京都大学 / 0048 / 新制・課程博士 / 博士(文学) / 甲第18716号 / 文博第674号 / 新制||文||614(附属図書館) / 31667 / 京都大学大学院文学研究科行動文化学専攻 / (主査)教授 藤田 和生, 教授 板倉 昭二, 准教授 蘆田 宏 / 学位規則第4条第1項該当 / Doctor of Letters / Kyoto University / DGAM

京都大学 / 0048 / 新制・課程博士 / 博士(人間・環境学) / 甲第19796号 / 人博第767号 / 新制||人||185(附属図書館) / 27||人博||767(吉田南総合図書館) / 32832 / 京都大学大学院人間・環境学研究科共生人間学専攻 / (主査)准教授 谷口 一美, 教授 東郷 雄二, 教授 齋藤 治之, 教授 山梨 正明 / 学位規則第4条第1項該当 / Doctor of Human and Environmental Studies / Kyoto University / DFAM

此論文討論的是王陽明「致良知」教的繼承與發展，然而這並不是討論所有王陽明之後的良知教，而特以王龍溪作為討論的對象，雖然我們為了能掌握王龍溪學問的核心「先天正心之學」，必須討論王龍溪對當時「良知意見」的爭論。而這邊所謂的繼承與發展，如題所說，是關於「致良知」教的繼承與發展，而不是其他的發展，如三教合一的發展。而龍溪對於王陽明的繼承，表現在《大學》工夫上，即所謂的「先天之學」。而於此「致良知」教上更有發展，其發展表現在三個面向，一是提出了更精緻的心理分析，而這表現在對於「良知與知識」的分別上；一是提出了更精緻的工夫論，即一念工夫與「先天正心之學」的提出；一是將身體納入了良知的討論範圍，而有一個關於良知身體觀的發展。對於這三個面向，我們只討論前面二個面向，而不討論第三個面向，原因有三，一是筆者學力限制的問題，因為若要對此身體作一論述，則必須要對《周易參同契》等典籍有一定的了解，而以筆者的學力來看，目前並不及此；一是這也與三教合一的發展相關，而因為三教合一並不在此論文討論的範圍內，所以若要勉強討論，亦不整全；最後，此良知身體觀的地位，乃附屬於「致良知」教之下的，是「致良知」教次一級的問題，所以對「致良知」教的討論是首要而優先的。因此，本論文便不討論這關於身體的問題，儘管它也是了解王陽明「致良知」教之發展的一個重要問題。而龍溪對王學之發展，一念工夫固然為《大學》工夫的更細緻的說明而為我們所認可，然而「先天正心之學」作為一發展便有問題，而本論文便是要討論「先天正心之學」所引發的問題，並對之作一在王學本體論與工夫論之判定，而此衡定之標準，一是來自於孟子，一是來自於王陽明，一是來自於王龍溪本身

迄今「知識」已然成為現代化組織在面對全球化市場時能否具備創新能力與競爭力的首要資源，會以不同形式存在於組織內部及個別成員中。根據公司的資源基礎觀點（RBV），組織的策略性資產乃是決定本身是否有能力持續維持競爭優勢之先決條件，而在符合策略性資產特徵的前提下，知識的角色與意義將改變以往組織偏重對有形資產之資源利用與倚賴，而愈趨傾向策略性創造和發揮知識此一無形資產之無限價值與成長潛力。基此，為了因應瞬息萬變與高度競爭的全球化市場，愈來愈多組織竭力於進行各種形式的資本投資與規劃，尤其關注於組織知識資本(intellectual capital)的創新與管理，藉由利用動態的知識流程與知識基礎結構，開發組織內部的知識市場，培養組織學習能力，力求知識管理能力之迅速提升與發展，遂使知識資本成為目前組織利基之所在，而如何有效建構組織知識管理能力以善用本身的知識資產，實為當代組織管理研究之首要課題。 有鑑於當前論及知識管理的理論基礎、方法或實務應用之研究多半從資訊科技、結構制度或法令權利等面向呈現知識的創新、擴散與儲存，而鮮少透過道德秩序、價值規範等社會面向，深入剖析知識管理的相關議題。尤其將組織社會資本與知識管理相互結合的研究論文，在國內則是付諸闕如，係屬值得開發的新領域。基此，為了探究組織知識管理能力，本研究欲跳脫知識管理的迷思，採取「社會資本」(social capital)的觀點，剖析知識管理的社會動態面，闡釋在以「信任」為前提的知識經濟時代，社會資本對組織管理能力的提升所能發揮的槓桿效應(leverage)，破除“資訊科技是知識管理唯一可行的機制”之思考窠臼，在知識管理的科技平台之外新闢一個以「人」為核心的「高信任平台」，營造一個強調知識創造(knowledge creation)與學習分享的組織文化與網絡環境，藉以提升組織本身的知識管理能力，並提供知識管理推動者一個整合性的知識創造藍圖。 關鍵詞：知識、知識管理、社會資本、知識創造、組織學習能力、實務社群、信任、關係網絡

近年來，有兩項重要的發展影響了我們的社會，一為非營利組織的興起，一為知識經濟時代的來臨。這兩項看似無關的事，卻給予我們一些啟發。非營利組織的興起，改變了過去由政府壟斷公共領域的局面，而知識經濟則是以「知識」為基礎的「新經濟」運作模式，改變了傳統企業運作所賴以生存的生產三要素—土地、勞力和資本。 在知識經濟體系中，如何掌握及有效管理知識以促進組織的效能，已成為每一個組織重要的議題，其中的關鍵在於「知識分享」。由於非營利組織的公共性所形成的公共領域，是共同體（社區）成員之間，針對其生活領域中的公共事務，進行討論、學習和對話，而這個過程與知識的分享有關。顯見「公共性」與「知識分享」同時存在非營利組織之中，二者是否關聯，遂引發了本研究的動機。 因此，本研究進一步以「公共性」與「知識分享」為主軸，探討非營利組織的公共性與知識分享意願的相關議題。定義「公共性」的主要因素，包括公開度（透明度）、公信力、參與度、知名度、非私有性以及公共利益的功能等六大項。同時建構出非營利組織知識分享機制與公共性相關的內涵，包括建立知識分享的報酬制度、建立組織成員間的工作關係、建立組織成員的共同知識、提供組織成員一些知識交流的場所與時間、建立組織的知識仲介、建立組織內知識分享文化的領導者等六項構成要素。 本研究採用個案研究的方式進行，深入探討主婦聯盟的共同購買，這一國內具有代表性的組織，無論在公共性或知識分享上均可呈現清楚的研究成果。研究發現： 公共性是非營利組織的本質，也是非營利組織的重要特徵。非營利組織的公共性有益於組織形成有效率的知識市場，所以非營利組織可藉由提升公共性來克服知識分享的障礙，增進組織成員的知識分享意願。而增進組織成員的知識分享意願，可藉由公共性作為組織知識市場的核心，並以個人的動機、組織成員間的信任關係、以及組織文化等三個層面為架構，來建構促進組織知識分享的機制。 非營利組織除了可以藉由實施知識分享機制的活動來促進知識的分享外，同時也可維持組織的公共性，因為知識市場具有公共性的特性，所以組織在實施知識管理時，即提高了組織的公共性。 因此，非營利組織公共性與知識分享的關係，可以分為兩個層面來看，一個是彼此的因果關係，另一個是內在（內涵）與外在（表現）的關係。首先，非營利組織的公共性促進了組織的知識分享，知識分享活動則強化了組織的公共性，並且公共性與知識分享彼此有相互促進的作用。其次，非營利組織的公共性是知識分享的內涵，非營利組織的知識分享是公共性的表現。 本研究的貢獻在於提出非營利組織可藉由提升組織的公共性來增進組織成員的知識分享意願，同時也可藉由知識分享活動來強化組織的公共性。 建議對於後續的研究，可依據本研究的架構，針對「公共性不高的非營利組織」或「營利組織」進行比較、分析與研究。 / In recent years, there are two important developments impacting on our society. One is the rise of non-profit organizations (NPOs); the other is the coming of knowledge economic age. These two seemingly unrelated phenomena give us some revelations. Although the government has monopolized the public sphere, the rise of NPO changes the situation. The knowledge economy is a ‘New Economy’ based on knowledge. It also changes the traditional business operation model, which depends on three production factors—land, labor, and capital. In knowledge economy system, one important issue of every organization is how to do knowledge management effectively, so that the organization will increase its work efficiency. The key is ‘knowledge sharing’. NPO’s publicness forms a public sphere, which means the discussion, learning and discourse among community’s members about the public matters in their daily living sphere. This process is related to knowledge sharing. Obviously, ‘publicness’ and ‘knowledge sharing’ exist in NPO simultaneously. Is there any relation between these two factors? The question provides the motive of this research. The research, therefore, would like to probe further and take ‘publicness’ and ‘knowledge sharing’ as the main shaft, and investigate the relevant subjects of the publicness and the willingness of knowledge sharing in NPO. The research will define the six major factors of publicness, which includes transparency, credibility, participation, celebrity, unprivitization, and public interests. It will also construct a mechanism of knowledge sharing in NPO and the connotation of publicness. The connotation of publicness includes, (1) establish a reward system of knowledge sharing, (2) establish a operative relationship between organization and its members, (3) establish a common knowledge among organization members, (4) provide a place and time for knowledge sharing among members, (5) establish knowledge agents of organization, and (6) establish a leadership of knowledge sharing culture in the organization. The research is a case study of a representative organization in Taiwan, Homemaker’s Union Consumer Cooperation. The result shows clearly about publicness and knowledge sharing: Publicness is the nature and an important characteristic of NPO. Since knowledge sharing is based on publicness, if NPO can raise its publicness, then it can overcome the obstacles of knowledge sharing, enhance knowledge sharing in the organization, and promote the willingness of knowledge sharing among its members. NPO can also take its publicness as an axis of the knowledge market in the organization. Having the axis, it can use personal motive, trustful relationship among members, and organizational culture, to construct the organization’s mechanism of knowledge sharing. The publicness of NPO will facilitate an effective knowledge market and enhance knowledge sharing in the organization. Moreover, since publicness is the characteristic of knowledge market, so when the organization carries out knowledge management, it will increase publicness at the same time. Consequently, the relation of publicness and knowledge sharing in NPO can be seen as two aspects: one is a cause and effect relation between publicness and knowledge sharing. The other is a relation between the internal (connotation) and the external (representation). Firstly, the publicness of NPO enhances knowledge sharing in the organization, and the knowledge sharing activities strengthen its publicness. It’s a reciprocal relationship between publicness and knowledge sharing. Secondly, NPO’s publicness is the connotation of knowledge sharing, while the knowledge sharing is a representation of its publicness. The contribution of this research is addressing that NPO can promote the willingness of knowledge sharing of its members by increasing its publicness. Meanwhile, it can also strengthen its publicness through the activities of knowledge sharing. A suggestion of further study is using this research as a basis, then compare, analyze and study NPOs, which possess lower publicness, or profit organizations.

企管大師Michael Porter一再強調「差異化」是企業之所以能勝出的主要關鍵，Peter Drucker更宣稱：「知識」將是未來企業唯一，且能夠生產社會與經濟利益的最重要資財。 知識管理可以將知識儲存在組織之內，降低企業的成本，並增加獲利，進而提高企業的競爭力優勢。媒體也是企業的一種經營形態，因此，如何透過知識管理將平面媒體內、外的智慧資本彙整並儲存在組織中，以利組織成員分享與運用，繼而產生獨特的差異性與競爭優勢，已經是媒體越來越關心的重要課題。 但是，知識管理的架構會隨著產業特性與企業需求而有差異。因此，想要幫助平面媒體利用知識管理，來面對未來更激烈的競爭環境，就必須有不同於產業或知識特質的架構與建議。 民國77年的報禁解除，使得國內平面媒體面臨高度競爭的壓力；而科技的日新月益、閱聽人的閱讀習慣與需求的改變，也迫使媒體朝向提供更多元及多樣化的新聞內容服務。 因此，本研究希望透過綜合的分析與探討，找出平面媒體所面臨的問題與困境，試著利用資訊科技的幫助，提出適合平面媒體參考的知識管理整合性系統架構、步驟、作法與建議，以便提升其企業競爭力。 綜合有關知識管理的理論架構，再配合平面媒體產業的特性，本研究試著為傳統平面媒體，規劃出兩種未來可能獲利的經營模式―「新聞來源供應商」與「綜合新聞供應商」，同時為其擬出可行的知識管理架構，以及分4個階段―「認知覺醒與發展策略」、「經營模式與知識確認」、「設計、規劃與導入」，以及「評估與調整」階段，與3大層面―「策略」、「知識」與「科技」的建議。 / Michael Porter, Professor at Harvard Business School and one of the top 50 business intellectuals of our time, claims that “differentiation” is the key to stand out in a highly competitive environment. Peter Drucker, professor of management and the founder of California-based Leader to Leader Foundation, suggests that “knowledge” is the only asset the future businesses could depend on in generating social and economic benefits. Knowledge management is the one way to preserve the knowledge generated in the process of management for an enterprise. It decreases management cost and generates revenue at the same time. Therefore, knowledge management is also a way to enhance competitive edge. Mass media, like other management entities, could also apply principles of knowledge management to enhance their competitive edge. How to integrate the intellectual capital through mechanisms of knowledge management, how to share the knowledge stored in the mechanism in more efficient ways, and, how could the media differentiate themselves from their competitators to enhance competitive edge, have become critical issue not only for management, but also for survival. However, the mechanism or infrastructure of knowledge management is varied for different industries due to the nature of different management requirements. What can be applied in a software company may not be suitable at all for mass media. Two significant changes accelerate and reinforce the innovation of the Press: the law that limits the numbers of content providers and the law that limits the amount of contents were both banned. In the mean time, the overall reading habit change enabled by the innovation of digital technology also facilitates the renovation of Press. News providers are now facing challenges in providing diversified contents for readers of different habits and tastes. This research aims at proposing appropriate knowledge management infrastructures by synthesizing the dilemma as well as opportunities media confront in a digital era. Classical literature regarding knowledge management infrastructure and media studies, especially the properties of the Press, help me frame and identify two profitable knowledge management infrastructures: News Supplier and News Content Provider. More than providing the possible infrastructures, I also concluded four phases to implement the infrastructure and three perspectives as lenses to examine the infrastructures. The four phrases are (1) awareness and strategic development; (2) management model and knowledge assurance; (3) design, plan and implementation and (4) evaluation and adjustment. The three perspectives are (1) strategy, (2) knowledge and (3) technology.

在目前的企業環境中，很多企業致力於管理和應用組織知識，來維持他們的核心能力和創造競爭優勢。有效率的管理組織知識，能減少解決問題的時間和成本，並增加組織學習和創新能力。並且，由於累積知識資源的需求，很多企業開始發展知識庫，以儲存組織及個人的知識，用來增加組織整體的效率、支援日常的運作以及企業策略的操作。 知識管理是現代的典範，可用來有效管理組織知識，進而改善組織績效。知識管理的目的是強調管理知識的流動及流程。在知識管理流程方面，主要區分為知識擷取、整合、儲存/歸類、散播和應用知識等程序。另外，資訊技術可用來協助知識管理，並能使知識管理更有效率。知識管理的主要議題之ㄧ是知識的擷取，由於目前知識來源的提供，主要是透過知識工作者，可是它對於知識工作者而言，是一種額外的負擔。因此，設計一個有效的方法來自動產生組織知識，以減輕他們的額外負擔，將是一個很重要的課題。第二個相當重要的議題是知識整合，由於不同來源的知識，可能造成組織知識的衝突，因此設計一個知識整合方法，把不同來源的知識整合成一個完整的知識，組織將會逐漸增加這方面的需求。 分類在很多應用中是常遭遇的問題，例如財務預測、疾病診斷等。在過去，分類規則常藉由決策樹的方法所產生，並用於解決分類的問題。在本論文中，提出兩個以遺傳規劃為基礎的知識擷取方法和兩個以遺傳規劃為基礎的知識整合方法，分別支援知識管理流程中的知識擷取和知識整合。 在兩個所提的知識擷取方法中，第一個方法是著重在快速和容易地找到想要的分類樹，但是，此方法可能會產生結構較複雜的分類樹。第二個方法是修正第一個方法，產生一個較精簡和應用性高的分類樹。這些所獲得的分類樹，能被轉換成規則集合，並匯入知識庫中，幫助企業決策的制定和日常的運作。 此外，在兩個所提的知識整合方法中，第一個方法，能自動結合多重的知識來源成為一個整合的知識，並可匯入知識庫中，但是此方法只考慮到單一時間點的整合。第二個方法則是可以解決不同時間點的知識整合問題。另外，本論文提出三個新的遺傳運算子，在演化過程中，可用來解決規則集合中有重複、包含和衝突等常見的問題，因而可以產生較精簡及一致性高的分類規則。最後，本論文採用信用卡資料及乳癌資料來驗證所提方法的可行性，實驗結果皆獲得良好的成效。 / In today’s business environment, many enterprises make efforts in managing and applying organizational knowledge to sustain their core competence and create competitive advantage. The effective management of organizational knowledge can reduce the time and cost of solving problems, improve organizational performance, and increase organizational learning as well as innovative competence. Moreover, due to the need to accumulate knowledge resources, many enterprises have devoted to developing their knowledge repositories. These repositories store organizational and individual knowledge that are used to increase overall organization efficiency, support daily operations, and implement business strategies. Knowledge management (KM) is the modern paradigm for effective management of organizational knowledge to improve organizational performance. The intent of KM is to emphasize knowledge flows and the main process of acquisition, integration, storage/categorization, dissemination, and application. Furthermore, extant information technologies can provide a way of enabling more effective knowledge management. One of the important issues in knowledge management is knowledge acquisition. It is an extra burden for knowledge workers to contribute their knowledge into repositories, such that designing an effective method for abating an extra burden to automatically generate organizational knowledge will play a critical role in knowledge management. A second rather important issue in knowledge management is knowledge integration from different knowledge sources. Designing a knowledge-integration method to combine multiple knowledge sources will gradually become a necessity for enterprises. Classification problems, such as financial prediction and disease diagnosis, are often encountered in many applications. In the past, classification trees were often generated by decision-tree methods and commonly used to solve classification problems. In this dissertation, we propose two GP-based knowledge-acquisition methods and two GP-based knowledge-integration methods to support knowledge acquisition and knowledge integration respectively in the knowledge management processes for classification tasks. In the two proposed knowledge-acquisition methods, the first one is fast and easy to find the desired classification tree. It may, however, generate a complicated classification tree. The second method then further modifies the first method and produces a more concise and applicatory classification tree than the first one. The classification tree obtained can be transferred into a rule set, which can then be fed into a knowledge base to support decision making and facilitate daily operations. Furthermore, in the two proposed knowledge-integration methods, the former method can automatically combine multiple knowledge sources into one integrated knowledge base; nevertheless, it focuses on a single time point to deal with such knowledge-integration problems. The latter method then extends the former one to handle integrating situations properly with different time points. Additionally, three new genetic operators are designed in the evolving process to remove redundancy, subsumption and contradiction, thus producing more concise and consistent classification rules than those without using them. Finally, the proposed methods are applied to credit card data and breast cancer data for evaluating their effectiveness. They are also compared with several well-known classification methods. The experimental results show the good performance and feasibility of the proposed approaches.

本研究所選取的研究對象是太陽能技術領域中的相關研究單位，之所以選擇太陽能產業主要有幾點原因：1. 全球可利用能源有限，各界紛紛發展相關再生能源技術，而太陽能技術領域為目前最被看好的方向，所以太陽能技術之議題研究實為刻不容緩。2. 以往探討太陽能相關文獻，大都從太陽能的產業面及發展商機等做一探討，而鮮以從專案層次的技術管理層面切入，本研究認為欲探求太陽能領域之技術發展，必須從技術知識的基本特性著眼，並深入研討其技術管理過程為何，另外，技術也是知識的一種，故而技術管理自然會牽涉到知識管理。3. 一般技術在發展歷程中，會依循特定軌跡來累積成長，這個特性在太陽能產業尤其明顯，而國內卻一直沒有專門研究太陽能技術的系所，所以，有關太陽能產業中其技術來源及發展軌跡，實為一有趣而值得探究的議題。 目前國內的太陽能產業鏈，從上游端到下游端分別包括晶片、電池、模組以及系統應用等，本研究主要針對上述領域之技術研究單位來探討主要兩個研究問題： 1. 太陽能技術領域中，關鍵的技術知識特性為何? 2. 太陽能研究單位在技術發展過程中，其知識創新的管理活動為何?這些活動又如何受到技術知識特性的影響? 本研究從技術知識特性及知識的創新管理活動兩構面，藉由個案訪談的方式，深入探討技術單位在技術發展過程，兩構面之相互影響及造成的結果為何。最後，本研究經過個案訪談整理以及其他次級資料分析，以及經過相關學者文獻的學理驗證結果，得到以下幾點的研究發現：   1、 技術知識的創新程度會影響知識創造活動的團隊型態 2、 技術知識的變動程度會影響知識創造活動的外部網路關係 3、 技術知識的複雜度會影響團隊成員的多元化程度 4、 技術知識的專質性會影響知識創造活動的新工具/程序之產生方式 5、 不同的技術生命週期會影響知識創造活動的實驗或原型試製的方式 另外，經過研究個案之歸納分析後，除了五項主要的研究發現外，還有兩個其它的重要發現，分別如下 1、 太陽能領域的技術研究單位會依循特定路徑累積其動態能耐 2、 依技術研究單位願景與定位的不同，其技術策略發展也有所不同 / This thesis focuses on the photovoltaic industry in Taiwan, especially for the research unit of solar tech. The reasons are several aspects listed. 1. The energy in the world is limited, and more and more firms start to find the way to new kind of energy. Among lots of renewable energy technologies, solar tech. is most emphasized. To find more details about the solar tech. is important. 2. Most of formal thesis focused on the opportunities about the solar market, but few discussed about the technology characteristics and management of solar tech. But as we know, technology is one kind of knowledge, and tech. management is certainly related to knowledge management. 3. The technologies in many fields always follow the special trajectory, and the solar tech. is no exception. So it’s interesting to find the sources of solar tech. and to find how the solar technologies make further progress. The solar industry in Taiwan mainly includes technologies of wafer, cell, module, and system application. The main goal of this thesis focuses on the research units that deal in solar technology, and the thesis has two principal questions for discussion as followed: 1. What are the key characteristics of technology in solar field? 2. What are the activities of knowledge management in solar field? And the thesis has structural frame consists of two elements: the characteristics of tech. knowledge and the knowledge management. By interviewing the related research units in solar field and other data for assists, the research has discovered some interesting results: 1. The degree of tech. innovation would affect the team type. 2. The degree of tech. variation would affect the connection to external units. 3. The degree of tech. complexities would affect the diversification of team numbers. 4. The degree of tech. exclusion would affect whether the research units make new tools/procedures by oneself or directly buy in. 5. Different stage of tech. life cycle would affect the experiment ways or different prototype. Besides, by the analyses of the cases, the thesis also finds other two results about the characteristics of solar industry. They are listed as followed: 1. The research units of solar field would follow specialized trajectories to build their core competence. 2. Depending on different vision in the solar field, the research units have different development strategies.

管理大師彼得。杜拉克(Peter F. Drucker)在1960年代即提出『知識工作』與『知識工作者』等觀點。之後，更在1993 年其著作-『後資本主義社會』（Post-Capitalist Society）當中表示，『我們正進入一個知識社會，在這個社會當中，基本的經濟資源將不再是資本(Capital)、自然資源(Natural Resources)或是勞力(Labor)，而將是知識，而知識員工將成為其中的主角』。 在知識經濟的年代，創造力比生產力重要，再加上，知識工作者所想要的是挑戰性較高的工作，所以喜歡在成功的團體中工作(Dick Dove,1998)。今日，許多由知識型工作者組成的知識型團隊紛紛出現，也是因為一個案子的成功已不太可能是只靠一人之人所達成，而是集眾人之力，因此，本研究以知識型團隊為主角，欲了解知識型團隊的運作的過程。 本研究嘗試想用左腦工作者與右腦工作者為出發點，想找出不同的知識工作者所組成的知識型團隊的團隊特性是否有差異？此外，這些差異是否會造成知識型團隊在選擇知識管理策略時選擇方向的不同？於是，想以成功團隊為例，試圖找出各個知識型團隊在團隊本質、創意特性、團隊特性與知識整合上的一般性，期望以知識管理為一架構，做一個重新的詮釋。 最後，經由「個案分析法」，本研究歸納出以下幾點結論： (1)、知識型團隊的特性可分為「團隊構成(知識異質性)」、「團隊的任務(任務模糊性)」與「相互關係」。「團隊的任務」與「相互關係」具有正相關，當團隊的任務模糊性高時，團隊成員與成員間相互關係自然緊密；若任務模糊性低，成員與成員間的互動會減少、互動方式只有垂直式互動為必須，互相依賴的程度也會變少，造成成員間的相互關係為鬆散。而不同知識型團隊因具有不同的團隊特性導致團隊「知識管理策略」產生不同的情形。 (2)、知識型團隊特性會影響團隊的知識管理策略。「知識依附的方式」、「知識儲存與協調的方式」、「知識整合模式」、「知識整合機制」與「整合者角色」與「團隊的任務(任務模糊性)」及「相互關係」的關聯性最強，與「團隊構成(知識異質性)」的關聯性最弱。 (3)、知識型團隊特性會影響團隊的知識管理策略。「知識整合機制」與「開展性與整合性思考時間比例」與「團隊的任務(任務模糊性)」及「相互關係」的關聯性最弱，與「團隊構成(知識異質性)」的關聯性最強。 (4)、「學習機制」、「整合者類型」與知識型團隊特性無關。 期望這幾點研究發現能對未來後續研究有任何啟發，並能對「知識管理」領域有些許貢獻。 / In 1960s, Peter F. Drucker was the first person who mentioned that “knowledge worker”. Afterward, he proposed that “now the society is a knowledge society. In knowledge society, the most important resource is not capital, natural resources and labor, but knowledge. Knowledge workers will become the main actors.” in “Post-Capitalist Society” in 1993. In knowledge economy era, creativity is more critical than productivity. Besides, knowledge workers want to work in more challenge environment, therefore, they want to work for successful teams. (Dick Dove, 1998) Nowadays, many knowledge teams emerge, because one project could not succeed by only one man’s effort. Therefore, knowledge team was selected as main actor in this investigation. In addition, it uses different types of knowledge workers as starting point in this work. It hopes to find some connections between “knowledge team’s characteristics” and “knowledge management strategies”. Also, it uses “case study method” to develop and summarize primary and secondary materials in this investigation. The aim of this study is as the follow: (1) To summarize “knowledge team’s characteristics” from practice of four cases. (2) To find the connections between “knowledge team’s characteristics” and “learning mechanism”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “learning mechanism” selections. (3) To find the connections between “knowledge team’s characteristics” and “the knowledge depending way”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge depending way” selections. (4) To find the connections between “knowledge team’s characteristics” and “the knowledge storage and coordination way”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge storage and coordination way” selections. (5) To find the connections between “knowledge team’s characteristics” and “the knowledge integration model”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge integration model” selections. (6) To find the connections between “knowledge team’s characteristics” and “the knowledge integration mechanism”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the knowledge integration mechanism” selections. (7) To find the connections between “knowledge team’s characteristics” and “the types of knowledge integrator”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the types of knowledge integrator” selections. (8) To find the connections between “knowledge team’s characteristics” and “the role of knowledge integrator”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the role of knowledge integrator” selections. (9) To find the connections between “knowledge team’s characteristics” and “the time ratio of opening and integration thinking”. Also, it will analyze which “knowledge team’s characteristics” effects the knowledge team’s “the time percentage of opening and integration thinking” selections. After doing interview and analysis, it gets several conclusions in this investigation: 1、“Knowledge team’s characteristics” can be divide into three parts: 　 A “The composition of team” B “The task of team” 　 C “The interrelation of team” There is an interesting thing among those three parts. “The task of team” is proportional to “The interrelation of team”. In other words, if “The task of team” is very hard, all teammates will interact frequently and job overlap is often. Then, “The interrelation of team” will be very closed. 　2、“Knowledge team’s characteristics” influence knowledge team’s “Knowledge Management Strategy”. In this investigation, “The task of team” effects knowledge team’s decision about “Knowledge Management Strategy” in several aspects, “The knowledge depending way”, “The knowledge storage and coordination way”, “The knowledge integration model”, ”The knowledge integration mechanism” and “The role of knowledge integrator”. 3、“Knowledge team’s characteristics” influence knowledge team’s “Knowledge Management Strategy”. In this investigation, “The composition of team” effects knowledge team’s decision about “Knowledge Management Strategy” in several aspects, ”The knowledge integration mechanism” and “The time ratio of opening and integration thinking”. 4、There is not any correlation between “Learning mechanism”, “The types of knowledge integrator” and “Knowledge team’s characteristics”.

營運和六萬多員工權益補償, 而民營化為政府既定政策, 以及不可避免的趨勢。本研究乃針對員工對民營化後權益補償之認知; 而此應得認知與與實際補償之認知之間差距, 會影響人們之工作態度或行為改變。這些態度如工作滿足以及動機行為如離職、缺勤和故意遲到、早退等行為, 一直為組織行為學者所興趣研究之問題, 因此本研究冀望在理論及實証上, 能有所貢獻。本研究針對正進行民營化之中華工程公司之正式員工( 約2260人)進行隨機系統抽樣之問卷調查, 得到有效問卷 144份, 並以相關分析以及複迴歸等統計方法, 而所得主要結論如下: 1.年資、教育程度、內外控人格與應得認知之間無顯著之相關。 2.年資、教育程度與認知差距為無顯著相關,內外控人格與認知差距之間有顯著之負相關。 3.年資、內外控人格與總缺勤數呈顯著負相關,而教育程度與總缺勤數足呈顯著正相關。 4.年資、教育程度、內外控人格雖與總缺勤數呈相關,但三者不能以配對及整體之一組作預測。 5.年資、內外控人格與總缺勤數成負相關, 教育程度與總缺勤數成正相關 , 即此結論與學者對此三項變項與工作滿足之關係之研究結果相符合。 6.工作角色清楚性各構面中, 工作內容及工作進度對應得認知有顯著正相關; 工作職掌、工作內容及工作進度皆與實得認知及重要性有顯著正相關; 整體而言, 工作角色清楚性與應得認知、實得認知及重要性之間呈顯著正相關。 7.工作進度之清楚性與認知差距呈顯著正相關。 8.長期雇用制度認同各構面, 皆與實得認知呈顯著正相關。 9.以實得認知而言, 工作角色清楚性對實得認知之解釋力略低於長期雇用制度認同之解釋力, 而長期雇用制度認同之構面「提供教育訓練機會」有顯著之影響。 10.認知差距之構面─退休制度、休假、員工入股與請事假日數有顯著正相關。 11.因公撫卹之認知差距與請病假日數為顯著負相關; 而退休制度之認知差距與請病假日數為顯著正相關。 12.職位與認知差距有顯著正相關。