In this dissertation, guided by the conceptual framework of the knowledge sharing in group model, I investigated (1) the relationship between individual factor and knowledge sharing (2) the relationship between group factor and knowledge sharing, (3) Moderating effects of HR practice and individual factors such as collectivistic orientation, self-efficacy, identifiability and shared responsibility. This dissertation is composed of a general introduction, literature review, research methodoly, analysis and a general conclusion. While past research had identified several factors that affect knowledge sharing, some of them known predictors of cooperation such as identifiability, shared responsibility, collectivistic orientation and group efficacy haven’t been adequately examined for their relationship with knowledge sharing. 206 employees from 55 companies 55 teams located in Southern part of Taiwan responded to the survey. Using hierarchical linear modelling I inspected positive relationships between knowledge sharing and individual level factors such as self-efficacy, identifiablity and there were no relationship between knowledge sharing and shared responsibility and collectivistic orientation. As well as group level factor group efficacy have strong relationship with knowledge sharing. Somehow HR practice no moderating impact between individual variables and knowledge sharing.

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