鑒於國內遊戲業者面臨市場飽和以及獲利困境,需要以自製遊戲產品走入國際市場,國際化最重要的前提需要有好的自製產品,因此業者莫不期望在研發人才方面,能夠提升專業知識和累積研發經驗以因應國際化的專業能力和視野。 故本研究從人力資源制度和行政措施的進行探討,蒐集人力資源管理、知識分享和遊戲產業資訊等相關文獻,以Herzberg的雙因子理論探討研發人員分享的動機因素。研究方法為對國內遊戲研發人員進行問卷調查,探討遊戲研發者的分享動機和知識來源,整理歸納遊戲研發組織在知識分享相關的制度和行政措施,並邀請遊戲研發組織高階主管,以焦點座談的方式進行交流討論,以獲得專家的意見。最後提出利於推動遊戲研發組織進行知識分享的人力資源管理制度和行政措施,提供遊戲研發公司做為參考,提升國內遊戲研發競爭力。 由問卷調查的資料研究結果發現,遊戲研發人員對知識分享動機主要來自「自我成長」和「成就感」,其次才是「人際互動」和「責任感」,對分享動機最不具影響性的因素為「升遷機會」和「獎酬」。最後根據專家在焦點座談會的討論和建議,本研究提出遊戲研發組織執行知識分享的「工作設計」、「教育訓練」、「績效獎酬」、「學習型組織」和「工作知識和資訊傳遞途徑」的相關制度和行政措施建議。
In view of domestic market saturation and profit erosion, Taiwanese game companies have to enter global market with self-developing and high quality games. All the game companies wish their R&D to enhance domain knowledge and accumulate experience ready for internalization arena. This thesis bases on Herzberg’s Two-Factor Theory to discuss the influence of HRM system on the knowledge sharing of game development companies. The research methods are questionnaire on staff plus interviews with executives. The questionnaire on game developing staff is to explore their motivation of knowledge sharing and their knowledge sources. The result of questionnaire also played as the base for the interview with senior executives of game companies to collect experts’ opinions and recommendation for HRM system design. The questionnaire reveals that “self-growth” and “the sense of achievement” are the most important two motivators for the game developing staff to share knowledge. “Interpersonal interaction” and “the sense of responsibility”, are the next two. The least important factors are “promotion opportunity” and “reward”. According to the suggestions and recommendation from the executive interview, this research finally proposes recommendations on the HRM system design which would promote knowledge sharing of game development companies.