知識工作者已然是現今企業經營者所擁有的最珍貴資產之一，其工作知識能否在企業內部廣為延伸運用，實為組織賴以生存與創新突破之道。企業員工經由自我導向學習，提升了知識分享意願，但能否透由組織學習文化推波助瀾，讓知識更易在企業內部傳遞與取用，是企業主經營管理的重要議題之一。本研究旨在探討企業員工自我導向學習、組織學習文化與知識分享意願之間的關聯性，以國內某出版集團C公司企業員工為研究對象，採用抽樣方式以Email寄發問卷填答網址予研究對象填答及資料蒐集，共發放285份問卷，回收問卷248份(問卷回收率為87%)，後續並以信度分析、敘述性統計分析、相關分析與迴歸分析等統計方法進行資料分析，獲得以下結論：(1)企業員工對於自我導向學習的有效學習、對個人層級、群體層級與組織層級的組織學習文化知覺程度偏低，有待改善；(2)企業員工的自我導向學習愈高，則其知識分享意願愈高；(3)企業員工自我導向學習程度愈高，則其對組織學習文化認同度愈高；(4)企業員工對於組織學習文化認同度愈高，則其知識分享意願愈高；(5)企業員工的自我導向學習，可透過倡行組織學習文化，進而影響其知識分享意願。

Knowledge workers have become one of the most valuable assets in all companies, and the application and wide-spread of their knowledge in the organization is a success factor to increase company’s productivity that all business owners care about. This study aimed to investigate the relaltionship among employee’s self-directed learning, organizational learning culture and knowledge-sharing willingness in C media group. Out of the 285 questionnaires, 248(or 87%) are valid ones. Descriptive statistics analysis, reliability analysis, correlation analysis and regression analysis were employed to analyze the data collected. The conclusions of this study are as follows: (1) The employees’ self-concept as an effective learner, perceived organizational learning culture at the individual level, at the team/group level and at the organization level are low and need to be improved. (2) The higher degree of employees’ self-directed learning, the better employees’ knowledge-sharing willingness. (3) The higher degree of employees’ self-directed learning, the better employees’ concept of organizational learning culture. (4) The higher degree of employees’ concept of organizational learning culture, the better employees’ knowledge-sharing willingness. and (5) It is possible that employees’ self-directed learning can increase their knowledge-sharing willingness via promoting organizational learning culture.

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