企業員工知識分享行為之跨文化比較

Abstract

本研究目的在探討: (一)企業員工的組織信任、人際信任、工作角色要求、人際關 係、預期知識分享效益與其知識分享行為之間的關聯性;(二)機構集體主義文化向度與 內團體集體主義文化向度對上述關聯性的調節作用。本研究將以台灣IC 產業員工與瑞 典資訊產業員工為對象，進行質化(第一年)與量化(第二年)資料收集分析，以進行跨文 化比較。 本計劃的成果對組織學習領域學術研究的貢獻在於提供一個驗證後的較完整理論 架構，說明各種與企業員工知識分享行為具有關聯性的組織因素、團體因素與個人因 素。也可說明在機構集體主義文化較強的社會與在內團體集體主義文化較強的社會中， 這些因素對企業員工知識分享行為影響的差異。研究的結果可提供台灣與瑞典企業經營 者對其本國員工與其跨文化員工知識分享行為的管理指引。

This proposal intends to explore the issues concerning (1) how organizational trust, interpersonal trust, job-role requirement, personal relationship, expected benefits from knowledge sharing are associated with organizational employees’knowledge sharing behaviors; and (2) how this association is moderated by the institutional collectivism and the in-group collectivism of national culture. Interview (in the first year) and survey (in the second year) will be conducted on a sample of employees from the IC design companies in Taiwan and on another sample of employees from the information technology companies in Sweden. The proposed research will contribute to the literature of organizational learning by providing us a validated framework for making sense, in an integrative manner, how the various organizational, group, and individual factors can affect employees’knowledge sharing behaviors. It will also inform us what of these factors will affect more knowledge sharing behaviors in the institutional collectivist society and what will affect more in the in-group collectivist society. The results of this project can also be used to assist managers in Taiwan and Sweden by providing them useful guidelines for managing their native employees’as well their cross-culture employees’knowledge sharing behaviors.