「老鳥不教菜鳥」似乎成為現代企業組織內普遍存在議題，本研究欲探討不同組織鑲嵌型態之員工，會透過何種心理契約的中介機制，進而影響其知識隱藏行為，同時亦檢驗三種暗黑三角人格之調節效果。透過兩階段之網路問卷，本研究共計收集172份有效樣本。研究結果顯示「鑲嵌敬業型留任者」及「敬業留任者」會透過「關係型心理契約」，進而引發合理化知識隱藏行為，表示此隱藏行為是經過公司長期利益思考的行為，並非傷害公司生產力行為，這有別於過去大部份研究的論述認為知識隱藏行為會傷害公司生產力。進一步檢視暗黑人格之調節式中介效果顯示，當自戀人格強烈的「偷懶或受困型員工」，會透過交易型心理契約，進而同時有較多的迴避式、合理化及裝傻式之全部三種知識隱藏行為。本研究將能提供管理者有效之管理面向的判斷，了解不同鑲嵌型態之員工對知識隱藏之動機，結合其不同之心理契約及暗黑人格特質，可以讓管理者在日常管理上，易於分類並進行管理，在未來公司的留才策略上應有不同的做法，將有助企業技術知識傳承。

The reluctance of seniors to assist juniors is a common issue in modern corporate management. Based on different psychological contracts, this research examines the relationships between various types of organizational embeddedness profiles and different forms of employee knowledge hiding behavior. Concurrently, this study investigates the first-stage moderating effects of the dark triad on the above relationship. Subsequently, it tests the effects of moderated mediation on employee knowledge-hiding behavior. 172 samples were collected using a two-phase matched-pair sampling approach through an online questionnaire. The results indicate that both "embedded engaged stayers" and "engaged stayers" can trigger rationalized hiding behavior through the relational psychological contract. These findings are rooted in companies' long-term development and differ from prior research, which suggested that knowledge hiding leads to counterproductivity. Furthermore, this study examines the moderated effect of the dark triad personality. The indirect relationships between "slackers" or "trapped stayers" and all three types of knowledge hiding—evasive, rationalized, and pretending ignorance—via the transactional psychological contract were stronger when these individuals exhibited higher levels of narcissistic personality traits. These findings can aid managers in comprehending the motivations behind different knowledge hiding behaviors within various types of organizational embeddedness. By combining the mediation of psychological contracts and the moderation of dark triad personality, managers can classify employee groups, thus enabling the implementation of differentiated retention strategies to facilitate the successful inheritance of skills and knowledge.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻探討 6
第一節、員工之組織鑲嵌型態 6
第二節、心理契約 7
第三節、知識隱藏 9
第四節、暗黑三角人格特質 11
第三章 研究方法 12
第一節 研究架構及研究假設 12
第二節 研究對象及施測程序 15
第三節 研究工具 17
第四節 資料分析方法 24
第四章 研究結果 25
第一節 集群分析 25
第二節 相關分析 26
第三節 中介效果假設檢驗 28
第四節 調節效果假設檢驗 30
第五節 調節式中介效果假設檢驗 35
第五章 結論 38
第一節 研究結果統整 38
第二節 實務建議管理處理方式 42
第三節 未來研究建議 44
參考文獻 46

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