本研究旨在探討新竹縣、市國民中學校長僕人領導與教師組織公民 行為相關之研究。研究目的包括：瞭解國民中學校長僕人領導層面及學 校教師組織公民行為之現況及關係；不同背景變項的國民中學教師，對 校長僕人領導層面知覺之差異以及對學校教師組織公民行為知覺之差 異；根據研究結果提出建議。 為達成上述目的，本研究採用「問卷調查法」來進行研究，以新竹 縣、市公立和私立國民中學教師為研究對象。本研究正式問卷調查，為 求具代表性，依不同學校規模分別抽取「12 班（含）以下」學校22 所、 「13-24 班」學校12 所、「24-48 班」學校13 所及「49 班（含）以上」 學校5 所，共49 所學校。發出問卷456 份，回收442 份，回收率97.0 ％，無效問卷32 份，有效問卷412 份，有效回收率為93.0％。本研究 使用工具「國民中學校長僕人領導與教師組織公民行為關係之研究」問 卷，除了受試者基本資料外，包含兩份量表，分別是「校長僕人領導行 為量表」與「教師組織公民行為量表」問卷。在資料的統計分析方面採 用描述性統計、t 考驗、單因子變異數分析與薛費法事後比較、多元逐 步迴歸分析等方法。根據研究發現，歸納本研究主要結論如下： 一、新竹縣、市國民中學教師對校長僕人領導行為之「願景激發」 感受最高，「尊重建立社群」感受最低。 二、新竹縣、市國民中學教師對教師組織公民行為之「工作恪守本 份」」感受較佳，「人際公民行為」感受較差。 三、新竹縣、市國民中學教師對「性別」在校長僕人領導行為及教 師組織公民行為上認同度相同。 四、新竹縣、市國民中學教師感受到「61 歲以上的校長」在校長僕 人領導和及「51 歲以上教師」在教師組織公民行為上表現較佳。 五、新竹縣、市國民中學教師感受到「不同學歷」背景之校長在校 長僕人領導和教師在組織公民行為上的表現上，沒有顯著差異。 六、新竹縣、市國民中學教師對於不同服務年資的校長的感受，具 「年資7 年以上」校長在各向度上表現最高，勝過年資「3-4 年」及「2 年以下」；但是不同服務年資的教師在教師組織公民 行為上表現，沒有顯著差異。 七、新竹縣、市國民中學教師因為擔任職務之不同，在教師組織公 民行為上表現上，在「人際公民行為」向度上，專任教師高於 導師。 八、新竹縣、市國民中學教師對不同學校規模校長僕人領導的感 受，「49 班以上」明顯高於其他的規模班級數，但在教師組織 公民行為上表現上，卻無明顯差異。 九、新竹縣、市國民中學教師對於不同的學校屬性，在校長僕人領 導的感受或教師組織公民行為上表現上，都是私立大於公立。 十、校長僕人領導各層面對教師組織公民行為具有預測力，因此校 長僕人領導行為對學校教師組織公民行為產生顯著的正向直接 影響。 關鍵詞：僕人領導、教師組織公民行為 / This study aims to discuss principals’ servant leadership and teachers’ organizational citizenship behavior related studies at junior high schools in Hsinchu city/county, with research purposes to cover : understand current situation and relationship between principals’ servant leadership and teachers’ organizational citizenship behavior at junior high school; understand the differences in the perception of principals’ servant leadership and teachers’ organizational citizenship behavior of junior high school teachers from diverse background variables, and propose suggestions upon the research outcomes. In order to achieve the purposes mentioned above, the study introduces “questionnaire survey” to conduct a study, with public and private junior high school teachers in Hsinchu city/county as research objects. In order to be significant, the official questionnaire survey of this study is proceeded upon different school size, with 22 schools with “12 classes (included)”, 12 schools with “13-24 classes”, 13 schools with “24-48 classes”, 5 schools with “49 classes (included)” selected; totaling up 49 schools with 456 questionnaires distributed and 442 questionnaires returned, reporting a 97.00% return rate including 32 invalid questionnaires and 412 valid questionnaires, reporting a 93.00% valid return rate. The study uses “A Study of Principals’ Servant Leadership and Teachers' Organizational Citizenship Behavior at Junior High Schools” questionnaire as a tool, covering two tables besides basic information of interviewees, which are “Principals’ Servant Leadership Behavior” and “Teachers’ Organizational Citizenship Behavior” questionnaire. Introducing descriptive statistics, t test, one-way ANOVA, Scheffe′s method, multiple stepwise regression analysis for data statistic analysis, the study is mainly concluded as below upon the research outcomes. I. Junior high school teachers in Hsinchu city/county reported a feeling on “vision inspired” by principals’ servant leadership behavior the most, and a feeling on “respect on community establishment” the least. II. Junior high school teachers in Hsinchu city/county reported better feeling on “scrupulous abidance of duty” of teachers’ organizational citizenship behavior, and reported poorer feeling on “interpersonal citizenship behavior”. III. Junior high school teachers in Hsinchu city/county reported the same level of identity in terms of “gender” for principal leadership behavior and teachers’ organizational citizenship behavior. IV. Junior high school teachers in Hsinchu city/county reported better feeling on the performance of “principals who aged above 61” in terms of principals’ servant leadership and “teachers who aged above 51” in terms of teachers’ organizational citizenship behavior. V. Junior high school teachers in Hsinchu city/county feel no significant difference on the performance of principals from “different academic backgrounds” in terms of principals’ servant leadership and teachers’ organizational citizenship behavior. VI. In terms of various dimensions of principals upon diverse years of service, junior high school teachers in Hsinchu city/county reported better feeling on principals who have “over 7 years of service” than those who have a service of 3-4 years and under two years; however, teachers upon various years of service showed no significant difference in terms of the performance of teachers’ organizational citizenship behavior. VII. Due to the diverse positions that junior high school teachers in Hsinchu city/county are responsible for, full-time teachers performed better than tutors in terms of “interpersonal citizenship behavior” aspect of teachers’ organizational citizenship behavior. VIII. Junior high school teachers in Hsinchu city/county reported better feeling on schools with “over 49 classes” which is significantly higher than schools in other class size; however, they reported no significant difference in terms of the performance of teachers’ organizational citizenship behavior. IX. Due to different types of schools, junior high school teachers in Hsinchu city/county have positive comments on the performance of private schools than public schools in no matter a feeling on principals’ servant leadership or the performance of teachers’ organization citizenship behavior. X. The principals’ servant leadership has a power of prediction while facing teachers’ organizational citizenship behavior from various aspects, therefore, the principals’ leadership behavior will have positive and direct impact on teachers’ organizational citizenship behavior. Keyword: servant leadership, teachers’ organizational citizenship behavior

本研究旨在調查宜蘭縣國民中學校長正向領導與教師組織公民行為之現況並探究背景因素差異以及二者間之關係。 本研究採問卷調查法，以宜蘭縣公立國民中學教師為調查研究對象，以自編之「宜蘭縣國民中學校長正向領導與教師組織公民行為調查問卷」為工具進行問卷調查研究，正式問卷總計發出452份，回收有效樣本共410份，回收及有效率90.10%。 問卷回收後，以敘述統計、獨立樣本t考驗、單因子變異數分析、典型相關及多元迴歸等統計方法進行分析。研究結果與歸納結論如下： 一、宜蘭縣國民中學校長正向領導呈現中高度知覺，以正向溝通得分最高，正向意義得分最低。 二、宜蘭縣國民中學教師組織公民行為呈現中高度知覺，以組織公民表現得分最高；人際公民表現得分最低。 三、男性；年齡較長；最高學歷為專科及大學畢業；兼任主任；學校規模37班以上；學校位於一般地區之背景變項教師對校長正向領導的知覺程度較高。 四、男性；年齡較長；最高學歷為專科及大學畢業；服務年資較長；兼任主任及擔任專任教師；學校規模37班以上；學校位於一般地區之背景變項教師在教師組織公民行為方面的知覺程度較高。 五、宜蘭縣國民中學校長正向領導與教師組織公民行為之間具有顯著的高度正相關，依序以正向關係、正向溝通及正向氣氛對人際公民表現最具有影響力。 六、宜蘭縣國民中學校長正向領導以正向溝通對教師組織公民行為之預測力最高；正向關係及正向意義次之。 根據以上結論提出相關建議，作為教育行政機關、國民中學校長與教師及未來研究之參考。 / The study aimed to investigate the status of public junior high school principals’ positive leadership (PL) and teachers’ organizational citizenship behavior (OCB) in Yilan County, furthermore, to analyze the differences of perceptions from different background teachers about PL, and OCB, and to explore the relationship among the two variables. Questionnaire survey method was adopted, the populations are teachers of public junior high schools in Yilan County, the samples include 24 schools and 452 questionnaires were distributed. There were 410 valid questionnaires used finally in the statistic analysis, and effective response rate is 91.10%. The data were analyzed by descriptive statistics, t-test, one-way ANOVA, canonical correlation, and multiple regression. The conclusions are as follows: 1.The perception about PL from public junior high school teachers in Yilan County is mid-high level. The perception about positive communication was the highest and the lowest was positive meaning. 2.The perception about OCB from public junior high school teachers in Yilan County is mid-high level. The perception about OCBO was the highest and the lowest was OCBI. 3.The male, elder, university graduate, serving longer, department directors, from 37 or more classes schools and from schools in general areas teachers had higher perceptions about PL. 4.The male, elder, university graduate, department directors, full-time teachers, from 37 or more classes schools and from schools in general areas teachers had higher perceptions about OCB. 5.There were significantly high positive correlations between PL and OBC in Yilan County. Positive relationship, positive communication and positive climate were the most influential in OCBI. 6.Positive communication of junior high school principals’ positive leadership in Yilan County had the highest predictive effect on teachers’ organizational citizenship behavior, and both positive relationship and meaning second. Relative suggestions were provided as a reference to educational administration authorities, junior high school principals, teachers and researchers engaged in future related research.

本研究主要探討鐵路警察的個人特質，對組織公民行為、工作滿意度的相關影響，並回顧過去有關組織公民行為、工作滿意度的相關文獻，主要在關切鐵路警察個人特質與組織公民行為二變項是否會產生工作滿意度的關係。 本研究主要目的有三：（一）探討鐵路警察個人特質在組織公民行為是否有影響。（二）探討鐵路警察個人特質在工作滿意度是否有影響。（三）探討鐵路警察組織公民行為對工作滿意度是否有關聯性。 回顧過去有關組織公民行為的相關文獻，並透過問卷發放，了解影響鐵警個人特質表現在組織公民行為、工作滿意度三者間關係，並提供建議與發現。本研究採用研究方法為「文獻分析法」、「問卷調查法」。以量化方式研究，問卷發放對象係以全國鐵路警察各外勤單位員警為主，採立意抽樣方法，計發放353份問卷，資料回收後透過相關統計方法（敍述統計、因素分析、ANOVA、相關分析、迥歸方程式）等方法進行資料分析。 由研究結果發現，在鐵路警察個人特質中，顯示員警年齡結構呈現老化的趨勢，以及鐵警服務年資3年以下之資淺人員占最大宗，其原因為於95年7月間因應高鐵的營運擴編成立新單位「高鐵警務段」，並從外單位調入大批警力；其他個人特質中，絕大多數鐵警都希望居住地能與駐地位處同一縣市，而鐵警服務年資與調職原因也都是影響工作滿意度的重要因素；另針對鐵警組織公民行為也發現一般員警普遍具有服從性、自主管理與善盡本分的特色，因此對工作滿意度也有高度的影響力。 綜上，本論文研究發現，鐵警要提高工作滿意度，應重新調整鐵警的人力結構朝年輕化，以及整體規劃資深警力的待退機制，也建請鐵警主管機關能重視改善基層員警的工作環境與持續培育專業素養，並藉由周期性的教育訓練，使得鐵警經驗得以傳承與交流，重塑鐵警的活力與新形象。 關鍵詞：鐵路警察、個人特質、組織公民行為、工作滿意度。 / This research aims to investigate the relative influences of railway police’s personal characteristics (RPPC) to organizational citizenship behaviors (OCB) and job satisfaction. By reviewing documents related to OCB and job satisfaction, the main concern is whether the two variables, RPPC and OCB, would enhance the job satisfaction. The main objectives of this research are to examine: (1) the effects of RPPC on OCB, (2) the effects of RPPC on job satisfaction, and (3) the relations of job satisfaction with railway police OCB. By reviewing documents of OCB and administering questionnaires, the relations among RPPC, OCB, and job satisfaction were interpreted, and the results and suggestions were stated. The methods used for this research were “document analysis” and “questionnaire survey.” The investigation was quantified, and approaches of the questionnaires were mainly the railway policemen of out posts throughout the nation. With determined sampling, 352 questionnaires were administered, and data collected was processed by related statistical analysis (descriptive statistics, factor analysis, ANOVA, relative analysis, multiple regression analysis, etc). The results of investigating RPPC indicate that their age structure was tending old, and that less-experienced staff with seniority less than 3 years was the majority. The reason was the establishment of new unit, “high speed railway police division,” according to the expansion of high speed rail during July, 2006, had caused transferring of great police force from other posts. The other personal characteristic was that majority of railway police wish to reside and work at the same city. Both the work seniority and the reason of transfer were significant factors influencing job satisfaction. In addition, the results of investigating railway police OCB indicate the staff in general had the characteristics of willingness to obey, self-manage and fulfill obligations, which also had high influence on job satisfaction. Collectively, the findings of this thesis demonstrate that to improve job satisfaction of railway police, the population structure should be modulated to be younger, and the retirement regulation of senior police force should be thoroughly planned. It is also suggested that the railway police authorities to pay attentions to improve working environment and to continuously advance professional capacities of the basic level police force. With regular trainings, railway police’s experience can be transmitted and interchanged, and the fine energy, as well as a renewed image, of railway police would be established. Keywords: railway police, personal characteristics, organizational citizenship behaviors (OCB), job satisfaction.

本研究旨在探討大學組織公平與行政人員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。之後，以公立大學行政人員為研究對象，透過隨機抽樣進行問卷調查，總計有效樣本為 250 份，分別以描述統計、獨立樣本t檢定、Pearson積差相關分析、單因子變異數分析及多元迴歸分析等統計方法加以分析。依據研究結果分析，本研究主要發現如下： 一、目前大學行政人員對組織公平與組織公民行為之現況良好，在組織公平三個構面中，以「互動公平」平均數最高，「程序公平」最低。在組織公民行為三個構面中，以「利他人行為」平均數最高，「利組織行為」最低。 二、不同的現職服務學校年資、身分、職務、職等、學校規模及學校類別之行政人員對大學組織公平知覺有顯著差異。 三、不同年齡、現職學校服務年資、身分、職務及學校規模的行政人員之組織公民行為程度有顯著差異。 四、大學組織公平與行政人員組織公民行為具有高度相關，其中程序公平與整體組織公民行為、利組織行為呈現高度相關。 五、大學組織公平對行政人員組織公民行為具有預測力，其中以程序公平預測力最高，分配公平預測力最低。 最後，根據研究結果提出相關建議，提供大學組織與未來研究之參考。 / The purpose of this research is to investigate the relationship between the public university’s organizational justice and administrative staff’s organizational citizenship behavior . The research methods are literature review and questionnaire survey. The data was collected from 250 administrative staffs serving in public universities and was analyzed by descriptive statistics, t-test, one-way-ANOVA, correlation and multiple regressions. The conclusions are as follows: 1.The administrative staff’s perception toward university’s organizational justice and organizational citizenship behavior is positive. Among the three aspects of university’s organizational justice, the highest score appears in “interactional justice“ and the lowest in “procedure justice“. Among the three aspects of administrative staff’s organizational citizenship behavior, the highest score appears in “organizational citizenship behavior - individual” and the lowest in “organizational citizenship behavior - organization”. 2.Administrative staffs with different years of service, identity, position, grade, university size and university category show significant differences on university’s organizational justice. 3.Administrative staffs with different age, years of service, identity, position and university size show significant differences on administrative staff’s organizational citizenship behavior. 4.There are positive correlations between the university’s organizational justice and administrative staff’s organizational citizenship behavior. Wherein the procedure justice, overall organizational citizenship behavior and organizational citizenship behavior – organization presented highly correlated. 5.The university’s organizational justice is able to predict administrative staff’s organizational citizenship behavior. Wherein the procedure justice is highly coorelated to prediction and distributive justice has lower correlation. The findings and conclusions as above can be references provided to universities for strategic management. In addition, the major results of this research can be also provided as references for future research in this area.

本研究旨在探討國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究，並探究組織承諾在個人與組織適配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，以苗栗縣共29 所國民中學教師為樣本母群體，採分層隨機抽樣，抽出364位受試者，回收有效問卷286份，所得資料分別以描述性統計、t 考驗、單因子變異數分析、皮爾遜積差關係、迴歸分析等統計方法進行資料的分析與處理，以瞭解國民中學教師個人與組織適配、組織承諾對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、苗栗縣國民中學教師個人與組織適配屬中上程度，以「個人與同事適配度」最高。 二、苗栗縣國民中學教師組織承諾屬中上程度，以「情感性承諾」最高。 三、苗栗縣國民中學教師組織公民行為屬中上程度，以「對學生之公民行為」最高。 四、本校服務年資及學校規模在教師個人與組織適配上有顯著差異。 五、學校規模在組織承諾上有顯著差異。 六、學校規模在組織公民行為上有顯著差異。 七、教師個人與組織適配、組織承諾對組織公民行為具顯著相關與預測。 八、教師組織承諾在個人與組織適配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、國民中學校長、教師以及未來研究的參考。 關鍵詞：個人與組織適配、組織承諾、組織公民行為

本研究旨在探討國民中學校長家長式領導層面、學校組織健康與教師組織公民行為關係。研究方法為文獻分析與問卷調查法。研究對象為我國國民中學教師，共發出923份問卷，回收率76%，有效樣本共702份。問卷回收後分別以信度分析、描述統計、皮爾森積差相關、集群分析、變異數分析、多元迴歸及結構方程模式等統計方法進行分析。根據研究結果與分析歸納之研究結論如下： 壹、 國民中學教師感受較少校長威權領導行為、中等程度仁慈領導行為、較多德行領導行為。 貳、 國民中學學校組織健康程度尚佳。 參、 國民中學教師組織公民行為程度良好。 肆、 不同背景變項國民中學教師對校長家長式領導層面、學校組織健康及教師組織公民行為看法具顯著差異。 伍、 威權領導與仁慈領導、德行領導、學校組織健康、教師組織公民行為間具有顯著負相關；仁慈領導、德行領導、學校組織健康、教師組織公民行為間則具有顯著正相關。 陸、 國民中學校長家長式領導取向可區分為二種，且各取向在學校組織健康上具顯著差異。 柒、 國民中學校長家長式領導層面可顯著預測學校組織健康程度。 捌、 國民中學校長家長式領導層面及學校組織健康可顯著預測教師組織公民行為程度。 玖、 家長式領導層面、學校組織健康與教師組織公民行為因果關係模式適配度尚佳，其中仁慈領導對學校組織健康之整體效果最高，學校組織健康則對教師組織公民行為之整體效果最高。 最後，本研究依研究結論分別提出以下建議： 壹、 對國民中學校長領導的建議 一、強化仁慈領導程度。 二、強化德行領導程度。 三、轉變威權領導。 貳、 對教育工作者的建議 一、提升學校自主性。 二、校長應致力營造高倡導高關懷的組織氣候。 三、提升校長影響力並作好行政支援教學工作。 四、適時激勵教師工作士氣，營造對學校的認同感。 參、 對後續研究的建議 分別對研究對象、變項及方法等方面，對未來研究提出建議。 / This study is focused on investigating the relationship among paternalistic leadership, organizational health, and organizational citizenship behavior in public junior high schools. The research process includes literature review and questionnaire survey. The population of this study is the junior high school teachers across Taiwan. 923 questionnaires were distributed, and 76% of them about 702 questionnaires were returned. The data is analyzed through reliability analysis, descriptive statistic, Pearson product-moment correlation, cluster analysis, one-way ANOVA, multipack regression and SEM. The findings of the study are as follows: 1. Junior high school teachers show low level of perception in authoritarianism leadership, median level of perception in benevolence leadership , high level of perception in moral leadership, high level of perception in organizational health, and very high level of perception in organizational citizenship behavior. 2. Junior high school teachers with different background show different opinions in paternalistic leadership, organizational health, and organizational citizenship behavior. 3. Authoritarianism leadership has a negative correlation with benevolence leadership, moral leadership, organizational health, and organizational citizenship behavior; there is a positive correlation among benevolence leadership, moral leadership, organizational health, and organizational citizenship behavior. 4. There are two approaches of paternalistic leadership, and they have different impact on organizational health. 5. The paternalistic leadership can predict organizational health significantly; the paternalistic leadership together with organizational health can predict organizational citizenship behavior significantly. 6. The structure relation among paternalistic leadership, organizational health, and organizational citizenship behavior is good. The suggestions of the study are as follows: 1. The suggestions for junior high school principals. (1)Improving the benevolence leadership ability. (2) Improving the moral leadership ability. (3)Transforming the authoritarianism leadership. 2. The suggestions for junior high school educators. (1)Raising the school integrity. (2)Principals should try their best to create a organizational climate with high level of consideration and initiating structure. (3) Principals should boost their influence on their supervisors, and provide teachers with sufficient resources. (4)Inspiring teacher’s moral in time, and boosting their identification with schools. 3. The suggestions for further studies. This study advises some implications on research subjects, variables, and methods.

本研究旨在探討組織信任和組織公民行為之間的關係。所謂組織信任乃組織成員對其主管和服務機關所抱持的一種認知和信念系統。它包括組織成員對主管工作能力的評價、對主管之行為舉止是否可靠或前後一致的認知，以及對組織中成員互動是否真誠、可靠的瞭解。至於組織公民行為則為組織成員自發性的一種對組織長期績效有益的利社會行為，這種行為除與組織的正式規範無關外，也不受組織中獎懲機制的約束。根據國內外零星的研究，組織信任和組織公民行為之間確有正相關存在。惟多數之實證調查均係以私部門為對象，甚少及於政府機關。且使用之量表亦以私部門之運作現況為基礎編製而成，因此無法完全顯現公部門組織運作的實況。 本研究在整理和歸納國內外理論性和實證性文獻之後，除分別對組織信任和組織公民行為提出整合性及分析性的概念架構外，並進一 步編製公部門組織公民行為量表。最後並以此新編量表作為測量工具 ，檢驗我國行政院所屬一級部會非主管級公務員在組織信任和組織公民行為之間的關連性。在經由因素分析之後，組織信任得到「主管信任」和「機構信任」兩個因素，組織公民行為則得到「敬業」、「樂群」、「守分」、「忠誠」和「熱心」五個因素。而研究的結果則發現，組織信任和組織公民行為有顯著之中度正相關。另在組織信任各構面和組織公民行為各構面之間的關聯性分析方面，則發現除「機構信任」和「敬業」兩者為極弱度正相關，且缺乏顯著性外，其他變項之間都能達到顯著的正相關。 此外，本研究亦探討七項人口變項（性別、年齡、教育程度、官等、擔任公職年資、在服務機關任職年資和薪資水準）和組織信任以及組織公民行為之間的關連性，結果發現此七項人口變項在整體組織信任和組織公民行為的表現上，均無顯著性差異存在。 最後，本研究並根據研究發現提出討論，並分別從組織信任和組織公民行為兩個面向探討研究結果對公部門管理的涵義。同時，並從理論模式、研究方法和研究主題三方面提供後續研究之建議。 第一章 緒論•••••••••••••••1 第一節 研究動機與目的•••••••••••••••01 第二節 研究方法••••••••••••••••••09 第三節 研究範圍、研究流程與研究限制••••••••11 第二章 文獻探討••••••••••••16 第一節 組織信任之理論與實務之研究•••••••••16 第二節 組織公民行為之理論與實務之研究•••••••56 第三節 組織信任與組織公民行為關係文獻之探討••••97 第三章 研究設計••••••••••••103 第一節 研究架構與研究變項說明•••••••••••103 第二節 研究問題與研究假設•••••••••••••107 第三節 問卷設計••••••••••••••••••115 第四節 研究調查過程••••••••••••••••128 第四章 資料分析與結果討論•••••••133 第一節 資料初步分析••••••••••••••••133 第二節 組織信任與組織公民行為之關聯性分析•••••140 第三節 人口變項與組織信任之關聯性分析•••••••152 第四節 人口變項與組織公民行為之關聯性分析•••••160 第五章 結論與建議••••••••••172 第一節 結論••••••••••••••••••••173 第二節 研究貢獻及對管理實務的涵義•••••••••190 第三節 對後續研究之建議••••••••••••••201 參考文獻•••••••••••••••204 附錄：本研究所使用之問卷•••••••224

本研究旨在瞭解國民中學校長領導風格、教師組織信任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領導風格、教師組織信任與教師組織公民行為之差異情形，並且探討三者間之關係，最後藉由校長領導風格與教師組織信任對教師組織公民行為進行預測。 本研究採用調查研究法，共抽樣35所學校，發出622份問卷，回收480份有效問卷，有效問卷回收率達77.17%。研究資料處理分別以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾遜積差相關與逐步迴歸分析等統計方式進行分析。 本研究之結論如下： 一、國民中學教師知覺校長轉型領導、交易領導屬中高程度。 二、國民中學教師表現教師組織信任屬中高程度。 三、國民中學教師表現教師組織公民行為屬高程度。 四、國民中學教師，因其性別、年齡、教育程度、服務年資、擔任職務與服務學校規模之不同，知覺校長轉型領導、交易領導有差異，以男性、30歲以下、一般大學、服務年資10年以下及兼任主任、組長之教師或科任教師、服務於49班以上學校之教師知覺程度較高。 五、國民中學教師，因其性別、年齡、教育程度、擔任職務與服務學校規模之不同，表現教師組織信任有差異，以男性、30歲以下、一般大學、及兼任主任之教師或科任教師、服務於49班以上學校之教師表現程度較高。 六、國民中學教師，因其教育程度、擔任職務與服務學校規模之不同，表現教師組織公民行為有差異，以一般大學及兼任主任、組長之教師或科任教師、服務於49班以上學校之教師表現程度較高。 七、國民中學校長領導風格、教師組織信任與教師組織公民行為間呈中度正相關以上。 八、根據逐步多元迴歸分析結果得知，國民中學校長轉型領導與教師組織信任對教師組織公民行為具有預測作用，其中以「轉型領導」的預測力最佳。 九、根據逐步多元迴歸分析結果得知，國民中學校長交易領導與教師組織信任對教師組織公民行為具有預測作用，其中以「教師組織信任」的預測力最佳。 / This study aims to investigate the current development of the principals’ leadership styles, teachers’ organizational trust and teachers’ organizational citizenship behavior in junior high school, and to analyze the differences in teachers of different background variables are conscious of the principals’ styles, teachers’ organizational trust and teachers’ organizational citizenship behavior, and to explorer the relationship among the three variables; finally, to forecast teachers’ organizational citizenship behavior through principals’ leadership styles and teachers’ organizational trust. Questionnaire survey method is adopted. The samples include 35 schools and 622 questionnaires are distributed. There were 480 valid questionnaires used in the statistical analysis and the response rate to questionnaires is 77.17%. All data collected are analyzed by the method of descriptive statistics, independent t-test, one-way ANOVA, Pearson product-moment correlation coefficient, and stepwise multiple regression. The conclusions are as follows: 1. Junior high school teachers’ perception of principal’s transformational leadership and transactional leadership is above average. 2. Junior high school teachers’ performance of teachers’ organizational trust is above average. 3. Junior high school teachers’ performance of teachers’ organizational citizenship behavior is above average. 4. Due to the differences in sex, age, educational level, years of service, duty, and the scale of school, there are significant differences in the junior high school teachers’ perception of principals’ transformational leadership and transactional leadership. 5. Due to the differences in sex, age, educational level, duty, and the scale of school, there are significant differences in the junior high school teachers’ performance of teachers’ organizational trust. 6. Due to the differences in educational level, duty, and the scale of school, there are significant differences in the junior high school teachers’ performance of teachers’ organizational citizenship behavior. 7. There is positive correlation among the principals’ leadership styles, teachers’ organizational trust, and teachers’ organizational citizenship behavior. 8. According to the research result of stepwise multiple regression, both of the principals’ transformational leadership and teachers’ organizational trust have a predictive effect on teachers’ organizational citizenship behavior. 9. According to the research result of stepwise multiple regression, both of the principals’ transactional leadership and teachers’ organizational trust have a predictive effect on teachers’ organizational citizenship behavior.

本研究旨在探討我國教師組織公民行為前置變項之研究，藉2000年至2010年間72篇論文及期刊之研究數據，以後設分析方法分別投入不同篇數進行教師組織公民行為之研究，探討教師組織公民行為及其前置變項之相關、差異分析影響等研究。本研究主要發現：（一）領導行為之轉型領導與服務領導分別與教師公民行為之效果值有顯著相關。（二）不同背景變項對教師公民行為之效果值有顯著差異，且在程度上具大效果值。（三）教師態度變項之教師組織承諾與教師工作滿意度分別與教師公民行為之效果值有顯著相關。（四）組織文化變項與教師公民行為之效果值有顯著相關。（五）教師內部行銷變項與教師公民行為之效果值有顯著相關。而本研究的結論與建議為學校領導者應善用教師組織公民行為之前置變項以促進教師組織公民行為之展現。 / The main purpose of this studyis to synthesize the researches by using meta-analysis methods (fixed and random model) on antecedents of teachers’ organizational citizenship behavior in elementary and secondary schoolsin Taiwan.The researcher analyzedthe correlation coefficient effect size and standardized mean difference effect size by collecting data from 72 theses and journals published during 2000-2010, and the effect sizes were calculated by Comprehensive Meta Analysis software. The main findings of this study: (1) There is the significant correlation betweentransformational leadership and teachers’ organizational citizenship behavior, as well as the significant correlation between teachers’ organizational citizenship behavior and servant leadership; (2) Teachers with various background have differences in their organizational citizenship behavior, which contains obvious effect size to the extent; (3) There is the significant correlation between teachers’ organizational commitment and teachers’ organizational citizenship behavior, as well as the significant correlation between teachers’ job satisfaction and teachers’ organizational citizenship behavior; (4) There is the significant correlation between organizational culture and teachers’ organizational citizenship behavior;(5) There is the significant correlation between teachers’ internal marketing and teachers’ organizational citizenship behavior.As a result, some suggestions are provided for school leaders and future research.

本研究旨在探討國民中學教師心理擁有感、教師工作滿意度與教師組織公民行為之關係，並探究工作滿意度在心理擁有感與組織公民行為之間是否具有中介變項的效果。研究採用問卷調查法，以臺北市國民中學教師為樣本母群體，採分層隨機抽樣，抽出30所國中共計450位受試者，回收有效問卷384份，所得資料分別以描述性統計、t考驗、單因子變異數分析、迴歸分析Sobel檢定等統計方法進行資料的分析與處理，以了解國中教師心理擁有感、工作滿意度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、國中教師對學校的心理擁有感現況中上。二、國中教師工作滿意程度屬中上，以「工作環境」滿意度最高。三、當前國中教師組織公民行為之表現屬中上，以「對學生之公民行為」最佳。四、年齡、服務總年資兩個背景變項在教師心理擁有感上有顯著差異。五、年齡、擔任職務兩個背景變項在教師工作滿意度上有顯著差異。六、服務總年資、教育程度及擔任職務等三個背景變項在組織公民行為上有顯著差異。七、心理擁有感與工作滿意度對組織公民行為具顯著正相關及預測效果。八、工作滿意度在教師心理擁有感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、國中校長以及未來研究的參考。 / The purpose of this study is to investigate the relationship among phychological ownership, job satisfaction and organizational citizenship behavior of junior high school teachers. Furthermore, the mediating effect of phychological ownership and job satisfaction on organizational citizenship behavior was examined. A survey research was conducted using a sample of junior high school teachers in Taipei. 450 teachers from 30 schools were selected by stratified random sampling. 384 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis and Sobel test. The major findings of this study are as follows: 1.Teacher’s phychological ownership is above average. 2. Teacher’s job satisfaction is above average, “working environment” ranks the top. 3. Teacher’s OCB is above average, “OCB-defending the individual students” ranks the top. 4. Two demographic variables, including age and total serving years show significant differences in phychological ownership. 5. Two demographic variables, including age and position, show significant differences in job satisfaction. 6. Three demographic variables, including total serving years, education and position show significant differences in OCB. 7. Phychological ownership is positively related to job satisfaction and OCB. In addition, phychological ownership has positive direct effect on OCB, job satisfaction has positive direct effect on OCB. Phychological ownership has positive direct effect on job satisfaction.　8. Job satisfaction does have mediating effect on phychological ownership and OCB. Based on the results of the research, suggestions for educational administration authorities, principals and future related study are proposed.