A Study of Relationships among Organizational Justice,Trust and Knowledge Sharing Behavior: The Case of the R＆D Departments of High-Technical Industry in Taiwan

碩士論文[[abstract]]本研究主要目的在探討高科技產業研發部門員工的組織正義、信任與知識分享行為間的關係，藉以了解員工在組織中的公平與正義知覺、信任的態度與知識分享行為。以社會交換理論與公平理論為基礎，將分配正義、程序正義與互動正義為自變項，知識分享行為為依變項，組織信任、主管信任與同事信任為中介變項，驗證研究變項間的因果關係。 本研究以台灣股票上市與上櫃高科技產業研發部門的員工為研究對象，共發出1875份問卷，回收有效問卷302份，回收率為16％。將回收資料採用one-way ANOVA分析、Kruskal-Wallis分析、Schffe法多重比較、Dunn法多重比較、Pearson積差相關分析、線性結構關係模式的次模式徑路分析，研究發現男性員工、高層主管、高層主管的組織信任分別高於女性員工、基層主管、非主管；理工背景者的知識分享行為高於文法背景者。分配正義、程序正義、互動正義分別對組織信任、主管信任與同事信任皆有正向影響，而且互動正義與同事信任皆對知識分享行為有正向影響。此外，同事信任分別是分配正義、程序正義、互動正義與知識分享行為間的中介變項。因此，在高科技產業研發部門的管理者應該落實組織正義相關議題的工作，塑造信任的環境，改善員工對組織與主管信任的看法，積極推動同事信任，建立互動溝通的管道，繼而可促進組織內知識分享，如此將可加速知識的形成與擴散，創造組織競爭優勢。[[abstract]]Abstract The purpose of this study is to investigate the relationships among organizational justice, trust and knowledge sharing behavior in the R&D departments of High-Technical Industry in Taiwan for understanding employee’s perception of fairness and justice, attitude of trust, and willingness of knowledge sharing behavior in the organization. Based on the “Social Exchange Theory” and “Equity Theory,” this study contructs a model in which distributive justice, procedural justice and interactional justice are the independent variables, knowledge sharing behavior is the dependent variable and trust to the organization, the manager and colleagues are the mediate variables to identify the causal relationships. The employees from the R&D departments of High-Technical Industry in Taiwan are the target population. 1875 questionnaires were distributed and 302 effective ones returned, resulting in an approximate response rate of 16 percent. By One-Way ANOVA, Kruskal-Wallis, Scheffe method, Dunn method, Pearson Product-Moment and Path Analysis of LISREL model, the research resultant is that male employees’(top managers’, top managers’)trust to the organization is more than female employees’(first-line managers’, nonmanagers’), and knowledge sharing behavior of employees with science and engineering background is more than employees with humanities and law background. Employee’s perception of organizational justice (distributive justice, procedural justice and interactional justice) toward the trust (trust to the organization, trust to the manager and trust to colleagues) has significantly positive effects. Employee’s perception of interactional justice and “trust to colleagues” toward knowledge sharing behavior has significantly positive effects. Additionally, “trust to colleagues” has a mediate effect on the relationship between employee’s perception of organizational justice(distributive justice, procedural justice and interactional justice) and knowledge sharing behavior. Accordingly, the manager of the R&D departments of High-Technical Industry in Taiwan should fulfill the related work of organizational justice. A trustful working environment in which employees can develop a trusting relationship with the manager, colleagues and the organization is created. Thus, the manager builds an interactional channel of communication and develops “knowledge sharing” in the organization. Ultimately the knowledge is well developed and fast diffused in the organization. Further, in the knowledge economic age of the 21st century, the organization will be able to take competitive advantages