本論文就採用曾經在美國用過的測驗而對兩個樣本，美籍經理及中國部屬調查：（１ ）探討在台美籍經理對自己領導行為之了解，對中國部屬之看法及期望；（２）探討 直屬部屬對在台美籍經理領導行為的了解，對美籍經理之期望及看法；（３）將以上 加以比較，並且與其他研究加以比較。 論文包含文化對在海外管理員影響，領導，溝通之討論，然後討論研究的發現及結果 。

本研究以臺北市公有停車場管理員為研究對象，探討不同個人屬性的管理員在工作滿意、工作壓力與組織公民行為上的差異性，及工作滿意、工作壓力對組織公民行為的影響情形，經由問卷調查蒐集資料，於103年3月6日發出642份問卷，3月14日回收，有效問卷計585份(回收率91.1%)。並以描述性統計、Pearson積差相關分析、t檢定、單因子變異數分析及多元迴歸分析等統計方法進行資料分析，獲致研究結論如下： 一、個人屬性中以「年齡」、「年資」及「工作屬性」在各變項及構面上有顯著的差異。 二、工作滿意與各構面對組織公民行為與各構面均呈現顯著之正相關。 三、工作壓力與組織公民行為間有顯著的負相關，「人際關係」及「組織氣氛」與組織公民行為各構面均呈現相當顯著之負相關。 四、在聯合預測力的分析結果，工作滿意的預測力高於工作壓力，並以工作滿意的「工作內容」最能正向影響組織公民行為，工作壓力的「人際關係」對組織公民行為最具負向預測力。 依據研究結論提出實務建議，期能對機關的管理效能有所助益。 關鍵字：公有停車場管理員、工作壓力、工作滿意、組織公民行為 / This research takes the public parking administrator in Taipei as the object to discuss their personalities contributes the job satisfaction, job stress and the difference of the organizational citizenship behaviors, and it also discuss the influence about the job satisfaction, job stress to the organizational citizenship behaviors. The research is implemented by questionnaire that issued for 642 on March 6, 2014 and collected on March 14. The valid questionnaire is five hundreds and eight-five (585) and in 91.1% response rate. The data is analyzed by the descriptive statistics, Pearson’s Correlation Aanalysis,Independent t Test, One Way ANOVA and Multiple Regression Aanalysis and the conclusion are as follows: 1. The personal "age", "seniority" and "job properties" have significant differences in all variables and structure. 2.Job satisfaction and organizational citizen behavior showed a significant positive correlation between two of them. 3.There is a significant negative correlation between job stress and organizational citizen behavior. The "human relationships" and "organizational ambience" and the various structures of organizational citizen behavior showed a fairly significant negative correlation. 4.The analysis results in joint predictive power, the predictive job satisfaction is higher than the job stress, and “job content” in job satisfaction has the most positive impact on organizational citizen behavior. The "interpersonal" in the job stress has the most negative predictive power to organizational citizen behavior. Based on above findings, some recommendations are proposed and expected it helps the management level to improve the organization’s effectiveness. Keywords: The public parking administrator , Job stress, Job satisfaction, Organizational citizenship behavior.