知覺組織正義與知識分享的關係：探討組織正式化的調節效果

The Relationship between Perceived Organizational Justice and Knowledge Sharing: Examining the Moderating Effects of Organizational Formalization

陳瀚丞(Han-Cheng Chen)

指導教授 ： 戚樹誠

國立臺灣大學/管理學院/商學研究所/碩士(2019年)

https://doi.org/10.6342/NTU201901090

摘要

本研究旨在探討員工知識分享、知覺組織正義及組織正式化的關係。其中知識分享包括知識分享態度、知識分享意願與知識分享行為，知覺組織正義分為員工知覺的程序正義、分配正義與互動正義，而組織正式化則為組織結構的衡量構面之一。本研究建構了一個以知識分享作為依變項，知覺組織正義作為自變項，組織正式化作為調節變項的模型，來探討知識分享與知覺組織正義的關聯性，及組織正式化對兩者之間的調節效果。

　　本研究採取問卷調查法，並藉由網路社交平台發放問卷，以目前仍在職者為受試對象，共蒐集到181份有效樣本。分析方式則採用階層迴歸分析法，針對研究假說進行驗證。

　　研究結果顯示，知覺組織正義對知識分享的各項關係皆為顯著的正向影響，而組織正式化則對其中部分關係具有顯著的調節效果，分別是知覺程序正義與知識分享意願、知覺分配正義與知識分享全部面向、知覺互動正義與知識分享態度、知識分享意願。

　　依據分析結果，本研究建議企業應提升組織內的正義，並將內部規範明確定義，以強化員工的知識分享。

關鍵字

知識分享 ； 知覺組織正義 ； 組織正式化

並列摘要

The purpose of this study is to discuss the relationship among knowledge sharing, perceived organizational justice and organizational formalization. Knowledge sharing is composed of attitude, willingness and behavior. Perceived organizational justice is composed of procedural justice, distributive justice and interactional justice, which are perceived by employees. As for organizational formalization, it is an aspect of the organizational structure measurement.

This study used knowledge sharing as dependent variables, perceived organizational justice as independent variables, and organizational formalization as an moderator to constructs an model to realize the relationship among them. This study chose questionnaire method and collected data through social network platforms with the limitation that the subject must have a job. 181 valid samples were received and the hierarchical linear regression analysis was done. The study used the results to examine the hypothesis proposed.

The result shows that all aspects of perceived organizational justice positively affect all aspects of knowledge sharing. While organizational formalization moderates some of them, including the relationship between perceived procedural justice and knowledge sharing willingness, the relationship of perceived distributive justice and all aspects of knowledge sharing, and the relationship of perceived interactional justice and knowledge sharing attitude and willingness.

Based on the results of analyses, this study suggests that company should improve their organizational justice and define their norms more specifically to enhance employees’ knowledge sharing.

並列關鍵字

Knowledge Sharing ； Perceived Organizational Justice ； Organizational Formalization

參考文獻

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