本研究的主要目的在探討逢迎策略和組織公民行為的關聯，並探 討逢迎策略對組織公民行為，是否會因主從關係的干擾而有所差異 。組織公民行為是員工自動自發的行為，並且超過其工作範圍之表 現，此行為有利於組織的運作。但是部屬展現組織公民行為有些是 為了提升組織整體利益，但有些卻是為了個人的自身利益。因此組 織公民行為和逢迎策略是非常相似的，不同之處為員工的動機。 本研究採用問卷調查方式，共計發出500份問卷，有效問卷為 267份，有效回收率為53.4%。針對回收的有效樣本267份資料，進行 因素分析、信度分析、t 檢定及變異數分析；並採用階層迴歸分析法 進行各變項間關係探討。經實證分析及討論後有以下重要的發現： 1.逢迎策略對組織公民行為有顯著正向影響。 2.主從關係對組織公民行為有顯著正向影響。 3.主從關係在逢迎策略對組織公民行為的影響上未有顯著干擾 效果。 4.主從關係在逢迎策略對輔佐主管的影響上有顯著負向弱化的干 擾效果。 The main purpose of this research is to find the relationships among ingratiatory strategies and organizational citizenship behaviors. Where the relationship between ingratiatory strategies on organization citizenship behaviors is moderated by LMX will also be explored in this study. Organizational citizenship behaviors are those employees'' behaviors which are beneficial to an organization, but not be required by the organization. Some self-interested behaviors on the part of employees may be beneficial to their organizations and that some prosocial behaviors may also benefit individuals. However, organization citizenship behaviors and ingratiatory strategies are similar, but differentiated by employees’ motivation. A questionnaire investigation was adopted in this research. There’re 500 questionnaires were sent, and 267 samples are effective . This study utilized the hierarchical regression analysis method to analyze the relationship of every variable. After the empirical research, the major findings as follows: 1.The research indicates that positive influence exists between ingratiatory strategies and organizational citizenship behaviors . 2.The research indicates that positive influence exists between LMX and organizational citizenship behaviors . 3.And the moderating effect of LMX was found ambiguous between ingratiatory strategies and organizational citizenship behaviors . 4.It results indicate the moderating effect of LMX negative influence on organizational citizenship behaviors .
