臺灣博碩士論文加值系統

台灣之飯店業刻正面臨激烈之競爭環境，因此如何激發員工之組織公民行為，提升組織效能，顯得格外重要。本研究之目的係以觀光飯店之員工為驗證對象，探討台灣飯店旅館業員工-組織配適、感受組織支持與組織公民行為間之關係。本研究以16家觀光飯店業之第一線之服務人員為對象進行問卷發放，總計發送400份問卷，回收294份。回收之問卷資料利用SPSS及AMOS分析軟體進行描述性統計分析、信度與效度檢驗、驗證性因素分析、相關分析、迴歸分析及階層迴歸分析等，探討員工-組織配適、感受組織支持與組織公民行為間之關係。研究結果顯示，員工-組織配適對組織公民行為有顯著正向的影響、員工-組織配適對感受組織支持有顯著正向的影響、感受組織支持對組織公民行為有顯著正向的影響、而感受組織支持對員工-組織配適與組織公民行為之間的關係則沒有中介效果。本研究結果具有管理上之意涵，並可供後續研究之參考。

The hotel industry in Taiwan faces a competitive environment recently. To promote the competition, hotels must take actions to encourage their employees performing organizational citizenship behaviors. Organizational citizenship behaviors have proved to increase the effectiveness of the organizations. Therefore, the purpose of this study is to identify the relationships among person-organization fit (POF), perceived organizational support (POS), and organizational citizenship behaviors (OCBs) of the hotel employees in Taiwan.
A convenience sample of respondents was chosen that comprised all of the front-line employees of these 16 target hotels. 400 structured questionnaires were distributed by using the face-to-face survey. 294 effective questionnaires were collected. Data was analyzed via SPSS and AMOS package software. The descriptive statistics, reliability and validity analysis, confirmatory factor analysis, correlation analysis, linear regression, and hierarchical regression were conducted. The results showed that POF had a significant positive impact on OCBs, POF had a significant positive impact on POS, and POS had a significant positive impact on OCBs. However, POS didn’t mediate the relationship between POF and OCBs. These findings have managerial implications and provide useful reference data for future research.

第一章 緒論 1
第一節 研究源起 1
第二節 研究動機 2
第三節 研究目的 4
第四節 研究流程 4
第二章 文獻探討 6
第一節 員工-組織配適之探討 6
第二節 感受組織支持之探討 13
第三節 組織公民行為之探討 18
第三章 研究方法 25
第一節 研究假設 25
第二節 研究架構 27
第三節 研究工具 27
第四節 研究範圍與對象 31
第五節 資料處理分析方法 31
第四章 實證研究分析與結果 34
第一節 受訪者基本資料分析 34
第二節 問卷之信度與效度檢測 38
第三節 描述性統計 44
第四節 不同特性員工之差異分析 45
第五節 相關分析 47
第六節 員工-組織配適與組織公民行為之關係 48
第七節 員工-組織配適與感受組織支持之關係 50
第八節 感受組織支持與組織公民行為之關係 51
第九節 感受組織支持之中介效果分析 52
第十節 研究假設之實證結果 54
第五章 結論與建議 55
第一節 研究結論 55
第二節 實務建議 55
第三節 後續研究建議 56

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