知識分享與知識隱藏行為對組織效能至關重要，而工作干擾則是組織中影響員工工作體驗與績效的主要挑戰之一。本研究以工作干擾的四個構面（入侵、分心、差異和休息）為基礎，探討工作干擾透過自我調節資源耗竭對知識分享和知識隱藏行為的影響。此外，本研究將同事支持作為調節變數，分析自我調節資源耗竭與同事支持的交互作用對知識分享和知識隱藏行為的影響，並進一步檢視不同情境下，同事支持對中介機制的調節效果。
本研究採用連續兩天、三階段的問卷調查方法，收集202份臺灣全職工作者的樣本資料。研究結果顯示，分心透過自我調節資源耗竭顯著減少知識分享行為。此外，證實自我調節資源耗竭與同事支持的交互作用對知識分享行為的影響。當同事支持較高時，分心透過自我調節資源耗竭對知識分享行為的負向間接效果更加顯著。
本研究對於工作干擾如何影響知識分享與知識隱藏行為的相關理論做出貢獻。同時，研究結果具有實務啟示，為組織應對工作干擾、緩解自我調節資源耗竭並促進知識分享行為提供具體方向。

Knowledge sharing and knowledge hiding behaviors are critical to organizational effectiveness, while work interruptions pose significant challenges to employees' work experiences and performance. This study, based on the four dimensions of work interruptions (intrusion, distraction, discrepancy, and break), examines the impact of work interruptions on knowledge sharing and knowledge hiding behaviors through self-regulatory resource depletion. Additionally, this study introduces coworker support as a moderating variable, exploring the interaction between self-regulatory resource depletion and coworker support and its influence on knowledge sharing and knowledge hiding behaviors. Furthermore, it investigates how coworker support moderates the mediating mechanism under different scenarios.
Using a two-day, three-phase survey method, this study collected 202 valid responses from full-time employees in Taiwan. The results indicate that distraction, through self-regulatory resource depletion, significantly reduces knowledge sharing behavior. Moreover, the interaction effect between self-regulatory resource depletion and coworker support on knowledge sharing behavior was confirmed. Specifically, when coworker support is high, the negative indirect effect of distraction on knowledge sharing behavior via self-regulatory resource depletion becomes more pronounced.
This study provides significant contributions to theories on how work interruptions affect knowledge sharing and knowledge hiding behaviors. Additionally, the findings offer practical implications, providing specific directions for organizations to address work interruptions, alleviate self-regulatory resource depletion, and promote knowledge sharing behaviors.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
第壹章 緒論 1
第貳章 文獻回顧與假設發展 4
第一節 工作干擾 4
第二節 工作干擾與自我調節資源耗竭之關係 5
第三節 自我調節資源耗竭與知識分享和知識隱藏行為之關係 6
第四節 工作干擾與知識分享和知識隱藏行為：自我調節資源耗竭的中介效果 8
第五節 自我調節資源耗竭與知識分享和知識隱藏行為：同事支持的調節效果 9
第參章 研究方法 12
第一節 研究樣本與施測程序 12
第二節 研究工具 12
第肆章 研究結果 15
第一節 描述性統計與相關性 15
第二節 驗證性因素分析結果 16
第三節 假設檢定 17
第伍章 討論 22
第一節 理論意涵 22
第二節 實務意涵 24
第三節 研究限制與未來研究建議 25
參考文獻 27
附錄 35

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