本研究旨在從社會資本之觀點探討群體社會的網路中結構鑲嵌構面、關係鑲嵌構面、認知鑲嵌構面等三者對資源交換與激勵效果的影響,並以國內銀行業授信中心部門之成員為例,探討部門內成員間互動緊密程度、互信程度、對部門的認同與默契程度等三者對人力資本-技能提升與個人士氣提升(工作投入)、組織士氣提升(團體凝聚力)的影響。透過問卷調查,所得資料以LISREL進行分析,主要的結果彙整如下:一、成員間互動緊密程度會正向影響員工技能提升與士氣提升(工作投入、團體凝聚力)。二、成員間互信程度會正向影響其技能提升與士氣的提升(工作投入、團體凝聚力)。三、成員對組織部門的認同度會正向影響其技能提升與士氣的提升(工作投入、團體凝聚力)。
The objective of this paper mainly focuses on what the structure embeddedness, relational embeddedness, and cognition embeddedness, that existing in social network, influence the resource exchange and motivation effect by social capital respect. We use the members of loans department of Taiwan's banks as an example to investigate that the interactive tightness level, inter-trust level, and identification level have what effect on the increase of individual skills, individual moral (job involvement), and organization's moral (team's cognition). Through questionnaire survey, we use LISREL to analyze the survey's result, and conclude as follows: (1) the interactive tightness level can positively influence the increase of employees' kills and moral (job involvement and team's cognition), (2) inter-trust level can positively influence the increase of employees' skills and moral (job involvement and team's cognition), (3) the cognition between members and organization can positively influence the increase of employees' skills and moral (job involvement and team's cognition).