| Summary: | 碩士 === 國立臺灣師範大學 === 工業科技教育學系 === 97 === This research makes a thorough inquiry to the detection of the types of the personalities, focused on “the levels of thinking styles” and “the scope of thinking styles”. Wish to offer a reference to the enterprises for the improvement of the enhancing of an employee’s knowledge management capability. This research took the front 3 case companies as industry representatives, issued 740 questionnaires, and deducted the uncompleted part, there are 453 ones, and the index of effective recoveries is 61%. Below are the results:
1. The results show that different traits cause diversities of self-knowledge
management capabilities, trust and knowledge transfer with the different level of thinking styles.
2. There are partial positive relations between trust, knowledge transfer,
and self-knowledge management capabilities with different styles of thinking. The different traits cause different relations, it showed the differences of the personalities to the varieties.
3. There are partial significant predicted capabilities with different thinking
style of an information R & D personnel’s trust, knowledge transfer, and self-knowledge management capabilities.
4. The analysis focused on the impact of knowledge transfer and trust to
the self-knowledge management capabilities with different thinking styles results that an information R & D personnel with different thinking style using their knowledge transfer and the level of trust, effects their self-knowledge management capability; therefore, trust plays the intermediary role between knowledge transfer, and knowledge management capability when there are different thinking styles.
Concluding all the description above, the enterprise should pay attention to:
1. The personality is an important factor of the progressing of the
self-knowledge management capabilities.
An information R & D personnel’s different personalities shows their
potential habits on their behavior. Every employee has their style of behavior, and the enterprise should appreciate the test of the personalities, knowing the features of their employees to reach the purpose of the educating talent training.
2. Promote the trust and cooperation between employees.
To elevate the employees’ level of trust to the other partners the enterprise has to let the employees trust the organization first; to do this, the enterprise should promote internal team work, help to establish platform or channel to exchange internal messages and organizational knowledge, showing the formal or informal path of communication for different teams, then they can create opportunities of communication and cooperation between them while they’re working, and they will improve their concentrating power.
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