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題名:人力資源管理實務與知識分享態度影響全面品質管理實務知識分享意圖之研究
作者:陳昆祥
作者(外文):Kun-ShiangChen
校院名稱:國立成功大學
系所名稱:企業管理學系
指導教授:莊雙喜
學位類別:博士
出版日期:2014
主題關鍵詞:人力資源管理實務全面品質管理實務知識分享意圖知識分享態度組織氣候自我決定動機計劃行為理論Human resource management practicesIntention to share TQM practices knowledgeKnowledge sharing attitudeOrganizational climateSelf-determined motivationTheory of planned behavior
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本研究的目的是調查何種關鍵因素(包括環境與個人)會影響設籍在台灣高科技產業公司裡的員工們進行全面品質管理實務知識分享活動的意圖。本研究提出結合計劃行為理論和自我決定動機(源起於自我決定理論)的研究模型。在研究過程中,經由ISO 9001:2000所認證的公司裡的員工所填答問卷一共回收367份有效樣本,提供後續統計分析以測試本研究所提出的研究模型。研究方法則採用探索性因素分析與驗證性因素分析來估計與測量研究模型的信度和效度,並進行結構方程建模的方法來檢測所提出的研究模型的模型適配度指標。
從統計分析結果中發現,涵蓋於人力資源管理實務裏的因素,包含假設9 (獎酬與知識分享態度的路徑係數為0.134*, p〈0.05),假設12 (工作倫理與知識分享態度的路徑係數為0.139*, p〈0.05),假設7 (主關規範與知識分享態度的路徑係數為0.171***, p〈0.001),以及假設5 (組織氣候與知識分享態度的路徑係數為0.491*, p〈0.001)皆呈現顯著與正向的影響知識分享態度。同時,個人動機性因素(自我決定動機與知識分享態度的路徑係數為0.260***, p〈0.001)和計劃行為理論的因素 (知識分享態度、認知行為控制、主觀規範與全面品質管理實務知識分享意圖的路徑係數依序為0.189*, p〈0.01、0.241***, p〈0.001、0.311***, p〈0.001)呈現正相關且顯著影響於高科技產業公司員工的分享全面品質管理實務知識的意圖。從實證結果中也證實,知識分享態度呈現經由認知行為控制以及組織氣候和主觀規範的連結中獲得對全面品質管理實務知識分享意圖有顯著的間接影響效果。
這種現象支持本研究所提議,整合TPB模型和自我決定動機的觀點。這項實證結果得出重要的學術理論與實務上的貢獻,於企業的管理者可應用本研究的成果來建立和設置適當的制度與方法,以鼓勵員工樂意進行全面品質管理實務知識分享的意圖。從本研究所得到的研究成果,可以支持所提出的整合計劃行為理論與自我決定動機理論的假設,未來的研究者可以依照本研究目前的發現,進一步採用不同的變數或收集跨文化的參與者及不同的行業員工,做不同主題的研究與探討,也使本研究所得出的理論架構得以有更廣泛的應用於全面品質管理實務的知識分享領域。
The purpose of this study is to investigate the critical factors, including environmental and personal factors, affecting employees’ attitudes towards and intentions to share total quality management (TQM) practices knowledge in the Taiwanese information technology (IT) industry. A research model was developed based on the theory of planned behavior (TPB) and self-determined motivation (derived from self-determination theory, or SDT). Surveys distributed to 367 employees in Taiwanese ISO 9001:2000-certified firms were used to test the proposed research model. Moreover, confirmatory factor analysis was used to estimate the reliability and validity of the measurement model, and structural equation modeling was performed to test for quality of fit.
The analytical results showed that beliefs concerning human resource management (HRM) practices, including hypothesis 9 (reward and knowledge sharing attitudes, path coefficient=0.134*, p<0.05), hypothesis 12 (work ethic and knowledge sharing attitudes, path coefficient=0.139*, p<0.05), hypothesis 7 (subjective norm and knowledge sharing attitudes, path coefficient=0.171***, p<0.001), and hypothesis 5 (organizational climate and knowledge sharing attitude, path coefficient=0.491*, p<0.001) have a significant and positive relationship to knowledge sharing attitudes. Moreover, personal motivational factors (self-determined motivation and intention to share TQM practices knowledge, path coefficient=0.260***, p<0.001) and TPB factors (knowledge sharing attitude and intention to share TQM practices knowledge, path coefficient=0.189**, p<0.01, perceived behavior control and intention to share TQM practices knowledge, path coefficient=0.241***, p<0.001, and subjective norm and intention to share TQM practices knowledge, path coefficient=0.311***, p<0.001) showed a positive association with IT employees’ intentions to share TQM practices. Furthermore, empirical evidence confirmed that the organizational climate and subjective norms as viewed through the lens of knowledge sharing attitudes and perceived behavior control had a positive if indirect influence on employees’ sharing intentions.
This phenomenon supports the integrate prospective TPB model and self-determined motivation constructs proposed in the study. This empirical result is vital for top managers of firms using TQM strategies who wish to establish norms encouraging employees to share TQM practices with coworkers. The results of this study supported the theoretical integration and proposed motivational perceptions. Future studies may build on these results by using diversity variables, cross-cultural participants, and different industries to examine and expand upon our understanding of TQM practices and the knowledge sharing domain.
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