Title

內、外在激勵與工作滿足對知識分享影響之研究-以組織文化為調節變數

Translated Titles

THE IMPACTS OF INTRINSIC AND EXTRINSIC MOTIVATION AND JOB SATISFACTION ON KNOWLEDGE SHARING-ORGANIZATIONAL CULTURE AS A MODERATOR

Authors

周佳惠

Key Words

內在激勵、外在激勵、工作滿足、知識分享、組織文化 ; Intrinsic Motivation ; Extrinsic Motivation ; Job Satisfaction ; Knowledge sharing ; Organizational Culture

PublicationName

大同大學事業經營學系所學位論文

Volume or Term/Year and Month of Publication

2012年

Academic Degree Category

碩士

Advisor

吳啟絹

Content Language

繁體中文;英文

Chinese Abstract

Francis Bacon(1620)曾說過「知識就是力量」,而隨著時代的變遷,知識在現今競爭激烈的商業環境中看來,確實代表著一股力量,因為它象徵的是企業的競爭力,因為企業擁有知識的多寡將會影響其是否能夠與他人競爭,並在變動的環境中持續生存,而又因知識能在轉移、流通的過程中提升價值,所以,透過知識的分享,企業不僅能擁有強大的競爭力,也可提升整體的組織績效與價值。 然而,知識分享在組織內卻不是一種員工自發性的常見行為,而過去的研究又鮮少將內、外在激勵與工作滿足三者之間的關係與知識分享連結在一起以進行研究。因此,本研究以內、外在激勵與工作滿足為自變數,旨在探討其對於知識分享的影響,以瞭解如何才能促進組織成員進行知識分享,然後因考慮到知識分享為一種組織內成員的行為,故而又進一步以組織文化做為調節變數,以求了解組織文化對此三個變數之間的關係是否具有調節效果。 本研究以金融業為調查對象,總共發放問卷 300 份,其中扣除未回收及無效問卷後,最後回收有效問卷總共 194 份。而後,本研究運用結構方程模式(structural equation modeling,SEM)來進行資料分析及驗證。結果發現,內、外在激勵不僅對於工作滿足具有直接且正向的關係,其中,內在激勵對於知識分享更會直接造成影響,不過,外在激勵則需要透過工作滿足才能對知識分享產生顯著的影響,而組織文化在此三個變數之間則具有調節效果。

English Abstract

Francis Bacon (1620) once said “Knowledge is power”, and with the changing times, in today's competitive business environment, knowledge is indeed a force. It represents a company's competitiveness. The amount of knowledge will affect the competition with other, decide whether one can and continued survival in a changing environment. In addition to, because knowledge can enhance the value in transfer and circulation process, therefore enterprises can have a strong competitive force and enhance the overall organizational performance and value by knowledge sharing. However, knowledge sharing is not an employee spontaneous behavior of common , and post study rarely to survey extrinsic and intrinsic motivation and job satisfaction in the relationship between. Therefore, This study use Intrinsic and extrinsic motivation and job satisfaction as independent variables to discuss their impact on knowledge sharing and understand how to promote the organization members for knowledge sharing. Finally, because thanking knowledge sharing is behavior of members of an organization, therefore this study further use organizational culture as moderator variable to understand the relationship between organizational cultures of these three variables. This study use financial industry as respondents and three hundred questionnaires were distributed, resulting in 194 complete and usable responses. Then this study use structural equation modeling for data analysis and validation. The result showed that intrinsic and extrinsic motivation were significantly associated with job satisfaction, among them, intrinsic motivation for knowledge sharing will have a direct impact. However, extrinsic motivation must through job satisfaction to significantly influence knowledge sharing. In addition to, organization culture moderator effect between the three variables.

Topic Category 經營設計學院 > 事業經營學系所
社會科學 > 管理學
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