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題名：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
書刊名：管理評論
作者：韓志翔 引用關係／江旭新／楊敦程
作者(外文)：Han, Tzu-shian／Chiang, Hsu-hsin／Yang, Tun-cheng
出版日期：2009
卷期：28:1
頁次：頁25-44+127-135
主題關鍵詞：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
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(21) 博士論文(6) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:21
  • 共同引用共同引用:96
  • 點閱點閱:158
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.
期刊論文
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會議論文
1.韓志翔、莊如松、葉柏秀(2006)。高績效人力資源管理與知識分享之關係：以組織承諾與組織公民行為為中介變項。  延伸查詢new window
研究報告
1.房美玉(2000)。企業人力資源管理策略和政府相關策略規劃之契合度分析。  延伸查詢new window
2.韓志翔(2004)。高能力－高承諾人力資源管理與個人層次知識管理關連性研究。  延伸查詢new window
3.Collins, Christopher J.、Smith, Ken G.、Stevens, Cynthia Kay(2001)。Human Resource Practices, Knowledge-creation Capability and Performance in High Technology Firms。  new window
學位論文
1.許道然(2001)。公部門組織信任與組織公民行為關係之研究(博士論文)。國立政治大學。new window  延伸查詢new window
2.卓正欽(2007)。人力資源效能知覺對組織承諾之影響。  延伸查詢new window
3.廖佩涵(2005)。國際人力資源管理活動與外派人員學習動機、知識分享關係之探討－以知覺組織支持、信任為中介變數。  延伸查詢new window
4.Ibragimova, Bashorat(2006)。Propensity for Knowledge Sharing: An Organizational Justice Perspective。  new window
圖書
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圖書論文
1.Lewicki, R. J.、Bunker, B. B.(1996)。Developing and Maintaining Trust in Work Relationships。Trust in Organizations: Frontiers of Theory and Research。Sage。  new window
 
 
 
 
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