知識是組織的重要無形資產，對於改善績效和維持競爭優勢至關重要。在知識管理領域中，知識分享被視為基本要項之一，許多企業透過知識分享來開發新技術、解決問題，以保有競爭力。
本研究以工作-角色依附理論為基礎，探討工作重塑在工作鑲嵌與知識隱藏之間的中介效果，以及主管矛盾思維對工作鑲嵌與工作重塑關係的調節效果。研究對象為台灣的製造業、批發零售業及專業、科學與技術服務業等產業員工，採兩階段方式進行問卷調查，共蒐集了421份有效問卷，統計分析則運用IBM SPSS Statistics28.0軟體執行信度分析、敘述性統計分析、相關分析以及層級廻歸分析，並採用AMOS軟體進行驗證性因素分析(CFA)。
根據分析結果發現： (1)工作鑲嵌與工作重塑具有正向關聯；(2)工作重塑與知識隱藏具有負向關聯；(3)工作重塑在工作鑲嵌與知識隱藏之間具有中介效果；(4)主管矛盾思維對工作鑲嵌與工作重塑的關係存在正向之調節功能。
根據分析結果，當員工對組織的鑲嵌程度越高時，越有機會進行工作重塑，並藉由自我工作調整，尋求更多的機會和資源，如此將更願意分享知識、合作和學習，減少知識隱藏的需求。另一方面，具備矛盾思維特質的主管，因更能理解和欣賞員工之間的多樣性和衝突，將促使員工在工作鑲嵌上的效果發揮更大的助力，有助於創造一個開放和信任的工作環境，鼓勵員工進行工作重塑。

Knowledge is an important invisible asset for organizations and is critical to improving performance and maintaining a competitive advantage. In the area of knowledge management, knowledge sharing is considered as one of the basic methods through which many companies develop new technologies and solve problems to remain competitive.
This study focuses on the interrelationship between job embeddedness, job crafting, knowledge hiding, and leader's paradox mindset, and uses work-role attachment as the research basis to explore the mediating effects of job crafting, job embeddedness on knowledge hiding, and the moderating effects of leader's paradox mindset in job embeddedness on job crafting.
The study targeted the manufacturing, wholesale and retail, and professional, scientific and technical service industries in Taiwan. A total of 421 valid questionnaires were collected through a two-stage survey. The research methodology involved conducting reliability analysis, descriptive statistical analysis, correlation analysis, and regression analysis using IBM SPSS Statistics 28.0 software. Additionally, confirmatory factor analysis (CFA) was performed using AMOS software.
The study yielded the following findings: (1) There is a positive association between job embeddedness and job crafting; (2) Job crafting is negatively related to knowledge hiding; (3) Job crafting acts as a mediator between job embeddedness and knowledge hiding; (4) The leader's paradox mindset positively moderates the relationship between job embeddedness and job crafting.
Based on the study findings, it can be concluded that higher levels of job embeddedness among employees provide them with increased opportunities for engaging in job crafting behaviors. This, in turn, facilitates knowledge sharing, cooperation, and reduces knowledge hiding tendencies. Additionally, when supervisors possess the characteristic of paradoxical thinking, it enables employees to experience a higher level of job embeddedness and empowers them to reshape their work accordingly.

論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
圖目錄 vi
表目錄 vii
第一章　緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章　文獻探討與研究假說 5
第一節 工作-角色依附理論 5
第二節 變數介紹 7
第三節 假說推導 15
第三章　研究方法 17
第一節 研究架構 17
第二節 研究樣本與資料蒐集 19
第三節 研究變項之操作型定義與衡量工具 22
第四節 統計分析方法 27
第四章　實證結果分析 28
第一節 模型檢測 28
第二節 相關分析 29
第三節 階層廻歸分析與研究假說檢定 31
第五章　結論與建議 36
第一節 研究結果分析 37
第二節 研究與實務意涵 39
第三節 研究限制與未來研究建議 41
參考文獻 42

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