臺灣博碩士論文加值系統

近年來，企業中的無形資源越來越受到企業組織的重視，其中最常見的便是人力資源的相關議題。在人力資源管理的領域中，企業組織會規範出一套組織的制度來管理員工，以期提升組織績效並達到組織目標。然而學者們卻提出組織的規範是對員工最低的要求與水準，其認為欲提升組織績效光靠制度是不夠的，而是需要員工自動自發的去從事有利於組織的組織公民行為，因此學者們便依此進行了大量相關之研究。然而在組織公民行為之相關研究中其構面及量表採用乃至前因變項之種類繁多，導致對組織織公民行為之整體意涵與管理效用不彰。因此本研究欲透過後設分析方法來加以整合，以期得到其關係脈絡、方向以進一步給予學界與業界相關之建議。
本研究以(1) 國家圖書館民國82年到93年三月之全文電子期刊中與組織公民行為相關之36篇國內期刊文獻；(2) ProQuest資料庫中AMJ、AMR、OB期刊之組織公民行為相關文獻進行一層追溯，文獻之發表日期涵蓋1970-2004共98篇之國外期刊文獻，作為組織公民行為研究之整合資料。將所有文獻來整合組織公民行為及其前因變項之構面、採用量表，並針對研究同一變項且採用同種量表之研究進行後設分析。研究結果發現員工之工作滿足、組織公正、組織支持與組織承諾之情感性承諾對組織公民行為之部份構面具中度以上之影響效果。再者，組織支持、工作滿足與組織公民行為間可能存在中介變項。除此之外，研究中亦發現採用不同之量表其對組織公民行為與其前因變項之相關性可能造成差異。透過研究結果可確認業界欲提高員工之組織公民行為，應先給予員工組織支持並提高其工作滿足感及情感性承諾。

Recently invisible resource is to attach importance to business, especially in human resource management domain. In this domain, recently organizational citizenship behavior (OCB) is researched by many scholars. However scholars researched many variances with OCB and its dimensions, but they do not have a whole conclusion. In OCB domain, it has many different definition, dimension and relation variance, this research to collect past research and using mata-analysis to get a general conclusion is purpose.
This research has two sample, one is 36 studies which keyword is OCB, from National Central Library; another one studies which keyword is OCB and publish in AMJ, AMR and OB, form ProQuest electric data bank. Than using one stage to trace back to those article’s reference which about OCB, totally find 98 studies. To collect this article’s OCB definition, dimension, measures, antecedents and consequences, and then using mata-analysis to calculate and analysis the result. Research conclusions : 1. satisfaction, affective commitment, fairness, and organizational support is with OCB have mean relationship and maybe have intermediary; 2. In abroad, self-assess of organizational-base and task performance is relation and maybe have intermediary with OCB; 3. impression management with OCB have reverse relationship; 4. using different measure maybe get the different result. Through research result, to recommend that , if want to raise employee to engaged OCB, organization should to enhance satisfaction, affective commitment, fairness and organizational support first.

目 錄
頁次
目錄 Ⅰ
圖目錄 III
表目錄 IV
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 1
1.3 研究目的 2
1.4 研究流程 4
第二章 文獻探討 5
2.1 組織公民行為 5
2.1.1 組織公民行為之源起與發展 5
2.1.2 組織公民行為之理論基礎 7
2.1.3 國外組織公民行為文獻 9
2.1.4 國內組織公民行為文獻 22
2.2 Meta-Analysis後設分析 35
2.2.1 何謂Meta-analysis 35
2.2.2 後設分析之發展背景與演進 35
2.2.3 後設分析 36
2.2.4 傳統分析法與後設分析 38
2.2.5 後設分析之步驟 41
2.2.6 後設分析的相關計算與檢定 43
2.2.7 後設分析之程序 47
2.3 組織公民行為之meta-analysis文獻 54
第三章 研究方法 56
3.1 資料搜集與來源 56
3.2 研究資料登錄 56
3.3 研究資料之整理 56
3.4 Meta分析方法與分析工具 63
第四章 分析結果與討論 64
4.1 國內期刊分析結果 64
4.2 國外期刊分析結果 81
4.3 模式 90
4.4 研究限制 98
第五章 結論與建議 99
5.1 研究發現 99
5.2 比較結果 100
5.3 建議 101
參考文獻 104
附錄 116
圖目錄
圖1-1 研究流程 4
圖4-1 國內組織公民行為文獻之整合模式(同質部份)-(1) 90
圖4-2 國內組織公民行為文獻之整合模式(同質部份)-(2) 90
圖4-3 國內組織公民行為文獻之整合模式(同質部分)-(3) 91
圖4-4 國內組織公民行為文獻之整合模式(異質部分)-(1) 91
圖4-5 國內組織公民行為文獻之整合模式(異質部分)-(2) 92
圖4-6 國外組織公民行為文獻之整合模式(同質部分) 93
圖4-7 國外組織公民行為文獻之整合模式(異質部分) 94
表目錄
表2-1-1 國外文獻中組織公民行為定義之彙整 12
表2-1-2 國外文獻中組織公民行為構面之劃分 19
表2-1-3 國外組織公民行為研究探討之前因變項 21
表2-1-4 國內文獻中組織公民行為定義之彙整 25
表2-1-5 國內文獻中組織公民行為構面之劃分 32
表2-1-6 國內組織公民行為研究探討之前因變項 33
表2-2-1 後設分析與傳統文獻分析之比較 38
表2-2-2 用於一組兩項研究之後設分析程序的四種類型 48
表2-2-3 用於一組三項研究之後設分析程序的六種類型 49
表3-3-1 彙整後設分析之國內研究組別 58
表3-3-2 彙整後設分析之國外研究組別 61
表4-1-1 第一組研究資料 65
表4-1-2 第一組mata-analysis結果 65
表4-1-3 第二組研究資料 67
表4-1-4 第二組mata-analysis結果 67
表4-1-5 第三組研究資料 69
表4-1-6 第三組mata-analysis結果 70
表4-1-7 第四組研究資料 72
表4-1-8 第四組mata-analysis結果 74
表4-1-9 第五組研究資料 75
表4-1-10第五組mata-analysis結果 77
表4-1-11 國內研究分析結果彙整 79
表4-2-1 第一組研究資料 81
表4-2-2 第一組mata-analysis結果 82
表4-2-3 第二組研究資料 84
表4-2-4 第二組mata-analysis結果 84
表4-2-5 第三組研究資料 85
表4-2-6 第三組mata-analysis結果 86
表4-2-7 第四組研究資料 87
表4-2-8 第四組mata-analysis結果 88
表4-1-9 國內研究分析結果彙整 89
附表1　顯著檢定與效果量間關係 116
附表2　效果大小指標的三種類型 117
附表3　國內文獻來源彙整 118
附表4　國外文獻來源彙整 120
附表5　國內組織公民行為期刊文獻所採用之量表 125
附表6　國外組織公民行為期刊文獻所採用之量表 127
附表7　國內組織公民行為及其相關變項 130
附表8　國外組織公民行為及其相關變項 135
附表9　國內常見組織公民行為相關變項所採用之量表 148
附表10 國外常見組織公民行為相關變項所採用之量表 151
附表11 國內組織公民行為期刊之抽樣樣本 160
附表12 國外組織公民行為期刊之抽樣樣本 162

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72. Tepper, B. J., Lockhart, D., and Hoobler, J., “Justice, Citizenship, and Role Definition Effects,” Journal of Applied Psychology, Vol. 86, No. 4, 2001, pp. 789-796.
73. Tjosvold, D., Hui, C., Ding, D. Z., and Hu, J., “Conflict Values and Team Relationships: Conflict’s Contribution to Team Effectiveness and Citizenship in China,” Journal of Organizational Behavior, Vol. 24, 2003, pp. 69-88.
74. Tsui, A.S., Pearce, J.L., Porter, L. W., and Tripoli, A. M., “Alternative Approaches to the Employee-Organizaition Relationship: Does Investment in Employees Pay Off,” Academy of Management Journal, Vol. 40, No. 5, 1997, pp. 1089-1121.
75. Van Der Vegt, G. S., Van De Vliert, E., and Oosterhof, A., “Informational Dissimilarity and Organizational Citizenship Behavior: The Role of Intrateam Interdependence and Team Identification,” Academy of Management Journal, Vol. 46, No. 6, 2003, pp. 715-727.
76. Van Dyne, L., and Ang, S., “Organizational Citizenship Behavior of Contingent Workers in Singapore,” Academy of Management Journal, Vol. 41, No. 6, 1998, pp. 692-703.
77. Van Dyne, L., Graham, J. W., and Dienesch, R. M., “Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation,” Academy of Management Journal, Vol. 37. No. 4, 1994, pp. 765-802.
78. Van Dyne, L., and LePine, J. A., “Helping and Voice Extra-Role Behaviors: Evidence of Construct and Predictive Validity,” Academy of Management of Management Journal, Vol. 41. No. 1, 1998, pp. 108-119.
79. Van Dyne, L., and Pierce, J. L., “Psychology Ownership and Feelings of Possession: Three Field Studies Predicting Employee Attitudes and Organizational Citizenship Behavior,” Journal of Organizational Behavior, Vol. 25, 2004, pp. 439-459.
80. Van Dyne, L., Vandewalle, D., Kostova, T., Latham, M. E., and Cummings, L. L.,” Collectivism, Propensity to Trust and Self-Esteem as Predictors of Organizational Citizenship in a Non-Work Setting,” Journal of Organizational Behavior, Vol. 21, 2000, pp. 3-23.
81. Wayne, S. J., and Green, S. A., “The Effects of Leader-Member Exchange on Employee Citizenship and Impression Management Behavior,” Human Relations, Vol. 46, No. 12, 1993, pp. 1431-1440.
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二、中文部分
1. 余德成、溫金豐、陳泰哲，「組織公平與組織公民行為之關係：以半導體封裝業為例」，科技管理學刊，第6卷第1期，民國90年，頁131-150。
2. 余德成、溫金豐、陳泰哲，「科技產業中領導行為與組織公民行為之關係：檢驗督導信任的情境效應」，中山管理評論，第10卷第1期，民國91年，頁65-91。
3. 邱淑芬、韓志翔、林盈君，「員工參與制度與組織公民行為之關係__以台灣電子產業為例」，管理學報，第19卷第6期，民國91年，頁1009-1043。
4. 邱麗蓉，「組織公平與組織公民行為關係之研究＿以苗栗縣國民小學為例」，淡江大學教育政策與領導研究所碩士論文，民國91年。
5. 林光明，「領導風格對組織承諾及組織公民行為影響之研究＿以桃園縣政府為例」，銘傳大學公共管理與社區發展研究所碩士論文，民國91年。
6. 林美君，「台北縣縣長選舉之LOGIT分析與META分析」，淡江大學管理科學研究所碩士論文，民國90年。
7. 林美慧，「聚合迴歸分析之理論與實證」，國立清華大學經濟學研究所碩士論文，民國83年。
8. 林淑姬，「薪酬公平、程序公平與組織承諾、組織公民行為關係之研究」。國立政治大學企業管理研究所博士論文，民國81年
9. 林淑姬、樊景立、吳靜吉、司徒達賢，「薪酬公平、程序公正與組織承諾、組織公民行為之研究」，管理評論，第13卷第2期，民國83年，頁87-108。
10. 林鉦棽，「組織公正、信任、組織公民行為之研究：社會交換理論之觀點」，管理科學學報，第13卷第3期，民國85年，頁391-415。
11. 林鉦棽，「組織承諾、工作滿足與組織公民行為之研究：各種不同理論模式之比較」，中山管理評論，第7卷第4期，民國88年，頁1049-1073。
12. 林鉦棽，「製造業從業人員之社會交換變數在組織公正與工作滿意對組織公民行為關係中的中介角色分析＿以多重評量來源之研究設計觀點」，中原企管評論，第1卷第1期，民國92年，頁81-110。
13. 林鉦棽，「以組織承諾及工作滿足為實徵切入分析組織公民行為與員工工作考績之結構模式比較」，人力資源管理學報，第3卷第2期，民國92年，頁93-113。
14. 林鉦棽，「休閒旅館業從業人員的組織公正、組織信任與組織公民行為關係：社會交換理論觀點的分析」，中華管理學報，第5卷第1期，民國93年，頁91-112。
15. 林鉦棽、陳威菖，「工作疏離感在組織公民行為形成歷程的中介角色__以大高雄區域金融從業人員為例」，輔仁管理評論，第10卷第1期，民國92年，頁91-117。
16. 林鉦棽、蔡明慶，「社會交換系統與組織控制系統對組織公民行為之影響」，亞太社會科技學報，第3卷第1期，民國92年，頁1-25。
17. 胡敏惠，「生涯發展、組織承諾與組織公民行為關係之研究＿以台南地區保險業為例」，長榮大學經營管理研究所碩士論文，民國91年。
18. 施乃華，「創造思考教學成效之後設分析」，彰化師範大學商業教育研究所碩士論文，民國91年。
19. 高榮奎，「領導風格與組織公民行為關係之研究」，國立海洋大學航運管理研究所碩士論文，民國91年。
20. 張孟惠，「人力資源彈性策略對組織公正及績效行為之研究」，屏東科技大學企業管理研究所碩士論文，民國91年。
21. 張昭陽，「組織氣候與整體工作滿足的實案整合分析」，淡江大學管理科學研究所碩士論文，民國87年。
22. 陳心田，「員工-主管互動、知覺組織支持、組織承諾與組織公民行為：我國科技產業研發人員之分析」，交大管理學報，第23卷第1期，民國92年，頁27-70。
23. 陳心田，「人力來源、組織承諾與組織公民行為¬¬＿軍事人口結構轉變過程的一項探索性研究」，管理評論，第22卷第3期，民國92年，頁25-48。
24. 陳以亨、張石光、林瑩滋，「轉換型領導、行政倫理與組織公民行為關係之研究__以高雄市稅捐稽徵處為例」，公營事業評論，第2卷第4期，民國90年，頁95-118。
25. 陳振文，「工作價值觀影響台籍員工組織公民行為之研究」，大葉大學國際企業管理學研究所碩士論文，民國91年。
26. 陳曉天，「組織社會化與工作績效關係之研究__以百貨公司銷售服務人員為例」，商學學報，第8卷，民國89年，頁157-174。
27. 許道然，「不同待遇類型與待遇滿足感及組織公民行為關係之研究」，空大行政學報，第9卷，民國88年，頁349-386。
28. 許道然，「組織中的好公民」，人事月刊， 第34卷第1期，民國90年，頁5-15。
29. 許道然，「組織公民行為之研究」，空大行政學報，第12卷，民國91年，頁113-146。
30. 許道然，「公部門組織信任與組織公民行為關係之研究」，空大行政學報，第13卷，民國92年，頁1-36。
31. 賀德潤，「領導行為與工作滿足的整合分析：以國內碩博士論文為例」，高雄醫學院行為科學研究所碩士論文，民國85年。
32. 黃正雄，「價值觀一致性與組織承諾、組織公民行為間關係之探討」，管理評論，第18卷第3期，民國88年，頁57-81。
33. 黃家齊，「組織公正與組織公民行為__認知型與情感型信任的中介效果」，臺大管理論叢，第12卷第2期，民國91年，頁107-141。
34. 黃家齊，「組織控制、交換關係與組織公民行為__組織公正的中介效果」，輔仁管理評論，第9卷第2期，民國91年，頁1-34。
35. 黃家齊，「組織公正與員工行為＿構面間關聯性差異及交往原則的直接與干擾效果」，交大管理學報，第22卷第2期，民國91年，頁35-78。
36. 黃國隆、蔡啟通，「工作價值觀與領導行為對員工效能的影響」，臺大管理論叢，第9卷第1期，民國87年，頁51-85。
37. 黃寶園，「柯氏性格量表效度概化之統合分析」，國立師範大學教育心理與輔導研究所碩士論文，民國86年。
38. 黃寶園、林世華，「合作學習對學習效果影響之研究：統合分析」，教育心理學報，第34卷第1期，民國91年，頁21-42。
39. 楊惠美，「老化與分配性注意力之關係的整合性分析研究」，國立中正大學心理研究所碩士論文，民國82年。
40. 詹淑娟，「會計師更換因素之研究＿以Meta-Analysis進行分析」，國立中正大學會計學研究所碩士論文，民國88年。
41. 楊濱燦，「銷售人員訓練與績效關係之研究__以壽險服務業為例」，亞太管理評論，第3卷第1期，民國87年，頁73-81。
42. 楊濱燦，「團隊成員間之衝突、領導者與部屬交換關係與組織公民行為之研究__以百貨公司銷售服務人員為例」，企業管理學報，第46卷，民國89年，頁1-32。
43. 楊濱燦，「Organizatioanl citizenship behavior and service quality: A group-level analysis」，商學學報，第10卷，民國91年，頁141-163。
44. 廖國鋒、范淼、許世卿，「組織結構特性對組織公正與組織公民行為關係影響之研究」，中華管理學報，第2卷第1期，民國90年，頁43-58。
45. 蔡美華，「台灣地區老年人社會福利需求之綜合研究」，東海大學社會工作研究所碩士論文，民國82年。
46. 蔡秋月、黃良志、葉淑娟，「護理人員組織承諾、工作滿足與組織公民行為之研究」，秀傳醫學雜誌，第4卷第1期，民國92年，頁35-45。
47. 劉嘉雯，「人力資源部門內部顧客滿意、員工工作滿意與組織公民行為關係之研究」，彰化師範大學人力資源管理研究所碩士論文，民國91年。
48. 鄭仁偉、廖瓊瑤，「台灣地區文化中心員工組織公民行為模型之研究」，交大管理學報，第20卷第2期，民國89年，頁79-112。
49. 鄭伯壎，「組織價值觀與組織承諾、組織公民行為、工作績效的關係：不同加權模式與差距模式之比較」，中華心理學刊，第35卷第1期，民國82年，頁43-58。
50. 鄭伯壎，「組織價值的上下契合度與組織成員個人的效能」，中華心理學刊，第37卷第1期，民國84年，頁25-44。
51. 賴明政，「企業內外倫理行為、組織承諾與組織公民行為關係之研究」，國立台北商業技術學院學報，第5卷，民國92年，頁37-63。
52. 賴明政，「企業倫理行為、組織承諾、工作滿足與組織公民行為關係之研究」，企業管理學報，第60卷，民國93年，頁31-60。
53. 顏耀南，「教師職業倦怠相關變項之後設分析研究」，國立中正大學教育研究所碩士論文，民國91年。
54. 譚愷悌，「轉換型領導對團隊凝聚力、群組效力與組織公民行為之影響」，世新大學觀光研究所碩士論文，民國91年。