本研究藉由計劃行為理論模型,探討該理論中所謂的外生變數,對研發機構組織成員分享意圖的影響,以及其與計劃行為內在變數之間的關係。其中,外生變數可區分為個人層次因素與組織環境因素等兩個構面,前者所探討的變數包括:個人動機取向(自利/利他)、工作滿足、組織承諾、合作需求的工作特性,以及人口變數等;後者則包括信任、組織文化、高階領導以及管理制度。研究對象是以國內少數跨領域的研發機構─工業技術研究院─為例,針對代表知識擁有者的資深研發人員,以及參與院內知識管理實務社群的成員,作為兩組研究樣本,透過問卷調查方式,分析、比較影響兩組研究樣本知識分享行為意圖的主要因素有何差異。研究結果顯示,主要影響資深研發人員分享意圖的因素為:利他取向的分享動機、工作滿足,以及工作上需要與他人合作的特性;在知識社群成員方面,則是信任,及需要與他人合作的工作特性等因素,對成員的分享意圖有顯著影響。然而,其他因素可能透過影響個人對分享行為的傾向態度、知識分享的主觀規範,以及分享行為的控制認知等計劃行為內在變數,而間接對分享意圖產生影響作用。從本研究的結果發現,強化成員間在工作上的合作需求、促動個人利他取向的分享動機,皆有助於提升組織成員的分享意圖;此外,建立信任的組織文化,並且在管理制度上採取適當的措施加以配合,將有利於提供組織成員健全的知識分享環境。
This research studied the relationships among external variables, internal variables, and employee intention of knowledge sharing in the Theory of Planned Behavior. The external variables include both individual-level and organizational-level factors. The individual-level factors include motive driven of knowledge sharing (egocentric or altruistic), job satisfaction, organizational commitment, cooperative works, and demographic variables, while the organizational-level factors contain trust, organizational culture, leadership, and managerial system. Industrial Technology Research Institute in Taiwan, which is a multi-field research institution, is chosen as the case under study. A questionnaire survey has been done respectively in two research groups which represent senior R&D employee and members in community of practice of knowledge management, in order to find out the major determinants of employee intention of knowledge sharing, and further, to compare the differences within these two groups. Research results reveal that altruistic motive of knowledge sharing, job satisfaction, and cooperative works have statistically significant impacts on the intention of knowledge sharing in the senior R&D employee group, on the other hand, trust and cooperative works are the major determinants of the employee intention of knowledge sharing in community of practice of knowledge management. Moreover, external variables have indirectly influences through internal variables including attitude toward the knowledge sharing behavior, subject norms concerning the behavior, and perceived behavioral control to impact the employee intention of knowledge sharing. In conclusion, it has positive influences on employee intention of knowledge sharing by reinforcing the cooperative work relationship within employees and activating altruistic motive of knowledge sharing. In addition, it is helpful for knowledge sharing contexture by building up a trustful organizational culture and adopting proper managerial system.