本研究目的是探討主管支持與職場友誼之間的關係，經由文獻探討，發現主管支持與職場友誼間，正、負向之關係不清，且關於這部份研究的不多，有待更深入的研究。為深入瞭解主管支持與職場友誼之關係，本研究歸納出三項控制變數：人口統計變項、工作特性及工作滿意度。並透過問卷調查，共發放1000份問卷，回收有效問卷計334份，有效回收率為33.4%。
並依研究目的提出假設：H1-1：性別對主管支持呈顯著差異；H1-2：婚姻對主管支持呈顯著差異；H1-3：年齡對主管支持呈顯著差異；H1-4：服務年資對主管支持呈顯著差異；H1-5：教育程度對主管支持呈顯著差異；H2-1：性別對職場友誼呈顯著差異；H2-2：婚姻對職場友誼呈顯著差異；H2-3：年齡對職場友誼呈顯著差異；H2-4：服務年資對職場友誼呈顯著差異；H2-5：教育程度對職場友誼呈顯著差異；H3：主管支持度正向影響職場友誼。
研究結果發現：1.組織成員的年齡及工作年資的不同，會影響其對於主管支持的看法；2.性別、婚姻狀況及教育程度背景的差異，會影響組織成員對於職場友誼的看法；3.主管支持對職場友誼無正向顯著影響效果，但具有正向相關。

Both supervisor support and workplace friendship are important factors of an organization. The purpose of this study was to verify the relationship between supervisor support and workplace friendship. The research problem of this study was derived from existing literature and logically. Therefore, we have hypothesis: H1-1 Gender has significantly effects on supervisor support. H1-2 Marital status has significantly effects on supervisor support. H1-3 Age has significantly effects on supervisor support. H1-4 Years of work experience has significantly effects on supervisor support. H1-5 Educational background has significantly effects on supervisor support. H2-1 Gender has significantly effects on workplace friendship. H2-2 Marital status has significantly effects on workplace friendship. H2-3 Age has significantly effects on workplace friendship. H2-4 Years of work experience has significantly effects on workplace friendship. H2-5 Educational background has significantly effects on workplace friendship. H3 Supervisor support has significantly positive effects on workplace friendship.
The third hypothesis was the main one in our research hypothesis, that supervisor support influenced workplace friendship significantly. In other words, supervisor support could increase workplace friendship. However, some scholars found that the relationship between supervisor support and workplace friendship was insignificant. That is, the relationship between supervisor support and workplace friendship was still unclear. The purpose of this paper was to explore their relationship.
The data were composed of fulltime employees and collected by 1000 questionnaires. The employees were asked about their levels of supervisor support, workplace friendship, job characteristic, job satisfaction, and demographic variables. In total, 334 completed questionnaires were returned, yielding a response rate of 33.4%.
The results of this study showed that supervisor support was insignificant prediction of workplace friendship, and a positive relationship was established between these two variables. This study also found another results: (1) Supervisor support was influenced by age and years of work experience. (2) Gender, marital status, educational background, job characteristic, and job satisfaction were significant prediction of workplace friendship.

中文摘要　．．．．．．．．．．．．．．．．．．．．． iii
英文摘要　．．．．．．．．．．．．．．．．．．．．． iv
誌謝辭　　．．．．．．．．．．．．．．．．．．．．． v
內容目錄　．．．．．．．．．．．．．．．．．．．．． vi
表目錄　　．．．．．．．．．．．．．．．．．．．．． vii
圖目錄　　．．．．．．．．．．．．．．．．．．．．． viii
第一章　　緒論．．．．．．．．．．．．．．．．．．． 1
　　第一節　　研究背景．．．．．．．．．．．．．．． 1
　　第二節　　研究問題與目的．．．．．．．．．．．． 4
　　第三節　　研究的重要性．．．．．．．．．．．．． 5
第二章　　文獻回顧．．．．．．．．．．．．．．．．． 7
　　第一節　　主管支持．．．．．．．．．．．．．．． 7
　　第二節　　職場友誼．．．．．．．．．．．．．．． 16
　　第三節　　主管支持與職場友誼之關係．．．．．．． 24
第三章　　研究方法．．．．．．．．．．．．．．．．． 27
　　第一節　　研究架構．．．．．．．．．．．．．．． 27
　　第二節　　研究假設．．．．．．．．．．．．．．． 28
　　第三節　　操作型定義與衡量．．．．．．．．．．． 30
　　第四節　　樣本及資料收集．．．．．．．．．．．． 34
　　第五節　　資料分析方法．．．．．．．．．．．．． 35
　　第六節　　問卷之預試．．．．．．．．．．．．．． 37
第四章　　資料分析．．．．．．．．．．．．．．．．． 42
　　第一節　　樣本基本資料分析．．．．．．．．．．． 42
　　第二節　　變數間的相關分析．．．．．．．．．．． 45
　　第三節　　主管支持分析．．．．．．．．．．．．． 48
　　第四節　　職場友誼分析．．．．．．．．．．．．． 20
　　第五節　　主管支持與職場友誼之關係．．．．．．． 53
　　第六節　　資料分析結果總結．．．．．．．．．．． 54
第五章　　結論與建議．．．．．．．．．．．．．．．． 56
　　第一節　　研究結論．．．．．．．．．．．．．．． 56
　　第二節　　研究建議．．．．．．．．．．．．．．． 59
　　第三節　　研究貢獻．．．．．．．．．．．．．．． 64
　　第四節　　研究限制．．．．．．．．．．．．．．． 65
參考文獻　．．．．．．．．．．．．．．．．．．．．． 67
附錄A　　研究問卷．．．．．．．．．．．．．．．．． 81

一、中文部分

林圳德(2006)，台灣與大陸企業功能屬性對員工職場友誼關係之研究，中國文化大學國際企業管理研究所未出版之博士論文。

邱皓政(2004)，量化研究與統計分析：SPSS中文視窗版資料分析範例解析，台北：五南圖書出版股份有限公司。

許惠茜(2004)，運用線性結構探討領導型態、公司福利政策、生活型態對工作滿意度與組織承諾原因之相關性—以IC半導體工程師為例，東華大學企業管理研究所未出版之碩士論文。

許靜怡(2000)，LMX關係品質之質性研究，中正大學企業研究所未出版之碩士論文。

黃秀霜(1987)，教育行政人員成就動機、工作特性與組織承諾之相關研究，政治大學教育研究所未出版之碩士論文。

黃建達(1999)，主管與部屬人際交換關係之決定要素及其對部屬工作態度影響之研究，中央大學人力資源管理研究所未出版之碩士論文。

黃雯蓉(2002)，組織特性與工作特性對員工創造力的影響─以行銷相關工作為例，成功大學企業管理研究所未出版之碩士論文。

鄭伯壎(1995)，差序格局與華人組織行為，本土心理學研究，3，142-219。

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