在現今企業中,團隊(Team)大量被應用在各種工作任務上,而團隊成員之間透過溝通互動交流知識的行為,會直接影響團隊績效的好壞,使得近年來團隊內知識移轉行為(knowledge transfer behavior)的研究逐漸受到重視。完整的知識移轉行為包含知識分享者(knowledge sharer)的知識分享行為(knowledge sharing behavior),及知識接收者(knowledge receiver)的知識接收行為(knowledge receiving behavior),過去已有學者研究證實知識分享者及知識接收者進行知識移轉行為的動機與心理考量是不同的,需要分開做討論。另外,也有大量文獻支持信任(trust)對二種知識移轉行為有正面的顯著影響,然而信任是一種複雜的心理狀態,過去的研究通常僅將人際信任當做一種整體的概念來進行探討,而忽略了其背後有不同的機制,例如:有研究指出「信任他人」(trustfulness)與「受他人信任」(trustworthiness)有著不同的機制,對團隊效標有不同的預測效果。 因此,為了能更進一步地解釋信任與知識移轉行為的關係,本研究認為有必要將「信任他人」與「受他人信任」的不同機制、「知識分享行為」與「知識接收行為」的不同心理動機,分開討論比較,才能釐清信任影響知識移轉行為背後的機制為何。 本研究以二個實證研究,驗證成員於團隊內的信任對其知識移轉行為之各項假說。研究一收集102名團隊成員的資料,並以行為論的觀點來驗證各成員之人際信任與其知識分享行為、知識接收行為之關係,以及其相對影響效果為何。研究二收集71個企業團隊,380名團隊成員,並採角色論之觀點,先界定出團隊中的知識分享者及知識接收者。再分別分析不同知識移轉角色的人際信任是否有明顯之不同,以驗證信任與知識移轉行為之關係。 研究結果大致支持本研究的各項假說,亦即信任與知識移轉行為正相關:其中成員受團隊內其他成員的信任,與其知識分享行為有較為顯著的正向相關;而成員信任團隊內的其他成員,則與其知識接收行為有較為顯著的正向相關。據此,討論本研究結果在理論與團隊管理實務上之意涵。
Today, teams applied to various kinds of tasks in organizations. Studies show that the knowledge exchange through communication between team members will directly influence team performance; hence there are more managers and scholars who pay attention to researches about knowledge transfer behavior in teams. Knowledge transfer has two sub-processes: knowledge sharing and knowledge receiving, and the motives of the two sub-processes are different. In addition, a large number of researches support that trust positively impacts on knowledge sharing and knowledge receiving. However, trust is a complicated psychological situation; the researches in the past usually treat trust as a whole concept and ignore the different mechanisms of trust. For example, trustfulness and trustworthiness are different mechanisms of trust, and they impact different indexes of team performance. This research discusses how the two mechanisms of trust- trustfulness and trustworthiness, differently impact the motives of two sub-processes of knowledge transfer- knowledge sharing and knowledge receiving, and therefore explain more about the relationship between trust and knowledge transfer behavior. This research tests the hypotheses with two empirical studies. Study one collects 102 data of team members to test the relationship of trust and knowledge transfer behavior of every team members. Study two collects 380 data of team members from 71 teams, and defines the knowledge sharers and knowledge receivers of the teams, then analyzing if the different knowledge roles have the different trust relationship, and prove the relationship of trust and knowledge transfer behavior. Results almost support all hypotheses of this research, which is that trust and knowledge transfer behavior are positively related, trustfulness is more related to knowledge receiving behavior, and trustworthiness is more related to knowledge sharing behavior. Based on these results, we discuss the implications and suggest some future researches.