本文關(guān)鍵詞： 工作滿意度 組織信任 知識分享意愿　出處：《廣西師范大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：現(xiàn)代管理之父彼得德魯克曾說過,“知識業(yè)已成為企業(yè)資源要素中最重要的要素之一,其他要素都必須依靠知識來更新和裝備”。而知識的創(chuàng)造和應(yīng)用,離不開知識的共享,知識分享可以使組織內(nèi)的知識達到加乘的效果(Musen,1992),為組織創(chuàng)造更高的價值(HiddingShireen,1998)。因此,越來越多的公司認為,為了組織未來的發(fā)展,必須加強組織的知識競爭力,讓知識在組織內(nèi)部流動起來,鼓勵員工將自己所擁有的知識與其他員工分享。員工知識分享對于企業(yè)知識管理的重要性,促使人們對員工知識分享相關(guān)課題的密切關(guān)注。對于組織中具有高度學(xué)習(xí)取向的知識員工來說,對組織的忠誠度取決于他們的工作滿意度。工作滿意度同時也影響了知識員工分享知識的意愿,滿意度越高,員工越傾向于將自己所學(xué)分享給組織中其他人�；仡櫼酝难芯堪l(fā)現(xiàn),工作滿意度是知識分享意愿的前因變量之一,組織信任分別與工作滿意度、知識分享意愿有顯著的相關(guān)關(guān)系。因此,本文以知識員工為研究對象,探討工作滿意度、組織信任對知識分享意愿的影響作用,以及組織信任在工作滿意度和知識分享意愿之間的中介作用。論文主要采用理論研究與實證研究相結(jié)合的方法,首先闡述工作滿意度理論、組織信任理論、知識分享理論等知識及國內(nèi)外學(xué)者的相關(guān)研究成果,總結(jié)分析以往研究的進展和不足,提出本文的研究目的、研究思路,得到了各變量的維度構(gòu)思,初步確定本文的研究模型,隨后結(jié)合相關(guān)成熟量表及實地訪談編制問卷。本文共向京津冀地區(qū)的研發(fā)、信息技術(shù)等行業(yè)發(fā)放280份問卷,收回有效問卷226份,并對226份調(diào)研數(shù)據(jù)進行分析處理,驗證假設(shè)。通過對工作滿意度、組織信任、知識分享意愿的相關(guān)分析和回歸分析,結(jié)果表明:(1)工作滿意度中晉升機會滿意度與隱性知識分享意愿負相關(guān),工作滿意度中的工作本身滿意度、工作報酬滿意度、上級領(lǐng)導(dǎo)滿意度、同事關(guān)系滿意度分別與顯性知識分享意愿、隱性知識分享意愿顯著正相關(guān):(2)通過回歸分析,驗證了組織信任對知識員工的工作滿意度與知識分享意愿關(guān)系的部分中介作用。本文的研究結(jié)論對于企業(yè)的人力資源管理政策的制定和企業(yè)文化的構(gòu)建有一定的借鑒意義,并建議企業(yè)管理者建立有效的知識分享激勵機制和知識管理信息系統(tǒng),通過這些制度的建設(shè)促進知識員工的知識分享;重視員工的職業(yè)發(fā)展規(guī)劃、建立順暢的溝通渠道與“以人為本”的組織文化以提高員工之間的信任水平、構(gòu)建學(xué)習(xí)型組織,從而促進員工間的知識分享。
[Abstract]:Peter Drucker, the father of modern management, once said, "knowledge has become one of the most important elements of enterprise resources, and the other elements must rely on knowledge to update and equip." and the creation and application of knowledge. Knowledge sharing can not be separated from the sharing of knowledge, which can make the knowledge in the organization achieve the effect of multiplying and multiplying, and create a higher value for the organization by HiddingShireen. Therefore, a growing number of companies believe that in order to organize future development, it is necessary to strengthen the knowledge competitiveness of the organization and allow knowledge to flow within the organization. Encourage employees to share their knowledge with other employees. The importance of employee knowledge sharing to enterprise knowledge management. To urge people to pay close attention to the related issues of employee knowledge sharing. For the highly learning-oriented knowledge staff in the organization. Loyalty to the organization depends on their job satisfaction. Job satisfaction also affects the willingness of knowledge workers to share knowledge, the higher the satisfaction. Employees are more likely to share what they have learned among other people in the organization. Reviewing previous studies, it is found that job satisfaction is one of the former dependent variables of knowledge sharing willingness, organizational trust and job satisfaction. There is a significant correlation between knowledge sharing intention and knowledge sharing willingness. Therefore, this paper studies the effect of job satisfaction and organizational trust on knowledge sharing willingness. As well as the intermediary role of organizational trust between job satisfaction and knowledge sharing willingness. This paper mainly adopts the method of combining theoretical research with empirical research. Firstly, the theory of job satisfaction and the theory of organizational trust are expounded. Knowledge sharing theory and related research results of scholars at home and abroad, summarized and analyzed the progress and shortcomings of previous studies, proposed the purpose of this study, research ideas, and obtained the dimensions of the concept of variables. The research model of this paper was preliminarily determined, and then the questionnaire was compiled with relevant maturity scale and field interviews. 280 questionnaires were issued to the research and development, information technology and other industries in Beijing, Tianjin and Hebei. 226 valid questionnaires were collected and 226 survey data were analyzed and processed to verify hypotheses. Correlation analysis and regression analysis of job satisfaction organizational trust and knowledge sharing willingness were conducted. The results showed that the promotion opportunity satisfaction in job satisfaction was negatively correlated with tacit knowledge sharing willingness, job satisfaction in job satisfaction, job compensation satisfaction, and superior leadership satisfaction. Coworker relationship satisfaction and explicit knowledge sharing willingness, tacit knowledge sharing willingness significantly positive correlation between two) through regression analysis. This paper verifies the role of organizational trust in mediating the relationship between job satisfaction and knowledge sharing willingness of knowledge workers. The conclusions of this paper are helpful to the formulation of human resource management policies and the construction of corporate culture. Reference significance. It is suggested that enterprise managers should establish effective knowledge sharing incentive mechanism and knowledge management information system, and promote knowledge sharing among knowledge employees through the construction of these systems. Pay attention to the staff's career development plan, establish the smooth communication channel and the "people-oriented" organizational culture to improve the level of trust between employees, build a learning organization, thus promoting the sharing of knowledge among employees.
【學(xué)位授予單位】：廣西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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