高雄百貨業隨著高雄近十年來逐步進行產業升級而更加蓬勃興盛,而在面臨高度的競爭下,以服務為主體的百貨業者必須試圖提升組織學習以因應外部環境的快速變化,也因此對於員工的招募甄選與教育訓練便成了相當重要的議題,特別是透過員工的自我導向學習傾向及知識分享意願來促進組織學習。因此,本研究主要在探討員工自我導向學習傾向和知識分享意願是否會影響組織學習的成效,且以知識分享意願作為中介變項,探究其在自我導向學習傾向與組織學習間的中介效果,以根據研究結果提出人力資源上的管理建議,為高雄百貨業者提供理論及實務上的參考依據。 本研究以簡單隨機抽樣的方式來進行問卷調查的發放,以高雄某百貨業者的內部員工為研究對象,共收回113份有效問卷,並將問卷透過信度分析、驗證性因素分析及迴歸分析等統計方法來進行檢驗,研究結果發現: 1. 員工自我導向學習傾向與組織學習成效有顯著正相關。 2. 員工自我導向學習傾向與知識分享意願有顯著正相關。 3. 員工知識分享意願與組織學習成效有顯著正相關。 4. 知識分享意願在自我導向學習傾向與組織學習成效間有顯著中介效果。
As department stores are becoming more flourishing in Kaohsiung due to the industrial upgrade in recent ten years, they have to attempt to boost organizational learning to get with the fast-changing environment; therefore, the staffing/recruiting process and on-the-job training has taken center stage, especially the issue of employees’ self-directed learning readiness and knowledge sharing willingness. Hence, this research is aimed at investigating the correlation of self-directed learning readiness and knowledge sharing willingness on organizational learning performance, and the mediating effect with knowledge sharing willingness as mediator between the two other variables. In order to reach the above objectives, this research obtained 113 valid samples by questionnaires. The sample data was conducted with reliability analysis, confirmatory factor analysis, and regression analysis and so on. The results are shown as following: 1. Self-directed learning readiness has significantly positive effect on organizational learning performance. 2. Self-directed learning readiness has significantly positive effect on knowledge sharing willingness. 3. Knowledge sharing willingness has significantly positive effect on organizational learning performance 4. Knowledge sharing willingness as the mediator has significantly positive mediating effect between self-directed learning readiness and organizational learning performance.