面臨知識經濟時代的來臨，如何有效應用公司的內部資源和能力變成主要的管理議題。為了維持公司的競爭優勢，最主要的方式是促進組織中跨單位的知識分享(knowledge sharing)。過去研究已實證出個人對組織或虛擬社群知識分享的重要性，並以自我效能來探討。自我效能意味著個人覺得自己有完成任務的能力，涵蓋在賦能(empowerment)之中，並且應用在檢視知識分享意圖上。
衝突與信任是任何組織都會面臨到的內部議題，而這兩項因素又是組織內部知識分享與否的重要關鍵。而過去研究已實證出知識分享對組織團隊績效的重要性，並以知識分享來評估團隊績效是否良好的依據，所以本研究將探討衝突與知識分享意圖間的關係。此外，學者們提出以信任作為研究衝突與組織或團隊績效之間不可或缺的標的物。而信任同時也是影響知識分享意圖的關鍵因素之一。本研究以團隊中所發生的衝突作為觸發點，探討個人在賦能與信任所受到的影響，進而影響到個人的知識分享意圖。
因此，本研究提出的研究架構以理性行為理論為基礎，針對組織中使用相關協同合作工具團隊的成員進行問卷調查，共收集249份有效問卷，並以結構方程模式中的部分最小平方法(partial least-square)來驗證。研究結果顯示，關係衝突與任務衝突的發生對成員個人感知的賦能有影響，但對成員的知識分享意圖並無顯著影響；關係衝突的發生會影響成員對其他成員在善意與正直方面的信任，而任務衝突的發生在成員對其他成員在勝任能力方面的信任影響並不顯著；成員個人感知的賦能會影響其知識分享意圖，也可透過對其他成員在勝任能力、善意與正直方面的信任來影響個人知識分享意圖；本研究所設計的協作工具的使用的調節(干擾)變數，唯有在關係衝突程度高的情況下其檢定結果顯著。期望本研究結果彌補過去文獻之不足，並能提供協同合作團隊在進行知識分享相關實務之依據。

Knowledge management has become a major focus for organizations in the knowledge-based economy, as knowledge is the foundation of a firm’s competitive advantage. Thus, in order for a firm to maintain its competitive advantages, facilitating knowledge sharing across units has become crucial. Evidence from past studies has shown the important role of self-efficacy in knowledge sharing within firms or virtual communities. Self-efficacy is involved in empowerment, and thus this research uses the concept of empowerment to explore the intention to share knowledge.
Conflict and trust are inherent issues in any organizational arrangement, and central to the practice of knowledge sharing, and empirical studies have demonstrated the importance of knowledge sharing to team performance. Based on the theory of reasoned action (TRA), the occurrence of conflicts in intragroup takes as a trigger. It is proposed that different types of conflict will influence perceived empowerment and trust in other members, thereby affecting an individual's knowledge sharing intentions.
Based on a survey of 249 employees from the manufacturing industry in Taiwan, this study applies structural equation modeling to investigate the proposed model. The results show that task conflict has no significant effects on personal knowledge sharing intention. The results also indicate that relationship conflict has negative effects on trust, and that task conflict has no significant effects on it. Member’s perceived empowerment affects his or her intention to share knowledge, and it has indirect influences on knowledge sharing through two dimensions of trust. Moreover, under the condition of high relationship conflict, the use of collaboration tools has a positive moderating effect between relationship conflict and trust. Overall, the proposed model based on TRA can help us to explore the roles of intragroup conflict and collaboration in knowledge sharing.

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