摘要

知識分享已經被當作是描述知識管理的一個關鍵面向了。本研究提出了知識管理的議題，包括工作者動機和特性、知識分享行為和知識品質，然而在過去有關於知識管理方面的文獻中，對於印度尼西亞人的組織比較少受到關注。各種研究皆強調知識分享在組織中對於提升績效和創造公司價值的重要性，然而，在工作者間的知識整合、移轉或分享，仍存在著困難。
存在於工作者間知識分享的主要問題依舊困難，是因為當這些工作者認為他們的知識是有價值且重要的時候，他們將不會分享他們的知識給其他人。這些現象會存在是因為工作者害怕失去這些有價值的知識。另一方面，即使在個體間的知識分享會對組織的生存有正向影響，但是促進或不促進知識分享的行為的因素還尚未被發現。
本研究主要想調查會影響印度尼西亞人知識分享的因素。隨後，深入理解工作者的行為會如何影響知識分享和知識品質。作者使用問卷調查的方式，從文獻去檢驗工作者的觀點，每個變數都已被確認過了。總共發放804份問卷給印度尼西亞的工作者，藉以用來檢驗作者所提出的研究模式為有效的。
然而，只有747份問卷被收回且分析，有57份問卷未被收回。使用李克特量表來衡量，再使用Smart PLS 3.2來確認研究架構和分析最終結果。本研究最後發現與知識分享有顯著影響的因素包括利他主義、信任、軟激勵和工作者個人動機，硬激勵則是不顯著。
最後，本研究所提出的是一個知識分享行為的新模型，並對在印度尼西亞的組織提出建議，在這個研究中也許可以幫助公司，建構出知識策略的基礎。對未來的影響，最後也將被討論。

ABSTRACT

Knowledge sharing has been described as a key aspect of knowledge management. This study addresses the issues of knowledge management (KM), workers motivation and characteristic, knowledge sharing behaviour and knowledge quality. While most studies in the literature, relating to all aspects of KM, however Indonesian organizations in particular has not received much attention. Various research have highlighted the importance of knowledge sharing in organizations for help improving performance and created value added of the company, however a major obstacle from the perspective of integration or knowledge transfer or sharing among workers still exists.
The main problem in knowledge sharing among workers is still difficult because workers will not share their knowledge as they think their knowledge is valuable and important. This phenomenon happens because the employees scared of the loss of valuable knowledge. In the other hand, even though knowledge sharing among individuals has been acknowledged as a positive force for the survival of an organization but the factors that encourage or discourage knowledge sharing behaviour in the workers context are poorly understood.
The focus of this study investigated the factors that influence knowledge sharing among Indonesia workers. Then, develop a deeper understanding of how workers behaviour that affect knowledge sharing practices and quality of knowledge. The authors used survey questions designed from the literature to examine workers perceptions of all variables were identified. A total of 804 respondents were used to validate the measures and test our research model were distributed to Indonesian workers.
However, only 747 were returned and usable for analysis, there are 57 questionnaires were not returned. Likert scale interval chosen for each assessment questionnaire statement, then using Smart PLS 3.2 to confirmation research construct and analysis final findings. This study conclude factors that altruism, trust, soft reward, and personality of workers motivation are significant influencing the knowledge sharing behaviour, except hard reward was rejected.
Finally, the output of this research is a new model of the knowledge sharing behaviour and the recommendation for organizations in this research may help the firms in guiding their efforts to build knowledge sharing strategy based firms in Indonesia. The implications of the findings are discussed.

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