English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113311/144292 (79%)
Visitors : 50927615      Online Users : 923
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
    •  Adv. Search
    Home ‧ Login ‧ Upload ‧ Help ‧ About ‧ Administer Goto mobile version
    政大機構典藏 > 商學院 > 企業管理學系 > 期刊論文 >  Item 140.119/64220


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/64220


    Title: The retionship between high-commitment HRM and knowledge sharing behaviors and its mediators
    Authors: Chiang, Hsu-Hsin;Han, Tzu-Shian;Chuang, Ju-Sung
    江旭新;韓志翔;莊如松
    Contributors: 企管系
    Keywords: Human resource management;Job commitment;Knowledge management;Organizational commitment;Organizational trust;Perceived organizational support;Social exchange theory;Social identity theory;Taiwan
    Date: 2011
    Issue Date: 2014-02-26 15:06:01 (UTC+8)
    Abstract: Purpose – The purpose of this study is to investigate the relationship between high-commitment human resource management and individual knowledge-sharing behavior. Furthermore, the mediating factors that link the relationship are examined. Design/methodology/approach – The structural equation model was applied to test eight hypotheses by means of a survey of 198 practitioners. Findings – High-commitment human resource management was positively related to perceived organizational support. Perceived organizational support was positively associated with organizational trust and organizational commitment. Organizational commitment was positively related with knowledge-sharing behavior. Perceived organizational support and organizational commitment mediated the relationship between high-commitment human resource management and knowledge-sharing behavior. Research implications – First, enterprises can foster knowledge-sharing behavior by adopting high-commitment HRM. Second, when employees perceive organizational support, they generate organizational commitment and then perform knowledge-sharing behavior, benefiting the organization. Originality/value – From the perspectives of social exchange and social identity, this study demonstrated how high-commitment HRM practices dominate knowledge-sharing behavior via perceived organizational support and organizational commitment.
    Relation: International Journal of Manpower, 32(5/6), 604-622
    Source URI: http://dx.doi.org/10.1108/01437721111158224
    Data Type: article
    DOI 連結: http://dx.doi.org/10.1108/01437721111158224
    DOI: 10.1108/01437721111158224
    Appears in Collections:[企業管理學系] 期刊論文

    Files in This Item:

    File Description SizeFormat
    604622.pdf149KbAdobe PDF21292View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback