People who have better relationship and help each other in an organization will be helpful to an organization, because they will have higher sharing willingness. Knowledge is not like the tangible products that we¡¦ll lose them if we share them with other people. In contrast, we can enhance the value of knowledge by sharing. Because human resource strategy is relative to everyone in an organization, and knowledge-oriented culture and knowledge sharing obstructions will also effect the knowledge sharing willingness, this thesis focus on the relationship among human resource strategy, knowledge-oriented culture, knowledge sharing obstructions, and knowledge sharing willingness. I use inducement strategy, investment strategy, and involvement strategy addressed by Dyer & Holder (1988) as foundation to analyze the difference of these strategies in knowledge sharing willingness. And I use eight characteristics of knowledge-oriented culture addressed by Wu (2001) as a moderator between human resource strategies and knowledge sharing willingness. Moreover, I also summarize knowledge sharing obstructions from literature and use factor analysis to divide many obstructions into four types to understand the relationship between sharing obstructions and knowledge sharing willingness. The four types are obstruction of interaction and development, obstruction of resource providing, obstruction of self satisfaction, and obstruction of communication. The samples are employees and managers of human resource department. After statistic analyzing, the results are summarize as following:
1¡BIn human resource strategies, inducement strategy has more influence on knowledge sharing willingness than investment strategy.
2¡BIn knowledge-oriented culture, higher degree of professionalism and openness, initiative of learning, experience sharing, and relationship and harmony will help involvement strategy to cause higher knowledge sharing willingness.
3¡BIn knowledge sharing obstructions, obstructions of cooperation and development, resource providing, and self motivation will influence knowledge sharing willingness. And obstruction of self motivation has stronger influence.
4¡BHuman resource strategies and knowledge sharing obstructions
a.Using inducement strategy will cause fewer
obstructions of cooperation and development,
resource providing, self motivation, and
communication.
b.Using investment strategy will cause fewer
obstructions of cooperation and development
and resource providing.
5¡BKnowledge sharing obstructions and the interaction of human resource strategies and personal and organizational characteristics
a.When using involvement strategy, people with
longer seniority will cause fewer
obstructions of resource providing.
b.When using inducement strategy, high-tech
enterprises will cause higher obstruction of
communication.
c.When using involvement strategy, foreign
enterprise and joint venture will cause
higher obstruction of communication.
According to the conclusion, this thesis proposes some ideas and recommendations to relative authorities and following researches.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0624103-025240 |
| Date | 24 June 2003 |
| Creators | Tsai, Ying-chih |
| Contributors | Kuo Jen Su, Lian-Chih Huang, Jin Feng Uen, Dih-shiaw Jaw |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624103-025240 |
| Rights | unrestricted, Copyright information available at source archive |
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