過往研究顯示競爭環境與員工是否願意分享或隱藏知識並未有明確關聯性，因此本研究根據資源保存理論觀點，探討競爭心理氣候與員工知識隱藏行為之間的關係，其中知識隱藏又分為三個向度來個別探討，分別為推託隱藏行為、合理化隱藏行為以及裝傻行為。同時，本研究亦探討員工心理安全感的中介效果，以及復原力在競爭心理氣候與心理安全感之間的調節作用。本研究以間隔四週之兩階段線上問卷的方式來進行資料蒐集，共收集到 186 份有效問卷，研究對象為臺灣私營企業之全職工作者。本研究使用 IBM SPSS Statistics 28 以及 Mplus 7.4 進行結構方程模式分析，來檢視研究提出之假設。研究結果顯示，心理安全感在競爭心理氣候與推託隱藏行為、合理化隱藏行為、裝傻行為之間皆具有完全中介效果。此外，復原力在競爭心理氣候與心理安全感之間有調節作用，其調節式中介作用會進一步間接影響員工的知識隱藏行為，當復原力越高時，競爭心理氣候透過心理安全感正向影響員工知識隱藏行為的效果會越弱。最後，本研究依據分析結果，提出提升員工的心理安全感與復原力以減少知識隱藏行為的研究結論與建議，供未來的研究者、企業的管理者、主管及人力資源部門人員參考。

Previous research has shown that there is no clear relationship between the competitive environment and employees' willingness to share or hide knowledge. Therefore, this study investigates the relationship between competitive psychological climate and employees' knowledge hiding behaviors based on the conservation of resource theory. Knowledge hiding is examined through three dimensions: evasive hiding, rationalised hiding, and playing dumb. Additionally, this study explores the mediating effect of employees' psychological safety and the moderating role of resilience between a competitive psychological climate and psychological safety. The research was conducted using a two-stage online questionnaire with a four-week interval. A total of 186 valid questionnaires were collected from full-time employees in Taiwan's private enterprises. Structural equation modeling analysis was conducted using IBM SPSS Statistics 28 and Mplus Version 7.4 to test the proposed hypotheses. The findings indicate that psychological safety fully mediates the relationship between competitive psychological climate and the three dimensions of knowledge hiding behavior: evasive hiding, rationalised hiding, and playing dumb. Furthermore, resilience moderates the relationship between competitive psychological climate and psychological safety, demonstrating a significant moderated mediation effect that indirectly influence employees' knowledge hiding behaviors. The higher the resilience, the weaker the positive effect of competitive psychological climate on employees' knowledge hiding behavior through psychological safety. In conclusion, based on the analysis results, this study suggests focusing on enhancing employees' psychological safety and resilience to reduce knowledge hiding behaviors. This recommendation is intended for future researchers, corporate owners, supervisors, and the human resource departments to consider.

論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
第一章 緒論 1
第二章 文獻回顧與研究假設 5
第一節 知識隱藏 5
第二節 競爭心理氣候 8
第三節 資源保存理論 10
第四節 競爭心理氣候與知識隱藏之關係 13
第五節 心理安全感對競爭心理氣候與知識隱藏間之中介效果 15
第六節 復原力對競爭心理氣候與心理安全感間之調節效果 18
第三章 研究方法 20
第一節 研究架構 20
第二節 研究對象與程序 21
第三節 研究變項與衡量工具 24
第四節 資料分析方法 28
第四章 研究結果 29
第一節 驗證性因素分析 29
第二節 相關分析 30
第三節 假設檢定 32
第五章 研究結論與建議 37
第一節 研究結論與討論 37
第二節 研究意涵 41
第三節 研究限制與未來研究建議 46
參考文獻 49
附錄 56

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