企業為了不斷成長並追求永續經營，並因應快速變化的外在環境與日趨激烈的國際競爭，需不斷地加強或擴增員工的知識、技術及能力，因而建立短期與長期性的人才培育之訓練有其重要性。 國際級工程案競爭越形激烈，尤其有韓國工程公司競爭性策略搶標及大陸崛起積極跨入國際市場之隱憂，加上客戶在維持高品質及持續壓縮工期之需求，個案公司(簡稱以下A公司)成長及獲利空間均受到嚴苛的挑戰。為提昇在國際上競爭力，A公司設計部必須面對培植具豐富工程經驗及國際級之設計人才問題。而目前面臨5年以下經驗工程師達人數比例佔42%以上(即年輕工程師比例偏高) ，7~15年經驗工程師人數佔10%相對偏低之M型人力結構及未來幾年面臨退休潮，如何加速培育年輕工程師須具備世界級的專業技術及落實資深工程師經驗傳承，達成各職級人力結構合理化，提升設計品質，為A公司當務之急。 為能瞭解A公司現行各項教育訓練之效益，揭示員工對A公司教育訓練方式的意見或需求，本研究採用問卷調查並分為五大類，第一，專業技術訓練的同意度與重要度；第二，經驗傳承的同意度與重要度；第三，跨部門訓練的同意度；第四，管理訓練的同意度；第五，英文能力方面的同意度。以上各問項再與人口統計變數做交叉分析，尋求出目前教育訓練之成效如何及提出改善建議。 其中專業技術訓練與經驗傳承再將每個同意度和重要性的問項平均後做出二維分布圖(IPA分析圖)，利用同意度和重要性整體的平均切割分成四個區域，即優越區、過剩區、優先改進區及建議改進區，尤其問項落在優先改進區、建議改進區及過剩區時，則進一步進行原因分析及提出改善建議。 對跨部門訓練、管理課程與英文能力等問項，則以同意度與人口統計交叉分析結果，根據其滿意度程度及卡方檢定(Chi-Square Test)結果有統計上顯著差異關係之受訪者基本資料提出改善建議。 / Enterprises need to continuously enhance knowledge, skills, and abilities of their employees for sustainable business development and adapting to rapid changing environment as well as fierce international competition. The importance of developing short-term and long-term talent training programs is thus recognized. Under some unfavorable conditions, which include keen competition in global EPC (engineering, procurement and construction) industry, Korean engineering companies’ strategic bidding, mainland China contending in international markets, clients’ request for quality and compressed work schedule at the same time, etc…, the case company (designated as company A) is facing severe challenges in achieving profitable growth. The company A must cope with the problem of cultivating world-class and experienced talent to promote its competitiveness in international markets. It’s the company A’s top priority to tackle the engineering talent gap at the range of seniority between 7 to 15 years (10%) whereas the young engineers with less than 5 years of experience account for more than 42% of its talent pool and engineers will retire that are increased in near future year. It’s important for the company A to professionalize young engineers, facilitate knowledge transferring, and optimize its staffing structure. A questionnaire survey research was undertaken to understand the effectiveness of the training programs and reveal the employees’ opinion or request on the training activities of the company A. The questionnaire variables were classified into five categories: 1. degree of agreement and importance of professional skills training; 2. degree of agreement and importance of intergenerational transfer of experience; 3. degree of agreement on cross-disciplinary training; 4. degree of agreement on management training; 5. degree of agreement on English competency requirements. Demographic variables were used to cross analyze the survey result. The analysis was also used to find the causes of training deficiency and to explore improvement ideas. The survey results of questionnaire variables in the first two categories, degree of agreement and importance of professional skills training and intergenerational transfer of experiencewere, were used to develop two-dimensional scatter diagrams (IPA matrices). The mean ratings of degree of agreement and importance were plotted in a two-dimensional grid to produce a four-quadrant matrix that identifies areas of Keep Up the Good Work, Possible Overkill, Concentrate Here, and Low Priority. Causes and improvement plans were further investigated for variables situate in the quadrant Concentrate Here, Low Priority, and Possible Overkill. For the survey results of questionnaire variables in the other three categories, degree of agreement on cross-disciplinary training, management training and English competency requirements, cross tabulation analyses using demographic variables were performed. According improvement plans were proposed for the respondent demographics when statistically significant differences between the degree of satisfaction and chi-square test result were observed.

知識分享是知識管理成敗的關鍵，網路社群又是資訊科技與網際網路中最適於互動與交流的應用方式，因此，本研究擬以網路社群為研究對象，探討以下研究目的：1.何種類型的個人動機、團隊與組織，較有益於知識的分享。2.資訊系統於知識分享過程中所扮演的角色。3.個人、團隊與組織因素之間的互動情形。 本研究採取「個案研究法」，以深度訪談、初步描述性統計分析以及網路上發言記錄的資料分析進行之。研究程序為確認以網路社群之知識分享為研究主題後，隨即進行相關文獻的蒐集與探討，進而發展出研究架構並據之以設計問卷。接下來，針對問卷的結果進行初步描述性統計分析，將整理後的結果與研究架構對照後，設計訪談大綱並進行深度訪談。最後進行個案分析與命題發展，並推導出結論與建議。 本研究的結論如下：個人因素、團隊設計、高階領導、組織文化與管理制度等因素，都會對知識分享意願產生影響，進而影響知識分享行為。個人因素會影響知識分享的意願。不一樣的想法、習慣、個性、限制或動機等個人因素，會形成不一樣的知識分享意願。不同的團隊成員或設計會有不同的知識分享意願。高階領導會影響知識分享的意願，且高階領導涉入越深，促進知識分享意願的效果越顯著。組織文化會影響知識分享的意願，其中非正式關係越好或是越容許犯錯，越能促進分享意願。管理制度會影響知識分享的意願，其中獎勵、舉辦專案或娛樂活動與建立實務社群等，皆能促進知識分享意願。組織因素中（高階領導、組織文化、管理制度），以高階領導對知識分享意願的影響最大，管理制度最小。個人、團隊、高階領導、組織文化與管理制度等各項影響知識分享意願的因素之間，彼此會互相影響，進而影響知識分享意願。知識分享意願受個人、團隊與組織因素的影響來決定，而良好的資訊系統會間接增強分享意願，資訊系統不好則會降低意願，性質較接近保健因子。影響知識分享行為的因素有知識分享意願與個人限制，如專業能力、電腦能力與時間壓力等，其中以分享意願最為重要。網路社群的知識分享行為對經驗傳承與溝通協調有正面的影響，其影響的效果又受高階領導與組織文化等因素的影響。 本研究的建議如下：1.進行知識管理時，不可忽略知識分享的重要性。本研究所提出的架構，或許還有些許參考的價值。2.可以將資訊系統視為一種限制條件，亦即在一定的資訊系統下，組織如何透過內部的調整與安排，使得知識分享的效果極大化。3.引進知識分享的資訊工具後，必須注意其他配套措施是否完善，諸如個人動機、團隊設計、高階領導、組織文化與管理制度等，以免空有知識分享的工具，而沒有具體的知識分享行為。 / Knowledge sharing is the most important key of knowledge management. Network community, also called virtual community, is the best solution in Internet or Information Technology to communicate, interact and share information or knowledge with others. One of network communities will be observed and three issues will be discussed: 1. What kinds of factors can improve the members’ inclination to share their own knowledge? 2. What is the correlation between the process of knowledge sharing and information technology? 3. How do influential factors interact with each other? What the methodology is used is “Case Study”. There are three data sources-deep interview, elementary descriptive statistics analysis and the analysis of records in the database. Personal factors as well as group and organizational ones can influence the inclination to share, which determines the sharing behavior. As for organizational factors, leadership should be considered with first priority. Poor information system will limit the sharing inclination of members. Using good information system; however, cannot surely improve the sharing. Personal factors, group factors, leadership, organizational culture and managerial system would interact with each other. Moreover, the critical factor of the interaction is leadership. There's a distorting opinion on the correlation between knowledge sharing and information system. Information system wouldn’t work without supporting factors, such as leadership, managerial system and so on. In addition, Knowledge sharing could be done well even without excellent information system.