隨著知識經濟時代的來臨，知識的創造與應用的效率，成為企業決勝的關鍵。要使組織更有效率的應用知識、創造知識，唯有靠員工分享其所知，因此，知識分享已然成為許多組織所關心的重點。但有價值的知識多為隱性知識，且存在於員工腦海中，員工必須樂意將其所知分享出來才會對組織有用，所以，過去許多研究都在探討如何使員工能樂意的分享他所擁有的知識。根據過去學者研究，職場友誼能增進與上司或同事間良好互動與增加彼此信任，為成員間的知識分享行為提供一個溫床，因此本研究欲以個人層次的觀點探討員工個人的職場友誼程度是否會直接或透過組織承諾間接影響其個人知識分享行為。
本研究以兩岸服務於科技產業之員工為研究對象，以探討個人職場友誼、組織承諾及員工個人知識分享行為三者之間的影響實證，並檢驗組織承諾在個人職場友誼與個人知識分享行為之間的中介效果。本研究採用問卷調查法，共發出問卷206份，回收200份有效問卷，問卷資料經過統計分析後得出以下結論：
1. 員工的個人職場友誼的提升有助於提升員工的個人組織承諾。
2. 員工價值承諾的提升有助於提升員工整體個人知識分享行為。
3. 員工個人與同事間友誼的提升有助於提升員工整體個人知識分享行為。
4. 人口控制變項中僅性別、年齡、教育程度對個人知識分享行為有影響。

With the advent of Knowledge-based economy, knowledge creation and application efficiency has become more and more critical to enterprises. In order to create and make use of knowledge more efficiently, enterprises count on employees to share their knowledge. Knowledge sharing has become the main concern in many organizations. Valuable knowledge is often tacit knowledge, and exists only in the employees’ mind. Employees must be willing to share, so that the knowledge can be useful to the organization. Therefore, more and more studies are trying to explore what makes the employees willing to share their knowledge.
In our empirical study, Workplace friendships can promote good interaction between individual and his/her supervisor and colleagues. It can also increase trust and understanding, and with which, knowledge sharing behavior among members is more likely to occur. The purpose of our study is to investigate from the point of view of individual level whether the degree of individual workplace friendship will affect individual knowledge sharing behavior. And further, whether Organizational Commitment has a mediating effect between individual workplace friendship and knowledge sharing behaviors.
Samples of this study are employees in the technology industry from both Taiwan and Mainland China. Questionnaire survey was adopted, and a total of 200 valid questionnaires were obtained. After statistical analysis we have the following conclusions: (1) Degree of the individual workplace friendship has a significant direct effect on individual organizational commitment. (2) Degree of individual Organizational Commitment has a significant direct effect on individual knowledge sharing behavior. (3) Individual organizational commitments is a mediator between individual workplace friendship and individual knowledge sharing behavior. (4) Gender, age, level of education affect individual knowledge sharing behavior.

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