淡江大學機構典藏:Item 987654321/87620
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    Please use this identifier to cite or link to this item: https://tkuir.lib.tku.edu.tw/dspace/handle/987654321/87620


    Title: 影響隱性知識分享因素之探討 : 以出版業個案為例
    Other Titles: A study of tacit knowledge sharing-the case of the publishing industry
    Authors: 陳泳澐;Chen, Yung-Yun
    Contributors: 淡江大學會計學系碩士在職專班
    林谷峻;Lin, Ku-Jun
    Keywords: 知識分享;隱性知識;個人層次;組織文化;團隊層次;工作績效;knowledge sharing;Tacit Knowledge;Individual Dimensions;Organizational Culture;Team Dimensions;job performance
    Date: 2013
    Issue Date: 2013-04-13 11:29:24 (UTC+8)
    Abstract: 本研究旨在探討影響隱性知識分享之因素，由於顯少有以出版業之角度來做探討，因此本研究以出版業做為研究對象，期能提供給企業及後續研究者之參考。
    在確定研究動機、擬定研究方向及研究目的後，對國內外之相關文獻加以歸納整理，再根據其理論基礎建立本研究之架構與假說。本研究以出版業內之員工為對象，共發出155份問卷，回收有效問卷為143份，有效回收率為92.26%，並藉由SPSS統計軟體進行敘述性統計、信效度分析、因子分析及迴歸分析。最後根據實證之結果提出主要研究結論如下:
    1.個人層次因素之自我效能感對任務績效有顯著影響。
    2.個人層次因素之信任與自我效能感對脈絡績效有顯著影響。
    3.組織文化因素之程序公平對任務績效有顯著影響。
    4.組織文化因素之程序公平對脈絡績效有顯著影響。
    5.團隊層次因素之社會網絡下的網絡中心性與社會連帶對任務績效有顯著影響。
    6.團隊層次因素之社會網絡下的網絡中心性及領導者的支持對脈絡績效有顯著影響。
    The purpose of the study was to investigate tacit knowledge sharing. However, few publishing industries’ position is investigated. Therefore,
    this study aims to investigate the internal employees in the publishing industry. Finally, it is expected that the research can be available to the enterprises and the future study.
    After determining the research motivation, developing research aspects and research purposes, I have collated and analyzed the relevant literatures, than established the framework and hypotheses of this study in accordance with its theoretical foundation. In the study, the staffs selected in the publishing industry are asked to fill in the survey. Overall, a total of 155 questionnaires issued. To be more precise,143 questionnaires were available in use. The effective recovery rate is 92.26 percent. The descriptive statistics, factor analysis, reliability analysis and regression analysis were by SPSS. After the empirical research, the findings as follows:
    1.Individual dimension in self-efficacy has significant impact on the task performance.
    2.Individual in trust and self-efficacy have significant impact on the contextual performance.
    3.Organization culture in procedural justice has significant impact on the task performance.
    4.Organization culture in procedural justice has significant impact on the contextual performance.
    5.Team dimension in network centrality and social solidarity of social network have significant impact on the task performance.
    6.Team dimension in network centrality of social network and supervisor support have significant impact on the contextual performance.
    Appears in Collections:[Graduate Institute & Department of Accounting] Thesis

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