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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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