[[alternative]]A Case Study of Relationship Between Knowledge Communities and Middle-Level Managers’ Competencies－Aerospace Industrial Development Corporation as an Example

碩士商業教育學系[[abstract]]知識社群意指一個追求共同興趣或解決對策的非正式專業組織，它是組織獲取個人內 隱知識與創造組織價值的最好方式，對促進組織績效功不可沒。中階主管在企業中一向扮 演了非常重要的「推手」角色，一方面努力推動和執行高階主管所賦予的任務，另一方面 帶領部門員工達成組織目標，是高層主管與基層間的溝通橋樑。本研究旨在探討企業知識 社群的運作，其非正式組織的性質，能否影響中階主管管理才能的增長，以維持專業知能 並積極追求新知，成功地帶領部門成員協助組織達成目標，為組織創造價值。 本研究以立意取樣方式，選取國內一家推行知識社群相當卓越的標竿企業－漢翔航空 工業股份有限公司為研究對象，結合文獻分析、實證調查，並輔以深度訪談的研究方法來 進行，針對個案公司十一個知識社群社員發放460份問卷，回收255份問卷，有效回收率為 53%。資料處理以敘述統計、t考驗、單因子變異數分析、典型相關分析、多元逐步迴歸分 析及克-瓦二氏單因子等級變異數分析等統計方法探究結果，最後獲致結論如下： 一、知識社群對個人專業知能的增長有正面的助益。 二、知識社群較能夠獲得45歲以上、教育程度在研究所及以上及 工作年資越高的知識社群社員的肯定。 三、知識社群對中階主管最重視的「人際關係才能」有所影響。 四、知識社群對中階主管管理才能具相當程度的關聯性；且「學習成 長」、「組織目標」、「組織文化」與「激勵制度」等對提昇中 階主管管理才能具有預測力。 最後根據研究結論，提出具體的建議，以供企業及後續研究參考。[[abstract]]Knowledge community is an informal professional organization that looks for mutual interests or problem solutions. To acquire employees’ tacit knowledge and to create value for business through knowledge community is the best way. Middle-level managers play an important role in business. They have to carry out top executives’ assignments for one thing and lead employees to achieve organizational goals for another. They are the communication channels between top executives and entry level employees. The purpose of this study was to explore if middle-level managers’ competencies are influenced by knowledge communities. The study was based on the AIDC by purposive sampling. The questionnaire subjects included 460 members who participated in knowledge communities in AIDC, with 53% valid return rate. The study methods included literature review, questionnaire and in-depth interviews. The data were submitted to descriptive statistics, t-test, ANOVA, canonical correlation, multiple stepwise regression and Kruskal-Wallis test. According to the findings, the conclusion is summarized as follows: 1.Knowledge communities had positive effects on personal professional knowledge and skills. 2.Age, education, and the number of years of working experiences had significant effects on the members’ viewpoints toward knowledge community. 3.Knowledge communities had effect on middle-level managers’ “interpersonal skills”. 4.Knowledge communities had correlation with the middle-level managers’ competencies. In addition, “learning and development”, “the goal of knowledge community”, “the culture of knowledge community” and “motivation policy” had higher predictability on promoting the middle-level managers’ competencies. Finally, recommendations based on the findings and conclusions were made for business and further study