The Effect of Team Climate, Human Resource Management and Knowledge Sharing Behaviors upon the Team Learning-An Empirical Study of Machinery Industry

• Main Authors: Hsin-Liang Sung, 宋信良
• Other Authors: Ben-Jeng Wang
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/90374278358050588233

碩士 === 東海大學 === 企業管理學系碩士班 === 95 === The business environment is changing rapidly which forces companies to learn continuously in order to gain or maintain their competitive advantages. In organizations, the base units of learning are teams and not individuals. However, through interactions between team members, individual knowledge and experiences can be integrated and become team knowledge. Bernd et al. (2002) pointed out that knowledge generated from a team is difficult to imitate and can stay longer in a team; and consequently, improve organizational performance (Senge, 1992). Knowledge is the main driving force behind people’s motive to learn. Therefore, in order to gain dominance in the highly competitive environment, corporations should utilize knowledge management in an effective and efficient way. Knowledge sharing is one of the most challenging and important tasks in the process of implementing knowledge management. Team members must be willing to share their knowledge and experiences. However, in practice, many organizations encounter numerous obstacles in the process. Past researches had focused knowledge management and sharing issues on technological factors. Other important factors, such as human, social, and context have been neglected in these studies. Therefore, to overcome such shortcomings, this research examines the relationships between team climates, human resource management, and knowledge sharing behavior; and investigates the effect of knowledge sharing behavior on team learning. R&D teams from the machinery industry of Taiwan are the research subject. Using the case study research method, data was collected and analyzed, and then research propositions proposed. The results of this research show that between team climate and knowledge sharing, participative safety and trust and task orientation of team climate have positive influence on knowledge sharing behavior. In addition, between human resource management practices and knowledge sharing behavior, training and development and work design from human resource management practices have positive influence on knowledge sharing behavior. Finally, between knowledge sharing behavior and team learning, knowledge sharing behavior and learning goal orientation have positive effect to team learning behavior.