An Examination of the Effects of Organizational Justice and Knowledge Sharing Intention on Work Performance

• Main Authors: Shu Yi Huang, 黃淑意
• Other Authors: M. Chao
• Format: Others
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/23231351033346350471

碩士 === 長庚大學 === 管理學院碩士學位學程在職專班醫務管理組 === 99 === National Health Insurance Policy is keeping changing and has restrictions; the competition of pharmaceutical industry is more and more seriously. Since the Medical Health Service industry is an independent and a professional market, sale representatives of pharmaceutical industry not only need product knowledge to promote and sale it but also has to share and accumulate industry knowledge. Knowledge Management has been the trend recently but what is the purpose to do it. Sustainable business development is the long-term goal and improving employee’s and company’s performance is the short-term goal. There are many criteria to affect employee’s willing to share knowledge such as organizational justice, culture or climate. Creating a culture which encourages knowledge sharing is a topic that is worth a discussion. The research is based on the questionnaires completed by sale representatives of pharmaceutical industry to understand their awareness on organizational justice, knowledge sharing willingness and work performance. Moreover, using the intervening variables of knowledge sharing willingness to realize if organizational justice would impact on work performance or not. Through SPSS statistic program completed common analyze, reliability analysis, t-test, ANOVA, multicollinearity regression analysis and mediation causal steps test model and the findings are listed below. 1. Enhance employee’s awareness on organizational justice which helps to improve work performance. 2. Enrich employees’ awareness on knowledge sharing willingness which helps to improve work performance. 3. Enhance employee’s awareness on organizational justice which helps to increase knowledge sharing willingness in order to improve work performance. 4. Has significant difference on organizational justice awareness influenced by position, territory and seniority and work performance which influenced by age.