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

周佳惠

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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

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

周佳惠 , Masters　　Advisor：吳啟絹　　

繁體中文;英文

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

Abstract │ Reference (152) │ Altmetrics

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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.

Reference ( 152 ) 〈TOP〉

金承慧，「研發機構組織成員知識分享行為意圖研究—以工研院研發人員為例。」，元智大學資訊傳播研究所未出版碩士論文，(2003)：5-27。
連結：
房美玉，「台灣半導體產業組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響」，管理評論，第21卷第3期，(2002)：69-96。
連結：
陳姿安，「人格特質與藥廠業務人員工作績效之研究-以組織文化為調節變數。」，國立臺北大學企業管理學系未出版碩士論文， (2008)：10-24。
連結：
張緯良，人力資源管理，初版，台北：雙葉書廊，（2003）：113-289。
連結：
葉怡慧，「領導型態、激勵與工作態度之關係研究－以圖書出版編輯人員為例」，私立元智大學管理研究所未出版碩士論文，(2006)：24-44。
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