從知識管理角度探討資訊人員工作滿足、組織承諾

A Study of IS Staff’s Job Satisfaction and Organizational Commitment from the Perspective of Knowledge Management

萬初偉(Chu-Wei Wan)

指導教授 ： 吳明泉

長榮大學/資訊暨工程學院/資訊管理研究所/碩士(2008年)

https://doi.org/10.6833/CJCU.2008.00176

摘要

知識為二十一世紀企業經營中最重要的資本。資訊人員是組織中最重要的知識工作者之一，面對資訊科技的快速發展，過多工作知識與技能的要求負荷是造成資訊人員離職的主要原因，過去國內研究多從人力資源管理角度來探討解決此問題，未有研究從知識管理的角度來探討其對資訊人員的工作影響，缺乏此方面之瞭解對企業知識管理內容可能有所遺漏，也無法有效解決資訊人員工作上的壓力與困擾。
基於此，本研究嘗試探討企業知識管理機制與文化對資訊人員之組織承諾與工作滿意度之影響。經建立研究模式與假說，定義變數與構面後，完成問卷設計，再於2007年10月間以便利抽樣方式對各企業之資訊人員進行網路施測，共回收162份有效問卷。經運用包括信度、相關、迴歸及變異數等統計方法，驗證了大部分架設。
結果發現，資訊人員對於企業提供的知識管理環境，工作滿足及組織承諾感受程度不高，工作滿足與組織承諾均分別明顯受知識管理機制或文化的影響，也發現在不同文化下與機制策略之搭配組合，其工作滿足與組織承諾較高之情形，此結果可供企業及學界參考。

關鍵字

組織承諾 ； 工作滿足 ； 知識管理

並列摘要

Knowledge has become the most important asset for business in the 21st century. As the most important knowledge worker, many Information System (IS) staff, in the face of rapid IT development, quit their jobs mainly due to too much demand from work, knowledge, and skill. Previous research usually copes with such problems from the perspective of traditional Human Resource. There is no enough study focusing on Knowledge Management (KM). Lack of such understanding may miss an important aspect of KM, or cannot provide effective measures to ease IS staff’s stress and torment from daily work.
For this reason, the research attempts to study the effects of KM mechanism and culture to IS staff’s job satisfaction and organizational commitment. Through developing the research model and hypothesis, defining variables and constructs, a questionnaire was designed, followed by an online survey conducted using convenience sampling on IS personnel in all sectors in October, 2007. Totally 162 effective records of data were collected for analysis. Statistical methods including reliability, factor, correlation, regression, and ANOVA were employed to test the reliability, validity, and related hypothesis.
The result shows that IS staff in Taiwan generally has an unremarkable KM environment with low job satisfaction and organizational commitment, both of which are significantly affected by KM mechanism and culture in different ways. Also different mechanisms under different cultures reflect greater effect on job satisfaction and organizational commitment. The result can provide valuable references for business and academic as well.

並列關鍵字

Job Satisfaction ； Organizational Commitment ； Knowledge Management

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