隨著科技的發達以及網路的普及，市場上充斥著數以萬計的資訊，使得社會環境快速變遷，面對瞬息萬變的社會環境，組織唯有不斷的創新求變，才能在激烈的競爭市場中生存，而組織的創新必須由基層做起，培養組織內部知識分享的風氣，透過累積與創造知識，有助於組織創新的發展。 知識分享的關鍵，在於人與人之間的互動，因此本研究透過員工層面的觀點，探討成員間的信任關係、工作滿足與知識分享對於組織層面創新的影響關係，藉由回顧相關變數之間的關聯性以建立研究假設，並以新竹地區資訊業的知識工作者為研究對象，共計發放250份問卷，有效樣本數為218份，透過迴歸分析驗證研究假設，結果顯示：信任關係對工作滿足與知識分享有顯著正向影響；工作滿足對知識分享與組織創新呈顯著正向影響；知識分享對組織創新有顯著正向影響。因此組織應透過加強團隊合作建立員工之間的信任關係，並提升員工的工作滿足以促進知識分享的進行，進而達到組織創新的目的。 With the technology and the popularity of the Internet, because of the market flooded with millions of information, the social environment is changing rapidly. Face to rapidly changing social environment, the organization only can do is innovate and change to survive in the fierce competitive market. Organization innovation must start from the grassroots level to develop knowledge sharing within the organizational culture. Through the accumulation and creation of knowledge contribute to the development of organizational innovation. The key point of knowledge sharing is hinge on the interaction between people, so this research through the viewpoint of staff level to explore the relationship of the trust of between members, job satisfaction of employees, and knowledge sharing effect upon innovation of organizational level. By review the relevance of between relevant variables in order to establish research hypothesizes. The samples come from knowledge workers of information firms in Hsinchu, and totally send out 250 samples, and 218 valid samples were returned. Through the regression analysis to verify research hypothesizes, research results shown: Trust has significant positive effect on both of job satisfaction and knowledge sharing; Job satisfaction has significant positive effect on both of knowledge sharing and organization innovation; Knowledge sharing has significant positive effect on organization innovation. Therefore, organizations should to establish the trust relationship of between employees through strengthen the cooperation of team, and enhance the job satisfaction of employees in order to promote knowledge sharing, and thus achieve the purpose of organizational innovation.
