本研究旨在探討影響研發人員之知識分享意願因素對研發人員知識分享意願間之影響與差異，以天下雜誌2006年公佈之一千大製造業內之前五十大製造業作為母體，採用便利抽樣方式選取十間製造業之研發人員實施問卷調查共發300份問卷，有效問卷回收率為83％。以多元迴歸分析、t檢定、單因子變異數分析等統計分析方法進行資料分析後，本研究所獲得之結論如下：

　　「信任」與「組織承諾」對知識分享意願有正面的影響，當研發人員的信任度與組織承諾度愈高，則其分享知識的意願也愈高；「組織文化」、「獎勵制度」與「知識分享機制」對知識分享意願有正面的影響，研究結果顯示組織文化愈趨向發展型文化，獎勵制度愈趨向於內在獎勵，以及知識分享機制愈趨向建立文件化機制，則研發人員分享其知識的意願相對愈高；「教育程度」、「服務年資」對知識分享意願有顯著的差異，碩士學歷之研發人員比其他學歷之研發人員擁有較高的知識分享意願，且資深之研發人員比其他資淺之研發人員擁有較高的知識分享意願。

This study was aimed to investigate the effect and the difference between the affecting factors of employees in knowledge sharing and the knowledge sharing willingness from R&D employees. The top fifty manufacturing industries of one thousand manufacturing industries in Common Wealth Magazine were purposively selected as the sample of this study. A self-developed questionnaire was used to collect the information for the study. A total of 300 questionaires was mailed to the sample. The response rate was 83%. Statistic methods such as Multiple Regression, t-test, one-way ANOVA were used to analyze the data. The major findings of this study were as follows:

　　“Trust“ and ”Organizational commitment“ were positively associated with knowledge sharing. When R&D employees have higher trust and organizational commitment, they will have more willingness in knowledge sharing.

　　”Organizational culture“, ”Reward system“ and “Knowledge sharing system“ were positively associated with knowledge sharing. When organizational culture was tend to Developed culture and the reward system was tend to Intrinsic reward and the Knowledge sharing system was tend to ducument system, R&D employees will have more willingness in knowledge sharing.

　　”Level of education“ and ”Seniority“ were positively difference in knowledge sharing. In knowledge sharing, R&D employees with master degree or senior ones have more willingness than others.

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