領導風格、知識分享意願與組織承諾之關連性研究

The Relationships among Leadership Style, Knowledge Sharing and Organizational Commitment

黃凱榛(Kai-Chen Huang)

指導教授 ： 李弘暉

元智大學/管理學院/管理碩士在職專班/碩士(2011年)

摘要

在時代的不斷變化下，企業競爭優勢的來源就是知識，組織運用知識來提高其價值性及不易模仿性，成為企業的核心競爭能力。任何組織的成功在於它能夠利用知識分享創造、 散播及使用新的知識，以維持長久的競爭力。知識分享的關鍵不在技術而是在人，根據以往一些研究結果顯示：主管與部屬的關係是決定員工如何善用智慧與經驗的最大因素。此外，員工需要透過一股強烈的信仰，願意接受組織的目標與價值，而為組織的利益來努力，並期望透過組織成員對組織的這種承諾能夠超越自身的利益而提高知識分享的意願。因此希望透過本研究全面探討領導風格、知識分享意願與組織承諾的關聯性，並透過土木建築業、資訊科技業、醫療相關行業、軍公教業、服務業、金融業等不同產業之實證，比較不同產業在各變項間是否有差異存在。
本研究採用問卷調查法，共發出212份問卷，回收193份，有效問卷為191份。利用SPSS統計軟體，進行描述性統計分析、相關分析、變異數分析與迴歸分析來驗證本研究之假設。
本研究結果顯示：
一、領導風格對知識分享意願無顯著的影響。
二、領導風格對組織承諾無顯著的影響。
三、知識分享意願對組織承諾無顯著的影響。

關鍵字：領導風格、知識分享意願、組織承諾

關鍵字

領導風格 ； 知識分享意願 ； 組織承諾

並列摘要

In current times of continual change, the competitive advantage comes from knowledge. Organizations using knowledge to add value and difficult to imitate, enhance the core competitiveness of enterprises. The success of any organization lies in its ability to utilize knowledge-sharing practices and procedures to create, disseminate and use new knowledge in order to outlive or outlast the competition. The key point is not about using advanced technology, but people sharing knowledge. According to previous researches, a major factor for how the employee uses his or her knowledge and experience depends on the relationship between employers and employees. Besides, the employees need to have a strong belief for accepting the values and goals of the organization. Arousing employees' organizational commitment, willing to go beyond their own benefit is most likely to increase willingness to share knowledge. Therefore, the purpose of this study was to discuss the relationships among leadership style, employees’ knowledge sharing and organizational commitment.
This survey used the questionnaire as a research method. The samples were people in construction industry, information technology, medical service industry, military, civil, and teaching personnel, servicing industries and financial industry, in order to find out if there is any difference in the variables.
This study adopts the method of investigation through questionnaires. 212 questionnaires had been sent; there were 191 valid questionnaires among them. After collecting all questionnaires, I used SPSS statistical software to conduct Descriptive Statistical Analysis, Correlation Analysis, Variance Analysis and Regression Analysis for testing the hypothesis in this research.
The results of this study are shown as follows:
1.There was no significant difference effect on leadership style over the knowledge-sharing willingness.
2.There was no significant difference effect on leadership style over the organizational commitment.
3.There was no significant difference effect on knowledge-sharing willingness over the organizational commitment.

Keywords: Leadership Style, Knowledge Sharing, Organizational Commitment

並列關鍵字

Leadership Style ； Knowledge Sharing ； Organizational Commitment

參考文獻

2. 林秋慧：組織承諾與工作滿意對員工知覺服務品質影響之研究—以休閒健身俱樂部為例。南亞學報第二十六期，pp.309

5. 吳百祿（2006）：知識經濟時代的領導理論。學校行政雙月刊，第43期,pp.22-35

8. 許月娥（2006），領導行為、知識分享意願只組織公民行為意向關係之研究，元智大學管理研究所碩士論文。

12. 顏忠漢（2009），員工組織承諾、工作滿意度與離職傾向之關聯性研究－以臺北市健康服務中心為例，國立臺灣大學公共衛生學院醫療機構管理研究所碩士論文。

3. Avolio, B. J. (1999). Full leadership development: Building the vital forces in organizations. Thousand Oaks, CA: Sage.