The Effect of Personality Traits of Staffs on Knowledge Sharing Intention: Using Taking h Company as An Example

• Main Authors: Chang, Chih-Young, 張智勇
• Other Authors: Chu, Chih-Chung
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/724bat

碩士 === 龍華科技大學 === 企業管理系碩士班 === 102 === With The main competitiveness of high-tech smart handheld devices manufacturer to face the highly competitive and fast changes fast of the market environment, high-tech smart handheld devices manufacturers the companies need to have a high degree of sensitivity and have the ability to respond quickly with a high degree of sensitivity to respond and achieve excellent performance. Such a response not only lies in technology and expertise but also in employees’ quality. Beause the enterprise was composed of employees, interpersonal trust relationships between personality traits and knowledge sharing will affect the degree of knowledge sharing between employees’ will. In addition, supervisor’ support and attention promote employees’ willingness to share knowledge within the organization. In this study, taking h company as an example, we discuss the relationship among "employees’ personality traits", "interpersonal trust", "knowledge sharing willingness" and "perceived supervisor support." Base on the background of interpersonal trust and perceived supervisors’ support attitude, we aim to explore how employees with different personality traits share expertise knowledge wtih co-workers in their workplace. This study used a Likert (Likert) six-point scale to collect research data.To understand the characteristics of the current status of the organization, we issued a total of 300 copies of the questionnaire; among them, 296 copies were valid (98.67%). After analyzing the survey data, we had the following conclusions: First, there was a positive correlation between personality traits and interpersonal employee trust. Furthermore, the interpersonal trust will positively affect knowledge sharing willingness between/with employees. Third, the employee personality traits will have the positive effects on an intermediary mechanism of interpersonal trust to share knowledge willingness with organization members. Fourth, perceived supervisor support will strengthen the positive relationship between interpersonal trust and knowledge sharing willingness.