中山管理評論

  期刊全文閱覽

中山管理評論  2017/3

第25卷第1期  p.177-218

DOI:10.6160/2017.03.05


題目
交換關係對於知識分享以及創造力影響之多層次研究:一個整合社會兩難困境與代理問題之分析
A Multi-level Investigation of the Effects of Social Exchange on Knowledge Sharing and Creativity: An Integrated Framework for Solving the Social Dilemma and Agency Problem
(131_M5a1e689b273ac_Full.pdf 1,515KB)

作者
翁良杰、童惠欣/靜宜大學國際企業學系、靜宜大學國際企業學系
Liang-Chieh Weng, Hui-Hsing Tung/

Department of International Business, Providence University、Department of International Business, Providence University


摘要(中文)

肇因於知識分享以及創造力具有社會兩難困境的特質,故如何能夠使團隊成員分享知識並保留在組織之內而產生延續性並提升成員創造力便為領導者所面臨的挑戰。本研究在理論上整合了社會兩難以及代理理論,並指出在不同的層次,組織所面臨的社會兩難並不一致,也引申出了不同的解決方案。本研究依代理問題,再提出知識分享的困境以及創造力的困境可以再細分為逆向選擇以及道德危機兩種情境,並指出依績效付酬以及組織正義是可行的途徑。我們並以交換關係做為引導成員產生知識分享以及創造力的主軸,並以層級線性模式進行研究。以期能為知識分享以及創造力提出更有力的見解。

(131_M5a1e689b273ac_Abs.pdf(檔案不存在))

關鍵字(中文)

人力資源策略、社會兩難困境、代理問題、知識分享、創造力、層級線性模式


摘要(英文)

This research plan adopts social dilemma perspective and agency problem, proposing a multi-level framework to examine the influences of LMX and TMX on knowledge sharing and creativity at different organizational levels. The research indicates that the problems of social dilemma and agency problem are not the same at different levels. Therefore, we propose pay for performance and organizational justice are viable ways to reduce the adverse selection and moral hazard caused by social dilemma and agency problem. Hierarchical linear regression analysis is a best suited way to fulfill this research since we deal with variables at both individual and group levels. We believe that our research can provide new and insightful findings in both knowledge sharing and creativity.

(131_M5a1e689b273ac_Abs.pdf(檔案不存在))

關鍵字(英文)

Human Resource Strategy, Social Dilemma, Agency Problem, Knowledge Sharing, Creativity, Hierarchical Linear Regression Modeling


領域
General management

政策與管理意涵

企業在全球化經營所面臨的挑戰日鉅,組織成員創造力的重要性日益增加。對企業組織而言,成員知識分享是組織競爭優勢的來源之一。由於知識分享具有社會兩難困境(social dilemma)的特質,故使團隊成員分享知識並保留在組織之內而產生延續性便為領導者所面臨的挑戰。特別是組織漸以團隊為運作重心後而愈形扁平化,領導者更需要跨越自己狹窄的知識範疇去鼓勵分享並整合具有不同知識背景的成員,使得知識的分享更加困難。社會兩難是指對成員個人而言是有利的行為,但對團隊而言卻反而得不到有利的結果。對知識分享而言,組織成員均有獲取知識的需求,也曉得知識分享提供是有利於組織,但團隊知識分享的提供程度卻是如此不足。員工創造力亦是如此,成員均有獲取其它成員創造力的需求,也曉得創造力的提供有利於組織,但團隊創造力構想提供的數量又如此不足。學者認為,若是能夠明確的衡量成員對於知識分享以及創造力構想的貢獻,則可以解決社會兩難的困境問題。 本研究所要討論的,第一,透過激勵式研究途徑的啟發,在個體層次,以主管與部屬交換關係為促進創新構想產出的重要影響因素,並以會透過知識分享為中介影響創造力。第二,透過激勵式途徑的啟發,在團隊層次,以團隊交換關係為促進團隊創新構想產出的重要影響因素,並以團隊知識分享作為中介變數。第三,透過結構式研究途徑以及代理理論的啟發,以績效付酬制強度做為團隊層次促進知識分享的干擾變項,並以分配公平做為團隊層次促進團隊創造力的重要干擾變項。第四,透過激勵式研究途徑以及代理理論的啟發,以績效付酬制公平性做為個體層次促進知識分享的干擾變數,並以程序公平做為個體層次促進創造力的重要干擾變項。 本研究發現,主管與部屬交換關係以及團隊成員交換關係,在個體以及團隊層次下,均指出交換關係與知識分享之間確實存在著影響。也就是說,透過關係的經營,確實可以使員工突破自利動機的限制,而進行知識分享,特別是在團隊層次知識分享尤為如此。本研究亦發現,個體層次知識分享影響創造力的迴歸係數值要大於團隊層次的影響。這個發現也合於我們的假設推理,即由於個體層次的社會兩難程度相對較低,故知識分享對於創造力的影響較大。研究結果顯示績效付酬強度與公平性對交換關係與知識分享間關係之調節效果的確存在。研究結果亦顯示程序正義與分配正義對於知識分享與創造力之間關係的調節效果亦是存在。我們並以交換關係做為引導成員產生知識分享以及創造力的主軸,並以層級線性模式進行實證研究。而我們的研究結果對知識分享以及創造力提出更有力的見解。


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