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|Other Titles: ||The relationships among interpersonal trust, knowledge sharing motivation and sharing behavior|
|Authors: ||孫莉琴;Sun, Lee-Chin|
|Keywords: ||際信任;知識分享動機;知識分享行為;偏最小平方估計法;interpersonal trust;Motivation;knowledge sharing;Knowledge Sharing Behavior|
|Issue Date: ||2015-05-04 09:51:29 (UTC+8)|
本研究以F銀行從業人員為研究對象，探討人際信任、知識分享動機與知識分享行為的關聯性。本研究採判斷抽樣方式抽取樣本，總計發放330份問卷，回收有效樣本為311份，有效樣本回收率為97.2%。透過敘述性統計、信度分析、效度分析、及結構方程模型(Structural Equation Modeling, SEM)中之偏最小平方估計法(Partial Least Square, PLS)進行分析，其主要研究結果如下：
In recent years, impacted by the global financial turmoil and the Red Sea competition business environment, stressing on the premise of reducing costs, the domestic banking sector conducted preferential retirement to prompt the leaving of senior staffs. With the proportion of new colleagues increasing, the working circumstance in the banks changes gradually.
Since many new colleagues generally carried higher degree than in the past, they used to question in the training courses but did not pay attention to the basic banking operations. Therefore, the operation is not smooth and lack of adaptability experience for new colleagues in the actual integration execution period. Besides, they are not familiar with and used to the banking business culture. With the increase of banking business loading, senior employees'' work pressure rises, and inevitably affect the willingness of their knowledge sharing.
The aims of this thesis was to explore the relationships among interpersonal trust, knowledge sharing motivation and sharing behavior of the employees of F bank and verify the hypothesis proposed in this study. The questionnaires were issued by judgmental sampling method of 330 questionnaires and 311 effective samples were collected. The rate of effective sample response is 97.2%. Descriptive statistics, reliability, validity and partial least square method have been applied in order to examine the proposed research framework. After the
empirical research, the major findings were as follows:
1. Cognitive trust has positive impact on the mutually benefit of knowledge sharing motivation. Affect-based trust has positive impact on all the 4 factors, organizational rewards/ mutually benefit/ self-efficacy/ helpfulness of knowledge sharing motivation. Affect-based trust has most impact on mutually benefit.
2. Knowledge sharing motivation has positive impact on self-efficacy and helpfulness of knowledge sharing behavior.
3. Affect-based trust has positive impact on knowledge sharing behavior
It is recommended that F Bank can encourage employees to contribute their creativity and ideas, promote the sharing of knowledge sharing and circulation through reasonable incentive system. Setting up certain norms for sharing opportunities and encouraging learning will also made employees feel that their knowledge are valuable to the organization.
|Appears in Collections:||[企業管理學系暨研究所] 學位論文|
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