比馬龍效應影響員工在知識分享、工作投入及工作滿意度關聯性之探討

Abstract

近年來企業非常注重知識經濟與知識管理，因此，學者們開始尋找讓知識工作者樂於知識分享的方法，以前的研究主要集中在領導者促進知識分享，但很少從比馬龍效應的角度出發，為了解決這差距，本研究探討了比馬龍效應如何影響員工的知識分享進而影響工作投入和工作滿意度。本研究蒐集了283份問卷，並通過驗證性分析和結構方程模式進行分析，以驗證本研究中提出的假設。 本研究結果指出，比龍效應與知識分享快速回饋型及認知反思型呈正相關，但與情感反思型沒有顯著影響。兩種類型的知識共享：快速回饋型和認知反思與工作投入有正向影響，但對情感反思沒有顯著影響。最後，工作投入和工作滿意度呈正相關。研究結果表明，領導者透過比龍效應的正向方式能促使員工在兩種類型的知識共享並鼓勵員工對工作的投入，最終可以提高工作滿意度。

In recent years, companies have paid great attention to knowledge economy and knowledge management. Therefore, scholars have begun to find ways to make knowledge workers happy to share knowledge. Previous studies have been focused on engaging leader to promote knowledge sharing, but seldom from the perspective of Pygmalion effect. To address this gap, this study explored how the role of Pygmalion effect affects employees’ knowledge sharing that reflects their job engagement and job satisfaction. Data of 283 were collected and analyzed by confirmatory factor analysis with structural equation modeling to verify those hypotheses proposed in this study. The results of this study indicate that the Pygmalion Effect is positively related to types of knowledge sharing: automatic response and rational reflection, but not significantly related to affective reflection. Two types of knowledge sharing: automatic response and rational reflection are positively related to job engagement, but not significantly for affective reflection, Finally, job engagement is positively related to job satisfaction. The results imply that by adapting positive leadership of Pygmalion effect can promote employees to involve two types of knowledge sharing and encourage them to engage job, eventually their job satisfaction can be enhanced.