臺灣博碩士論文加值系統

國防部因應志願役常備軍官之不足，近十幾年致力開拓志願役預備軍官的來源，多元的軍官人力進用管道，結果造成國軍軍官人口組成日趨異質，增加國軍人力資源管理的困難。
本研究採便利抽樣方式，計發放470份問卷，回收408份有效問卷，瞭解常備軍官與預備軍官以及男性軍官與女性軍官對組織公民行為、工作滿足、負面情緒、同事社會性支持是否有差異存在。結果發現女性軍官的工作滿足、負面情緒與表現組織公民行為的程度與男性軍官相同，獲得同事社會性支持的程度卻較低；常備軍官與預備軍官的負面情緒是一致的，但常備軍官的工作滿足感卻低於預備軍官，最後分析出負面情緒、同事社會性支持確實會透過工作滿足影響軍官表現組織公民行為。
本研究經由實際的推論，發現到服役年限長短的軍官之工作滿足及性別不同的軍官之同事社會性支持確實存在差異，進而在工作滿足的中介效果下，影響軍官的負面情緒、同事社會性支持與組織公民行為的關係，希望能提供未來國防部進用軍官前參考之用，俾利維持國軍軍官優質人力源源不絕。

Because Ministry of National Defence should volunteer battle always on the alert deficiency of officer, near to is it open up wish battle prepare source of officer to devoted to more than ten years, plural officer's manpower enters the channel of using, the result causes the officer of country army population to make up becoming more heterogeneous, increase the difficulty of country's officer's strength resource management.
This research adopts the convenient way of sampling, count and grant 470 questionnaires , retrieve 408 effective questionnaires, understand the officer always on the alert and prepare the officer and male officer and female officer to organizational citizenship behavior, whether satisfied , negative affectivity of the work , co-worker social support have a difference to exist. This result of study finds that the female officer's satisfied , negative affectivity of work is the same as male officer with display and organize the degree of citizenship behavior, but the degree of obtaining co-worker social support is relatively low; The officer always on the alert and negative affectivity of preparing the officer are unanimous, but the working sense of achievement of the officer always on the alert is lower than preparing the officer , analyze negative affectivity , co-worker social support can is it influence the officer to display and organizational citizenship behavior to satisfied with through work really finally.
This research is via the real inference , find to the social support of the co-worker of work meeting and sex different officers of officer of size of service life on active service really has a difference, and then under the intermediary result that the work meet , influence the officer's negative affectivity , co-worker social support and relation of organizational citizenship behavior, is it can offer Ministry of National Defence to is it spend with what officer consult to enter future to hope , hold officer of country army good manpower continuously in order to Leavey.

中文摘要 ……………………………………………………………………Ⅰ
英文摘要 ……………………………………………………………………Ⅱ
誌謝 …………………………………………………………………………Ⅳ
目錄 …………………………………………………………………………Ⅴ
圖目錄 …………………………………………………………………………………Ⅷ
表目錄 …………………………………………………………………………………Ⅸ
第一章 緒論 …………………………………………………………………1
1.1 研究背景與動機 ……………………………………………………1
1.2 研究目的………………………………………………………………4
1.3 論文結構與流程………………………………………………………5
第二章 文獻探討與研究假說 ………………………………………………7
2.1 軍官背景與來源 ……………………………………………………7
2.2 組織公民行為 ………………………………………………………11
2.3 工作滿足 ……………………………………………………………14
2.4 負面情緒與組織公民行為的關係 …………………………………16
2.5 同事社會性支持與組織公民行為的關係 …………………………17
2.6 負面情緒、工作滿足與組織公民行為的關係 ……………………19
2.7 同事社會性支持、工作滿足與組織公民行為的關係 ……………21
第三章 研究方法 …………………………………………………………23
3.1 研究架構 ……………………………………………………………23
3.2 操作性定義及衡量工具 ……………………………………………24
3.2.1 組織公民行為 …………………………………………………24
3.2.2 工作滿足 ………………………………………………………26
3.2.3 負面情緒 ………………………………………………………26
3.2.4 同事社會性支持 ………………………………………………27
3.3 研究對象與抽樣設計 ………………………………………………28
3.4 量測工具敘述 ………………………………………………………29
3.5 分析方法介紹 ………………………………………………………31
第四章 資料分析與結果 …………………………………………………33
4.1 信度與效度分析 ……………………………………………………33
4.1.1 信度分析 ………………………………………………………33
4.1.2 效度分析 ………………………………………………………34
4.2 敘述性統計分析 ……………………………………………………36
4.2.1 樣本結構 ………………………………………………………36
4.2.2 相關分析 ………………………………………………………37
4.3 假設驗證 ……………………………………………………………39
第五章 結論與管理意涵 …………………………………………………43
5.1 研究結論 ……………………………………………………………43
5.2 管理意涵 ……………………………………………………………45
5.3 未來研究方向 ………………………………………………………47
參考文獻 …………………………………………………………………49
附錄一 問卷 ………………………………………………………………60
附錄二 本研究各變數構面題項負荷量與t檢定值 ……………………63

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