知識共享可強化企業，尤其對於資訊產業（IT）的競爭力有提升的關鍵作用，而資訊業經常必須面對在時間限制的壓力下解決問題。在探索解決問題的壓力下，會激發員工對知識尋求的求知好奇心，並通過Internet或其他方式共享他們的解決方案。在知識的尋求和共享方面，對參與者會導致出不同類型的求知好奇心，以達到知識尋求的有效性。此外，他們的知識共享系統還可以提高共享效率。但是，很少有研究將知識搜尋與知識共享之間的相關特性，將兩者一起對被稱為知識工作者的IT系統整合從業人員來做研究。為了彌補這一差距，本研究基於社會認知理論和知識共享系統（即適應雙重思維系統），探討了知識尋找和知識共享有效性，是如何取決於參與者之參與態度和求知好奇心。透過Google問卷的隨機抽樣方法，從IT資訊從業人員收集了307個有效的數據。通過結構方程模型的驗證性因子分析，研究結果表明，興趣的求知好奇心類型（IEC）和剝奪的好奇心（DEC）可以積極地預測解決問題的能力；解決問題的能力可以肯定地預測四種類型的知識共享系統（即快速回饋，認知反思，情感反思和擔心被剝奪）;除了擔心被剝奪之外，其他三個知識共享類型都可感受工作表現上的效益。這項研究的意義表明，知識共享的快速回饋系統和認知反思系統顯然可以提高工作績效，這要靠解決問題的能力來支持。可以預料，企業管理者應該引起系統整合工程師的求知好奇心，以有效地促進知識共享。

Knowledge sharing play a key role to enhance the competitiveness of enterprises, in particular, to information technology (IT) enterprises, which often has to face the pressure of solving problems in time constraints. Under the pressure to find and solve problems, employees will motivate to practice epistemic curiosity for knowledge seeking, and share their solutions via the Internet or others. In regarding knowledge seeking and sharing, participants’ different types of epistemic curiosity lead to the effectiveness of knowledge seeking; moreover, their knowledge sharing system also results to the sharing effectiveness. However, rare studies have focused personal characters affecting knowledge seeking and sharing on System Integration workers of IT who are called knowledge worker. To address the gap, the present study based on social cognitive theory and knowledge sharing system (i.e., adapting from dual thinking system) to explore how the effectiveness of knowledge seeking and sharing relies on participants’ engaging attitude and epistemic curiosities. 307 data were usefully collected from System Integration IT workers by randomly sampling method vis Google questionnaire. Through confirmatory factor analysis with structural equation modeling, the results of this study indicated that Interest type of epistemic curiosity (IEC) and Deprivation type of epistemic curiosity (DEC) can positively predict problem solving efficacy; problem solving efficacy can positively predict four types of knowledge sharing system (i.e., automatic response, rational reflection, ridiculed reflection and being-stolen reflection); except for being-stolen reflection, other three knowledge sharing systems can positively predict the job performance. The implication of this study suggested that automatic response system and rational reflection system of knowledge sharing obviously can enhance job performance which supported by problem solving efficacy. Expectedly, firm managers should generate System Integration workers’ epistemic curiosities to evoke knowledge sharing effectively.

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