員工賦能認知對組織知識活動影響之研究

A Study about the Influence of Employee Empowerment Perception on Organizational Knowledge Behavior

謝金龍(Jin-Lung Hsieh)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2011年)

https://doi.org/10.6840/cycu201100170

摘要

在知識經濟的時代裡，知識是智慧也是資產，隨著對知識的配置、生產和使用之依賴增加，造成了企業對知識的需求與重視。而企業如何透過有效的組織知識活動以提昇組織知識的價值，是大家所重視的關鍵性議題之一。而知識是存在於個人，如何使個人的內隱知識能轉化成為組織的知識，成為組織資產，成為現今知識管理的重點。
賦能（Empowerment）被學者公認是提昇組織效能與管理效能的重要關鍵，其最主要的原因在於賦能釋放員工的潛能，強調員工的內化及承諾，並鼓勵創新與承擔風險，使員工感受到自己是組織的一份子，更願意對工作投入更多的精力，以承擔更大的責任。而本研究的目的在瞭解員工對賦能的認知可否影響員工在組織內的知識活動，進而提升組織效能。
根據本研究的結果可知，員工賦能認知與組織知識活動具有顯著關連性；當員工對賦能的認知程度愈高時，對其在組織內從事知識活動的意願及行為發生有正面影響。另外，組織承諾及工作滿足對組織知識活動亦具有關連性。最後針對本研究結果對於企業主管在組織管理實務上提出以下四項建議。
1.善用賦能方式領導組織
2.增進員工組織承諾
3.提升員工工作滿足
4.妥善規劃知識管理的推行策略

關鍵字

賦能認知 ； 組織知識活動 ； 組織承諾 ； 工作滿足

並列摘要

In this age of knowledge-based economy, knowledge is not only intelligence but also assets. The increase of the reliance on the disposition, production and usage of knowledge caused the demand and attention of enterprises for knowledge. This is one of key topics that how the enterprises promote the value of organizational knowledge by the effective knowledge behaviors. The knowledge is existed on individual, and the focus of modern knowledge management is how to transfer employees’ tacit knowledge to the assets of organization.
Empowerment is acknowledged to be the one of the most important keys on the efficiency improvements of organization and management because it could release the staff’s potential. It would also encourage the staff’s innovation and push them to undertake the risks. And they would be willing to pay more attentions on their jobs to bear greater responsibilities. The purpose of this research is to understand whether the staff's cognition of empowerment could influence the staff's knowledge behaviors and then improve the efficiency of organization.
Regarding the results of this research, there was an obvious correlation between the staff’s cognition of empowerment and knowledge behaviors in organization. The higher staff’s cognition of empowerment could cause the higher positive influence in the inclination and execution of knowledge behaviors. Besides, we also found the obvious correlations between either organizational commitment or job satisfaction and knowledge behaviors in organization. In the end of this research, we propose four following suggestions for enterprise's executive on the organizational management practice,
1. Make the best of empowerment to guide the organization.
2. Promote the staff’s organizational commitment.
3. Advance the staff’s job satisfaction.
4. Plan appropriately the implementation strategy of knowledge management.

並列關鍵字

Job Satisfaction ； Organizational Commitment ； Cognition of Empowerment ； Knowledge Behaviors in Organization

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