本文的目的，在探討知識工作者與組織知識創造的關係，從知識工作與組織綜效的觀點，比較勞力工作者與知識工作者在克服知識創造的集體行動中「社會困境」所存在的不同，進一步針對知識工作者的特性，從結構面與激勵面提出管理知識工作者的新途徑，並獲致以下的研究發現：一、要提昇知識工作者的生產力並維持組織的競爭優勢，對於知識工作者的管理必需有不同於勞力工作 者的思維。藉由監督與控制的組織手段，不但將弱化知識工作的團隊中，有效知識創造的內在激勵，也會妨礙知識在個人與團隊間的流動，進而減低知識工作的競爭優勢。 二、強化知識工作者的自主性、對其能力的肯定及社會關係的認知等內在激勵相形重要，因為自主性是組織強化創造力及解決困難問題最重要的先決條件，而能力的肯定有助於鼓勵員工肯定自己的能力並從事更多的貢獻，社會關係的認知則能增進團體的認同，這些內在激勵的因素均有助於知識創造的集體行動中「社會困境」的解決。

The purpose of this article emphasized the relationship between knowledge workers and knowledge creation，From point of view of knowledge workers and organizational synergy，compare with the difference of how to overcome 「social dilemma 」in collective action of knowledge creation between labor workers and knowledge workers 。The suggestions discussed for solving social dilemmas can be divided into structural and motivational solutions 。The findings of this article are following points： 1. To raised the productivity of knowledge workers and maintained the competitive advantage，it is necessary that the mindset of human capital management of knowledge workers must different from labor workers 。By means of organizational supervise and control，it will not only weaken how to created intrinsic motivation efficiently within the knowledge team，but also hinder knowledge flow between individual and team. 2. It’s very important to strengthen the autonomy 、feelings of competence and social relatedness of knowledge workers，since autonomy is precondition of organization to strengthen creativity and solved difficult problem；feelings of competence discourage employee to make sure its competence and devoted to more contributions，social relatedness could increased group identification 。all of those intrinsic motivation could helping to solve social dilemmas in collective action of knowledge creation.