為了因應瞬息萬變的環境,組織內的成員需要表現超越角色的行為。組織公民行為是一項外角色行為,但變革取向組織公民行為更是能為組織帶來突破性的發展。因此,本研究主要的目的在探討個人因素、情境因素與對變革取向組織公民行為的影響,並進一步說明不同的人格特質是否透過工作滿意的心理歷程,進一步影響變革取向組織公民行為;及願景、創新氣候及支持性領導是否透過心理賦權與變革責任認知等二項心理歷程,進一步影響變革取向組織公民行為。 研究採取問卷調查法,針對407位刑事警察局成員進行調查。資料經由多元迴歸、結構方程模式及階層迴歸分析,結果顯示,五大人格特質中,經由工作滿意而影響變革取向組織公民行為的人格特質為外向性及神經質。組織願景及創新氣候與變革取向組織公民行為有顯著的正相關存在,且這兩個因素會受到心理賦權及變革責任認知的中介效果影響。
The present study attended to another form of OCB, change-oriented OCB, which challenged the status quo. The purpose of this study was to identify individual characters and a set of workplace characters that predicted change-oriented OCB. Data collected from 407 members of Criminal Investigation Bureau and analyzed by structural equation modeling and hierarchical regression. The results revealed that personality traits, vision and innovative climate predicted change-oriented OCB. The personality traits included Neuroticism and Extraversion were mediated by job satisfaction and contextual influences were mediated by two intervening variables: psychological empowerment and felt responsibility for change.