La culture organisationnelle influence la manière dont les organismes relèvent les défis externes auxquels elle fait face et façonnent les comportements normatifs de leurs membres. Des études portant sur le degré d’acceptation et d’adoption d’une culture organisationnelle indiquent une grande variance en fonction de multiples facteurs (p. ex. : l’âge, l’occupation, la hiérarchie, etc.) et leurs liens aux résultats subséquents. Différentes évaluations culturelles considèrent les sondages d’auto-évalulation comme étant des moyens acceptables de créer des liens entre les perceptions et les résultats. En effet, ces instruments mesurent les croyances, les suppositions et les valeurs d’une personne, mais l’un des facteurs pouvant compromettre les réponses est le manque de cadre de référence. Un des objectifs de l’étude est de déterminer la manière dont la mesure des perceptions culturelles est reliée à la contextualisation des questions du sondage. À l’aide de deux orientations, nous tentons de déterminer si les perceptions de la culture en lien avec l’organisation entière sont différentes de celles en lien avec le groupe de travail immédiat. De plus, l’étude explore la manière dont les différences algébriques entre les perceptions des deux référents sont simultanément reliées au bien-être psychologique au travail, à l’engagement et aux comportements de citoyenneté organisationnelle. Comme objectif final, nous déterminons lequel des deux référents prédit le mieux ces résultats. Les cent quatre-vingt-neuf participants de l’étude faisaient partie d’un établissement d’enseignement postsecondaire de langue anglaise du Québec. En premier lieu, les participants recevaient, de façon aléatoire, l’un des deux questionnaires - soit celui orienté sur l’organisation entière, soit celui orienté sur le groupe de travail immédiat -, puis, en deuxième lieu, son référent opposé correspondant. Les résultats indiquent que les perceptions de culture en lien avec l’organisation entière sont significativement différentes de celle en lien avec le groupe de travail immédiat. L’étude démontre que les similitudes entre les perceptions sont directement proportionnelles au bien-être ainsi qu’aux engagements organisationnels et de groupe de travail. De plus grandes différences perceptuelles sont associées à des niveaux plus élevés de bien-être et d’engagement organisationnel normatif. Ces associations sont plus fortes lorsque les perceptions de la culture organisationnelle sont plus positives que les perceptions de la culture du groupe de travail. Les différences algébriques opposées sont liées à des niveaux plus élevés de comportements de citoyenneté organisationnelle ainsi que d’engagements affectifs et de continuité envers le groupe de travail. Les résultats de l’étude suggèrent aussi que les perceptions de la culture du groupe de travail sont plus liées aux résultats pertinents que les perceptions de la culture organisationnelle. Les implications théoriques et pratiques des mesures de perceptions de culture sont examinées. / Organizational culture influences how organizations respond to environmental challenges and shape the normative behaviors of its members. Studies that address the extent to which a culture is accepted and practiced indicate much variance as a function of a multitude of factors (e.g. age, tenure, hierarchy, etc..) and their relation to subsequent outcomes. Various cultural assessments utilize self-report surveys as an acceptable avenue to link between perceptions and outcomes. While these instruments measure one’s beliefs, assumptions, and values, one of the factors that may implicate responses is the lack of frame of reference. One of the study’s objectives is to determine how measurements of cultural perceptions are related to contextualization of survey items. Using two orientations, we investigate whether perceptions of culture, in respect to the entire organization, are different from those in reference to the immediate workgroup. The study further explores how patterns of discrepancies between perceptions of the two referents are simultaneously related to psychological well-being at work, commitment and organizational citizenship behavior. As a final goal, we test which of the two referents better predict those outcomes. One hundred eighty nine participants in the study were part of a post-secondary, English educational institution in Quebec. Participants were randomly assigned to questionnaires with two different orientations - the entire organization or the immediate workgroup - at time one, and in corresponding opposite referent at time two. Results indicate that perceptions of culture in relation to the entire organization are significantly different from those in relation to the immediate workgroup. The study demonstrates that similarities between perceptions are positively related to well-being, organizational and workgroup commitments. Greater perceptual differences are associated with higher levels of well-being and normative organizational commitment. These associations are strongest when perceptions of organizational culture are more positive than perceptions of workgroup culture. Opposite patterns of discrepancy are related to higher levels of organizational citizenship- behavior, affective and continuance workgroup commitments. The results of the study also suggest that perceptions of workgroup culture are related to relevant outcomes more than perceptions of organizational culture. Theoretical and practical implications for measurement of perceptions of culture are discussed.

Excerpt: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of OCB and CWB.

Cette recherche visait à mieux appréhender la déviance constructive selon Galperin (2003). Ce construit se chevauchant avec d’autres comportements hors prescrit en milieux organisationnels, comportements de citoyenneté organisationnelle (CCO, Organ, 1988) et de déviance destructive (Robinson & Bennett, 1995), nous avons choisi de les étudier également. Nous avons d'abord examiné la littérature relative à ces comportements. Puis, nous avons étudié différents déterminants attitudinaux et de perception de situation de travail pouvant leur être associés, ainsi que leurs éventuelles relations avec l’épuisement professionnel. Rappelant différents modèles de stress, nous nous sommes intéressés à la Théorie de la Conservation des Ressources (Hobfoll, 1988), dans sa proposition de lecture salutogénique de la santé au travail. Notre revue de littérature s’est achevée par l’étude de la valorisation perçue des CCO et de la déviance constructive. Notre étude 1 (151 salariés en poste en relation avec du public) explore la façon dont exigences (tensions de rôles perçues), ressources (sentiment d’efficacité personnelle, autonomie dans le travail perçue) et implications professionnelles(organisationnelle affective et dans le métier) déterminent les comportements de citoyenneté organisationnelle orientée vers les individus et de déviance (destructive et constructive), et dont ces comportements déterminent, à leur tour, l’apparition d’un épuisement professionnel.Les études 2 et 3 interrogent la perception de l’incidence de CCO et de déviance constructive sur l’évaluation produite en provenance des supérieurs hiérarchiques (étude 2, 194 salariés) et des collègues de travail (étude 3, 168 salariés) et l’effet du mode de direction organisationnel sur celle-ci. Les résultats de ces études quantitatives sont discutés, limites et perspectives présentées par chapitre. Une discussion générale propose, pour finir, d’en dégager les enseignements clés. / The aim of this study was to appraise the constructive deviance according to Galperin (2003). As this construct has in common non prescribed behaviors in organizational environments, organizational citizenship behaviors (OCB, Organ, 1988) and destructive workplace deviance (Robinson & Bennett, 1995), we found interesting to study them as well. Then we focused on different attitudinal determinants and perception of workplace situations which could be compared to it, and their hypothetical relationship with the burn out. Recalling different stress models, we examined the Conservation of Resources Theory (Hobfoll, 1988), and particularly his salutogenic perspective of health at work. We achieved our review with the study of the perceived value of the OCB and constructive deviance. Our first study (151 workers related to public) explores how job demands (perceived role tensions), resources (feeling of job selfefficacy, perceived autonomy) and professional commitment (organizational affective and occupational) determine organizational citizenship behaviors directed towards individuals and workplace deviance (destructive and constructive), and how the behaviors determine in turn burn out. Through study 2 and 3, we examined the perception of the incidence of OCB and constructive deviance on the appraisal of the managers (study 2, 194 workers), coworkers (study 3, 168 workers) and the effect of the organization on it. The results, limits and perspectives are discussed in each chapter. The key learnings are highlighted in the general discussion.

The recent global financial crisis prompted organizations to search for effective ways to minimize loss of revenue due to settlement of organizational scandals. Transformational leadership and organizational citizenship behavior (OCB) are known to affect employees and subsequently organizational productivity. However, little is known about the relationship between transformational leadership and the OCB of employees of multinational corporations (MNCs) in Ghana. The purpose of this quantitative study was to bridge the gap in knowledge by examining the relationships between transformational leadership and the OCB of employees of MNCs in Ghana. The theoretical frameworks for this study were Bass' transformational leadership theory and Organ's OCB theory. A random sample of 180 employees, who had worked with MNCs in Ghana for at least 5 years, were surveyed on transformational leadership using a 40-item transformational leadership scale and OCB using a 24-item OCB scale. A correlation coefficient test and a regression analysis revealed statistically no significant correlational relationship between transformational leadership and OCB, and statistically no significant multiple regression relation between the4 dimensions of transformational leadership and OCB. The implication for social change includes importance to theory, business managers, and the society, that there is no relationship between transformational leadership and OCB of employees in MNCs in Ghana. Apprising individuals of this lack of relationship would inspire future researchers to search for other types of ethical leadership or non-financial incentives that could influence positive behavior of employees to enhance the organization's productivity, and produce ethical citizens for society.

Although organizational citizenship behaviors toward individuals (OCB-I) have been studied over decades, the beneficiary side of OCB-I has been understudied. The co-existing and interactive possibility of benefactor OCB-I and beneficiary OCB-I within individuals has been ignored. Therefore, this research adopted a person-centered approach and examined different profiles of benefactor OCB-I and beneficiary OCB-I on the basis of Grant’s (2013) theory. Results from Study 1 data (cross-sectional data) and Study 2 data (multiple waves of data) revealed the three profile groups: vigorous (high benefactor OCB-I and high beneficiary OCB-I), moderate (moderate benefactor OCB-I and moderate beneficiary OCB-I), and passive OCB-I groups (low benefactor OCB-I and low beneficiary OCB-I). Also, the three profiles were significantly differentiated by positive affect, other-oriented empathy, task interdependence, and job satisfaction. Furthermore, the vigorous OCB-I group showed the lowest psychological strain while the passive OCB-I group showed the lowest physical strain. The results offer theoretical implications for Grant’s (2013) theory, OCB-I and employee health research, and equity theory in comparison to conservation of resources theory. In addition, practical implications for enhancing employee health are discussed.

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.

Previous researches about the Person-Environment Fit were mainly based on the points of view of Person-Organization Fit and Person-Job Fit. Researches based on the points of view of Person-Supervisor Fit (P-S Fit) and Person-Workgroup Fit (P-G Fit) was less made. But nowadays, more and more companies adopt team approach for the organization of the main mold of operation. How to establish a harmonious group and enhance group¡¦s and individual performance becomes an important issue. The main purpose of this research is base on Fit Theory to examine Person-Supervisor Fit and Person-Workgroup Fit between crew, their supervisor and their coworker in every flight. In this study, Person-Supervisor Fit and Person-Workgroup Fit were defined as independent variables; role performance, job satisfaction and perceived support were defined as dependent variables. The relationship between independent and dependent variable are deeply discussed. There are 136 pairs of questionnaires surveyed by employees and their supervisors. Supervisor Leadership Profile (SLP) and Workgroup Characteristics Profile (WCP) were reduced to 16 of 25 statements as Q ranking items, and Q methodology was applied for measuring P-S Fit and P-W Fit. Regression analysis was used to further explore the dependent variable on the independent variable's influence. The result indicate that¡GFirst, employee with high P-G Fit, has more job satisfaction, the correlation between P-G Fit and job satisfaction is significant; second, employee with high P-S Fit, has more perceived supervisor support, the correlation between P-S Fit and perceived supervisor support is significant; third, employee with high P-G Fit, has more perceived coworker support, the correlation between P-G Fit and perceived coworker support is weak significant. This research further represents the direction of future research and practical meaning of management.

隨著資訊科技的進步與網際網路的流通，二十一世紀儼然成為一個不同於從前的時代。不同於以往單一面向的績效評估方式，平衡計分卡採用多面向的評估標準，使組織對於其各個面向都能夠均衡的掌握，並且具有前瞻性的策略管理功能，而其中它又以學習與成長的構面，作為其他構面的基礎。 近年來由於全球化的興起，各界相當關注提升組織競爭力的課題，於是許多關於組織績效的文獻應運而生，內容不外乎講究外在報酬與內在報酬，而後者更是近年來研究的重點。組織要能順利的運作，最主要的關鍵仍在於人的因素，組織中的成員除了要能依照職務規定或工作說明書的內容行動，更要能充分的展現出「角色外行為」，現在學者通常將其稱為「組織公民行為」。 首先，本研究將對於平衡計分卡與組織公民行為的概念加以釐清，以作為後續討論的基礎。其次，將探討組織願景與策略對於組織公民行為的影響，以及平衡計分卡中學習與成長構面與組織公民行為的交互影響。在這兩大主軸的討論之中，初步的將平衡計分卡與組織公民行為做一連結。

組織承諾（Organizational Commitment）是一種態度，不但影響員工對組織投入的強度（Steers,1977），也是個人對組織的聯結關係代表 (Sheldon,1971)。在1980年代，組織承諾即成為台灣組織行為研究的流行議題，頗受研究者的關注。而組織公民行為(Organizational Citizenship Behavior/OCB) 更自1983 年起，已經成為研究者關心的重點（Bateman & Organ,1983）。目前學界已普遍地認為組織的成功必須依賴員工主動地付出一些職責之外的正面行為，透過奉獻、助人、主動建議等組織公民行為的展現，組織才得以彰顯其所欲之目標（Organ, 1990）。而OC與 OCB二者均屬於組織員工之「態度」與「行為」層面，並為組織運作良窳的核心之一。據此，攸關政府組織機能運作核心「公務人力」態度及行為的組織承諾對組織公民行為之影響為何？即為本研究之主要動機。 本文係以我國訓練機關為例，由中央及地方政府，各擇取具代表性訓練機關共六所之所屬正式職員為研究對象，並採文獻探討法及問卷調查法作為研究工具。 本研究結果發現，訓練機關人員對於組織承諾的認知情形，在整體「組織承諾」及其構面，皆有七成以上的認同，顯示人員對訓練機關認為是值得努力及付出，並願意繼續留在該機關服務；訓練機關人員對於組織公民行為的表現情形，在整體「組織公民行為」及其構面，皆有七成以上的認同，顯示訓練機關是一個同事間相處融洽的單位，人員實質感受有所助益，具有正面的意義；訓練機關人員之組織承諾對組織公民行為具中度影響力。 面對未來全球化的挑戰，組織要有能力利用最有限的資源，來創造最有效的價值，端賴具備高度組織承諾感與組織公民行為之員工，他們會自覺與組織休戚與共，願意在組織中奉獻心力，並共同為組織願景努力。本文亦從研究結果發現提出對於訓練機關人力資源發展之策略建議，俾提供參考。 關鍵詞：組織承諾 組織公民行為 訓練機關 / Organizational commitment is an attitude. It not only affects the intensity of the involvement of the employees, but also represents the relationship between individuals and organizations. In the 1980s, organizational commitment was a hot issue in the field of organizational behavior study in Taiwan. Besides, scholars have put emphasis on organizational citizenship behavior since 1983. The academic circle agrees that the organizational success depends on whether the employees can provide positive behaviors beyond their duties spontaneously. Organization objectives can be manifested by means of organizational citizenship behaviors such as dedication, helping, and active suggestions. Organizational commitment and organizational citizenship behavior both belong to the level of “attitude” and “behavior” of the employees. They are the core elements of organizational operation. The motive of this study is based on what effect upon organizational citizenship behaviors can be caused by employees’ organizational commitment. The subjects of this research are the civil servants from six training agencies pertained to the Central authorities and Local goverment. This research adopts the Document Analysis and Questionnaire Survey to collect the data. The empirical results show that the employees from the training agencies identified themselves with more than seventy percent of the conception of organizational commitment. This result represents that the employees are willing to stay and serve in the same agencies. The empirical results also show that the employees identified themselves with more than seventy percent of the conception of organizational citizenship behavior. This result represents that the agencies are organizations within which colleagues get along with each other harmoniously. Employees believe that working in the organization is helpful and meaningful. The organizational commitment of the employees in the training agencies has moderate influence on organizational citizenship behavior. Confronted with the challenges of the globalization, the organizations have to take advantage of the limited resources to create the most valuable outcome. Employees with high sense of organizational commitment and organizational citizenship behavior will regard themselves as dedicators and volunteers in the organizations. They will strive to achieve the vision of the organization. On the basis of the research findings, this study also provides strategic suggestions of the human resources development for the training agencies. Keywords: Organizational Commitment, Organizational Citizenship Behavior, Training Agency