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Student Number 93447003
Author Hsin-pei Wu(吳欣蓓)
Author's Email Address 93447003@cc.ncu.edu.tw
Statistics This thesis had been viewed 1531 times. Download 501 times.
Department Graduate Institute of Human Resource Management
Year 2009
Semester 2
Degree Ph.D.
Type of Document Doctoral Dissertation
Language zh-TW.Big5 Chinese
Title Person-team fit, affective commitment, knowledge sharing behavior, and team performance: perceived team justices as moderators
Date of Defense 2010-06-24
Page Count 96
Keyword
  • affective commitment
  • knowledge sharing
  • P-T fit
  • perceived team justice
  • team performance
  • Abstract Different from an economic point of view to explore the rational knowledge sharing, this study was an attempt to understand the perspective of knowledge sharing from the emotional side.It means stress on interpersonal knowledge sharing is essentially a kind of "sharing" behavior, but not entirely the "exchange" results. According to social identity theory, person-team fit based on the value congruence and one’s value fit in with team culture may have higher emotional stability which increased capability of team members to work together, to share knowledge, and to create a better performance. Thus this research aimd to explore relations between P-T fit, affective commitment, knowledge sharing and team performance. In order to test hypotheses, data collected from 72 teams were analyzed, including 413 members as our sample, and the effective rate of participants was 94.9%. It was found that variables significantly related to each other, and the reasoning had been also verified. Besides, affective commitment is an important mediator for the model. In addition, we suggest that team justice would be a supportive factor to sustain positive interaction within the team. Therefore we put forward perceived team justice including distributive justice, procedural justice, interpersonal justice and information justice as moderators and the results show that perceived distributive justice, interpersonal justice and information justice moderated the relationship between P-T fit and knowledge sharing.
    Table of Content 中文摘要i
    ABSTRACTii
    誌謝iii
    目錄iv
    圖目錄vi
    表目錄vii
    一、緒論1
    1-1研究背景1
    1-2研究動機與目的2
    二、文獻回顧與評述8
    2-1社會認定理論8
    2-1-1社會認定理論的歷史發展8
    2-1-2社會認定取徑(social identity approach)9
    2-1-3社會認定取徑與契合9
    2-1-4小結11
    2-2個人與環境契合11
    2-2-1個人與環境契合的種類11
    2-2-2個人與環境契合的內容構面與量測14
    2-2-3國內個人與環境契合研究的進展14
    2-2-4小結16
    2-3情感性承諾17
    2-3-1情感性承諾的定義17
    2-3-2情感性承諾與群體認同18
    2-3-3小結19
    2-4知識分享於知識管理領域中的地位19
    2-4-1知識管理領域的發展19
    2-4-2知識分享的地位22
    2-4-3小結28
    2-5團隊成員公平知覺28
    2-5-1組織公平的意涵28
    2-5-2組織公平氛圍31
    2-5-3小結32
    2-6團隊績效33
    2-6-1團隊的定義33
    2-6-2團隊績效的衡量34
    2-6-3小結34
    2-7個人-團隊契合、情感性承諾、知識分享與團隊績效之關聯34
    2-8團隊成員公平知覺在個人-團隊契合與知識分享行為間的調節效果37
    2-9研究架構與研究假設38
    三、研究方法40
    3-1研究對象與施測程序40
    3-2研究工具41
    3-2-1個人價值觀-團隊文化契合41
    3-2-2情感性承諾44
    3-2-3知識分享行為44
    3-2-4團隊績效45
    3-2-5團隊成員公平知覺45
    3-2-6控制變項46
    3-3統計分析方式46
    四、統計分析結果48
    4-1敘述性統計分析48
    4-2研究變項之相關分析50
    4-3層級式迴歸分析53
    4-4小結60
    五、結論與建議62
    5-1研究結果討論62
    5-2研究限制與建議65
    5-3管理意涵66
    參考文獻67
    附錄一:問卷82
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    Advisor
  • Luo Lu(陸洛)
  • Files
  • 93447003.pdf
  • approve in 3 years
    Date of Submission 2010-07-12

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