臺灣博碩士論文加值系統

幸福感與組織公民行為的關聯是組織行為領域中受關注的研究議題之一，本研究以幸福感為焦點，重新檢視幸福感與組織公民行為之關聯，探討幸福感對工作績效的影響。此外，思考加入人格特質及組織文化的干擾變項，對員工的組織公民行為所扮演的調節角色。
本研究以台灣中部地區製造業員工為問卷發放對象，有效回收共379份，本研究以驗證性因素分析檢視量表，並以結構方程模試驗證假設。研究結果證實：(1) 幸福感對組織公民行為具有正向影響的關係；(2) 支持型文化對於幸福感與組織公民行為間的關係有正向的干擾；(3) 經驗開放性人格特質對於幸福感與組織公民行為的關係具有負向的干擾；(4) 服務於目前公司的年資對於組織公民行為會具有影響關係；(5) 總工作年資對組織公民行為會具有影響關係。
最後根據研究結果，提出三大管理意涵：(1) 提昇員工幸福感對組織有正向效益；(2) 支持型文化的重要性；(3) 經驗開放性人格特質員工的審慎管理。

The relation of well-being and the organizational citizenship behavior is one of the most concerned topics of research in the field of organizational behavior. The research mainly focuses on well-being, and re-examine the relation between well-being and the organizational citizenship behavior to discuss the influence of well-being to work efficiency. Moreover, the research considers adding the variables, personality traits and organizational environment, to discuss what roles they play in the organizational citizenship behavior.
The survey of the research is conducted to manufacture employees in central Taiwan. The survey led to 379 usable questionnaires. Theresearch used confirmatory factor analysis and structural equation modeling to prove the hypothesis. According to the results of the research, it shows that: (1) well-being has a positive influence to the organizational citizenship behavior; (2) the relationship between supportive culture of well-being and organizational citizenship behavior has a positive interference; (3) the personality of openness to experience and well-being relationship between organizational citizenship behavior has a negative interference; (4) years of service in the company has an impact on organizational citizenship behavior; (5) the total years of employment in the company has an influence on the organizational citizenship behavior.
Lastly, according to the result of the research, the researcher suggested three main highlights of management: (1) enhancing staff’s well-being has positive benefits to the organization; (2) the importance of supportive culture; (3) the careful management to staff with the personality of openness to experience.

目　錄
中文摘要 ……………………...………………..………………………. Ⅰ
Abstract ……………………...………………….………………………. Ⅱ
目錄 ……………………...……………………………………………… III
表目次 ……………………...…………………………………………… V
圖目次 ……………………...…………………………….………….…..VI
第一章 緒論 ……………...…………………………………………… 1
第一節 研究背景與動機 ……………..………...…………………. 1
第二節 研究目的 …………………….....…………………………. 2
第三節 研究範圍………………………………...…………………. 2
第四節 研究流程………………………………...…………………. 3
第五節 名詞釋義………………………………...…………………. 4
第二章 文獻探討 ………..………………..……..………….. 6
第一節 幸福感…………………….……..……………...…….. 6
第二節 組織文化…………………………...……………….. 11
第三節 人格特質……………….…..……………………….……. 14
第四節 組織公民行為……...………………….…………….……. 16
第三章 研究方法 ……...………………………………..…...……. 20
第一節 研究架構………...……………………………….….. 20
第二節 研究對象 ………………...………………………….….. 21
第三節 研究工具 ………………...………………………….….. 21
第四節 調查實施 ………………...………………………….….. 23
第五節 資料分析 ………………...………………………….….. 23
第四章 研究結果與討論 …..…………………………...…….… 26
第一節 樣本描述 ………………...………………………...……. 26
第二節 問卷之信度與效度…………………………………….… 27
第三節 相關分析 ……………………………...…………..…….…. 30
第四節 幸福感與組織公民行為之關係 ………...………....…….... 31
第五節 支持型文化對幸福感與組織公民行為之干擾效果…… .... 31
第六節 經驗開放性人格特質對幸福感與組織公民行為之干擾效
果. …………………………………. …………….…..…….. 32
第五章 結論與建議 …………………...…….……………………. 34
第一節 研究主要發現 ……………………...….………….…….. 34
第二節 研究討論 ……………………..…………….……………. 35
第三節 研究建議 ……………………………...…….…………… 37
第四節 研究限制 ……………………………...….………….…... 38

參考文獻 …………………………...…………….………….….…….. 40

附錄
附錄一 正式問卷 ……….…………………...…….……….………. 47

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