有鑒於一般行銷中介組織知識分享的困境，本研究嘗試跳脫傳統以標準代理模式所詮釋的一般行銷中介組織之知識分享行為，代之以共同代理模式分析多層次傳銷組織之運作內涵與知識分熟行為，且釐清影響上線知識分享行為的主要因素，並依據所得結果分析總部如何透過工作設計與獎酬制度的調整，促進上線知識分享的行為。繼而連帶地由模式中，推理出一般行銷中介組織與多層次傳銷組織的差異所在，以提供管理者在工作設計與獎酬制度方面的參考。研究結果顯示：在共同代理結構下，影響上線行為的主要因素有四，包括：上線在銷售產品及傳遞知識兩任務上之相對生產力、總部及下線為監督上線所支付之交易成本、總部及下線因產品銷售及知識分享所獲得之單位報酬，以及總部自上線知識分享所獲得之間接報酬比例。因而，總部可依實務需要調整制度，進而影響前述因素，以符合企業政策與利益。綜上所述，多層次傳銷組織由於多了領導獎金的彈性設計，因而能激勵上線傳銷商積極地進行知識分享予下線傳銷商；其中的管理意涵是：當組織能將其成員間之權利義務建立起類似共同代理結構所列示的關係時，組織的各項工作任務始能獲得較週全的執行。

　　　　　This study, based on common agency theory, instead the standard agency theory adopted by previous studies, investigates the connotations and knowledge sharing behavior of multi-level marketing organization. A common agency model is built to analyze the knowledge sharing behavior and factors affecting the knowledge sharing behavior are clarified so as to provide the ways of promoting the knowledge sharing behavior. By the way, the result shall distinguish the differences between general marketing intermediaries and multi-level marketing organization so as to provide the reference for the administrator. The finding is that the factors which influence the knowledge sharing behavior are: firstly, the relative productivity of upline between two tasks. Secondly, the transaction cost which lowline and headquarter incurred in the policing and monitoring the upline. Thirdly, the payoff of headquarter and lowline acquire from product selling and knowledge sharing. Finally, the indirect payoff of headquarter acquire from the knowledge sharing behavior of upline. Headquarter can adjust the institutions to affect the factors to peruse the profit of the company. By the way, the differences of institutional design between general and multi-level marketing organization affect the knowledge sharing incentive and behavior of the salespeople. The connotations provide the ways of thinking in job and pay systems design.