The relationships among satisfaction of psychological contracts, organizational trust, organizational commitment and willingness of knowledge sharing –based on the employees in Water Resources Agency, Ministry of Economic Affairs•

• Main Authors: Hsun-Nan Huang, 黃洵楠
• Other Authors: jian-jung Jian
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/07086881122980594865

碩士 === 國立中正大學 === 勞工所 === 96 === Abstract Raising efficiency by knowledge management has become one of the significant policies of our government in response the emphasis of knowledge management by office department worldwide, However, human is the core factor of promoting knowledge sharing and management. The purposes of this research are to explore the psychological contexts and social exchange factors (such as satisfaction of psychological contract, organizational trust, and organizational commitment) that affect civil servants'' willingness of knowledge sharing. The subject of this study is the employees of Water Resources Agency, Ministry of Economic Affairs. Questionnaire survey was used in this study based on random sampling by the proportions of employees of each unit in Water Resources Agency, Ministry of Economic Affairs. 382 questionnaires were sent out, in which 351 were effective. The effective return rate was 91.89%. The findings are as follows: 1. Increasing civil servants’ organizational trust also improve their recognitions to management styles and organizational norms; therefore they were more willing to share knowledge. 2. Increasing civil servants’ organizational commitment was helpful to internalize civil servants'' organizational recognitions and to share knowledge. 3. Improving the satisfaction of relational contract satisfaction was favorable to civil servants understanding the mutual beneficial and harmonious workplace atmosphere when they share knowledge. 4. Owing to uniqueness of professional skills, higher entrance barrier and lower switching costs of job, civil servants in technical department showed lower satisfaction of relation contract, organizational trust, organizational commitment, and willingness of sharing knowledge based on reciprocity than those in administration department. 5. Due to tenure, involvement and values to organization, managers in administration department showed stronger satisfaction of psychological contract, organizational trust, organizational commitment, reciprocity and willingness of sharing knowledge than non-managerial civil servants.