本研究主要利用資源保存理論以及社會交換理論的觀點，探討職涯停滯與知識分享行為之間的關係，並且檢驗工作不安全感的中介效果，以及職場友誼、主動性人格特質分別對於工作不安全感與知識分享之間負向關係的調節效果，最後檢驗職場友誼、主動性人格特質、工作不安全感的三階交互作用的效果。為驗證前述的假設關係，本研究利用網路問卷蒐集受測者資料，並以兩個時間點發放，第一階段回收樣本為233份，第二階段配對回收之樣本為180份，最後刪除無效樣本後總回收樣本總計為177份。利用SPSS 之PROCESS程式進行迴歸分析，研究結果顯示：職涯停滯與知識分享間具有顯著的負向關係、職涯停滯與工作不安全感有顯著的正向關係、工作不安全感與知識分享有顯著的負向關係、工作不安全感會中介職涯停滯與知識分享間負向的關係、職場友誼與主動性人格特質的交互作用會調節工作不安全感與知識分享間的負向關係、以及當員工在高職場友誼的環境中，且本身具有低主動性人格特質時，職涯停滯透過工作不安全感降低知識分享的中介歷程會較強。本研究根據上述分析結果提出對企業界的管理意涵建議，以及未來學術研究參考。

The current study based on of Conservation of Resource Theory and Social Exchange Theory to explore the psychological mechanism between career plateau and knowledge sharing. In addition, this study also examines the mediating effect of job insecurity, the moderating effects of workplace friendship and proactive personality on the relationship between job insecurity and knowledge sharing, and the three-way interaction effect among workplace friendship, proactive personality, and job insecurity on knowledge sharing behavior. This study adopts an online survey at two time points (T1 & T2) to examine the research hypotheses to collect data from the respondents. The returned surveys of T1 and T2 were 233 and 180. After screening out invalid responses, the final matching questionnaires were 177. Using SPSS PROCESS to analyze regression analyses, the results indicated that: (1) negative correlation exists between career plateau and knowledge sharing; (2) positive correlation exists between career plateau and job insecurity; (3) negative correlation exists between job insecurity and knowledge sharing; (4) job insecurity mediates the relationship between career plateau and knowledge sharing; (5) the simple interaction between workplace friendship and proactive personality creates moderating effect on the negative correlation between job insecurity and knowledge sharing; (6) the moderating effect of Career plateau on reducing knowledge sharing through job insecurity will be stronger for those employees who work in a high degree of workplace friendship environment but with low proactive personality. This study would propose corporate management and suggestions for future academic research according to the results.

論文審定書 ⅰ
誌謝 ⅱ
中文摘要 ⅲ
英文摘要 ⅳ
目錄 ⅴ
圖次 ⅶ
表次 ⅶ
第壹章、 緒論 1
第一節、 研究動機與研究背景 1
第二節、 研究目的與研究問題 5
第貳章、 理論與假設 6
第一節、 職涯停滯 (Career plateauing) 6
第二節、 知識分享 (Knowledge Sharing) 6
第三節、 職涯停滯與員工知識分享行為的關係 7
第四節、 職涯停滯與工作不安全感的關係 9
第五節、 工作不安全感對職涯停滯與員工知識分享行為的中介效果 12
第六節、 職場友誼的調節效果 13
第七節、 職場友誼與主動性人格的三階交互作用 15
第參章、 研究方法 21
第一節、 研究對象與施測程序 21
第二節、 研究工具 24
第三節、 資料分析方法 31
第肆章、 研究方法 32
第一節、 測量模型分析 32
第二節、 相關分析 33
第三節、 假設檢驗 35
第伍章、 討論與建議 41
第一節、 研究結果討論 41
第二節、 實務意涵 46
第三節、 研究限制與未來研究建議 49
參考文獻 52
附錄 研究問卷 62
附錄一 62
附錄二 68

 

圖 次
圖 2 1研究架構圖 20
圖 4 1職場友誼、主動性人格特質對員工工作不安全感與知識分享關係的影響，三階交互作用之檢視圖 39

表 次
表 3 1有效樣本背景分析資料表 23
表 4 1測量模型分析表 32
表 4 2相關係數矩陣圖 34
表 4 3工作不安全感中介效果迴歸分析表 36
表 4 4職涯停滯、主動性人格特質調節效果分析表 38
表 4 5職場友誼、主動性人格特質，調節式中介效果分析表 40
表 5 1研究假設驗證結果彙整表 45
 

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