臺灣博碩士論文加值系統

　　近年來，許多組織管理學者的研究均指出人員才是組織內最重要的資本，認為在組織當中，員工若能自發性的為組織做出更多貢獻，將會為組織帶來更高的績效，而組織公民行為(OCB)的概念，便是學者及管理者用來觀察組織內人力運作效能的重要指標。在有關組織行為的諸多研究中，員工的態度與行為經常是被討論的重點。除此之外，員工彼此之間的互動關係會如何地影響到員工在組織公民行為上的表現，也成為近年來組織行為研究的一項重要議題，而社會網絡(social network)的分析概念與理論發展便是在討論這些關係所帶來的效果。
　　本研究採問卷調查的方式，蒐集兩間資訊公司員工的樣本資料進行迴歸分析，並以組織社會資本的理論概念測量社會網絡對組織公民行為的影響。研究結果證實，在組織內部經常在工作上被他人請教或求助的員工，以及在私人情感方面經常被他人依賴的員工，會展現出較多的組織公民行為。同時，本研究也發現，員工對主管或對組織的信任程度愈高，將使員工對組織產生高度的行為性承諾。並且，員工的信任感也可能透過高度行為承諾的展現，而進一步產生組織公民行為。

　　It has been pointed out by many researchers that human resource is the most valuable capital in organizations. It is believed that active contributions from employees will bring the institution higher and better effectiveness. In this research area, the concept of Organizational Citizenship Behavior (OCB) plays an important role to observe the internal human resource operation effectiveness for both researchers and managers.In most organizational-behavior related researches, the behavior and attitude of employees’ have been discussed as main issues. In recent years that how the interactive relations among employees would affect OCB has become another issue in this area. And it is well-understood that the concept of social network is about the result from all the above relations.
　　This study has used the method of survey and has collected samples from two companies before regression analysis. And it also attempt to measure and analysis the affection from social network to OCB --- from the angle of social capital. The result of this research has showed some findings as following : (1) those employees who are more often asked for help or depended internally and privately, can be described to show more OCBs. (2)the more trust the employees give to managements or organizations, the more behavioral promises they will feed back to organizations. (3) the trust from employees could possibly go further to OCBs through the realization of their high level behavioral commitment.

【目錄】
第一章、緒論………………………………………………………………1
第一節、研究背景與動機…………………………………………………1
第二節、研究目的…………………………………………………………3
第二章、文獻探討…………………………………………………………4
第一節、組織公民行為……………………………………………………4
一、組織公民行為的理論發展起源………………………………………4
二、組織公民行為的定義…………………………………………………5
三、組織公民行為的觀察構面……………………………………………9
四、過去有關組織公民行為的研究發現…………………………………14
第二節、社會關係網絡……………………………………………………20
一、社會關係網絡的理論發展……………………………………………20
二、社會網絡關係內涵……………………………………………………22
三、社會網絡結構位置……………………………………………………24
四、社會關係網絡在過去組織行為上的研究發現………………………25
第三節、社會資本理論概念………………………………………………28
一、社會資本定義…………………………………………………………28
二、社會資本觀察層次……………………………………………………30
三、組織社會資本…………………………………………………………32
第四節、組織社會資本與組織公民行為…………………………………38
一、組織總體社會資本與組織公民行為…………………………………38
二、組織個體社會資本與組織公民行為…………………………………43
第五節、影響組織公民行為之其它前因變項……………………………50
一、工作滿足與組織公民行為……………………………………………50
二、程序公平與組織公民行為……………………………………………50
三、領導風格與組織公民行為……………………………………………51
四、組織承諾與組織公民行為……………………………………………51
第三章、研究設計…………………………………………………………53
第一節、研究架構…………………………………………………………53
一、研究架構………………………………………………………………53
二、操作定義………………………………………………………………54
三、研究假設………………………………………………………………56
第二節、研究工具…………………………………………………………58
一、組織社會資本之衡量…………………………………………………58
二、組織公民行為之衡量…………………………………………………61
三、工作態度之衡量………………………………………………………62
四、人口變項之衡量………………………………………………………65
第三節、分析方法…………………………………………………………66
一、社會網絡分析…………………………………………………………66
二、統計分析………………………………………………………………66
第四章、研究結果…………………………………………………………69
第一節、調查對象與資料蒐集過程………………………………………69
一、調查對象………………………………………………………………69
二、資料蒐集過程…………………………………………………………69
第二節、組織公民行為因素分析…………………………………………72
第三節、信度分析…………………………………………………………76
第四節、問卷描述性統計分析……………………………………………77
一、前因變項描述性分析…………………………………………………77
二、後果變項描述性分析…………………………………………………89
第五節、人口變項分析……………………………………………………92
第六節、相關分析…………………………………………………………95
一、組織總體社會資本與組織公民行為之相關分析……………………95
二、組織個體社會資本與組織公民行為之相關分析……………………96
三、工作態度與組織公民行為之相關分析………………………………96
第七節、迴歸分析…………………………………………………………100
一、組織社會資本與組織公民行為之分析結果…………………………100
二、兩公司迴歸結果之綜合比較…………………………………………105
第八節、組織社會資本與組織公民行為的間接模式探索………………109
一、相關理論背景…………………………………………………………109
二、間接效果迴歸分析……………………………………………………112
第五章、研究結論與探討…………………………………………………114
第一節、研究結論…………………………………………………………114
一、組織社會資本與組織公民行為探討…………………………………114
二、組織個體社會資本與組織公民行為探討……………………………117
三、工作態度與組織公民行為探討………………………………………120
四、研究結論總結…………………………………………………………122
第二節、研究限制…………………………………………………………124
一、資料蒐集方面…………………………………………………………124
二、理論架構方面…………………………………………………………124
第三節、研究建議…………………………………………………………125
一、後續研究方面…………………………………………………………125
二、管理實務方面…………………………………………………………125
參考文獻……………………………………………………………………126
中文部份……………………………………………………………………126
英文部份……………………………………………………………………128

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