知識移轉績效對組織智慧資本之影響－多層次研究__臺灣人文及社會科學引文索引資料庫

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題名：	知識移轉績效對組織智慧資本之影響－多層次研究
作者：	郭嘉珍
作者(外文)：	Chia-Chen Kuo
校院名稱：	義守大學
系所名稱：	管理研究所博士班
指導教授：	方世杰林麗娟
學位類別：	博士
出版日期：	2008
主題關鍵詞：	多層次分析；知識移轉績效；組織智慧資本；multilevel analysis；knowledge transfer performance；organizational intellectual capital
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:0 共同引用:0 點閱:1

本研究從知識基礎理論之知識移轉績效(結果導向)觀點切入，加以探討對組織智慧資本產生之影響性，以補足先前研究從知識移轉過程或機制觀點(行為導向)探討對組織智慧資本影響之研究缺口。此外，本研究以多層次分析方法探討知識移轉績效與組織智慧資本間之關係，以避免如同多數先前研究僅以單一層次分析(個體層次或組織層次)方法以知識移轉績效之前因來預測知識移轉績效，可能成理論與實證結果不一致情況。本研究對相關構念進行文獻回顧，及建立各構念間之研究假說後建構一跨層次觀念性架構，並以實證方式檢定研究假說，以達到研究結果與理論之間具有一致性，及期望研究結果對學術研究與實務運作等方面均有重要貢獻。
本研究以台灣地區12種高科技製造業之公司為調查對象，並以隨機抽樣方式郵寄問卷給受測公司之研發、品保及人力資源部門主管與員工填答。在前測階段寄發144家問卷，共蒐集35家完整問卷，經信度與效度檢定，及修正預試問卷之適用性無誤後，在正式調查階段郵寄發596家問卷，實際共獲得208家完整問卷，含624份主管問卷與1664份員工問卷，經由樣本之敘述性統計分析與統計變項之差異分析、信度檢定、群內一致性分析、效度檢定及相關性分析，進一步的以多層次模式分析與結構方程模式分析驗證各研究假說，研究結果發現，(1)個體層次之知識移轉者特徵(含經驗、信任感、知識保護程度)會顯著影響個人知識移轉績效(含個人知識創新能力、個人問題解決能力)；(2)個體層次之知識接受者特徵(含吸收能力、保留能力)會顯著正向影響個人知識移轉績效；(3)組織層次之組織系絡(含技術知識、吸收能力、組織文化)會顯著正向影響個人層次知識移轉績效，但組織之移轉互動則無顯著影響；(4)組織系絡對個體層次之知識移轉者及接受者特徵與個體知識移轉績效間之關係，具有部份干擾效果；(5)組織系絡(含技術知識、吸收能力、移轉互動)對組織知識移轉績效(含組織知識創新能力、組織問題解決能力)具有正向顯著影響，但組織文化則無顯著影響；(6)組織層次知識移轉績效對組織智慧資本(含人力資本、結構資本、內部關係資本)具有正向顯著影響。整體而言，本研究各項實證結果同時頗能呼應先前相關研究之主張，顯示本研究所提出之組織知識移轉績效對組織智慧資本之多層次研究架構具有良好之解釋力與應用性。
最後，本研究提出相關研究結果對知識基礎理論、智慧資本理論，及多層次理論所產生之理論意涵。另外，本研究對臺灣高科技製造業公司經營者與主管提出十項經營管理之實務建議，(1)建立知識經驗傳承機制、(2)增進知識移轉者與接受者信任關係、(3)建立知識明文化機制、(4)提升知識接受者知識吸收能力、(5)提升知識接受者知識保留能力、(6)技術知識明文化、(7)增進組織知識吸收能力、(8)提高知識移轉互動品質與靈活互動方式、(9)靈活組織文化，及(10)增進組織知識移轉績效。

以文找文

Past researches focused mostly from knowledge transfer mechanism or knowledge transfer process perspective (behavior orientation) to explore how organizational knowledge transfer performance impacts on organizational intellectual capital. However, they neglect from outcome orientation perspective to explore the relationship between knowledge transfer performance and organizational intellectual capital. Hence, this research adopts knowledge–based theory to explore how organizational knowledge transfer performance impacts on organizational intellectual capital. Besides, to avoid the fallacy regarding only from single level (individual level or organizational level) to predict knowledge transfer performance, this research adopts multilevel analysis to explore the relationship between knowledge transfer performance and organizational intellectual capital and hopes to find the important antecedents of knowledge transfer performance. Therefore, through reviewing literature regarding related constructs, this research infers some hypotheses and a multilevel framework. Moreover, by employing the empirical efforts to test research hypotheses, this research proposes there is a consistence between research results and theory. In addition, this research attempts to research results that can provide contribution for academic research and practical business management.
This research adopts random sampling and sends questionnaires to Taiwan high technological manufacture companies’ supervisor and employee (i.e., research development, quality assurance, and human resource department). In the phase of pre-test study, this research sends questionnaires to 144 companies, totally 35 company respondents of samples have been sampled and implements the reliability analysis, validity analysis and the confirmation of modificatory questionnaires. In the phase of formal study, this research sends questionnaires to 596 companies, totally 208 company respondents of samples have been sampled, which include 624 supervisor questionnaires and 1664 employee questionnaires. In addition, this research implements the descriptive analysis, t-test, ANOVA analysis, reliability analysis, within-group agreement analysis, validity analysis, and correlation analysis. Furthermore, by implementing the Hierarchical Liner Modeling and Structural Equation Modeling analysis to verify each hypothesis, this research finds that, (1)Knowledge transferer characteristic (i.e., experience, trustworthiness, knowledge protect degree) of individual level has positively impact on individual knowledge transfer performance (i.e., individual knowledge innovation ability, individual problem solution ability. (2)Knowledge receiver characteristic (i.e., absorb ability, retention ability) of individual level has positively impact on individual knowledge transfer performance. (3)Organizational context (i.e., technology knowledge, absorb ability, organizationa culture) of organizational level has positively impact on individual knowledge transfer performance, but there is no significant influence regarding transfer interaction method. (4)Organizational context has partial moderate effect on knowledge transferer and receiver characteristic, and individual knowledge transfer performance. (5)Organizational context (i.e., technological knowledge, absorb ability, transfer interaction) of organizational level has positively impact on organizational knowledge transfer performance, but there is no significant influence regarding organizationa culture. (6)Organizational knowledge transfer performance has positively impact on organizational intellectual capital (i. e., human resource capital, structural capital, internal relationship capital). In sum, the empirical results indicate the multilevel research model of organizational knowledge transfer performance and organizational intellectual capital that presents good explanatory and application ability.
Finally, this research provides some theoretical (i.e., knowledge-based theory, intellectual capital theory, multilevel theory) implications at the base of each empirical result. Furthermore, this research provides ten business managerial suggestions for Taiwan’s high technological manufacture companie’s owner and surposiver, such as (1) building up the hereditary mechanism of knowledge experience, (2) increasing trust relationship of knowledge transferer and knowledge receiver, (3) improving up the knowledge articulate mechanism, (4) upgrading knowledge absorb ability of knowledge receiver, (5) upgrading knowledge retention ability of knowledge receiver, (6) building up the technological knowledge articulate mechanism, (7) increasing organizational knowledge absorb ability, (8) raising interaction quality of knowledge transferer and smooth interaction method, (9) smartening organizational culture, and (10) icreasing organizational knowledge transfer performance.

以文找文

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