隨著時代的變遷，50年代與Y；Z 世代的員工工作價值觀隨之改變，我們不能無視於不同世代價值觀改變，而期望員工願意無私的分享外顯與內隱知識，並提高效能的組織活動。人是有情感, 不像機器沒感情沒眼淚，24 小時工作也不會抗議也不會跳樓。現今的商業經濟活動，為何社群知識分享正快速進行著，而如何讓員工願意為公司多分享些經驗。未來是高知識經濟時代，如何藉由軟實力與微差力來為個人或組織創造最有價值的活動，組織需要從有形資產轉移至無形資產的競爭。所以知識為建構組織競爭優勢之基礎，除需取得知識資源外，更需要活化組織成員的知識分享，以提高工作績效與產能，且知識要能有效的被開發、分享、應用、儲存進而創新商業模式，如此才能有效提升工作品質與效率；因此本研究將探究透過知識分享與應用、創造組織高績效的團隊。
本研究將以S維修公司之員工為研究對象，所得到之研究結果將可做為該公司管理重要參考。除了探討工作價值觀、知識分享行為對工作績效之影響外，亦檢視團隊互動與互信是否影響分享意願，本研究的主要變項以工作價值觀為自變項、工作績效作為依變項、知識分享為中介。有效問卷共320份。將資料經由信度與效度分析、相關分析，迴歸分析、t 檢定及 ANOVA 分析後，本研究發現：
1. 工作價值對知識分享行為有正向顯著影響。
2. 知識分享行為對工作績效有正向顯著影響。
3. 工作價值與工作績效有正向顯著影響且團隊信任透過知識分享之中介效果大於團隊互動透過知識分享之中介效果。

As time passes, the work values of the society have changed significantly from those of the 1950’s to those of Generation Y or Z. We simply cannot ignore the differences between generations and expect employees to share unselfishly within the organization both explicit and implict knowledge so as to improve the performance of the organization. Unlike robots, human have feelings, who are not able to work 24 hours a day, protest when dissatisfied, and may even jump over the window if in despair. Some of the key issues of a contemporary business are: Why knowledge sharing through social network knowledge share is able to enjoy fast pace while sharing within corporate organizations is not? How do we motivate employees to share experiences with their colleagues? The future will be an era of high knowledge economy. In oder to create highly valuable business activities with soft power and “minor differences”, an organization needs to compete on intangible assets rather than on tangible ones. Knowlege is the basis of competitive advantage for an organizaiton. In addition to acquiring knowledge, it is also critical to vitalize the sharing prcocess between organization members in order to produce postive impact on performance. Moreover, knowledge needs to be actively developed, shared, applied, managed, so the research studies as to stimulate innovative business models and improve quality and efficiency.
The research studies the employess of a subject company, and the results contain important implications to the management team. In addition to ascertain the impact of work values and knowlege sharing on performance, the research also studies whether team interaction and mutual trust influence the willingness to share. The independent variable of this research is work values, the dependent valiable is performance, and knowledge sharing is the medium. There are 320 effecive questionnairs. After reliability and validity analysis, correlation analysis, regression analysis, t test, ANOVA analysis, the following results are found:
1. Value of the work behavior of knowledge sharing has a positive significant effect.
2. Knowledge sharing behavior on the job performance has a significant positive impact.
3. Work values and job performance has a significant positive impact on team trust and knowledge sharing through the intermediary effect of team interaction through the sharing of knowledge is greater than the intermediate results.

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