本研究目的主要在探討一、桃園縣國民中學教師知覺心理契約實踐之現況。二、桃園縣國民中學教師組織公民行為之現況。三、分析不同背景變項之桃園縣國民中學教師知覺心理契約之實踐與組織公民行為之差異。四、探討桃園縣國民中學教師知覺心理契約之實踐與組織公民行為之關係。五、探討桃園縣國民中學教師知覺心理契約之實踐對組織公民行為是否具有預測功能。 研究採問卷調查法，以桃園縣55所公立國民中學合格教師為母群體，選取648位教師為受試者，並以改編之「國民中學教師知覺心理契約實踐問卷」與「國民中學教師組織公民行為表現問卷」施測，回收有效問卷510份。所得資料以SPSS/PC12.0統計套裝軟體進行統計分析，並透過描述統計、單因子變異數分析、典型相關分析、多元逐步迴歸等統計方法加以分析與解釋，所獲得主要結論如下： 一、桃園縣國民中學教師在教師知覺心理契約實踐方面以「學校應提供全體教職同仁安全的工作環境」為最高；整體組織公民行為表現方面，以「敬業精神」及「認同學校」兩構面得分較高。 二、國民中學教師因職稱、學校規模等背景變項不同在知覺心理契約實踐方面有顯著差異。 三、國民中學教師因婚姻、職稱、年資、學校規模等背景變項不同在組織公民行為表現方面有顯著差異。 四、國民中學教師所知覺心理契約實踐與組織公民行為表現有正相關存在。 五、桃園縣國民中學教師心理契約期待程度高於所知覺心理契約實踐程度。 六、在預測國民中學教師知覺心理契約實踐對整體組織公民行為之表現上，「體恤教職部屬」實踐對整體組織公民行為的影響最大。 根據研究結果對教育行政機關及學校主管行政人員提出建議如下： 一、校長或主管行政人員應對於教師的心理契約的形成發展與實踐情形進行行動研究。 二、校長應充實領導知能、培養個人領導魅力。 三、校長或學校主管人員應多關心未婚教師。 四、學校領導人應多鼓勵成員持續學習，追求知識成長。 五、校長或學校主管人員應該多主動關懷組織成員。 六、校長或學校主管人員應該多加體恤女性教師，並展現支持行動。 七、教師的組織公民行為表現仍有提升的空間，有待主管行政人員引導。 八、校長應多鼓勵教師兼任行政職務。 九、校長或學校主管人員應賦予資深教師任務，善用其知識與經驗 關鍵字：心理契約、組織公民行為

本研究旨在瞭解台灣省北區五縣市國民中學校長轉型領導與教師組織公民行為之關係，為達此目的以問卷調查法為主進行研究。以多階段抽樣方法從北區五縣市國民中學抽出634位教師進行問卷調查，並以因素分析、t考驗、變異數分析與事後多重比較、結構方程模式SEM等統計方式進行考驗，獲得以下結論： 一、台灣省北區五縣市國民中學之教師對校長轉型領導行為之覺知為中上程度 二、台灣省北區五縣市國民中學之教師對教師組織公民行為之覺知為中上程度 三、台灣省北區五縣市國民中學教師之不同教育程度、擔任職務在校長轉型領導有所差異，而教師之不同性別、年齡、服務年資、身份、學校規模在校長轉型領導則無差異。 四、台灣省北區五縣市國民中學教師之不同年齡、服務年資、教育程度、擔任職務在組織公民行為表現上有所差異，而教師之不同性別、身份、學校規模在組織公民行為表現上則無差異。 五、就模式適配考驗，本研究所建構之模式與資料獲得適配 六、台灣省北區五縣市國民中學之校長轉型領導對教師組織公民行為是有直接影響關係。 根據問卷調查結論及訪談結果，提出下列建議以供參考： 一、對教育行政機關的建議 （一）鼓勵校長在職進修，提升領導能力 （二）以轉型領導作為學校校長進修之課程 （三）培養校長領導魅力，營造良好組織公民行為 （四）鼓勵學校教師兼任行政人員 二、對校長的建議 （一）加強轉型領導的作為，改善學校組織氛圍 （二）培養領導魅力，發揮領導功效 （三）鼓勵教師兼任行政人員 （四）積極輔導新進教師，展現組織公民行為 關鍵詞：轉型領導、組織公民行為

幼稚園發展至今已然為一龐大的組織，在企業組織中「員工是企業最重要的資產」，而在教育的現場來說，教師可說是教育事業中最重要的推手。但是目前幼兒教師任教意願不高，自覺工作壓力太大，工作環境不甚理想，對於其工作缺乏認同，充滿職業倦怠，這些跡象使得OCB日益受到重視。 本研究主要探討OT及OCB的關係，另外兼論教師IlT及信任間的關係。過去研究提出OT就是對組織的制度、領導者或員工表達出信賴與支持，認為他們在做任何行動都會將我們的利益納入考量，而不會讓我們受到傷害。OCB是一種不考慮制裁或正式誘因的非正式奉獻，出現行為。IlT則是探討評估者內心隱涵的領導概念對其評估領導者的領導行為的影響。 本研究採用單因子變異數分析(one-way ANOVA)、皮爾森積差相關分析 (Pearson’s product-moment)及結構方程模式(SEM)探討OT對OCB的影響以及教師IlT概念對OT的影響。 研究發現幼稚園教師OT與OCB呈現高度正相關，而教師IlT與OT呈現中度正相關。在結構方程模式部份發現，教師OT對教師OCB以及幼稚園教師IlT與OT，均有顯著效果。因此，本研究提出可行的方案，供幼稚園園長作為提升OT的方式，及提供後續研究者建議。 / The scale of kindergarten has been evolved into a systematic organization. To industry, it goes without saying that “employees are the most crucial property.” The same logic can also be applied to education: “teachers are the pivot of the whole operation.” However, people are getting more and more lukewarm at the position of kindergartner due to the overloaded working pressure, unsatisfying working environment. The phenomena of lack of identification and professional exhaust have drawn the attention of OCB (Organizational Citizenship Behavior). The thesis focuses on the relation between OCB and OT (Organization Trust) and further discusses the interrelation between the trust and teacher’s ILT (Implicit Leadership Theories). Previous studies defined OT as the trust and faith in the systems, leaders, and employees within an organization. It is also a belief in policy decision which always takes employees’ benefit into consideration and never damages it. OCB is a nonofficial devotion without inspection of penalty and proper purpose. ILT studies the influence of participant’s original implicit idea of leadership when evaluating an external leader’s direction. The study adopts the one-way ANOVA, Pearson’s product-moment, and SEM in order to probe into the determinant of OT in OCB and the effect of ILT on OT. The research has discovered that there is highly positive relation between kindergarteners’ OT and OCT while the relation between teachers’ ILT and OT is minor. Furthermore, from the module of structural formula, both discoveries can be applied to each other. Hence, this thesis offers a possible scheme for kindergarten owners and other successors in promoting OT.

本研究旨在探討國民中學校長魅力領導與教師組織公民行為之關係，希望藉由理論探討與實證研究的結果，提出建議作為校長領導與提昇教師組織公民行為的參考。 本研究採用問卷調查法，以台北市、台北縣共計抽取45所公私立國民中學的945位正式教師為研究對象，有效問卷752份，問卷回收後以描述統計分析、t考驗、單因子變異數分析、典型相關分析，多元逐步迴歸分析等統計方法進行資料分析。 本研究之主要研究發現歸納如下： 一、台北縣市國民中學教師對於校長魅力領導屬良好正向的狀態，以「願景塑造」的構面知覺感受最高。 二、教師之組織公民行為積極正向知覺發展。以「組織公民表現」構面自覺表現最佳。 三、教師對校長魅力領導的知覺會因為教師的性別、年資、職務、年齡、學校制別及學校規模的不同而有所差異。 四、男性教師、私立國民中學、規模24班以下的國民中學教師對校長魅力領導知覺感受最高。 五、教師對組織公民行為的自覺表現會因為教師的性別、年齡、學歷、年資、職務、學校制別及學校規模的不同而有所差異。 六、男性教師、一般大學畢業、年資16年以上、私立國民中學、規模24班以下的國民中學教師對教師組織公民行為之表現最高。 七、國民中學校長魅力領導以「願景塑造」對教師教師組織公民行為的預測力最高。 八、教師組織公民行為各構面與校長魅力領導皆呈顯著正相關。其中以「人際公民表現」與校長魅力領導相關程度最高。 九、校長魅力領導的表現愈高，對於教師的組織公民行為表現也愈高，尤其是校長在「願景塑造」及「環境知覺」能有較佳的展現時，就愈能提高教師在組織公民行為中的「人際公民表現」。 最後依據本研究之主要發現與結論，分別就實務應用及未來研究兩方面提出具體建議，以供學校及教育行政機關或後續研究之參考。 關鍵詞:魅力領導、組織公民行為 / This research object is focused on exploring the relationship between principals’ charismatic leadership and teachers’ organizational citizenship behavior in junior high schools, by way of related theory investigation and empirical study conclusions will be referred to the education department for principals leadership and teachers organizational behavior improvement and reference. This research was conducted under the questionnaire survey aiming at qualified teachers of Taipei public and private junior high schools with sampling size of 945 volunteer and withdrew 752 copies thereof effective. Regarding the research tool includes C-K education scale questionnaire and was collected ,compiled by the researcher, then followed by descriptive statistics through SPSS package, t-test , one-way variance analysis, typical correlation analysis and multiple -regression analysis model . According to the research analysis and discussion, it comes to the conclusions as following： 1.Scale score statistics results revealed that teachers of Taipei public and private junior high schools recognized principals leadership of charisma and to be positive, among the charismatic leadership 5 dimensions, “strategic vision and articulation” perception ranks the top. 2.It also showed teachers well perceived organizational citizenship behavior, among the organizational citizenship behavior 3 dimensions, “OCBO “perception are of the most. 3.School teachers perceived principals leadership of charisma depends on teachers’ sex, seniority , position ,age, academic system and size of school. 4.School teachers who are male, in private junior high schools with classes under 24, perceived principals leadership of charisma the most. 5.School teachers toward “organizational citizenship behavior” perception depends on teachers’ sex, seniority , position ,age, academic system and size of school. 6.School teachers who are male, university graduate , seniority over 16 years ,in private junior high schools with classes under 24, perceived “school -benefit orientation” the most. 7.School principals charismatic leadership appeal to “strategic vision and articulation” ,which is the most significant determinant of teachers organizational citizenship behavior. 8.Each dimension of teachers organizational behavior is significantly, positively correlated with school principals charismatic leadership, among the most is “ OCBI.” 9.The principals charismatic leadership performance is higher, teachers more behave with school -benefit orientation , especially principals performed well in “strategic vision and articulation”and“sensitivity to the environment”, which enhances teachers “OCBI” Finally, according to the research findings and conclusions , bring up some suggestions regarding practice applications and subsequent studies respectively to schools and education authorities.

本研究之主要目的在於透過文獻的探討，瞭解角色定義幅度與組織公民行為的相關研究，並輔以質性訪談瞭解教師角色定義幅度之內涵，最後運用量化統計分析方法探查國民中學教師組織公民行為與角色定義幅度之間的關連性，以及角色定義幅度對組織公民行為的預測力。 本研究以700位國中教師為研究對象，有效問卷554份，問卷回收後以描述統計分析、t考驗、單因子變異數分析、皮爾森積差相關及結構方程模式等統計方法進行資料分析。根據研究之結果與分析，歸納主要結論如下： 一、國民中學教師組織公民行為之表現屬於中等程度。 二、國民中學教師角色定義幅度之界定屬於中等程度。 三、性別、年齡與現任職務在組織公民行為上有顯著的差異。 四、現任職務在角色定義幅度上有顯著的差異。 五、國民中學教師角色定義幅度與組織公民行為有高度正相關。 六、國民中學教師角色定義幅度可以預測組織公民行為。 最後，根據研究結果，研究者提出若干建議以提供教育相關人員以及未來研究之參考。 / The object of this study is to explore the influence of junior high school teachers’ Role Definition on Organizational Citizenship Behavior (OCB). First of all, through literature review to understand related research of Role Definition and OCB. And then, explore connotation of teacher’s Role Definition by qualitative interviews. In the end, use quantitative analysis to explore relationship between Role Definition and OCB of junior high school’s teacher, and prediction of Role Definition to OCB. This study conducts a questionnaire survey on 700 junior high school’s teachers; the usable surveys were 554. The collected data were analyzed by using the descriptive statistic, t-test, one-way ANOVA, Pearson Product-moment Correlation, structural equation modeling and other statistical methods. According to the finding, the conclusions of this study are: 1. The OCB performance of junior high school teachers was moderate. 2. The Role Definition of junior high school teachers was moderate. 3. The gender, age and current position in the OCB have significant differences. 4. Role Definition of current position has significant differences. 5. School teachers’ Role Definition and OCB are highly positive correlation. 6. School teachers’ Role Definition can predict OCB Finally, according to the result, the researchers bring up some suggestions as references for educational personnel and further studies.

本研究旨在探討教師印象管理與組織公民行為之關係，究採用問卷調查法，以臺北市69所高中職學校高中職為研究範圍，採分層隨機抽樣，抽出540位受試者，回收有效問卷429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，以瞭解高中職教師印象管理與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、 臺北市高中職教師印象管理現況略低於平均值，以「奉承」最高。 二、 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」表現最佳。 三、 性別、年齡、職務等三個背景變項在印象管理、組織公民行為上有顯著差異，男性、51歲以上、兼任主任職務之教師較高。 四、 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。 五、 學歷背景變項在印象管理、組織公民行為上無顯著差異；服務總年資、本校服務年資、公私立學校背景變項在印象管理無顯著差異 六、 印象管理對組織公民行為具顯著正相關及預測力 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。 / A Study on Relationship between Impression Management and Organizational Citizenship Behavior Abstract The purpose of this study is to investigate the relationship between impression management(IM) and Organizational citizenship behavior(OCB). A survey research was conducted using a sample of high school and vocational school teachers in Taipei city in Northern Taiwan. 540 teachers from 69 schools were selected by stratified random sampling. 429 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. The teachers’ impression management in Taipei is less than average, “ingratiation” ranks the top. 2. Teacher’s OCB is above average, “OCBIS” ranks the top. 3. Three demographic variables, including gender, age, position, show significant differences in both IM and OCB. Teachers who are male, older than 51, work as the chief of department, show higher performance of IM and OCB. 4. Two demographic variables, total serving years and serving years in this school, show significant differences in IM, OCB. Teachers with more than 11 serving years show much sense of identification and better performance of OCB. 5. The variables, education, shows no significant differences in IM, OCB. Total serving years, serving years in this school, and school category show no significant differences in IM, either. 6. IM is positively related to OCB. Based on the results of the research, suggestions for educational administration authorities, principals and future related study are proposed.

本研究主要目的在於研究公務機關人事人員的角色定義幅度及組織公民行為，瞭解人事人員對自身工作角色界定的認知及組織公民行為的表現程度。藉由文獻探討及運用量化統計分析方法探討公務機關人事人員的角色定義幅度與其組織公民行為間之關聯性，瞭解其角色定義幅度影響組織公民行為的程度。 本研究以行政院所屬各機關暨地方政府人事機（關）構人員為研究對象，有效問卷413份，問卷回收後以敘述性統計、t檢定、單因子變異數、皮爾森積差相關等統計方法進行資料分析。根據研究之結果與分析，歸納主要研究發現如下： 一、公務機關人事人員能認同並表現出較傳統人事管理以外更多元的角色，並有逐漸轉向員工貢獻管理角色之趨勢。 二、公務機關人事人員在組織中能表現出良好的組織公民行為，尤其能致力於維持人際上的和諧。 三、性別、年齡、工作年資、婚姻狀況、現任職務、服務機關隸屬在角色定義幅度上有顯著差異。 四、年齡、工作年資、婚姻狀況、現任職務在組織公民行為上有顯著差異。 五、公務機關人事人員角色定義幅度與組織公民行為之間有中度至高度相關。 六、角色定義幅度「策略夥伴」對組織公民行為「敬業」、「樂群」並無顯著預測力。 七、角色定義幅度「行政管理專家」對組織公民行為「敬業」之預測力最大。 八、角色定義幅度「員工關懷者」對組織公民行為「樂群」、「守分」、「忠誠」、「熱心」之預測力最大。 九、角色定義幅度「變革推動者」對組織公民行為「敬業」、「忠誠」、「熱心」無顯著預測力；在「樂群」、「守分」具有顯著的負向預測力。 最後，根據研究結果，提出建議供人事主管機關及人事人員管理實務上之參考。 / This study focuses on the topic of public personnel officers’ role definition and organizational citizen behavior in public sector. We use statistical methods to analyze the relationships between personnel staff’s role definitions and organizational citizenship behavior. This study collects 413 samples from agencies of local government and central government: Executive Yuan. We use descriptive statistics, t test, oneway ANOVA and pearson correlation to analyze the raw data which this study collected. The main statistical results are below: 1.Public personnel staff could recognize and perform an extra role beyond traditional personnel management. 2. Those public personnel staffs who have more organizational citizenship behavior than the other ones in public sector committed highly to maintain interpersonal harmony. 3.There is significant difference among gender, age, years of service, marital status, current position, service agency on role definition. 4.There is significant difference among age, years of service, marital status, current position on organization citizenship behavior. 5.There is mid to highly correlationship between personnel officer’s role definition and organizational citizenship behavior in public sector. 6.The subconstruct strategic partnership of role definition does not predict significantly on those subconstructs of sportsmanship and interpersonal harmony . 7.The administrative expert has the greatest predictive ability on sportsmanship. 8.The employee advocate does significantly predict on sportsmanship , conscientiousnesss, loyalty and altruism. 9.The change agent has no obvious predictive ability on sportsmanship, loyalty, altruism, and has significantly negative effect on interpersonal harmony and conscientiousnesss. Finally, the research conclusions will provide practical suggestions to personnel directors in public sector.

本研究旨在探析臺北市國民中學校長轉型領導與教師組織公民行為之關係。本研究主要研究目的有：（一）臺北市國中校長之轉型領導作為及教師表現組織公民行為的現況調查；（二）臺北市國中教師背景變項與校長轉型領導關係之探析；（三）臺北市國中教師背景變項與其組織公民行為關係之探究；（四）臺北市國中校長轉型領導及教師表現組織公民行為之間的關係探討；（五）依據研究結果提出建議，俾使臺北市教育主管機關與國中校長在行使學校領導作為時之參考。 本研究以文獻分析法及問卷調查法進行之，係以臺北市市立國民中學教師為取樣對象，共計抽取270人，回收265份，回收率98.1%。本研究之研究工具為「學校組織行為問卷」，包含「國中校長領導」及「教師組織公民行為」二部份。統計方法係採用信度分析、因素分析、描述統計、t 檢定、單因子變異數分析及典型相關分析等。 研究結果歸納為下列四點： 一、臺北市國民中學校長轉長轉型領導現況尚稱良好，國中教師之組織公民行為良好。 二、臺北市國民中學校長轉長轉型領導會因教師背景變項及學校規模之不同而有差異。在個人魅力與心靈鼓舞構面上，服務年資6-10年之教師覺知程度比服務年資5年以下之教師較為深刻。其次，在才智激發構面上，兼任行政職務教師比導師及專任教師的覺知程度較明顯，再者，學校規模在13-24班及25-59班之教師，在個人魅力與心靈鼓舞與個別化的關懷構面上之覺知程度比60班以上之教師較為深刻。其次，學校規模在13-24班之教師在才智激發構面上之覺知程度比60班以上之教師較為深刻。 三、臺北市國民中學教師之組織公民行為會因教師背景變項之不同而有差異。服務年資6年以上之教師，在組織公民表現構面上之覺知程度比服務年資5年以下之教師較為明顯。其次，兼任行政職務的教師在組織公民表現及人際之公民表現構面上比導師與專任教師的知覺情形較佳。 四、臺北市國民中學校長轉長轉型領導與教師組織公民行為有密切的正向關係存在，即校長轉長轉型領導愈好，教師組織公民行為表現也愈佳。 最後根據研究結果，提出具體建議，以做為教育行政機關與國民中學校長之行政領導作為及未來研究的參考。 / The major purpose of this study is to examine the relationship between principals’ transformational leadership and teachers’ organizational citizenship behaviors in junior high schools in Taipei. It was first mapped out with a survey of the current situations of principals’ transformational leadership and teachers’ organizational citizenship behaviors and further explored the interrelations among the three key factors: principals’ transformational leadership, teachers’ backgrounds, and teachers’ organizational citizenship behaviors. It is aimed to provide the educational authorities and principals with the insights to order leadership styles. Literature review and a questionnaire were conducted in this study. A total of 265 junior high school teachers in Taipei were invited to participate in the research. The self-report questionnaire was comprised of two main parts: principals’ transformational leadership and teachers’ organizational citizenship behaviors. The collected data were analyzed through reliability analysis, factor analysis, descriptive statistics, t-test, one-way ANOVA and canonical correlation. The findings of this study revealed: (1) In general, the current situations of both principals’ transformational leadership and teachers’ organizational citizenship behaviors were satisfactory. (2) Principals’ transformational leadership varied with teachers’ backgrounds and school size. In brief, in the aspects of charismatic-inspirational, those who have been at the teaching career for 6-10 years experienced more than those whose careers are less than 5 years. As for the aspect of intellectual stimulation , the teachers in charge of administrative work performed better than homeroom teachers or others. In addition, teachers at a school size of 13-24 or 25-59 classes perceived greater importance of charismatic-inspirational than those in larger schools (more than 60 classes) while teachers at a school size of 13-24 classes acted better than those in larger schools. (3) In Taipei, teachers’ organizational citizenship behaviors varied with their different backgrounds. For instance, those who have been teaching for 6 years performed better than those who are less experienced (less than 5 years) concerning their organizational citizenship behaviors. What’s more, comparing to homeroom or subject teachers, those in charge of administrative work did better regarding organizational citizenship behaviors and interpersonal relations (4) Principals’ transformational leadership was positively correlated to teachers’ organizational citizenship behaviors in junior high schools in Taipei. Namely, the better principals’ transformational leadership was, the better teachers’ organizational citizenship behaviors would be. Further implications from the perspective of principals’ transformational leadership and teachers’ organizational citizenship behaviors were put forward with the ultimate aim of providing the educational authorities with suggestions for future research.

近來信任的研究已引起不同學科的重視與興趣，從眾多領域中都可以發現與信任相關的文獻，不論是理論的建構與實證的探討，在國外學界皆已有一定的數量與規模。然而，「組織信任」受到關注，進而被深入探討，卻僅是近年來的事；再者在組織行為的領域中，學者們也注意到，組織若要能運行順暢，其成員除了必須依據組織所規定的正式角色規範，守份地行事之外，還必須展現一些非由組織正式規範所驅使的創新性、自發性或合作性行為，學者們將此稱為「組織公民行為」，並成為組織行為與管理領域當中頗受矚目的研究課題。 一個組織的發展與競爭優勢，固然需要硬體設備的獲得與新興科技的研發，加以人力資本與知識資本的投資，但是能否使生產要素獲得有效地運用，以及整體的生產能量有所增加，還取決於另一個重要的因素—社會資本。社會資本原先是用來說明蘊藏在個人與個人之間鑲嵌關係的資源，以往與社會資本相關的理論或研究，大都圍繞在社會學、心理學、經濟學或政治學等專業領域，近年來才陸續有相關的研究將核心議題與概念的焦點移至組織管理方面的探討。 迄今，國外已有不少學者投入研究組織信任與組織公民行為，累積了相當數量之文獻，但國內對於此主題研究仍為少見，由社會資本的觀點切入之相關研究，更是付知闕如，俾喚起國內對此主題之重視，本研究希望能夠儘可能深入檢視社會資本概念的理論意義，同時以「組織信任」和「組織公民行為」做為社會資本觀點初探的研究主題，進一步分析這兩者在運作上的形態特徵，累積相關之組織管理知識，做為日後組織管理方面之啟示。 針對組織信任與組織公民行為相關之文獻進行系統式地彙整，分門別類地釐清觀念，並提出切入的主軸與研究架構，並且對於次級資料進行探討與詮釋後，分別歸結出組織信任和組織公民行為對於組織管理上之啟示： 一、社會資本觀點下的組織信任 （一）強調領導者與組織文化的重要性；（二）從教育著手，進行品格教育的紮根，以培養正確的價值觀；（三）暢通組織內的溝通管道、創造開誠佈公的環境、鼓勵員工對既定制度提出改進的意見；（四）建立透明公正的程序與完善的制度；（五）重視系統信任與信任陌生人。 二、社會資本觀點下的組織公民行為 （一）重視領導行為與支持性組織文化；（二）完善的甄選制度；（三）建立公平公正的程序與周全的績效評估制度；（四）舉辦各式社交活動。 最後，本研究提出三點後續研究建議，供後續研究者參酌： 首先，可以將文化系絡因素納入後續研究的考量，或是對於各個文化進行比較性研究；再者，則是需注意新興科技及網絡組織的出現；最後，則是建議日後研究的努力方向，可朝「建立相關的命題和健全的研究設計，進行實證研究，以量化數據加以驗證，或是針對個案進行深度的研究」等方面進行。

摘要 本研究目的在了解國民中學教師內部行銷策略、工作滿足與教師組織公行為之關聯，依據研究結果，提出結論與建議。本研究以國民中學教師為研究對象，進行調查研究，共抽取83所公立國民中學，發出問卷856份，共回收772份，有效問卷為710份，有效回收率為83.3％。所得資料運用獨立樣本t考驗、單因子變異數分析、相關分析、迴歸分析等統計方法驗證假設。 本研究主要發現及結論如下： 一、國民中學教師所覺知的學校內部行銷策略屬於中上程度，其中以 「教育訓練」最高。 二、國民中學教師工作滿足屬於中上程度，其中以「人際關係」最為 滿足。 三、國民中學教師組織公民行為屬於中上程度，其中以「恪守工作本 分」得分最高。 四、國中教師內部行銷策略認知對教師工作滿足不論在整體或各構面間皆 具預測力。 伍、國中教師內部行銷策略認知對教師組織公民行為不論在整體或各構面 間皆具預測力。 陸、國中教師工作滿足對教師組織公民行為不論在整體或各構面間皆具預 測力。 柒、國民中學教師內部行銷策略的認知和工作滿足感對教師組織公民 行為具有聯合預測力。 捌、男性、50歲以上、20年以上年資、研究所學歷、教師兼主任教師在 內部行銷策略知覺較高。 玖、男性、50歲以上、教師兼主任以及學校規模在49班以上的教師 工作滿足較高。 拾、男性、50歲以上、20年以上年資、教師兼主任、研究所學歷的教師 展現的組織公民行為較高。 本研究主要結論如下建議 壹、給教育行政機關之建議： 一、規劃學校行銷課程研習，提升校長內部行銷知能。 二、將內部行銷列為校務評鑑相關細目指標。 三、增加免試入學名額，協助小校發展學校特色。 四、教師兼行政授課時數應再降低。 貳、給學校行政運作實務應用之建議 一、校長應重視內部行銷以關懷、善待教師為主。 二、將內部行銷策略放入新進教師研習，強化校本課程特色，以利校務 推動。 三、透過多元化的教育訓練提升教師專業知能。 四、以公開、公平的獎勵管道，激勵教師自我成長。 五、建立多元溝通管道，允許教師有機會參與決策。 六、建立教師擔任行政的輪調制度。 七、善用人力管理資源，創造學校優質效能。 八、加強教師對內部行銷認同，增加學校效能。 參、對未來研究的建議 一、未來研究範圍可擴大至全國，以建立更完整的實證資料。 二、 未來研究可針對研究對象，可進行部分深入訪談，以獲得更詳盡、 更客觀的研究結果。 / Abstract The study aims at exploring the relationship among of Internal Marketing Strategies, Job Satisfaction and Teachers’ Organizational Citizenship Behavior in junior high Schools. The studied population is public junior high school teachers. The studied samples of 856 teachers from 83 public junior high schools They were acquired through random method. They were chosen 856 questionnaires were sent and 772 were retrieved 710 among the latter were efficient. Therefore 83.3% of the questionnaire were valid. The data of the survey were analyzed by SPSS program including descriptive statistics, t-test, one way ANOVA, Pearson product-moment correlation, and. regression analysis The main research findings and conclusions are as follows: 1. The whole performance of the “ Internal Marketing Strategies of junior high schools” are above the middle-high value. Among the sectional scores, “the educational training” is the highest. 2. The whole performance of “the Teachers’ Job Satisfaction” is middle-high level. Among the sectional scores, “ the dimension of the relationships between colleagues” is the highest. 3. The whole performance of “ the Teacher’s Organization Behavior” is middle-high level. Among the sectional scores “Responsibility and the law-abiding” is the highest. 4. Internal marketing strategies in junior high schools can predicate teachers’ job satisfaction whether in whole or in various dimensions. 5. Internal marketing strategies in junior high schools can predicate teachers’ organization behavior whether in whole or in various dimensions. 6. Teachers’ job satisfaction in junior high schools can predicate teachers’ organization behavior whether in whole or in various dimensions. 7. Internal marketing strategies and teachers’ job satisfaction can predicate teachers’ organization behavior. 8. Among different background variables, teachers who are male, high educated, over 51-year-old, with over 20-year teaching experience, and teaching director position have higher awareness of internal marketing strategies. 9. Among different background variables, teachers who are male, over 51-year-old, and teaching director and work in schools whose scale are over 49 classes have higher awareness of job satisfaction. 10. Among different background variables, teachers who are male, high educated, over 51-year-old, with over 20-year teaching experience, and teaching director position have higher awareness of teachers’ organization behavior. Findings and conclusion in this research could be used as a reference for educational administration agencies, and researchers to promote practice in operation and future research. Keywords: Internal marketing strategies、teachers’ job satisfaction、teachers’ organization behavior㎞.