本研究旨在探討人際關係網絡、人格特質與知識特質對於知識分享之影響,進探討對工作績效的影響。另外亦加入調節變數-員工間的互動,探討員工間的互動是否有助於知識分享與工作績效的提升。因此,研究目的分別為以下: 一、探討人際關係網絡、人格特質與知識特質對於知識分享之影響。 二、探討知識分享對於之工作績效影響。 三、探討員工間互動是否有助於知識分享與工作績效的提升。 本研究之實證研究以A公司六個部門做調查,共有64位受訪者。從研究假說檢結果,可發現本研究架構所提之研究假說,部分獲得支持。成立的假說為:(1) 親和性對知識分享具正向影響;(2) 顯性知識及隱性知識對知識分享皆具有正向影響,而顯性知識會比隱性知識對知識分享的影響程度更高;(3) 員工間互動對知識分享與主觀比較性工作績效正向加強的影響。因此,本研究結論在實務上之意涵為:(一)鼓勵知識分享;(二) 重視組織中成員間互動的品質。
This study investigates interpersonal network, individual traits and knowledge traits impact on knowledge sharing, and then influence on job performance. Furthermore, adds employee interaction as moderating variable to investigate if the interaction contributes to job performance. Therefore, the objective of study is as following: 1. Interpersonal network, individual traits and knowledge traits impact on knowledge sharing. 2. Knowledge sharing impact on job performance. 3. Interaction contributes to knowledge sharing impact on job performance. This study survey six departments in A company, total 64 respondents. The findings are: (1) Agreeableness impact on knowledge sharing positively; (2) Explicit and tacit knowledge impact on knowledge sharing positively, and explicit knowledge impact knowledge sharing more than tacit knowledge; (3) Interaction contributes to knowledge impact on comparative job performance. Therefore, the implications in practice are: (1) Encourage knowledge sharing; (2) Pay attention to the effectiveness of interaction.