「人」是群居動物,團結是前進的力量,競爭是進步的動力,然而,惡性的競爭卻成為團結互助的致命要害,在企業職場中常見過度的競爭為求獲得職務上優勢,使人與人之間產生仇視敵對,而失去團結互助的友善關係。 團隊合作為企業永續經營之道,良好的知識管理亦是企業重要資產,知識管理架構K =(P+I)S中,唯有透過知識分享的過程才能達到乘數般效果,知識分享實為知識管理中重要的一環。但分享行為來自於個人自願性,多數員工認為知識分享將喪失職務籌碼與競爭力,且無義務分享己知己能,而這樣的文化認知,造成了知識管理成效不彰的原因之一。因此,本研究採用雁行理論觀點探討雁行理論、知識分享與組織效能之間的影響關係,並試圖了解企業普遍員工對個人工作職務上進行知識分享的意願接受程度與原因種類,及接受分享可獲得之組織效能種類別。 本研究採用隨機抽樣方式進行研究樣本的抽樣,總共發出400份問卷,回收232份,剔除無效問卷36份,共計有效問卷196份,有效問卷回收率為49.00%。本研究調查資料茲採用因素萃取、共同方法變異分析、信度分析、效度分析,以及線性方程模式來驗證各研究變數間的影響關係。 本研究之結論可以歸納如下: 1.「雁行理論」對「知識分享」有顯著正向的影響。 2.「知識分享」對「組織效能」有顯著正向的影響。 3.「雁行理論」對「組織效能」有顯著正向的影響。 4.「雁行理論」會透過「知識分享」的中介影響,而正向影響「組織效能」。 5.研究樣本的人口統計變項在雁行理論、知識分享與組織效能有顯著差異,包括:年齡、學歷、部門別以及部門人數。 最後就本研究之結論與意涵作深入探討,並呈現具體之研究貢獻與建議以供企業界及學術界參酌。並額外納入一「感動」管理之「感謝卡」有感回饋機制之建議,以促進員工知識分享,增進組織效能。
Human beings are gregarious animals. Unity is the force of going forward; competition is the force of progress. However, vicious competition would be the crucial points for unity and cooperation. Common excessive competition in vocation field is for getting the advantage of post, and it would result in antagonism, and then lost the friendship of unity and cooperation eventually. Teamwork is the way to manage industry forever. Well-known knowledge management is also the important industries’ property. From instruction of knowledge management K =(P+I)S, only the procedure of knowledge sharing can reach the multiplicator effect; knowledge sharing is really one of the important key points of knowledge management. Nevertheless, sharing behavior is from personal willing. Large parts of employees think knowledge sharing will let them lose chips and competition of post, and no duty to share best knowledge by themselves. This kind of culture recognition cause one of reasons of inefficient management. Thus, “Flying-Geese Theory” is adopted in this study, and relationship among “Flying-Geese Theory”, knowledge sharing and organization efficiency are also researched in this study. Further, try to realize the inclination and cause of knowledge sharing and which category of organization efficiency can be accepted on personal post for common industrial’s employee. Random sampling is adopted for research samples in this study. 400 questionnaires had been issued totally, and 232 questionnaires were retrieved. After eliminating 36 useless questionnaires, there are 196 effective questionnaires. The recovery rate of questionnaires reaches 49.00%. Factor extraction, common method variance, reliability, validity, and structural equation model (SEM) are used in this research survey to verify the relationship among variables. The conclusions of this research are summarized as below: 1. There is a significant positive influence between “Flying-Geese Theory” and “Knowledge Sharing”. 2. There is a significant positive influence between “Knowledge Sharing” and “Organizational Effectiveness”. 3. There is a significant positive influence between “Flying-Geese Theory” and “Organizational Effectiveness”. 4. “Flying-Geese Theory” has a significant positive influence on “Organizational Effectiveness” through the moderating effect of “Knowledge Sharing”. 5. Population statistics variables of research sample have the significant deviation among “Flying-Geese Theory”, “Knowledge Sharing”, and “Organizational Effectiveness”, including age, educational degree, department, and number of people of department. At last, explore the conclusions of this research in detail, and show the specific research contribution and suggestion to business industrial and educational industrial for reference. Bring up a suggestion, “grateful cards” feedback mechanism of personal feeling of “touched” management, to improve knowledge sharing by employees, and enhance organizational effectiveness.
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