本研究從社會內嵌性 (social embeddedness)的角度來探討個人在工作群組內，社會資本與內隱知識取得行為間的關係。為了避免自我陳述 (self-reporting)的資料蒐集方式所產生的偏誤，我們採取「多線民」式 (multi-informants)的問卷設計。針對183份回收問卷資料所做的分析結果發現，當不考慮關係內嵌性(relational embeddedness)時，個人的結構內嵌性 (structural embeddedness)不必然會對其在工作群組中取得內隱知識有所幫助。因此，對於那些在群組中擁有較高情感式信任 (affect-based trust)及共享價值(shared values)的員工而言，其社會互動(social interaction)與內隱知識取得間的關係較為強烈（相對於情感式信任與共享價值較低的那群人而言）。此外，內隱知識取得與工作績效間的正向關係，亦受到統計上的支持。本研究的結果，除了有助於知識分享研究的累積之外，更有助於知識管理實務的落實。This study investigated how an individual can acquire tacit knowledge from his partners in a workgroup by virtue of his social capital from the perspective of structural embeddedness and relational embeddedness. We adopt a multi-informants questionnaire design in order to avoid the bias resulted from self-reporting. Based on data collected from 183 respondents, the results indicate that structural embeddedness aspect of social capital does not necessarily lead to tacit knowledge acquisition unless the moderating effect of relational embeddedness aspect of social capital is taken into account. The relationship between social interaction and tacit knowledge acquisition is stronger among individuals having higher affect-best trust and shared values than among individuals having lower affect-best trust and shared values. Besides, positive relationship between tacit knowledge acquisition and job performance is also identified. Several managerial implications and research limitations are also proposed.
