臺灣博碩士論文加值系統

組織公民行為是一種員工自動自發的行為表現，超越其職務範圍並有利於組織績效的提升，然而，基於個人利益所展現的組織公民行為，對組織没有好處甚至會對組織帶來不良的影響，是故，本研究試圖去探討員工組織公民行為的動機，除了傳統的利他動機外，並納入利己動機，檢測利他動機與利己動機對組織公民行為的影響，本研究也針對員工的組織政治知覺對動機與組織公民行為之間是否具有調節效果進行探討。為了避免產生共同方法變異的問題，本研究從主管與員工兩個來源收集資料。研究結果顯示，組織關懷動機、利社會價值動機與印象管理動機對組織公民行為有顯著正向的影響，組織政治知覺對組織公民行為有顯著負向的影響，同時本研究也發現，組織政治知覺在利社會價值動機與組織公民行為間具有調節效果，然而，與本研究預期相反的是，當組織政治知覺越高時，利社會價值動機與組織公民行為間的關係越強烈。針對上述的結果，本研究提出相關討論及許多建議供後續研究者參考。

Organizational citizenship behavior (OCB) is defined as individual behaviors which are discretionary and go beyond the formal duty, and result in promoting the effective functioning of an organization. However, displaying OCB, based on individual benefits, might be detrimental to organizations. Therefore, this study explored employees’ motive of displaying OCB, including altruistic and egoistic motives to examine their impact on OCB. This study explored the moderating effects of perceptions of organizational politics on the motive-OCB relationship. To avoid the common method variance, this study collected data from dyadic samples, supervisors and subordinates. The results reveal that organizational concern motive, prosocial values motive, and impression management motive are significantly positive related to OCB; perceptions of organizational politics is negatively related to OCB; perceptions of organizational politics has moderating effect on prosocial values motive-OCB relationship. Contrary to our prediction, the higher the employees’ perceptions of organizational politics display, the stronger the relationship between prosocial values motive and OCB shows. Some study results are discussed, as are suggestions for future research.

目 錄
目錄 ………………………………………………………………I
表目錄 ……………………………………………………………III
圖目錄 ……………………………………………………………IV
第一章 緒論 ………………………………………………………1
第二章 文獻探討
第一節 組織公民行為概要……………………………………… 4
第二節 動機概要…………………………………………………11
第三節 組織政治知覺概要………………………………………18
第四節 各研究變項之關聯性……………………………………21
第三章 研究方法
第一節 研究變項與測量工具……………………………………27
第二節 研究對象與程序…………………………………………32
第三節 研究分析方法……………………………………………34
第四章 研究結果
第一節 敘述性統計分析…………………………………………35
第二節 信度分析…………………………………………………40
第三節 相關分析…………………………………………………45
第四節 迴歸分析…………………………………………………48
第五節 假設結果分析……………………………………………57
第五章 結論與建議
第一節 研究結果與討論…………………………………………59
第二節 研究限制及建議…………………………………………62
第三節 管理與實務意涵…………………………………………64
參考文獻 …………………………………………………………67
附錄一：研究問卷（主管問卷） ………………………………75
附錄二：研究問卷（員工問卷） ………………………………77
表 目 錄
表2-1 組織公民行為構面分類整理 ……………………………10
表3-1 研究對象分組 ……………………………………………32
表4-1 樣本特性之次數分配 ……………………………………37
表4-2 樣本特性之描述性統計 …………………………………38
表4-3 研究變項之描述性統計 …………………………………39
表4-4 組織公民行為動機量表之信度分析 ……………………41
表4-5 組織政治知覺量表之信度分析 …………………………42
表4-6 組織公民行為量表之信度分析 …………………………44
表4-7 各研究變項間之相關係數 ………………………………47
表4-8 OC動機與組織政治知覺對OCB之迴歸分析 …………50
表4-9 PV動機與組織政治知覺對OCB之迴歸分析 …………53
表4-10 IM動機與組織政治知覺對OCB之迴歸分析 …………56
表4-11研究假設之驗證結果……………………………………58
圖 目 錄
圖2-1 研究架構 …………………………………………………26
圖4-1 利社會價值動機與組織政治知覺的交互作用 …………52

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