願。最後,本研究依據研究結果提出幾點有關於實務上的建議,以供企業更了解個體目標導向與回饋管道的選取對知識分享意願之影響。
英文摘要 As industry in Taiwan changes from being labor intensive to being knowledge intensive, the knowledge that employees hold becomes a major source of competitive advantage for their employers. Yet often after knowledge sharing, employees are not able to learn about the effects of the knowledge they share upon its receivers. Whereas individual’s perception of feedback seeking behavior and one’s feedback seeking frequency is established through personal characteristics, this study explores whether or not such perception and frequency will affect individual’s own willingness of knowledge sharing. The purposes of this study are to find out whether or not any dimension of individual’s feedback seeking behavior will affect one’s own willingness of knowledge sharing; whether or not the feedback channel provided by corporations will moderate the relationship between individual’s feedback seeking behavior and one’s own willingness of knowledge sharing.
There are two parts in this study, the first part is qualitative research and the second part is quantitative research. Based on interviews conducted upon 11 R&D employees from different companies, this study identifies feedback channel as a moderator that is composed of “formal feedback channel” and “informal feedback channel”. This study uses survey method to collect data. A total number of 354 self-developed questionnaires are mail or email to R&D employees from various industries and there are 334 respondents replied with a response rate of 94.07%. Hierarchical regression analysis is used for hypothsis test.
Findings of this study are summarized in the following. First, all dimensions of individual’s feedback seeking behavior, except for perceived cost, have positive effect on employees’ willingness of knowledge sharing. Second, the existence of formal feedback channel has a negative effect on the relationship between one’s feedback seeking frequency and willingness of knowledge sharing. Meanwhile, this study also finds that the more R&D departments in an organization, the lower willingness of knowledge sharing the employee tend to have.
論文目次 第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究限制 3
第四節 研究流程與論文架構 3
第二章 文獻探討 6
第一節 回饋 6
第二節 社會交換理論 11
第三節 知識與知識分享 14
第四節 回饋尋求行為 20
第三章 研究方法 26
第一節 研究架構與研究假設 26
第二節 問卷設計與編製 32
第三節 研究設計 48
第四節 問卷前測 48
第五節 資料分析方法 54
第四章 資料分析與結果 56
第一節 敘述性統計分析 56
第二節 信度分析 59
第三節 相關分析 62
第四節 效度分析 62
第五節 樣本屬性分佈 68
第六節 階層迴歸分析與假設驗證 73
第五章 結論與建議 83
第一節 研究結論 83
第二節 實務貢獻與意涵 85
第三節 未來方向及建議 87
參考文獻 88
附錄一 前測問卷 95
附錄二 正式問卷 100
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