The Relationship between Knowledge Management and Organizational Performance – The Moderating Effect of Human Resource Control
碩士 === 國立屏東商業技術學院 === 國際企業所 === 100 === The main purpose of this study is to test the relationship between knowledge management and organizational performance by adopting human resource control as a moderating effect. In total, 500 questionnaires were sent out and 135 effective questionnaires were...
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| Format: | Others |
| Language: | zh-TW |
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2012
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| Online Access: | http://ndltd.ncl.edu.tw/handle/71814803505020854587 |
| Summary: | 碩士 === 國立屏東商業技術學院 === 國際企業所 === 100 === The main purpose of this study is to test the relationship between knowledge management and organizational performance by adopting human resource control as a moderating effect. In total, 500 questionnaires were sent out and 135 effective questionnaires were returned with effective recovery rate 27%.
As a result, the empirical analysis in this study indicates that:
1. The results failed to support the moderating effects of input control on organizational learning and organizational performance.
2. Behavior control has a positive moderating effect on the relationship between exploitation and organizational performance.
3. Output control has a positive moderating effect on the relationship between exploration and organizational performance.
4. Input control has a negative moderating effect on the relationship between knowledge transfer organize strategy and organizational performance.
5. Output control has a positive moderating effect on the relationship between knowledge transfer share strategy and organizational performance.
6. Output control has a positive moderating effect on the relationship between knowledge transfer deliver strategy and organizational performance.
This study suggests to the researchers who are also interested in this field should keep their questionnaire short. A long questionnaire often results in interviewees’ lack of patience in responding the question items, which will greatly affect the research findings. It also points out the necessity of increasing variables in knowledge management or of using different scholar’s categories in variables. Finally, it is important to design a more suitable questionnaire under the topic of human resource management in order to increase the credibility of its findings.
Some recommendations are concluded to enterprises based on this study:
1. Using behavior control in exploitation of organization to improve performance.
2. Adopting output control in exploration of organization to improve performance.
3. Utilizing output control in knowledge transfer deliver strategy of organization to improve performance.
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