過去研究指出激勵因子及組織分享機制能成功促進知識分享。然而少有實證研究以跨層 次角度來探討影響個人知識分享傾向的前置因素。基於理性行為理論 (TRA) 建立本研究 之理論模型，探討組織層次的正式和關係分享機制對個人層次的促進焦點與員工知識分 享傾向、知識分享行為間關係的跨層次影響。本研究預期組織層次的正式與關係分享機 制會干擾促進焦點與知識分享傾向間的關係。以台灣33 家上市公司的239 個知識工作 者的問卷調查蒐集資料，並以階層線性模式 (HLM) 驗證本研究的觀念架構。實證結果顯 示：在個人層次，促進焦點對知識分享傾向有正向顯著的影響；組織層次的正式與關係 的分享機制對知識分享傾向有直接的正向影響；在跨層次效果方面，組織的正式與關係 分享機制會減弱促進焦點與知識分享傾向的正向關係；知識分享傾向對知識分享行為有 正向顯著的影響。而後本研究提出理論與實務意涵。

Researchers claimed that motivational factors and organizational sharing mechanisms can facilitate successful knowledge sharing. However, few empirical studies have investigated the cross-level determinants of knowledge sharing intentions of individuals. Based on the Theory of Reasoned Action (TRA), this theoretical framework examines the cross-level effects of organizational formal and relational sharing mechanisms on the relationships between employee’s promotion focus, knowledge sharing intentions and knowledge sharing behavior. In this study, we expect that organizational formal and relational sharing mechanisms can moderate the relationship between promotion focus and knowledge sharing intentions. Based on a survey of 239 knowledgeable workers from 33 public manufacturing firms in Taiwan, this study applies the Hierarchical Linear Modeling (HLM) to test the conceptual framework. Results showed that, at the individual level, promotion focus was positively related to knowledge sharing intentions. Also, organizational formal and relational sharing mechanisms have positive effects on knowledge sharing intentions. Still, more organizational formal and relational sharing mechanisms would lower the positive relationship between promotion focus and knowledge sharing intentions. Knowledge sharing intention was positively related to knowledge sharing behavior. Finally, theoretical and practical implications are discussed.