企業員工對知識管理系統分享意願之研究－－從激勵觀點

A Study on the Sharing Intention of Enterprise Knowledge Management System from the Motivation Perspectives

企業建構知識管理系統以利組織知識的分享與運用，期望增加產品與服務創新或生產效率的提升，以強化競爭優勢。然而知識管理系統的最大挑戰在於如何促使員工主動分享知識的意願，否則空有系統卻缺乏投入要素。過去的研究多從員工特徵、組織文化等觀點探討知識分享意願，但這些觀點難以短時間改變員工的意願。為尋找可管理變數的意涵，本研究試圖從激勵的觀點，來分析企業所實施的激勵獎酬實務對知識分享意願的影響。激勵獎酬實務分為企業既有的激勵制度與針對知識管理系統（KMS）所設立的獎勵活動二種層次，來探討是否有不同的影響效果。由於實證變數操作化仍缺乏文獻，故先進行探索性研究訪談五家有導入知識管理系統的企業，以歸納出潛在因素。之後進行實證分析，樣本對象為有實施知識管理系統的企業員工，共收集到81份有效問卷，並跨製造與服務等不同產業。因素分析發現知識分享意願包括「知識提供意願」與「知識需求意願」二個因素；激勵制度包括「社會尊重」、「工作重要性」、「自我成長」與「金錢激勵」等因素；KMS獎勵活動則包括「比賽與表揚」與「考績獎勵」等因素。迴歸分析結果發現「比賽與表揚」、「工作重要性」與「自我成長」等因素對「知識提供意願」有顯著相關；「社會尊重」、「考績獎勵」與「金錢激勵」對「知識需求意願」有顯著相關。因此，激勵制度確實對知識分享意願有所助益，且具有不同的影響方式。未來知識管理的相關激勵獎酬實務的設計可參考本研究模型，來訂定適當的知識分享激勵措施。

Enterprises build and construct the Knowledge Management System (KMS) to enable organizational knowledge sharing and application. KMS expects to increase the improvement of the products and service innovation or production efficiency in order to strengthen the competition advantage. But the greatest challenge of the KMS lies in how to enable the employee knowledge share intention, otherwise there are systems in vain but lack and input element. Past research more from employee characteristic, organizational culture viewpoint to study knowledge share intention, but it is difficult for these viewpoints to change the employee's intention with short time. In order to look for the manageable meaning, this research attempts from the motivation perspectives to analysis the influence of the incentive system on the knowledge share intention. The incentive system is divided into a general incentive system and KMS incentive system to help to understand the different influence results. Because the previous researches on this issue are less, this study firstly interviews five enterprises with KMS for exploratory research purpose in order to sum up the potential factors. Later this study progresses empirical analysis and collect 81 effective questionnaires. Factor analysis finds that knowledge share intention including “knowledge supply intention” and “knowledge demand intention”. It is general incentive system including “society respect”, “work importance”, “self growth” and “money incentive”. KMS incentive system includes “competition and praising” and 'evaluation compensation“. Regression analysis result has been found that '“competition and praising”, “work importance” and “self growth” show signature relevant to “knowledge supply intention”. The relevant factors to “knowledge demand intention” are “society respect”, “competition and praising” and “money incentive”. So, the incentive system really does some good to knowledge share intention and have different influence ways. The design of the relevant incentive systems of knowledge management can be built and constructed in this research model in the future.