| Summary: | 碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 98 === With the business society coming, the uniqueness of knowledge plays an important role in maintaining a company’s competitive advantage. A company wishing to establish and maintain the knowledge needed for competitive advantage must creat and acquires new ability, and employss’s knowledge sharing behavior is the key point for firms.Turnover intention is a popular issue in management field. Past literature review had indicated that many factors of employss’s turnover are complicated.
By past studied reported that social self-efficacy could decrease the personal anxiousness in social situations. We have two main purposes in this study: 1. Explore the relationships between knowledge sharing behavior, job embeddedness and turnover intention; 2.Examine the moderating role of social self-efficacy of knowledge sharing behavior and job embeddedness.
We adopt the purposive sampling, provides the company to cover the grand total to send out 55 company altogether 350 questionnaires. Amounts to the effective sample from 33 companies, altogether 178 effective questionnaire. We used confirmation factor analysis and hierarchical regression analysis to testify our hypotheses.
Research findings indicate that: 1. Knowledge sharing behavior is negatively correlated with turnover intention; 2.There is positive relationship between knowledge sharing behavior and job embeddedness ; 3. Job embeddedness mediate the relationships between knowledge sharing behavior and turnover intention. According to the above results, the managerial implications are: 1.Organizations should design suitable prize reward mechanism to encourage the staff to unfold the knowledge sharing behavior; 2.Managers have to know the motivation of employee’s turnover behavior from job embeddedness views.
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