在強調「知識經濟」的時代中，知識與服務等無形智慧已超越過去自然資源、機器設備、勞力、財物資本等，成為最重要的生產要素。為了有效的管理智慧資產，並加強組織成員之間的分享與學習，企業紛紛投入大量的資金與人力資源導入知識管理系統。然而，資訊科技導入企業後，員工仍缺少使用知識管理系統分享其知識的動機(Malhotra et al., 2003)。本研究的目的，是希望能夠建構出一個同時考量組織及個人因素的知識分享行為模式，以提供知識管系統推動之參考。 研究結果發現，第一，組織承諾與知識分享的動機並無直接的關聯。組織承諾需要在員工的心理需求被激發後，才能對知識分享行為產生加分效果。第二，個人對於知識分享行為的心理需求，會直接影響到知識分享行為的動機，其中，又以自主需求的及關係需求對於知識分站的動機影響較大。因此，組織不能再像以往期望員工會主動分享所知，而必須主動去激發員工對於知識分享的需求後，再要求分享知識。

In the era of the knowledge-based economy, knowledge and services are intangible assets that have exceeded the importance of natural resources, equipment, labor, and capitalization as the primary factors of production. In order to mange intellectual property more effectively and reinforce knowledge sharing and learning among employees, firms are investing large amounts of funds and human resources to improve the operation of their knowledge management systems. Although information technology has long been introduced to enterprises, many employees still lack the motivation to effectively share their knowledge through the knowledge management system (Malhorta et al., 2003). The main purpose of our research is to investigate the knowledge-sharing behavior model among both organizations and individuals, and to provide recommendations for the promotion of business systems management. There are two major conclusions in our study. First, there is not direct correlation between organizational commitment and the individual motivation for knowledge sharing. The effect of organizational commitment on employees’ knowledge-sharing behavior can only be increased when they have been psychologically motivated. Second, the employee’ motivation is influenced directly by their own need to share knowledge. Our findings show that businesses today cannot expect employees to voluntarily share their knowledge. The organization has to make its needs known in order to promote efficient knowledge-sharing behavior among employees and to improve their knowledge-sharing mechanisms.