台灣企業的地理環境與競爭優勢，是日本企業競相來台投資與設廠的原因之一，為了了解日本企業外派台灣人士，在駐台時的文化交流狀況，進而分析本身之知識分享、融入程度、成就動機與自我評價之關係，研究對象具有一定規模組織，且具知名度之日系在台企業之駐台員工為主，回收有效問卷為202份，利用敘述性統計，獨立樣本t檢定，單因子變異數分析，事後檢定Scheffe’s，多元迴歸分析等，了解各因素之間的影響及相關程度，研究結果顯示:
一、 駐台日籍員工對知識分享為中等認同度，且不同背景變項的駐台日籍員工對知識分享認同度沒有顯著差異。
二、 駐台日籍員工對文化融入程度為中低等程度，且不同背景變項的駐台日籍員工對文化融入程度沒有顯著差異。
三、 駐台日籍員工對成就動機為中等程度，且不同背景變項的駐台日籍員工對成就動機沒有顯著差異。
四、 駐台日籍員工對自我評價為中高等程度，且不同背景變項的駐台日籍員工對自我評價沒有顯著差異。
五、 文化融入程度對擔心被剝奪的思考構面與知識分享變項具正向顯著影響。
文化融入程度變項對擔心被剝奪的思考構面以及知識分享有顯著正向影響性，顯示當駐台日籍員工的文化融入程度越高時，駐台日籍員工除了擔心被剝奪的思考程度也會越高外，駐台日籍員工對於知識分享的意願也相對越高。

The geography environment and competitive advantage of Taiwan enterprise, is one of the reasons for Japanese enterprise to invest and set up factory. In order to understand the Japanese who located in Taiwan, this study exploring his culture interaction situation, and to know the relationship among knowledge sharing, acculturation, achievement motivation, self-evaluation maintenance. The research samples are the staff of the famous Japanese company in Taiwan. A total of 202 responses were validated for descriptive statistics, Independent-Sample t Test, one-way ANOVA, post control Scheffe’s post hoc test , multiple regression analysis，to understand the influence of each other, the research results as follows:
1. Residence Japanese staff considers mid-level of knowledge sharing, and different background residence Japanese staff also has no significance difference for knowledge sharing.
2. Residence Japanese staff considers mid-low-level of acculturation, and different background residence Japanese staff also has no significance difference for acculturation.
3. Residence Japanese staff consider mid-level of achievement motivation, and different background residence Japanese staff also have no significance difference for achievement motivation.
4. Residence Japanese staff considers mid-high-level of self-evaluation maintenance, and different background residence Japanese staff also has no significance difference for self-evaluation maintenance.
5. The acculturation degree has the positive influence on deprived thinking.
The parameter of acculturation have positive influence on deprived thinking and knowledge sharing, showing as the residence Japanese staff have higher acculturation they will also have higher consideration of deprived thinking, and higher willing about the knowledge sharing.

一、英文文獻

Berry, J. W. (1980). Acculturation as varieties of adaptation. In A. M. Padilla (Ed.). Acculturation: Theory, models and some new findings (pp. 9-25). Boulder, CO: Westview Press.
Bock, G. W., dan Kim, Y. G. (2002). Breaking the myths of rewards: An exploratory study of attitudes about Knowledge sharing. Information Resource Management Journal, 15(2), 14-21.
Bock, G. W., Zmud, R. W., & Kim, Y. G. (2005). Behavioral intention formation in knowledge sharing: Examining the roles of extrinsic motivators. MIS Quarterly, 29(1), 87-111.
Bresman, H., Birkinshaw, J., & Nobel, R. (1999). Knowledge transfer in international acquisitions. Journal of International Business Studies, 30(3), 439–462.
Cabrera, A., & Cabrera, E. F. (2002). Knowledge-sharing dilemmas. Organization Studies, 23(5), 687–710.
Ciborra, C.U., & Patriota, G. (1998). Groupware and teamwork in R&D: limits to learning and innovation. R&D Management, 28(1), 1–10.
Constantine, M. G., Kindaichi, M., Okazaki, S., & Utsey, S. O. (2004). Self-concealment, social self-efficacy, acculturative stress, and depression in African, Asian, and Latin American international college students. American Journal of Orthopsychiatry, 73(3), 230-241
Dalkir, K. (2005). Knowledge management in theory and practice. Boston, MA: Elsevier.
Davenport, T. H., & Prusak, L. (2000). Working knowledge: How organizations manage what they know. Boston: Harvard Business School Press.
Deci, E. L. (1975). Intrinsic motivation. New York, NY: Plenum.
Dixon M.R. (2000). Manipulating the illusion of control: Variations in risk-taking as a function of perceived control over chance outcomes. The Psychological Record, 50, 705–720.
Dixon, N. M. (2000). Common Knowledge: How companies thrive by sharing what they know. Boston, MA: Harvard Business Scholl Process.
Friedman, T. (2007).The world is Flat 3.0: A brief history of the twenty-first century. NY: Picador.
Gurteen, D. (1999). Creating a knowledge sharing culture. Knowledge Management Magazine, <http://www.gurteen.com/gurteen/gurteen.nsf/id/ksculture>.
Hendriks, P. (1999). Why share knowledge: The influence of ICT on motivation for knowledge sharing. Knowledge and Process Management, 6(2), 91-100.
Llilasetthakul, Thoranit & Ran, A. (2011). A Study on the cross-cultural adaptation of the international Chinese volunteer teachers in Thailand. Intercultural Communication Studies, 20(1), 208-223.
McClelland, D. C. (1985). Human motivation. Chicago: Scott Foresman.
Miller, D. (2011). The dyslexic researcher: A call to broaden our portals. Academy of Management Learning and Education, 10(2), 340-350.
Musen, A. M.( 1992). Dimensions of Knowledge Sharing and Reuse. Computers and Bio-medical Research, 25, 435-467.
Nahavandi, A., & Malekzadeh, A. R. (1988). Acculturation in mergers and acquisitions. Academy of Management Review, 13(1), 79-90.
Nancy, M. D. (2000). Common knowledge: How companies thrive by sharing what they know. Boston, MA: Harvard Business School Press.
Newell, A.(1982). The knowledge level. Artificial Intelligence, 18,187-127.
Nonaka, I., & Takeuchi, H. (1995). The knowledge creating company: How Japanese companies create the dynamics of innovation. New York: Oxford University Press.
Pierce, J. L., Kostova, T., & Dirks, K. T. (2003). The state of psychological ownership: Integrating and extending a century of research. Review of General Psychology, 7, 84–107.
Rotter, J.B. (1975). Some problems and misconceptions related to the construct of internal versus external control of reinforcement. Journal of Consulting and Clinical Psychology, 43, 56–67.
Schumann, J. H. (1978). The Pidgination process: A model for second language acquisition. Rowley, MA: Newbury House.
Senge, P. M. (1997). Sharing knowledge. Executive Excellence, 14(3), 17-18.
Wijnhoven, F. (1998). Knowledge logistics in business contexts: Analyzing and diagnosing knowledge sharing by logistics concepts. Knowledge & Process Management, 5(3), 143-157.

 
二、中文文獻
方世杰、蔡馥陞、邱志芳(2004)。新產品開發團隊知識分享之研究：交易成本理論與社會交換理論整合性觀點。科技管理學刊，9(4)，67-100。
吳盛、林東清(2007)。以計劃行為理論探討資訊人員的知識分享行為。資訊管理學報，14(2)，75-110。
李冠儀(2014)。真誠領導與知識分享關係之探討─以心理資本及信任為中介變項（未出版碩士論文）。國立中央大學，桃園市。
林鉦棽、蕭淑月、何慧清(2005)。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究-以信任與關係為分析切入點。人力資源管理學報，5(1)，77-110。
林澤民(1996)。內在動機理論─認知評價理論及成就目標取向理論之我見。中華體育季刊，10(2)，105-112。
洪鐿月(2004)。外派人員跨文化適應之研究（未出版碩士論文）。國立成功大學。臺南市。
張火燦、劉淑寧(2002)。從社會網絡理論探討員工知識分享。人力資源管理學報，2 (3)，101-113。
張永生(2010)。外籍學生跨文化適應與文化休閒活動參與之研究（未出版碩士論文）。立德大學，高雄市。
陳家聲、方文昌、蔡儀華(2005)。企業員工知識分享效能之質性研究－以知識接收者的觀點。人力資源管理學報，5(1)，77-110。
喻雅均(2011)。領導風格與知識分享關係之探討：個人及環境因素之調節作用（未出版碩士論文）。國立高雄應用科技大學，高雄市。
黃士齊(2014)。信任、關係、知識分享意圖及知識分享行為關聯性研究-以創新組織氣候為調節變數（未出版碩士論文）。國立成功大學，臺南市。
黃奕暉(2008)。在臺國際學生社會自我效能與跨文化適應經驗之研究（未出版碩士論文）。國立臺灣師範大學，臺北市。
楊惠如(2014)。文化衝突對企業跨國併購的影響研究（未出版碩士論文），東吳大學，臺北市。
葉倩亨(2004)。國民中學人情特質、人際情感、組織文化與知識分享關係之研究（未出版博士論文）。國立政治大學，臺北市。
廖述賢、費吳琛、陳志強(2006)。知識分享、吸收能力與創新能力關聯性研究－以台灣知識密集型產業為例。人力資源管理學報，6(2)，1-21。
劉鎮寧(2006)。國民小學教師工作價值觀、社會網絡、組織文化與知識分享意願關聯性之研究。臺北市立教育大學學報，37 (1)，229-258。
鄭仁偉、黎士群(2001)，組織公平、信任與知識分享行為之關係性研究，人力資源管理學報，1(2)，69-93。
鄭仁偉、黎士群(2001)。組織公平、信任與知識分享行為之關係性研究。人力資源管理學報，1(2)，69-95。
鄭文惠(2013)。以理性行為理論探討資訊科技運用及組織氣候對知識分享行為之影響（未出版碩士論文）。國立成功大學，臺南市。
錢奕華(2008)，海外華語教學實習跨文化交際理論行動研究－以臺匇市立教育大學於泰國教學實習為例，中原華語言學報，2，243-269。