人力資源管理措施、組織認同、組織公平與知識分享意願的關係

Human Resource Management Practices, Organizational Identification, Organizational Justice and Knowledge Sharing Willingness

廖曜生 ； 周逸君

《勞資關係論叢》 22卷1期 (2020/06) Pp. 23-39

摘要

在知識經濟時代，企業的競爭是以知識為武器的競爭。大部分公司都努力成為學習型組織並進行策略性知識管理，期待知識可以在公司內儲存、傳播與創新，但是，管理者往往忽略了員工分享的意願會決定知識管理策略能否在組織內落實，而組織的人力資源管理措施和組織認同會影響到員工分享知識的意願。本研究對我國五家大型電子公司內製造研發部門206名組織成員採問卷調查進行研究，探究成員對人力資源管理措施、組織認同、組織公平以及知識分享意願之間關係，並根據結果，探究其實務內涵與學術意義，以作為企業界實際應用或是後續研究的參考。研究結果如下：一、人力資源管理措施與組織認同存在正向關係。二、人力資源管理措施與知識分享意願存在正向關係。三、組織認同對知識分享意願有正向關係。四、組織認同對人力資源管理措施與組織成員知識分享意願具有完全中介效果。五、組織公平對人力資源管理措施與組織認同不具有調節作用。

關鍵字

人力資源管理措施 ； 組織認同 ； 知識分享意願 ； 組織公平

並列摘要

In the era of knowledge economy, knowledge becomes a competitive weapon. Many companies are trying to become learning organizations and conduct strategic knowledge management. The willingness of employees to share knowledge will determine whether knowledge management strategies can be implemented in the organization. The aim of this study is to investigate the relationship among human resource management practices, organizational identification, and knowledge sharing willingness. Especially, the effect of human resource management practices and organizational identification on knowledge sharing willingness. 206 employees from 5 electronic companies participated in this research. Findings showed that (1) human resource management practices positively associated with organizational identification (2) human resource management practices positively associated with knowledge sharing willingness (3) organizational identification positively associated with knowledge sharing willingness (4) organizational identification fully mediated the relationship between human resource management practices and knowledge sharing willingness (5) organizational justice did not moderate the relationship between human resource management practices and organizational identification.

並列關鍵字

Human Resource Management Practices ； Organizational Identification ； Knowledge Sharing Willingness ； Organizational Justice