本研究從組織企業的觀點，探討其組織內部成員間的信任與知識分享意願，對於員工工作績效的影響關係，並檢定金融服務業組織內部員工的知識分享意願對信任與工作績效間是否具中介效果；及檢定工作價值觀對信任與知識分享意願之關係是否具有干擾效果。
本研究據相關變數之間的關聯性，以建立研究假設，並以金融服務業組織內部成員為研究對象，共計發放820份問卷，有效樣本數為677份，回收比率為82.56%，本研究透過結構方程模式(Structural Equation Modeling ,SEM)分析檢定研究假設，結果顯示：信任對員工工作績效有顯著正向影響；信任對知識分享意願有顯著正向影響；知識分享意願對員工工作績效有顯著正向影響；知識分享意願對信任與工作績效間具部分部分中介效果；工作價值觀對信任與知識分享意願之關係，除對主管的信任外，餘具干擾效果。根據研究結果，本研究提出理論以及實務上的建議。
From the perspective of organizations and enterprises, this study explores the relationship between job performance and employees' trust and knowledge sharing willingness, and verifies whether the knowledge sharing willingness among employees within a financial services organization has an intermediary effect between trust and job performance and whether the work values have an interference effect on the relationship between trust and knowledge sharing willingness.
Based on the correlation between related variables, this study established research hypotheses and issued 820 questionnaires taking members of the financial services organizations as research objects. The number of valid samples was 677, and the recovery rate was 82.56%. This study analyzed and verified the research hypotheses through Structural Equation Modeling (SEM). The results showed that, trust has a significant positive impact on employees’ job performance. Trust has a significant positive impact on the willingness to share knowledge. The willingness to share knowledge has a significant positive impact on employees’ job performance; The willingness to share knowledge has a partial intermediary effect on trust and job performance; The work values have an interference effect on the relationship between trust and the willingness to share knowledge, in addition to the trust of the supervisor. Based on the research results, this study proposed some theoretical and practical recommendations.
