本研究檢視獎酬誘因與成員信任對知識分享過程中的關聯性,並檢視部門在此一關係中是否扮演調節的角色。研究過程中抽取不同企業的302位員工進行問卷調查,所有問卷通過信效度檢驗,並採用階層線性模式進行假設檢定。研究結果發現獎酬誘因並未與知識分享產生顯著關聯,部門也未能呈現調節效果。相對的,成員信任對知識分享則存在顯著正向關聯,部門在此關係中則具有調節效果,尤其研發部門比非研發部門更具解釋力。本研究認為,當部門成員形成一種緊密互動的關係,員工彼此信任會使知識在部門內產生快速流動擴散,形成知識網絡,促進知識積累,而這種情形在重視團隊合作的研發部門最為常見。
This study examines the relationships between reward incentives and members' trust on knowledge sharing processes. It also explores whether the department plays the role of moderation. 302 employees from different companies were participated. This study examined the validity and reliability of the questionnaires and used hierarchical linear modeling (HLM) to test the hypotheses. Results indicated reward incentives were not related to knowledge sharing, nor moderated by department. On the contrary, members' trust was positively related to knowledge sharing and the department moderated the relationships of members' trust and knowledge sharing. In particular, R & D departments had more explanatory power than non R & D departments. This paper identified when members had close relationship, their trust provided knowledge diffusion and formed a knowledge network in the department which fostered knowledge accumulation. This is often seen in R & D departments where team cooperation is emphasized.