近年來台灣跟隨世界腳步,各產業積極轉型為高附加價值與高運籌密集的知識密集型服務業,如今該產業於產出、就業及投資等成果均在台灣整體經濟發展地位與角色不斷上升。對於強調整合技術與服務的知識密集服務業而言,「知識」在其中扮演相當重要的競爭主體,且對知識工作者工作績效之影響密不可分。而知識分享的基礎為人際互動,又產生行動的前提為內心之意願,故本研究結合了社會網絡、知識分享意願與工作績效,欲探討組織內部各成員在不同社會網絡特性下與不同類型的知識分享意願及工作績效之間的關聯模式,且經過分析文獻後發現該三構念間可能的關聯性。然而不同的人格特質所擁有的意願與行為模式皆不相同,故本研究透過實證欲瞭解在個人社會網絡特性中經由不同人格特質干擾後,對其知識分享意願可能產生的影響。 本研究以知識密集服務業員工為施測對象,欲實證個人社會網絡、知識分享意願、人格特質與工作績效之關聯模式。採分層立意抽樣法發放問卷給該產業員工,藉配對方式由其直屬主管評量該員工之工作績效以避免自評誤差與共同方法變異,共發放1200份(600對)問卷,回收有效問卷為224份(112對),並利用統計軟體分析驗證本研究假設。主要實證結果如下: 1. 社會網絡對知識分享意願有部份構面顯著正向影響;社會網絡對工作績效有部份構面顯著正向影響;知識分享意願對工作績效有部份構面顯著正向影響。 2. 各構念間配適模式良好,且社會網絡不須透過知識分享意願之中介作用亦能直接影響工作績效。 3. 社會網絡會因不同人格特質之干擾正向影響知識分享意願。 4. 社會網絡、知識分享意願與人格特質在不同員工基本變項中存在部份差異。
In recent years, industries are heading toward to knowledge-intensive service (KIS) that have high value added and high strategy in Taiwan. The data of output, employment and investment show that KIS is gradually becoming an indispensable part in whole Taiwan economical development. However, “knowledge” is playing an important role in KIS that has emphasized combining technology and service, and it’s important for knowledge workers’ job performance. However, knowledge sharing activities are based on interpersonal relationship network and from the willingness. So the study reviewed the related literatures and then combined the relationship with social network, knowledge sharing willingness and job performance to constitute a model. Furthermore, one’s willingness and behavior will change through different personality traits, so the moderating effect from personality trait on the relationship between social network and knowledge sharing willingness. The subjects of the study were staffs in the KIS in Taiwan by adopting the superior/subordinate paired questionnaires to avoid self-rating bias and common method variance (CMV). After using stratified and purposive sampling, there were 224 (112 pairs) effective questionnaires returned among 1,200 (600 pairs) questionnaires distributed. The main results of the research are shown as follows: 1. Social network has a significant and positive influence on knowledge sharing willingness. Social network has a significant and positive influence on job performance. Knowledge sharing willingness has a significant and positive influence on job performance. 2. Fit model fitness of relationship exists among each construct and knowledge sharing willingness shows an absolutely that has no indirect mediating effect on social network and job performance. 3. Social network has a significant and positive influence on knowledge sharing willingness of job performance with a moderating influence of knowledge sharing willingness. 4. There have found some significant differences on social network, knowledge sharing willingness and personality trait among personal demographic information.