知識型企業組織承諾與離職意願關係之研究

二十一世紀是所謂知識時代，知識是企業重要競爭力，以往都是以有形資產方式來做，如今更重視無形資產，本研究以質性個案研究法，探究知識型企業組織是如何產生知識循環的過程，而組織承諾是如何造成對員工的影響，並從知識循環特性和組織承諾間的關係從中了解員工離職的影響。發現一、員工經由任務和案件分配的「學習」過程，所形成的認同對情感承諾有影響，負面影響會造成員工消極因應，進而提高離職意願；發現二、組織規範承諾與創辦人獨特領導風格的創新思想相關，透過「訓練」於該組織成員，提升成員對組織的義務感，有助於降低員工離職意願；發現三、企業經由技能與工作資源兩種知識優勢強化持續承諾，在配適的薪酬制度下，助於降低離職意願。最後綜合上述得到以下結論，1.知識循環受到案件的發配制度限制，因案件類型會影響組織承諾，提高員工離職影響。2.知識分享媒介不同，易造成學習局限性，書面資料、資訊與人的媒介掌握知識層面較低，影響員工的知識內化能力，造成員工態度和行為改變，進而破壞員工的組織認同，影響組織承諾導致提高離職意願。

關鍵字

知識型企業；組織承諾；離職意願

並列摘要

The 21st century is the so-called era of knowledge. Knowledge is an important competitiveness of enterprises. In the past, it was done in the form of tangible assets. Nowadays, more emphasis is placed on intangible assets. This study uses a qualitative case study method to explore how knowledge-based enterprise organizations generate knowledge Cycle process, and how organizational commitments affect employees, and understand the impact of employee turnover from the relationship between the characteristics of the knowledge cycle and organizational commitments. Finding 1. The identification formed by employees through the "learning" process of task and case assignment has an impact on emotional commitment, and negative effects will cause employees to respond negatively, thereby increasing their willingness to leave; Finding 2. Organizational normative commitment and founder's unique leadership style Relevant to the innovative ideas of the company, through “training” the members of the organization to enhance the members’ sense of obligation to the organization, which helps to reduce the willingness of employees to leave; found that the company strengthens continuous commitment through the two knowledge advantages of skills and work resources, and is adapting Under the new salary system, it helps to reduce the willingness to leave. Finally, the following conclusions are obtained from the above: 1. The knowledge cycle is restricted by the distribution system of cases, because the type of cases will affect organizational commitments and increase the impact of employee turnover. 2. Different knowledge sharing media can easily lead to learning limitations. Written materials, information, and human media have a lower level of knowledge, which affects employees’ knowledge internalization ability, causes changes in employees’ attitudes and behaviors, and then undermines employees’ organizational identity and affects Organizational commitment leads to increased willingness to leave.