淡江大學機構典藏:Item 987654321/54089
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    题名: 工作價值觀、組織承諾與知識分享間關係之研究 : 以某國防科技研發機構為例
    其它题名: The relationships among work value, organizational commitment and knowledge sharing : case of a defense technology research and development institute
    作者: 王麗玲;Wang, Li-Ling
    贡献者: 淡江大學企業管理學系碩士在職專班
    王居卿;文馨瑩;Wang, Chu-Ching;Wen, Son-Ya
    关键词: 工作價值觀;組織承諾;知識分享;Work Value;Organizational Commitment;knowledge sharing
    日期: 2011
    上传时间: 2011-06-16 21:59:49 (UTC+8)
    摘要: 本研究旨在探討某國防科技研發機構員工之工作價值觀、組織承諾與知識分享間關係。本研究從相關的文獻探討開始著手，再根據其理論基礎建立本研究之架構與假設，並選用適當的量表為研究工具，再進行問卷調查。本研究共發放300份問卷，有效回收樣本275份，有效問卷回收率91.67%。針對有效樣本275份資料，進行信度分析、敘述性統計、因素分析、t檢定及單因子變異數分析、相關分析及多元逐步迴歸分析。經實證分析和討論後，有以下重要發現：
    1.在工作價值觀對組織承諾的影響方面，目的價值取向、健康價值取向愈高的員工，組織承諾就愈高；工具價值取向則無顯著的正向影響。
    2.在組織承諾對知識分享的影響方面，組織承諾愈高的員工，知識分享動機及知識分享行為就愈高。
    3.在工作價值觀對知識分享動機的影響方面，只有目的價值取向愈高的員工，知識分享動機就愈高；工具價值取向及健康價值取向則無顯著的正向影響。在工作價值觀對知識分享行為的影響方面，目的價值取向、健康價值取向愈高的員工，知識分享行為就愈高；工具價值取向則無顯著的正向影響。
    4.組織承諾在工作價值觀與知識分享之間具有部份的中介效果。
    The main purpose of this research is to find the relationships among work value organizational commitment and knowledge sharing – case of a defense technology research and development institute. This research is begun from reviewing relevant articles, and then sets up framework and hypotheses of this research according to its theoretical foundation, selects the proper scales to conduct empirical survey. 300 copies of questionnaires were issued based on stratified convenience sampling. The effective response sample is 275 copies which account for effective rate of 91.67%. Based on these effective responses, several quantitative analytical methods are used which include reliability analysis, descriptive statistics, factor analysis, t-test, one way ANOVA, correlation analysis and multiple regression analysis. After the empirical research, the major findings as follows:
    1. In the influence of work value to organizational commitment, the more purpose value orientations and health value orientations employees were, the stronger was the organizational commitment. Work value orientations has not significantly positive effect on organizational commitment.
    2. In the influence of organizational commitment to knowledge sharing, the stronger organizational commitment employees were, the higher were the knowledge sharing motivation and knowledge sharing behavior.
    3. In the influence of work value to knowledge sharing motivation, only the more purpose value orientations employees who have the higher knowledge sharing motivation. Utility value orientations and health value orientations have not significantly positive effect on knowledge sharing motivation. Moreover, the more purpose value orientations and health value orientations employees were, the higher was the knowledge sharing behavior. Utility value orientations has not significantly positive effect on knowledge sharing behavior.
    4. Organizational commitment had only the partial mediation effect on the relationship between work value and knowledge sharing.
    显示于类别:[企業管理學系暨研究所] 學位論文

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