Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/64617
題名: 高承諾人力資源管理、知覺組織支持、信任與知識分享之關係探討:跨層次的分析
其他題名: High Commitment HRM, Perceived Organizational Support, Trust, and Knowledge Sharing: A Multiple-Level Analysis
作者: 韓志翔;江旭新;楊敦程
Han, Tzu-Shian ; Chiang, Hsu-Hsin ; Yang, Tun-Cheng
貢獻者: 企管系
關鍵詞: 高承諾人力資源管理 ; 知覺組織支持 ; 信任 ; 知識分享
High-commitment HRM ; perceived organizational support ; trust ; knowledge sharing
日期: Jan-2009
上傳時間: 12-Mar-2014
摘要: 在知識經濟時代,知識被視爲企業競爭優勢的重要資源,然而知識分享是否成功,關鍵在於員工有否適當地被激勵,以及是否願意積極主動地參與分享其知識與專業能力。而高承諾人力資源管理乃是一個能影響員工的承諾及動機的策略,因此企業可以採取此策略使員工知覺組織支持,產生信任,進而分享關鍵知識。然而單一層次研究會造成CMV偏誤,因此本研究以跨層次的分析方法(HLM),探討高承諾人力資源管理如何影響知覺組織支持、信任與知識分享。以台灣金融機構的主管與及所屬員工爲研究對象,從27家公司回收主管問卷177份及員工問卷926份。個體層次的分析結果發現,知覺組織支持與信任呈正向相關,知覺組織支持、信任與知識分享呈正向相關,信任部分中介知覺組織支持與知識分享之關係;跨層次的分析結果發現,高承諾人力資源管理與知覺組織支持呈正向相關。
Prior research on knowledge sharing has focused on individual-level, team-level or organizational-level analyses. High-commitment HRM is regarded as a commitment-based strategy which may foster employee motivation that contributes to knowledge sharing. A multiple-level analysis was adopted to investigate relationships among high-commitment HRM, perceived organizational support, trust, and knowledge sharing. Samples collected by this study obtained from 27 financial institutes in Taiwan, including 177 supervisors and 926 subordinates. Individual-level results showed that positive relationships existed in relations between perceived organizational support, trust, and knowledge sharing. Trust partially mediated the relationship between perceived organizational support and knowledge sharing. Cross-level results represented that high-commitment HRM was positively associated with perceived organizational support.
關聯: 管理評論, 28(1), 25-44+127-135
資料類型: article
Appears in Collections:期刊論文

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