Notre recherche a pour but de mieux comprendre les comportements de citoyenneté organisationnelle et plus particulièrement ce qui peut les favoriser ou les défavoriser. Nous en avons retenu cinq pour notre recherche: les comportements de vertu civique, d’esprit d’équipe, conformistes, de courtoisie et d’altruisme Nous avons choisi d’étudier l’influence des valeurs au travail sur ces comportements et notre objectif est de vérifier l’influence de 28 valeurs au travail sur nos cinq comportements de citoyenneté organisationnelle. Par ailleurs, nous avons choisi d’inclure à notre modèle de recherche la variable des générations. Nous cherchons à savoir si les valeurs au travail peuvent changer en fonction de l’appartenance d’un individu à l’une des 4 générations présentes sur le marché du travail (Vétérans, Baby Boomers, X et Y) et si le fait d’appartenir à une géné-ration plutôt qu’une autre aura un impact sur les comportements de citoyenneté organisationnelle. Les données ont été collectées au sein de la firme de sondage l’Observateur. Au total, 278 questionnaires sont utilisables dans le cadre de notre recherche. Des analyses de régression hiérarchiques ont permis de vérifier la capacité explicative des valeurs sur les comportements de citoyenneté organisationnelle. Des tests post hoc de Scheffé ont permis de vérifier l’existence de différences de valeurs entre les générations et des analyses de variance nous ont permis de vérifier l’influence des générations sur les comportements de citoyenneté organisationnelle. Les résultats indiquent que des liens significatifs existent entre les valeurs et les comportements de citoyenneté organisationnelle permettant ainsi de confirmer l’influence favorable ou défavorable de certaines valeurs parmi les 28 à l’étude sur nos cinq comportements de citoyenneté organisationnelle. En ce qui a trait aux différences existan-tes entre nos générations à l’étude, les résultats nous révèlent qu’elles sont beaucoup moins importantes que ce que la littérature nous laisse penser. Finalement, nos résultats ne nous permettent pas de confirmer que certaines générations sont plus disposées que d’autres à adopter des comportements de citoyenneté organisationnelle. Mots-clés : valeurs au travail, génération, comportements de citoyenneté organisationnelle. / Our research aims to better understand organizational citizenship behaviors and in particular, which individual values can promote or disadvantage them. We selected five such behaviors for sour research: civic virtue, sportsmanship, conscientiousness, courtesy and altruism. We chose to study influence of 28 individually-hold work-related values on these five organizational citizenship behaviors. We also chose to include generations as an antecedent of work values. Respondents were sorted into four generation still active in the labor market (i.e., Veterans, Baby Boomers, X, Y. We also investigated whether belonging to a generation rather than another has an impact on organizational citizenship behaviors. Data were collected by a survey firm called Observateur. In total, 278 questionnaires were used in the context of our research. Hierarchical regression analysis was used to assess the explanatory power of values on organizational citizenship behaviors. Post hoc Scheffé tests verified the existence of differences in values between generations and an analysis of variance allowed us to check the influence of generations of organizational citizenship behaviors. The results suggest significant associations between values and organizational citizenship behaviors thus confirming the positive or negative influence of certain values on five organizational citizenship behaviors. With respect to the differences in values between generations, the results reveal that they are much smaller than the literature suggests. Finally, our results show that belonging to a generation rather than another has no significant impact on organizational citizenship behaviors. Keywords: work values, generation, organizational citizenship behaviors

本研究旨在探討國小教師之工作-家庭平衡、正向情緒、組織公民行為之關係，並探究正向情緒在工作-家庭平衡與組織公民行為之間是否具有中介效果。研究採用問卷調查法，以新北市公立國小教師做為樣本母群體，採用分層隨機抽樣，抽出64所小學共計760位受試者，回收有效問卷616份，所得資料分別以描述統計、t考驗、單因子變異數分析、Pearson積差相關、迴歸分析、Sobel檢定等統計方法進行研究，根據研究結果加以分析歸納，研究結論如下： 一、新北市國小教師工作-家庭平衡屬中高程度，WFC高於FWC、FWE高於WFE。 二、新北市國小教師正向情緒屬中高程度。 三、新北市國小教師組織公民行為屬於中高程度，以OCB-I最高。 四、婚姻狀況、未滿18歲子女數、服務總年資、學歷、現任職務在WFC上有顯著差異；性別、年齡、婚姻狀況、未滿18歲子女數、服務總年資、學歷、現任職務在FWC上有顯著差異；年齡在WFE上有顯著差異；現任職務在FWE上有顯著差異。 五、學歷、現任職務在整體OCB上有顯著差異；未滿18歲子女數、現任職務在OCB-I上有顯著差異；性別、年齡、婚姻狀況、服務總年資、學歷、現任職務、學校規模在OCB-O上有顯著差異；現任職務在TASK上有顯著差異。 六、學歷在正向情緒上有顯著差異。 七、工作-家庭平衡教師在正向情緒、OCB-I、TASK、整體OCB顯著高於非平衡教師。 八、「工作-家庭增益」與正向情緒對組織公民行為具顯著相關及預測力。 九、正向情緒在「工作-家庭增益」與組織公民行為間具有部份中介效果。 最後，根據研究結果提出建議，以供學校校長、教師及後續研究之參考。 / The purpose of this study is to investigate the relationship between teachers’ work-family balance, positive emotion and organizational citizenship behavior (OCB) in elementary school. Furthermore, the mediation of positive emotions on work-family balance and OCB was examined. A survey research was conducted using a sample of elementary school teachers in New Taipei City. Data from a sample of 616 teachers within 64 schools was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, Pearson correlation, multiple regression analysis and Sobel test. The major findings of this study are as follows: 1. Teachers’ work-family balance is above average and WFC higher than FWC, FWE higher than WFE. 2. Teacher’s positive emotion is above average. 3. Teacher’s OCB is above average, “OCB-I” ranks the top. 4. Five demographic variables, including marriage, children under the age of 18, total serving years, education and position show significant differences in work-to-family conflict. Seven demographic variables, such as gender, age, marriage, children under the age of 18, total serving years, education and position, show significant differences in family-to-work conflict. One demographic variable, age, shows significant differences in work-to-family enrichment. One demographic variable, position, shows significant differences in family-to-work enrichment. 5. Two demographic variables, education and position, show significant differences in OCB. Two demographic variables, including children under the age of 18 and position, show significant differences in OCB-I. Seven demographic variables, including gender, age, marriage, total serving years, education, position and school classes, show significant differences in OCB-O. One demographic variable, position, shows significant differences in TASK. 6. One demographic variable, education, show significant differences in positive emotion. 7. Teachers with work-family balance are higher at positive emotions, OCB-I, TASK, and OCB than others. 8. Work-to-family enrichment and positive emotion are positively correlated with OCB. 9. Positive emotion as a mediator of the work-family enrichment and OCB. Based on the results of the research, suggestions for school principals, teachers and future related studies are proposed.

本研究旨在探討國民小學校長分布式領導、學校組織公平與教師組織公民行為之關係，並依據研究結果提出建議。首先，進行文獻探討，建立研究架構與工具。 其次，以北北基三市公立國民小學教師為研究對象，透過取樣進行問卷調查，總計有效樣本為802份，分別以描述統計、t考驗、變異數分析、相關分析、多元逐步迴歸分析以及結構方程模式等統計方法加以分析。依據研究結果之分析，本研究主要研究發現如下： （一）目前國民小學教師知覺校長分布式領導、學校組織公平與教師組織公民行為的程度良好。 （二）教師知覺校長分布式領導與學校組織公平的程度，在性別、年齡、服務年資等背景變項，具有顯著差異。 （三）教師知覺教師組織公民行為的程度，在服務年資、學校所在地、學校規模、校長性別以及校長服務年資等背景變項，具有顯著差異。 （四）校長分布式領導、學校組織公平與教師組織公民行為三者之間，具有正向的關聯。 （五）學校組織公平對教師組織公民行為的預測力，高於校長分布式領導對教師組織公民行為的預測力。 （六）校長分布式領導透過學校組織公平的中介效果，正向影響教師組織公民行為。 最後，根據研究結果提出相關建議，提供實務應用與未來研究之參考。 / The purpose of this study is to investigate the relationship among the principals’ distributed leadership, school organizational justice and teachers’ organizational citizenship behavior in the elementary school. The research methods included literature review and questionnaire survey. The data was collected from 802 teachers of elementary schools in Taipei City, New Taipei City, and Keelung City. The data was analyzed with descriptive statistics, t-test, one-way ANOVA, correlation, multiple regressions and structural equation modeling. The conclusions are as follows: 1. The elementary school teachers’ perception of the principals’ distributed leadership, school organizational justice and teachers’ organizational citizenship behavior is positive. 2. The elementary school teachers of different gender, age, in-service years, current position, school size and the different principal’s gender show significant differences on teachers’ perception of principals’ distributed leadership and school organizational justice. 3. The elementary school teachers of different in-service years, school districts, school size, the different school principal’s gender and principal’s in-service years show significant differences on teachers’ organizational citizenship behavior. 4. There are positive correlations among principals’ distributed leadership, school organizational justice and teachers’ organizational citizenship behavior. 5. Compared with principals’ distributed leadership, school organizational justice is the stronger indicator for teachers’ organizational citizenship behavior. 6. The principals’ distributed leadership has positive effect on teachers’ organizational citizenship behavior through the mediation effect of school organizational justice According to the findings and conclusions given above, some suggestions are provided for practical applications and future research.

本研究旨在探討校長真誠領導與教師組織承諾、組織公民行為之關係，並探究組織承諾在真誠領導與組織公民行為之間是否具有中介變項的效果。 本研究採用問卷調查法，以非完全中學之北部地區，共有110所高中職學校教師為樣本母群體，採分層隨機抽樣，抽出800位受試者，回收有效問卷586份，所得資料分別以描述性統計、t考驗、單因子變異數分析及迴歸分析等統計方法進行資料的分析與處理，以瞭解高中職教師知覺校長真誠領導與教師組織承諾、組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、高中職教師對校長真誠領導之知覺現況中等，以「內化道德觀」最高。 二、高中職教師組織承諾之表現程度屬中等，以「情感性承諾」最高。 三、當前高中職教師組織公民行為之表現屬中等程度，以「對學生之公民行為」最佳。 四、性別、年齡、職務、公私立等四個背景變項在真誠領導、組織承諾、組織公民行為上有顯著差異，以「男性」、「41歲以上」、「兼任主任職務者」、與「私立學校」教師較高。 五、服務總年資及本校服務年資等二個背景變項在組織承諾與組織公民行為上有顯著差異，以服務11年以上之教師比10年以下的教師對學校產生了更高的認同感，表現相對較佳的公民行為。 六、教育背景、學歷、高中職類型等三個背景變項在真誠領導、組織承諾、組織公民行為上無顯著差異。 七、真誠領導與組織承諾對組織公民行為具顯著正相關及預測力 八、組織承諾在真誠領導與組織公民行為間具有部份中介效果 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、高中職校長、以及未來研究的參考。 / The purpose of this study is to investigate the relationship among principal’s Authentic Leadership(AL) and teacher’s Organizational Commitment(OC) and Organizational citizenship behavior(OCB). Furthermore, the mediating effect of AL and OC on OCB was examined. A survey research was conducted using a sample of high school and vocational school teachers in 7 counties/cities in Northern Taiwan, excluding the complete schools. 800 teachers from 110 schools were selected by stratified random sampling. 586 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis. The major findings of this study are as follows: 1.Principal’s AL is above average, “internalized moral perspective” ranks the top. 2.Teacher’s OC is above average, “affective commitment” ranks the top. 3.Teacher’s OCB is above average, “OCB-defending the individual students” ranks the top. 4.Four demographic variables, including gender, age, position, school type, show significant differences in AL, OC, OCB. Teachers who are male, older than 41, work as the chief of department, or work in private schools show higher perception of AL and higher performance of OC and OCB. 5.Two demographic variables, total serving years and serving years in present school, show significant differences in OC, OCB. Teachers with more than 11 serving years show much sense of identification and better performance of OCB. 6.Three demographic variables, including university, education, school category, show no significant differences in AL, OC, OCB. 7.AL is positively related to OC and OCB. In addition, AL has positive direct effect on OCB, OC has positive direct effect on OCB. AL has positive direct effect on OC. 8.OC does have mediating effect on AL and OCB. Based on the results of the research, suggestions for educational administration authorities, principals and future related study are proposed.

本研究旨在探討學校職員工作價值觀與組織公民行為的現況與相關情形，採問卷調查法，以國立臺灣大學職員為對象，蒐集有效問卷共達420份，所得資料以SPSS for Windows 16.0視窗版套裝軟體統計分析，統計方法有描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關分析及多元逐步迴歸分析。研究結果如下： （一）學校職員的工作價值觀現況，以道德價值得分最高，其次依序為能力價值、自我成就價值、儒家文化價值、社會價值，得分最低為外在酬賞價值。職員的組織公民行為現況，以樂群最高，其次依序為敬業、熱忱、忠誠，得分最低為運動家精神。 （二）學校職員的工作價值觀與組織公民行為隨著個人背景變項之不同而有顯著差異。 （三）工作價值觀與組織公民行為及其構面間，有顯著的中低程度相關存在，個人內在的各種價值取向對於組織公民行為有正向的關聯性。 （四）工作價值觀對組織公民行為有互動影響，並具預測力。能力價值對熱忱、敬業、運動家精神、組織公民行為有較高預測力；道德價值對樂群有較高預測力；社會價值對忠誠有較高預測力。 / This thesis aims to explore the current status and correlation between working values and organizational citizenship behavior for school staff. A questionnaire survey was applied in this study, with 420 valid questionnaires collected from National Taiwan University. The SPSS 16.0 for Windows software package was employed for statistical analyses. The involved statistical methods include descriptive statistic analysis, t-test, one-way ANOVA, Pearson product-moment correlation analysis, and multiple stepwise regression analysis. The results of this study are as follows: 1. Among the working values of the school staff, moral gets the highest score, followed in descending order of score by capability, self-achievement, Confucianism, social values and external reward. While among organizational citizenship behavior of the school staff, gregariousness gets the highest score followed in descending order of score by professional dedication, zeal, loyalty and sportsmanship. 2. Working values and organizational citizenship behavior of the school staff vary significantly with their personal backgrounds. 3. There exists low-to-mid level correlation between working values and organizational citizenship behavior. There also exists positive correlation between personal value orientation and organizational citizenship behavior. 4. Interaction and predictability are observed between working values and organizational citizenship behavior. capability is more predictive to zeal, professional dedication, sportsmanship and organizational citizenship behavior; moral is more predictive to gregariousness; Social values are more predictive to loyalty.

本研究旨在探討新竹地區（新竹縣、市）國民中學學校創新經營、組織公民行為與學校效能之關係。研究採調查研究法，共計抽樣25所學校，發出 650 份問卷，回收 560 份有效問卷，回收率為 86％。資料處理分別以描述性統計、t檢定、單因子變異數分析、積差相關、迴歸分析等統計方法進行統計分析。 本研究獲致下列之結論： 一、國中教師對整體學校創新經營現況知覺程度為中上，其中以「資訊科 技創新經營」感受最佳，「外部環境創新經營」則仍有待努力。 二、國中教師對整體組織公民行為之現況感受為中上程度，其中以「不爭 利營私」最受重視，「認同組織」則有待加強。 三、國民中學整體學校效能的現況尚稱良好，其中以「教師專業成長」最 受重視，「社區認同支持」則有加強的空間。 四、「學校歷史」是影響學校創新經營、組織公民行為與學校效能的重要 背景變項，創校10以內的學校表現較佳。 五、「性別」是影響學校創新經營、組織公民行為與學校效能的重要背景 變項，男性普遍高於女性。 六、「年資」是影響學校創新經營、組織公民行為與學校效能的重要背景 變項，新進5年以內的教師表現較佳。 七、「學歷」是影響學校創新經營、組織公民行為與學校效能的重要背景 變項，一般大學畢業的教師表現普遍較高。 八、「職務」是影響組織公民行為與學校效能的重要背景變項，兼任行政 教師普遍較高。 九、「年齡」是影響組織公民行為的重要背景變項，41歲以上的教師表現 普遍較佳。 十、國中學校創新經營的情況愈佳，教師組織公民行為的情形也愈佳。 十一、國中學校創新經營的情況愈高，則學校效能愈佳。 十二、國中教師組織公民行為愈高，則學校效能也愈佳。 十三、學校創新經營對學校效能具有預測力，而且以行政管理最具預測力 十四、組織公民行為對學校效能具有預測力，而且以認同組織最具預測力 十五、學校創新經營與組織公民行為對學校效能具有預測力，且以分層面 「行政管理創新經營」的預測力最佳。 依據研究之結論，研究者提出具體建議，以供學校及教育行政機關後續提昇學校效能之可行做法，以及未來相關研究之參考。 一、強化資訊網路系統、鼓勵知識分享，以提升學校效能。 二、營造和諧的校園氣氛，公開表揚教師的組織公民行為。 三、重視教師專業成長，確保學校效能的展現。 四、肯定女性教師，提供更多校務參與機會。 五、鼓勵教師參與行政工作，深度認識加強認同。 六、鼓勵勇於創新與改變，營造正向的創新校園。 七、加強教師組織公民行為，對學校的認同，以提昇學校效能。 八、加強與社區互動，爭取社區成員的認同支持。 / The purpose of this study is to explore the relationships between school innovative management and teacher’s organizational citizenship behavior and school effectiveness of junior high schools in Hsin Chu County and Hsin Chu City. Questionnaire survey method is adopted. The samples include 25 schools and 650 questionnaires were distributed. There were 560 valid questionnaires used finally in the statistic analysis and the usable rate is 86%. All data collected were analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation, Multiple regression etc. The conclusions are as follows: 1.The current states of school innovative management in junior high school are good. Comparing all dimensions, “information and technology ” is the best; “exterior relationship” is the worst. 2.The whole performance of teacher’s organizational citizenship behavior is good. Among the sectional scores, “the dimension of non-benefit-orientated” is the highest. 3.School effectiveness shows medium-high level, especially “the professional development of teachers.” 4.The “school history” is the most important environment factor to affect school innovative management and teacher’s organizational citizenship behavior. 5.The “gender” is the most important background factor to affect school innovative management, teacher’s organizational citizenship behavior and school effectiveness. 6.The “years of service in education” is the most important background factor to affect school innovative management, teacher’s organizational citizenship behavior and school effectiveness. 7.The “highest of educational diploma” is the most important background factor to affect school innovative management, teacher’s organizational citizenship behavior and school effectiveness. 8.The “position of teacher” is the most important background factor to affect teacher’s organizational citizenship behavior and school effectiveness. 9.The “age” is the most important background factor to affect teacher’s organizational citizenship behavior. 10. The better the school innovative management will be, the more the teacher’s organizational citizenship behavior will be. 11.The higher the level of school innovative management is, the higher level of school effectiveness will be. 12. The more the organizational citizenship behavior will be, the higher the school effectiveness will be. 13. The school innovative management can predict the school effectiveness, and “administration and management” is the primary predictable variable. 14. The teacher’s organizational citizenship behavior can predict the school effectiveness, and “the identifying oneself with the organization” is the primary predictable variable. 15. The school innovative management and the teachers’ organizational citizenship behavior can predict the school effectiveness, and “administration and management” is the primary predictable variable. Findings and conclusion in this research could be used as a reference for sahool,board of education and researchers to promote practice in operation and future research.

本研究旨在瞭解臺北市國民小學校長分布式領導與教師組織公民行為之現況，並分析不同背景變項之教師在知覺校長分布式領導與教師組織公民行為之差異情形，且探討二者之間的關係，最後探討校長分布式領導對教師組織公民行為預測力情形。 研究採問卷調查法，以臺北市立國民小學教師為研究對象，採分層隨機抽樣，抽取47所學校，發出788份問卷，回收688份有效問卷，問卷有效率達87.3％。資料處理分別以描述統計、t 考驗、變異數分析、相關分析、多元逐步迴歸分析以及結構方程模式等統計方法加以分析。 本研究獲致以下之結論： 一、國民小學教師知覺校長分布式領導與教師組織公民行為之現況屬中高程度。 二、不同性別、年齡、服務年資、職務的國民小學教師，知覺校長分布式領導有顯著差異，以男性、年齡51歲以上、服務年資21年以上、擔任職務為兼主任之教師，知覺校長分布式領導的程度較高。 三、不同性別、年齡、服務年資、職務的國民小學教師，知覺教師組織公民行為有顯著差異，以男性、年齡51歲以上、服務年資21年以上、擔任職務為兼主任之教師，知覺教師組織公民行為的程度較高。 四、國民小學校長分布式領導與教師組織公民行為具有顯著正相關。 五、國民小學校長分布式領導對教師組織公民行為具有正向預測力。 六、國民小學校長分布式領導與教師組織公民行為的結構方程模式適配度良好。 最後，根據研究結果提出相關建議，提供實務應用與未來研究之參考。 / The purpose of this study is to investigate the current status of principals’ distributed leadership and teachers’ organizational citizenship behavior of the elementary schools in Taipei City, and to analyze the differences in different background variables are conscious of principals’ distributed leadership and teachers’ organizational citizenship behavior, and to explore the relationship between the two variables. Finally, to explore the prediction on principals’ distributed leadership to teachers’ organizational citizenship behavior. Questionnaire survey method is adopted. The data was collected from teachers of elementary schools in Taipei City by stratified random sampling. The samples include 47 schools and 788 questionnaires were distributed. There were 688 valid questionnaires used finally in the statistical analysis and the usable rate is 87.3%. The data was analyzed with descriptive statistics, t-test, one-way ANOVA, correlation, multiple regressions and structural equation modeling. The conclusions are as follows: 1.The elementary school teachers’ perception of the principals’ distributed leadership and teachers’ organizational citizenship behavior is above average. 2.Regarding perceived distributed leadership, there was significant difference among teachers of different genders, ages, periods of service and positions in school. Teachers who are male, older than 51, more than 21 serving years, or as the chief of department were with higher degree of distributed leadership perception. 3.Regarding perceived teachers’ organizational citizenship behavior, there was significant difference among teachers of different genders, ages, periods of service and positions in school. Teachers who are male, older than 51, more than 21 serving years, or as the chief of department were with higher degree of teachers’ organizational citizenship behavior perception. 4.The degree of principals’ distributed leadership and teachers’ organizational citizenship behavior was significant positively related. 5.The degree of teachers’ organizational citizenship behavior could be predicted by the degree of principals’ distributed leadership. 6.The SEM constructed for principals’ distributed leadership and teachers’ organizational citizenship behavior showed goodness of fit. According to the findings and conclusions given above, some suggestions are provided for practical applications and future research.

No description available.

Cette recherche a pour objectif d’examiner les effets des dynamiques interactionnelles entre systèmes de valeurs individuelles et organisationnelles sur le fonctionnement des entreprises, dans un contexte de diversité culturelle. Il s’agit d’identifier les valeurs culturelles des managers opérant dans des filiales de multinationales implantées en Tunisie et leur congruence avec les styles organisationnels. Notre intérêt porte particulièrement sur les dimensions liées à la culture et au climat organisationnels et leurs contributions dans le déploiement des comportements de citoyenneté organisationnelle.Les résultats mettent en exergue un style organisationnel intégrateur reflétant une congruence entre les valeurs des managers et les valeurs de l’organisation. L’analyse des comportements et des attitudes des managers a permis d’identifier les styles organisationnels susceptibles de favoriser des comportements de citoyenneté. L’analyse corrélationnelle montre que le climat organisationnel est un bon prédicteur des comportements de citoyenneté. / This research aims to study the effects of dynamic interactional between individual and organizational values system on how firms operate in a context of cultural diversity. It comes to identify the cultural values of managers working in multinational subsidiaries operating in Tunisia and their congruence with organizational styles. Our interest is particularly on dimensions related to organizational culture and climate and their contributions in the deployment of organizational citizenship behaviors. The results highlight an organizational integrator style reflecting congruence between the values of managers and values of the organization. The analysis of the behavior and attitudes of managers identified organizational styles might encourage citizenship behavior. The correlational analysis shows that the organizational climate is a good predictor of citizenship behavior.

Made available in DSpace on 2016-08-02T21:42:32Z (GMT). No. of bitstreams: 1 Fabiana.pdf: 431250 bytes, checksum: 66b9b9bb644950aec353a5f9b71393fd (MD5) Previous issue date: 2013-10-22 / Increasingly, the human factor is evidenced at the competitive and globalized market. So, constantly, companies are concerned with the quality of work, for its employees can feel happy about their achievement, not being affected by the pressures of daily life. In this context, this dissertation aimed at analyzing the relationship between workplace spirituality, perception of organizational health and organizational citizenship behaviors among university teachers. In the study are included 82 workers from both genders, aged between 28 and 63 years old, working in the state of São Paulo in public and private Universities. As a tool for collecting data was used a self-filling composed of three scales that measured the variables of the research. So, this study also aimed to present, interpret and discuss the relationships between variables, but also to test hypotheses regarding the proposed conceptual model through a survey using a quantitative approach, where the collected data were analyzed by applying parametric statistical methods (calculation of descriptive statistics: means, standard deviations, precision index of measures, t test and correlations, multivariate statistical calculations: standard multiple linear regression). The data analysis was performed using the statistical software Statistical Package for the Social Science SPSS, version19.0 for Windows. The results showed that among the three dimensions of organizational citizenship behaviors, only two image promoting of the organization and cooperation with colleagues received positive impact of perceptions of organizational health and workplace spirituality. For these two classes of shares organizational citizenship became more evident when the power impact of the work. The study allowed us to conclude that the actions of creative suggestions made by employees, have no influence on how much they believe that the company has a satisfactory health and how much they experience or not the spirituality in the organizational environment. / Cada vez mais o fator humano está em evidência no mercado competitivo e globalizado. Por isso, constantemente, as empresas se preocupam com a qualidade do trabalho, para que seus colaboradores sintam prazer em sua realização, não sendo tão agredidos pelas pressões do dia a dia. Nesse contexto, esta dissertação teve como objetivo geral analisar as relações entre espiritualidade no trabalho, percepção de saúde organizacional e comportamentos de cidadania organizacional entre professores universitários. Participaram deste estudo 82 trabalhadores de ambos os sexos, com idade entre 28 e 63 anos, os quais atuam no Estado de São Paulo em Instituições de Ensino Superior públicas e privadas. Como instrumento para coleta de dados foi utilizado um questionário de autopreenchimento composto de três escalas que mediram as variáveis da pesquisa. Assim, o estudo se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também, testar hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas paramétricas (cálculo de estatísticas descritivas: médias, desvios padrão, índice de precisão de medidas, teste t e correlações; cálculos de estatísticas multivariadas: regressão linear múltipla padrão. A análise dos dados foi realizada pelo software estatístico Statistical Package for the Social Science SPSS, versão 19.0 para Windows. Os resultados obtidos demonstraram que dentre as três dimensões de comportamentos de cidadania organizacional, apenas duas divulgação da imagem da organização e cooperação com os colegas receberam impacto positivo de percepção de saúde organizacional e espiritualidade no trabalho. Para estas duas classes de ações de cidadania organizacional ficou mais evidenciado o poder de impacto no trabalho. O estudo possibilitou concluir que ações de sugestões criativas realizadas pelos empregados, não sofre influências do quanto eles acreditam que a empresa tem uma saúde satisfatória e do quanto eles vivenciam, ou não, a espiritualidade no ambiente organizacional.