有越來越多的研究結論及學者指出，知識是當前企業經營成敗最重要的一個關鍵，而知識的創造來自於知識分享，但知識分享並不是那麼理所當然，因此如何去創造一個利於知識分享的環境，是管理上值得我們去探討的面向。本研究針對我國金融相關產業發放問卷，並回收有效問卷一百六十五份，探討金融從業人員於組織正義與組織氣候的知覺，並以社會交換理論的觀點來探討信任及溝通對於己身的知識分享意願是否會造成影響。本研究並透過SPSS 統計套裝軟體，以敘述性統計、信度分析、獨立樣本t檢定、單因子變異數分析以及迴歸分析等分析方式，發現如下：

1.金融從業人員無論在性別、年齡、婚姻、教育程度、服務年資、職務類別及每月所得高低上對於影響知識分享意願均無明顯差異。
2.改善成員對於組織正義與組織氣候的知覺，有助於組織成員提升信任。
3.改善成員對於組織正義與組織氣候的知覺，有助於組織成員提升溝通。
4.提升組織成員相互信任及相互溝通的知覺，有助於提升組織成員的知識分享意願。
5.相互溝通對於知識分享意願的影響程度較相互信任要高。

More and more research conclusion and scholars express that knowledge is the most importance key point in business operation. Although creating knowledge come from knowledge sharing , knowledge sharing isn’t as a matter of course. For this reason, how to construct an organization environment which promote knowledge sharing well is worth to confer in the business administration domain . The purpose s of the study are to explore the sense of organizational justice and organizational climate that affect employees’ willingness to share their knowledge in social exchange theory opinion. A questionnaire was used, based on random sampling, to collect data by165 questionnaires from employees in the finance industry. This study use SPSS statistic program to analyze by common analyze ,one-way ANOVA , t-test and regression . The major findings of this study are：

1. The employees in finance industry are not different in knowledge sharing willingness whether what their sex , age ,marriage ,education ,worked seniority , function and wages are.
2. Positive relationship existed between organizational justice and organizational climate to make employees more trust each other.
3. Positive relationship existed between organizational justice and organizational climate to make employees more communicate each other.
4. Positive relationship existed between trust and communicate to make up employees’s willingness of knowledge sharing .
5. To have a influence in employees’s willingness of knowledge sharing , communicate domain is higher than trust.

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