摘要
本研究主要在探討員工的公平知覺及組織支持知覺對其知識分享意願及知識藏私意圖的影響。以問卷調查法收集資料，獲得265個有效樣本，主要發現包含：員工的分配公平知覺以及互動公平知覺皆會正向影響其組織支持知覺；員工的組織支持知覺會正向影響知識分享意願以及負向影響知識藏私的意圖；員工的程序公平知覺及互動公平知覺是以組織支持知覺為中介，影響知識分享的意願；員工的程序公平知覺及互動公平知覺皆會以組織支持知覺為中介，影響知識藏私的意圖。研究結果可作為企業組織在設計知識管理制度上的參考。
關鍵詞：公平知覺、組織支持知覺、知識分享、知識藏私Abstract
The purpose of the study is to explore the intentions of knowledge sharing and knowledge withholding affected by the cognitive organizational justice of the employees. Organizational justice includes distributive justice, procedural justice, and interactional justice. The study investigates that the utility of perceived organizational support as a factor capable of mediating the relationship between organizational justice and knowledge sharing, as well as the relationship between organizational justice and knowledge withholding. Employees' distributional equity perception and interactional fairness perception influence positively their organizational support. Employees’ organizational support positively affects the intention of knowledge sharing and negatively affects the intention of knowledge withholding. Employees’ perceived organizational support transmits the effect of their procedural fairness perception and interactive fairness perception on the intention of knowledge sharing. Moreover, employees’ perceived organizational support transmits the effect of their procedural fairness perception and interactive fairness perception on the intention of knowledge withholding. Results were discussed in terms of their implications for the knowledge development and management strategy.
Keywords: Perceived Organizational Justice, Perceived Organizational Support, Knowledge Sharing, Knowledge Withholding