臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：知識分享之障礙：以Schein的組織文化理論架構為基礎的探索性個案研究
書刊名：東吳經濟商學學報
作者：林于荻／王思峰 引用關係／陳禹辰 引用關係
作者(外文)：Lin, Yu-di／Wang, Sy-feng／Chen, Yu-chen
出版日期：2004
卷期：47
頁次：頁59-89
主題關鍵詞：組織文化；知識分享；質性研究；Organizational culture；Knowledge sharing；Qualitative research
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(3) 博士論文(1) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:3
  • 共同引用共同引用:684
  • 點閱點閱:127
組織成員彼此間分享知識，有可能是組織得以創造知識的前提。影響組織成員分享知識之意願的關鍵因素，往往不是技術，而是人與文化。然而，此一課題卻仍為當前研究所忽略。本研究以Schein的文化構面為模式，針對一個具有代表性的個案，深入探索此一議題。結果顯示：儘管個案公司高階主管鼎力支持，設置知識分享獎勵制度，也建蓋了知識分享之技術平台，知識分享的結果仍不符理想。四個互鎖 (interlock) 的深層文化基本假定抑制了組織成員分享知識的意願。這四個假定分別是：重視正式化 (formalization) ，事事要求記錄；強調個人主義，以個人成就敘獎升遷；信賴保健類型激勵因子刺激員工外在動機的效果；傾向於相信X理論，藉由組織控制程序來避免員工偏差行為。本文最後討論如何善用高階文化助力以突破此困境。
It is believed that the creation of knowledge should be started from the sharing of knowledge among organization members. In addition, the key facilitator of knowledge sharing may be the culture existing in an organization, rather than the technological infrastructure for knowledge sharing. Yet, extant literature rarely investigates this issue. This study, stands on Schein's model of cultural structure, conducts an exploratory case study. The result reveals that even the research setting provides a full support from CEO, a good reward system, and a technological platform to facilitate knowledge sharing, it is still very difficult to practice. Four inter-winded assumptions implicitly underlay this firm's culture were found to fiercely depress employees' motivation to share their tacit knowledge with other colleague. These assumptions stress the need for: (1) formalization, (2) individualism, and believe that (3) employees can be effectively motivated via hygiene factors, and (4) mangers must be skewed towards X Theory. A set of propositions was derived from the above finding, and the way to overcome the barriers of knowledge sharing is also discussed.
期刊論文
1.Argyris, C.(1998)。Empowerment: The emperor's new clothes。Harvard Business Review，76(3)，98-105。  new window
2.Schein, Edgar H.(1996)。Culture: the missing concept in organization studies。Administrative Science Quarterly，41(2)，229-240。  new window
3.Hansen, Morten T.、Nohria, Nitin、Tierney, Thomas(1999)。What's your strategy for managing knowledge?。Harvard Business Review，77(2)，106-116。  new window
4.Tsai, W.、Ghoshal, S.(1998)。Social capital and value creation: The role of intrafirm network。Academy of Management Journal，41(4)，464-476。  new window
5.Kim, W. Chan、Mauborgne, Renee A.(1997)。Fair Process: Managing in the Knowledge Economy。Harvard Business Review，75(4)，65-75。  new window
6.Hendriks, P.(1999)。Why share knowledge? The influence of ICT on the motivation for knowledge sharing。Knowledge and process management，6(2)，91-100。  new window
7.Nahapiet, Janine、Ghoshal, Sumantra(1998)。Social capital, intellectual capital, and the organizational advantage。Academy of Management Review，23(2)，242-266。  new window
8.王思峰、林于荻、陳禹辰(20030600)。組織文化如何影響知識分享之探索性個案研究。臺大管理論叢，13(2)，59-99。new window  延伸查詢new window
9.Wijnhoven, F.(1998)。Knowledge Logistic in Business Contexts: Analyzing and Diagnosing Knowledge Sharing by Logistic Concepts。Knowledge and Process Management，5(3)，143-157。  new window
學位論文
1.夏侯欣鵬(2000)。信任與權力對組織內知識分享意願影響之研究--以銀行放款部門主管為例(博士論文)。國立政治大學。new window  延伸查詢new window
圖書
1.Schein, E. H.(1999)。The Corporate Culture Survival Guide。San Francisco, CA：Jossey-Bass。  new window
2.楊國樞、文崇一、吳聰賢、李亦園(1999)。社會及行為科學研究法。台北：東華書局。new window  延伸查詢new window
3.勤業管理顧問公司、劉京偉(2000)。知識管理的第一本書：運用知識管理提升企業核心能力。臺北市：商周。  延伸查詢new window
4.Argyris, Chris、Schon, Donald A.(1978)。Organizational Learning: A Theory of Action Perspective。Addison-Wesley Publishing Company。  new window
5.Nonaka, Ikujiro、Takeuchi, Hirotaka(1995)。The knowledge-creating company: How Japanese companies create the dynamics of innovation。Oxford University Press。  new window
6.Davenport, Thomas H.、Prusak, Laurence(1998)。Working Knowledge: How Organizations Manage What They Know。Harvard Business School Press。  new window
7.Patton, Michael Quinn(1990)。Qualitative evaluation and research method。Sage。  new window
8.Schein, Edgar H.(1992)。Organizational Culture and Leadership。Jossey-Bass。  new window
其他
1.陳禹辰及李昌雄(2001)。網際網路的採用與實施：組織學習觀點的分析。  延伸查詢new window
2.顧淑馨譯(2000)。資訊革命了什麼?，台北：先決出版。  延伸查詢new window
3.Bartlett, C. and S. Ghoshal(1999)。The Individualized Corporation: A Fundamentally New Approach to Management: Great Companies are Defined by Purpose。  new window
4.Brown, R. B. and M. J. Woodland(1999)。Managing Knowledge Wisely: A Case Study in Organizational Behavior。  new window
5.Fleck, J.(1992)。Expertise, Knowledge, Trade Ability and Power.。  new window
6.Janz, B. D.(1997)。Knowledge Worker Team Effectiveness: The Role of Autonomy, Interdependence, Team Development and Contextual Support Variables。  new window
7.Roos, J. and G. von Krogh(1992)。Figuring Out Your Competence Configuration。  new window
8.Schein, E. H(1999)。Process Consultation Revisited，New York：Addison-Wesley。  new window
9.Schein, E. H.(1990)。A General Philosophy of Helping: Process Consultation。  new window
10.Schein, E. H(1988)。Process Consultation Volume I: Its Role in Organization Developmen。  new window
11.Schein, E. H.(1987)。Process Consultation Volume II: Lessons for Managers and Consultants，Mass：Addison-Wesley。  new window
12.Schein, E. H.(1987)。The Clinical Perspective in Fieldwork, Sage University Papers Series on Qualitative Research Methods。  new window
圖書論文
1.Miller, W. L.、Crabtree, B. F.(1992)。Primary care research: A multimethod typology and qualitative road map。Doing qualitative research。Newbury Park, CA：Sage Publication。  new window
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：916（臺灣：912，外國：4） ／ 本年度總使用人次：1753550 ／ 訪客人次（自102年09月）：67554914
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上