組織公民行為一直以來都是組織行為領域的重要議題，員工的行為表現與
組織的團隊氣氛與運作效率息息相關。過往文獻針對組織公民行為的個人層面影
響後果，主要集中在對個人績效及升遷的影響。整體而言，過往研究對組織公民
行為的影響後果與考量層面是略顯不足的。本研究認為除了對個人績效及升遷等
經濟層面之影響，組織公民行為也有社會層面之影響，例如影響個人地位與領導
力展現。組織公民行為分為親和型及挑戰型，本研究的目的是驗證這兩種類型的
組織公民行為，對於員工社會地位與領導力展現會產生什麼樣的效果。本研究也
同時考量團隊成員平均的組織公民行為，是否會對於個人組織公民行為與社會地
位、領導力展現之間的關係具有調節影響。
本研究採用問卷調查的方式進行資料蒐集，分為兩個階段進行，正式問卷發
放之時間為 10 月中至 12 月中，以消防隊員為研究對象，發放地區為台灣南部某
縣市的 50 個消防分隊。在問卷設計方面，分為員工問卷以及主管問卷(包括小隊
長問卷與分隊長問卷)，其中第一階段發放之員工自評問卷內容包含員工個人挑
戰型組織公民行為、員工個人親和型組織公民行為、社會地位；主管他評問卷內
容包含團隊挑戰型組織公民行為與團隊親和型組織公民行為。第二階段發放之員
工他評問卷內容則包含團隊挑戰型組織公民行為、團隊親和型組織公民行為、社
會地位；主管他評問卷內容包含團隊挑戰型組織公民行為、社會地位、員工領導
力展現等變數。
vi

經由兩階段問卷配對，第一階段蒐集問卷內容為員工自評問卷與主管評量問
卷，員工自評問卷包含自變數（親和型組織公民行為、挑戰型組織公民行為），
主管評量問卷包含調節變數（團隊親和型組織公民行為、團隊挑戰型組織公民行
為），第二階段蒐集問卷內容為員工他評問卷與主管評量問卷，員工他評問卷包
含中介變數（社會地位），主管評量問卷包含依變數（員工領導力展現），在過
濾填答品質不佳之問卷後，基層隊員、小隊長與分隊長的實際有效配對問卷數為
352 份。
本研究以 SPSS 的外掛程式 PROCESS 作分析，結果顯示：(1)員工的親和型
組織公民行為對其團體內社會地位具正向影響；(2)員工的挑戰型組織公民行為
對其團體內社會地位具正向影響；(3)員工的社會地位與員工的領導力展現呈正
相關；(4)員工之親和型組織公民行為會透過社會地位之中介與其領導力展現呈
正相關；(5)員工之挑戰型組織公民行為會透過社會地位之中介與其領導力展現
呈正相關；(6)團隊的組織公民行為對於員工的組織公民行為和社會地位間的關
係無顯著調節效果。本研究之分析結果擴充了對組織公民行為之後果變數的瞭解，
在實務上也有助於組織找出適合成為領導者的員工。

Organizational citizenship behavior is an important topic in the research field of
organizational behavior, and employee behavior is closely related to the
organizational team atmosphere and operational efficiency. Past literature on
organizational citizenship behavior mainly focused on its influences on individual
employees’ performance and promotion. However, past research did not explore a lot
of consequences of organizational citizenship behavior. This study believed that in
addition to the economic influences on individual performance and promotion,
organizational citizenship behavior also has social influences, such as affecting
employees’ personal social status and their leadership emergence. Organizational
citizenship behaviors can be divided into affiliative and challenge behaviors. The
purpose of this study was to verify the effect of these two types of organizational
citizenship behavior on employee social status and leadership emergence. This study
also considered the average organizational citizenship behavior of team members, and
examined whether group-level organizational citizenship behavior can moderate the
relationship between individual organizational citizenship behavior and social status.
viii

In this study, firefighters were our research participants and we collected data
using questionnaires. We distributed questionnaires to 50 firefighter teams worked in
Southern Taiwan. Our questionnaire design contained employee self-assessment
questionnaire and the supervisory evaluation questionnaire. The employee
self-assessment questionnaire included the employees’ indivudal affiliative
organizational citizenship behaviors, employees’ individual challenging
organizational citizenship behaviors, and individual social status. The supervisory
evaluation questionnaire included team-level affiliative organizational citizenship
behaviors, team-level challenging organizational citizenship behaviors, and
employees’ leadership emergence. After filtering the poor quality questionnaires, the
actual valid questionnaires of this study were 352 paired questionnaires.
After data analysis, the results of this study showed: (1) employees’ affiliative
organizational citizenship behavior had a positive influence on their social status
within the group; (2) employees’ challenging organizational citizenship behavior had
a positive influence on their group’s social status; (3) employees’ social status was
positively related to their leadership emergence; (4) employees’ affiliative
organizational citizenship behavior was positively related to their leadership
emergence through the mediation of social status; (5) employees’ challenging
organizational citizenship behavior was positively related to their leadership
emergence through the mediation of social status; (6) team-level organizational
citizenship behavior did not significantly moderate the relationship between
individual-level organizational citizenship behavior and social status. According the
results of our analysis, this study expanded the understanding of the consequences of
organizational citizenship behavior, and can help organizations identify which
employees have the potential to become leaders in the future.

第一章 緒論1
第一節 研究動機 1
第二節 研究目的 3
第二章 文獻探討5
第一節社會資本理論 5
第二節組織公民行為定義與分類 6
第三節 組織公民行為的影響後果 13
第四節 理論架構及研究假設 15
第三章 研究方法21
第一節 研究程序 21
第二節 研究構念 23
第三節 資料分析方法 27
第四章 研究結果29
第一節 敘述性統計與相關分析 29
第二節 信度與效度分析 34
第三節 研究假設驗證 38
第五章 研究結論與建議45
第一節 理論貢獻 46
第二節 實務意涵 49
第三節 研究限制與未來建議 51
參考文獻 55
中文文獻 55
英文文獻 55

中文文獻
林鉦棽 (2005)。組織公民行為之跨層次分析：層級線性模式的應用。 管理學報 ，
22(4)，頁 503-524。
彭台光、高月慈與林鉦棽 (2006)。管理研究中的共同方法變異：問題本質、影響、
測試與補救。 管理學報 ，23(1)，頁 77-98。
黃家齊 (2002)。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 ，12(2)，頁 107-141。
英文文獻
Baker, W. (1990). Market networks and corporate behavior. American Journal of
Sociology, 96, 589-625 .
Barnard, C. I. (1938). The functions of the executive. Cambridge, MA: Harvard
University Press. .
Bass, B. M. (1985). Leadership and performance beyond expectation. New York: Free
Press.
Bass, B. M. (1954). The leaderless group discussion. Psychological Bulletin, 51, 465–
492.
Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The
relationship between affect and employee“citizenship”. Academy of
Management Journal, 26, 587-595.
Bergeron, D. M. (2007). The Potential paradox of organizational citizenship behavior:
Good citizenship at what cost? Academy of Management Review, 32, 1078-1095.
Bolino, M. C., & Turnley, W. H. (2005). The personal costs of citizenship behavior:
The relationship between individual initiative and role overload, job stress, and
work-family conflict. Journal of Applied Psychology, 90, 740-748.
Bolino, M. C., Turnley, W. H., & Bloodgood, J. M. (2002). Citizenship behavior and
the creation of social capital in organizations. Academy of Management Review,
27(4), 505-522.
Brower, H. H., Schoorman, F. D., & Tan, H. H. (2000). A Model of relational
leadership: The integration of trust and leader-member exchange. Leadership
Quarterly, 11(2), 227-250. .
Burt, R. S. (1992). Structural holes: The social structure of competition. MA: Harvard
University Press.
Campbell, J. P., McHenry, J. J., & Wise, L. L. (1990). Modeling job performance in a
population of jobs. Personnel Psychology, 43(2), 313-575 .
Chang, C. H., Johnson, R. E., & Yang, L. Q. (2007). Emotional strain and
organizational citizenship behavior: A meta-analysis. Work and Stress, 21(4),
312-332.
Chiu, S. F., & Chen, H. L. (2005). Relationship between job characteristics and
organizational citizenship behavior: The mediational role of job satisfaction.
Social Behavior and Personality, 33(6), 523-540.
Coleman, J. S. (1988). Social capital in the creation of human capital. American Journal
of Sociology, 94, 95-120.
Coleman, J. S. (1990). Foundation of social theory. The Belknap Press of Harvard
University Press .
DeNisi, A. S., Cafferty, T. P., & Meglino, B. M. (1984). A cognitive view of the
performance appraisal process: A model and research propositions.
Organizational Behavior and Human Performance, 33, 360–396.
Fisek, M. H., Berger, J., & Norman, R. Z. (1991). Participation in heterogeneous and
homogeneous groups: A theoretical integration. American Journal of Sociology,
97, 114-142.
Glomb, T. M., Bhave, D. P., Miner, A. G., & Wall, M. (2011). Doing good, feeling
good: Examining the role of organizational citizenship behaviors in changing
mood. Personnel Psychology, 64, 191-223.
Graham, J. W. (1991). An essay on organizational citizenship behavior. Employee
Responsibilities and Rights Journal, 4, 249-270.
Hsiung, H. H. (2012). Authentic leadership and employee voice behavior: A multi-level
psychological process. Journal of Business Ethics, 107, 349-361.
Karambayya, R. (1990). Contexts for organizational citizenship behavior: Do high
performing and satisfying units have better 'citizens'. York University working
paper.
Katz, D. (1964). Motivational Basis of Organizational Behavior. Behavior Science, 9,
131-146.
Katz, D., & Kahn, R. L. (1978). The social psychology of organizations (2nd ed.). New
York, NY: John Wiley & Sons, Inc.
Kennedy, J. A., Anderson, C., & Moore, D. A. (2013). When overconfidence is
revealed to others: Testing the status-enhancement theory of overconfidence.
Organizational Behavior and Human Decision Processes, 122, 266–279.
Koopman, J., Lanaj, K., & Scott, B. A. (2016). Integratingthe bright and dark sides of
OCB: A daily investigation of the benefits and costs of helping others. Academy
of Management Journal, 59(2), 414–435.
Lefkowitz, J. (2000). The role of interpersonal affective regard in supervisory
performance ratings: A literature review and proposed causal model. Journal of
Occupational and Organizational Psychology (2000), 73, 67-85 .
Lin, N. (2001). Social capital: A theory of social structure and action. New York:
Cambridge University Press.
Magee, J. C., & Galinsky, A. D. (2008). Socialhierarchy: The self‐reinforcing nature of
power and status. The Academy of Management Annals, 2, 351–398.
Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: the
importance of the employee’s perspective. Academy of Management Journal,
37(6), 1543-1567.
Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital and the
organizational advantage. Academy of Management Review, 23(2), 242-266.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome.
Lexington, MA: Lexington Books.
Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. In
B. M. Staw & L. L. Cummings (Eds.). Research in organizational behavior, 12,
43-72.
Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006). Organizational
Citizenship Behavior: Its Nature, Antecedents and Consequences. Thousand
Oaks, CA: Sage.
Organ, D. W., & Ryan, K. (1995). A Meta-Analytic Review of Attitudinal and
Dispositional Predictors of Organizational Citizenship Behavior. Personnel
Psychology, 48, 775-802.
Podsakoff, P. M., & MacKenzie, S. B. (1994). Organizational citizenship behavior and
sales unit effectiveness. Journal of Marketing Research, 3, 351-363.
Podsakoff, P. M., & MacKenzie, S. B. (1997). Impact of organizational citizenship
behavior on organizational performance: A review and suggestions for future
research. Human Performance, 10, 133-151.
Podsakoff, P. M., MacKenzie, S. B., & Hui, C. (1993). Organizational citizenship
behaviors and managerial evaluations of employee performance: A review and
suggestions for future research. Research in Personnel and Human Resources
Management, 11, 1-40.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990).
Transformational leader behaviors and their effects on followers' trust in leader,
satisfaction, and organizational citizenship behaviors. The Leadership Quarterly,
1, 107-142 .
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000).
Organizational Citizenship Behaviors: A Critical Review of the Theoretical and
Empirical Literature and Suggestions for Future Research. Journal of
Management, 26(3), 513–563.
Podsakoff, P. M., Ahearne, M., & MacKenzie, S. B. (1997). Organizational citizenship
behavior and the quantity and quality of work group performance. Journal of
Applied Psychology, 82, 262-270 .
Portes, A. (1998). Social capital: Its origins and applications in modern sociology.
Annual Review of Sociology, 24, 1-24.
Shore, L. M., Barksdale, K., & Shore, T. H. (1995). Managerial perceptions of
employee commitment to the organization . Academy of Management Journal,
38(6), 1593-1615.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior:
Its nature and antecedents. Journal of Applied Psychology, 68, 653-663.
Sonnentag, S., & Grant, A. M. (2012). Doing good at work feels good at home, but not
right away: When and why perceived prosocial impact predicts positive affect.
Personnel Psychology, 65, 495-530.
Stogdill, R. M. (1969). Validity of leader behavior descriptions. Personnel Psychology,
22, 153-158 .
Van Dyne, L., & LePine, J. A. (1998). Predicting Voice Behavior in Work Groups.
Journal of Applied Psychology, 83(6), 853-868.
Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behaviors: In pursuit
of construct and definitional clarity. In L. L. Cummings & B. M. Staw (Eds.),
Research in organizational behavior, 17, 215-285.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational
commitment as predictor of organizational citizenship and in-role behaviors.
Journal of Management, 17(3), 601-617.