在Spender(1996)的研究裡,將組織的知識分成四類,其中外顯的知識可透過知識管理的過程而保留,但內隱的知識卻往往隱藏於組織中群體的人際互動裡,研究者認為,群體的人口統計組成差異(年齡、教育、年資)以及群體網絡結構(密度、中心性、小圈圈數),會影響群體總體社會資本的多寡,而群體社會資本多寡也正是反應群體資訊創造能力的具體指標。使得群體社會資本對於組織的知識管理具有深遠的影響。 在本研究中,研究者從台灣高科技產業公司中抽取了43個群體,做了343份人際網絡分析的量化問卷。研究不同的群體結構、組成特質所形成的社會資本差異,對於資訊創造績效的影響。研究者的結論發現,群體社會資本是群體內隱資訊創造的重要來源;而群體的網絡特質如年資差異、群體集權度、小圈圈的多寡也深深影響群體社會資本的形成,與群體資訊創造效果。由於群體樣本的不易蒐集,以及橫量群體社會資本指標不易確定,使得過往研究並不多。在這篇研究中,研究者嘗試將群體網絡結構、群體社會資本、群體資訊創造績效三者做結合,並發現三者間之關聯,正是本篇研究最大的區別及貢獻所在。
It has found that personal social capital helps transferring knowledge and building intellectual capital in business. But it has less research about what kind of team is suitable for developing and sharing knowledge. The researcher consider that:social network and social demography of the team are the important factors to build the goodwill、ties and trust in group, and those are key factors to create group’s social capital .And at the same time, Social capital will influence the exchange of the information、resources and the performance of organizational knowledge groups. The samples of this research are from 43 learning groups in Chinese IT companies. The research found that the group’s macro-level social capital will positive influence group’s creating knowledge performance, especially form the trust and tie between co-workers. And the team’s social network features, like density、centralization and components will also influence team’s social capital and creating knowledge performance .The result of the research build the structure of the relation between social demography、social network、 group’s social capital and group’s tacit intellectual capital. And it is also the major difference and contribution from other research.