臺灣博碩士論文加值系統

　　組織公民行為是一種屬於員工角色外行為的表現，近年來組織行為領域中常被提及與探討。現今國內學界與業界對於組織公民行為皆產生了濃厚的興趣，並且也開始正視此一課題之重要。
　　綜觀國內與組織公民行為之相關文獻，甚少以探討員工「工作價值」、「專業承諾、情感承諾」與「組織公民行為」關係之研究為題，做系統性的探討，此乃本研究之主要動機。本研究以新竹科學園區之高科技企業員工為實證對象，共寄發720份問卷（每份各含主管問卷與員工問卷）。經由統計分析之後，歸納出下列六項重要的結論：
1. 個人變項之教育程度愈高則內在價值程度愈高；服務年資愈資淺則內在價值程度愈高。工作導向程度愈高則內　在與外在工作價值程度愈高。
2. 年齡愈小、服務年資愈資淺則組織公民行為程度愈高；工作導向程度愈高則組織公民行為程度愈高。組織公民　行為在個人變項之性別上具有顯著差異。
3. 工作導向對於專業承諾、情感承諾具有顯著的影響；工作導向程度愈高則專業承諾、情感承諾程度愈高。專業　承諾在個人變項之性別上具有顯著差異。
4. 工作價值對於專業承諾、情感承諾有顯著的影響。內在價值程度愈高則專業承諾程度愈高；外在價值程度愈高　則情感承諾程度愈高。
5. 外在工作價值對於組織公民行為有顯著的影響。即外在工作價值程度愈高則組織公民行為程度愈高。
6. 專業承諾、情感承諾對於組織公民行為有顯著的影響。專業承諾、情感承諾程度愈高則愈表現出認同組織、協　助同事與公私分明等組織公民行為。

Organizational Citizenship Behavior (OCB) is a kind of employee''''s external behavior, and it is often mentioned and surveyed in the area of Organization Behavior recently. Scholars and managers are interested in and concerned about the Organizational Citizenship Behavior and take it as an important topic in management.
In view of literatures about OCB in Taiwan, the systematic research on the relationship of employees'''' Work Values, and OCB is insufficient. The more advanced study and analysis on the antecedents of OCB is needed. This study collects empirical data from the high technology enterprises in Shin-Tsu Scientific Industry Park, Two versions with each of 720 questionnaires were mailed. One version is for company''''s personnel manager or the surveyed employee''''s direct supervisor, depending who is available. The other version is for employees under surveyed. By statistical analyzing, this study has provided six important conclusions as follows :
1. While education level has a positive and significant relation with the internal values, the seniority is negatively related to the internal values. When taking internal and external values together, job orientation is positively related to it.
2. Age and seniority are negatively related to OCB, but job orientation has positive relation ship with OCB.
3. Job orientation affects Professional Commitment and Affectional Commitment positively.
4. The overall Work Value has significant influences on Professional Commitment and Affectional Commitment. Internal Value is positively related to Professional Commitment. External Value is positively related to the Affectional Commitment.
5. External Work Value has significant influences on the OCB.
6. Professional Commitment and Affectional Commitment has significant influences on the OCB.

第一章 緒論1
　第一節 研究背景　　　　　　1
　第二節 研究動機與目的　　　2
第二章 文獻探討5
　第一節 工作價值觀之相關文獻探討　　　　　　5
　第二節 專業承諾與情感承諾之相關文獻探討　　10
　第三節 組織公民行為之相關文獻探討　　　　　16
　第四節 工作價值觀、專業承諾、情感承諾與組織公民行為的之關係27
第三章 研究方法31
　第一節 研究架構　　31
　第二節 研究假設　32
　第三節 研究變項之操作性定義與評量工具　　　32
　第四節 研究對象與資料搜集　　　　　　　　　37
　第五節 統計分析方法　　　　　　　　　　　　37
　第六節 樣本特徵　　　　　　　　　　　　　　39
第四章 研究結果與討論41
　第一節 研究變項之描述性統計分析　　　　　　41
　第二節 研究變項的相關分析　　　　　　　　　42
　第三節 影響組織公民行為成因之多元迴歸分析　51
第五章 研究結論與建議　　　60
　第一節 研究結論　　　　　60
　第二節 研究建議　　　　　62
參考文獻　　　　　　　　　　67
附錄　　　　　　　　　　　　77

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