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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎 | |
| dc.contributor.author | Shu-Hsun Wang | en |
| dc.contributor.author | 王淑纁 | zh_TW |
| dc.date.accessioned | 2021-06-13T06:43:06Z | - |
| dc.date.available | 2005-08-01 | |
| dc.date.copyright | 2005-08-01 | |
| dc.date.issued | 2005 | |
| dc.date.submitted | 2005-07-29 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/35176 | - |
| dc.description.abstract | 知識已被視為本世紀的新企業最重要的策略性資源。但是傳統以來知識分享的研究泰半集中於技術層面的問題，如資料庫的建立。本研究則從「人際觀點（people perspective）」來探討組織中的知識分享行為以及其可能的影響。本研究架構大致可分為兩個部份，第一部份旨整合個體因素---性格及人際因素---信任，來探討組織中知識分享的前因：結果發現對他人的信任確實扮演了開放性格與知識分享二者的中介效果。另在考慮分享行為的另一端---接收者的性格之後，發現接收者開放性會負向地調節分享者開放性到對他人信任的關係。第二部份則分別從態度面、行為面來探討影響同事關係的因素，結果發現信任、知識分享行為都對同事關係有正面影響，而知識分享行為是信任與同事關係之間的中介機制。結合此二部分的研究，提出同事知識分享的完整歷程。 | zh_TW |
| dc.description.abstract | Knowledge has been deemed as corporations’ crucial resources in the century. Traditionally the researchers have focused on the technology side of knowledge storage such as the knowledge management system. The present research aims to clarify the process of knowledge sharing in organizations from a “people perspective”. The framework is divided into two parts: in the first part, it integrates the individual factor---sender’s personality and interpersonal factor---trust, as the antecedents of knowledge sharing. Moreover, it considers the other party in the interaction relationship---the receiver’s personality, to see how it affects each other’s trust; and further, the knowledge sharing. The second part is to raise the possible influence of trust and knowledge sharing on coworker’s relationships. In this part it highlights the mediating role of knowledge sharing in the relationship between trust and coworker relationship. To combine these two parts, it proposes a complete picture of knowledge sharing process. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-13T06:43:06Z (GMT). No. of bitstreams: 1 ntu-94-R91227003-1.pdf: 1250551 bytes, checksum: 671f742f1cd61e0a063b5e03685c9586 (MD5) Previous issue date: 2005 | en |
| dc.description.tableofcontents | 目次 第一章 前言與文獻回顧⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 1第一節 前言⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 1第二節 知識與知識分享⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 5第三節 性格理論與相關文獻回顧⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 15第四節 性格、信任與知識分享⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 26第五節 接收者性格的調節效果⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 38第六節 知識分享對同事關係的影響⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 43第七節 研究架構⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 66第二章 研究方法⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 69第一節 研究樣本⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 69第二節 研究工具⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 71第三節 研究程序⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 79第四節 資料分析⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 80第三章 研究結果⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 83第一節 各變項之相關⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 83第二節 「分享者」的盡責性與開放性、對接收者的信任、知識分享行為的區段迴歸分析 ⋯⋯⋯⋯⋯⋯⋯⋯ 85第三節 接收者性格對「分享者性格」與「對接收者的信任」二者關係的調節效果⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 89第四節 知識分享與「同事交換關係品質」、「對分享者信任」的區段迴歸分析⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 92第五節 從分享者性格到結果變項的結構方程模式分析⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 96第四章 討論與建議⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 99第一節 結果討論與研究貢獻⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 100第二節 研究限制⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 102第三節 未來研究方向⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 103第四節 管理實務意涵⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ ⋯⋯⋯⋯⋯⋯⋯⋯ 105參考文獻 ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 107 | |
| dc.language.iso | zh-TW | |
| dc.title | 性格到信任:同事對偶關係中的知識分享歷程 | zh_TW |
| dc.title | From Personality to Trust: The Psychological Mechanism of Knowledge Sharing in a Dyadic Coworker Relationship | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 93-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 王叢桂,黃家齊,吳宗祐 | |
| dc.subject.keyword | 知識分享,盡責性,開放性,認知信任,同事交換關係品質,契合度, | zh_TW |
| dc.subject.keyword | Knowledge sharing,conscientiousness,openness to experiences,trust,co-worker exchange relationship quality,fitness, | en |
| dc.relation.page | 121 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2005-07-30 | |
| dc.contributor.author-college | 理學院 | zh_TW |
| dc.contributor.author-dept | 心理學研究所 | zh_TW |
| 顯示於系所單位： | 心理學系 | |
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