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    政大機構典藏 > 商學院 > 企業管理學系 > 期刊論文 >  Item 140.119/64617
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/64617


    Title: 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
    Other Titles: High Commitment HRM, Perceived Organizational Support, Trust, and Knowledge Sharing: A Multiple-Level Analysis
    Authors: 韓志翔;江旭新;楊敦程
    Han, Tzu-Shian;Chiang, Hsu-Hsin;Yang, Tun-Cheng
    Contributors: 企管系
    Keywords: 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
    Date: 2009-01
    Issue Date: 2014-03-12 17:48:25 (UTC+8)
    Abstract: 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.
    Relation: 管理評論, 28(1), 25-44+127-135
    Data Type: article
    Appears in Collections:[企業管理學系] 期刊論文

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